GOLD-UE Bargaining Update

Dear Guarini community,  

I write to update you on our May 30 bargaining session with GOLD-UE.

Since the May 8 bargaining session, GOLD-UE has made no counter proposals or other moves towards an agreement, despite having set their own deadline of the end of term to reach agreement. As Dartmouth is committed to finding points of compromise and reaching an agreement in good faith, we introduced a package proposal—a strategic tool in negotiations aimed at expediting the resolution of all remaining proposals. 

Medical Benefits

In this package proposal, Dartmouth expanded its offer related to its Medical Benefits. Dartmouth proposed increasing the one-time Time Away for Medical Reasons (TAMR) grant from $1,200 to $3,200, which is similar to paid leave benefits available under some state paid leave laws. This grant would be in addition to the up to four terms of health insurance coverage for graduate students on TAMR. Paid leave laws do not include continued health insurance coverage, and employees are typically expected to cover the ongoing insurance premiums while on leave. Last year Dartmouth decided to continue paying for four terms of health insurance for graduate students under TAMR.

Dependent Care

As part of the package proposal, Dartmouth also revised its Dependent Care proposal.  We acknowledged GOLD-UE's frustration with childcare access in New Hampshire. Dartmouth shares this frustration and re-emphasized that this issue extends beyond Dartmouth's control. Dartmouth again shared that given the magnitude of this issue, the one-year timeframe GOLD-UE proposed for Dartmouth to develop a solution for its members is not realistic.  

At a previous session, GOLD-UE invited speakers who relayed their experiences with the high cost of childcare. The speakers had noted that even a modest amount of assistance with childcare costs would be beneficial.

In recognition of the speakers' challenges and the significance of the childcare access issue, Dartmouth revised its childcare fund proposal as part of this package. GOLD-UE had previously rejected a $150,000 fund with $10,000 annual increases, deeming it insufficient. Dartmouth increased the offer to $200,000—a 33% rise—with $10,000 annual increases. This significant increase, along with a $2,000 rise in the childcare stipend, demonstrates Dartmouth's commitment to supporting parents in the GOLD-UE bargaining unit.

Length of Contract

Dartmouth had previously requested a four-year contract term, while GOLD-UE had proposed a three-year term. GOLD-UE had explained it wanted to return to the bargaining table sooner should there be issues with the first contract it wished to address.  In the interest of reaching an agreement, Dartmouth included in its package proposal that it would agree to a three-year contract.  

Dartmouth explained that these revisions, as part of a package, were made in exchange for GOLD-UE accepting Dartmouth's proposals on the other remaining contract provisions.  If GOLD-UE rejected the package, then Dartmouth's revised proposals would be off the table.

(See the detailed overview of Dartmouth's economic proposals and the list of tentative agreements.) 

Unfortunately, GOLD-UE rejected Dartmouth's package proposal. Instead, they largely reasserted their last proposals, making slight movements such as decreasing their stipend demand from $50,500 to $50,000.   

GRADING

At the end of the meeting, GOLD-UE wanted to discuss the assignment of grades to students on strike. Specifically, GOLD-UE believes that a grade of either LP (low pass) or NC (no credit) is a form of both employee discipline and retaliation for striking. Dartmouth disagreed vehemently that an LP/NC grade is employee discipline and clearly stated that it will defend faculty's academic freedom, which includes the responsibility for evaluating students' academic progress. Finally, Dartmouth reminded GOLD-UE that assigning a grade of LP/NC in and of itself is not retaliation under the National Labor Relations Act. Rather, GOLD-UE would have to prove that a faculty member assigned the LP/NC because of animus towards the strike. GOLD-UE then shared it did not mean the assignment of the grade is discipline, but was instead concerned about removal from a student's program and termination of their teaching/research position.

MOVING FORWARD

We have another bargaining session scheduled for Tuesday, June 4.

We are disappointed that GOLD-UE appears unwilling to make reasonable compromises or address its members' desire for an agreement by the end of the spring term. Dartmouth remains committed to bargaining in good faith and are hopeful that we can reach a fair and equitable agreement. An overview and updated FAQs about the GOLD-UE strike, including all Dartmouth economic proposals as of 5-30-24, are available on the provost's website.  

Sincerely,
David Kotz

Provost