Bargaining Update

Today, the Student Workers of Columbia union (SWC) failed to attend a fourth consecutive scheduled bargaining session, and the University remains disappointed and concerned the union is refusing to engage in substantive contract negotiations.  

The University offered nine dates throughout June for bargaining in an effort to jumpstart negotiations as the June 30 expiration of the current contract approaches. The SWC only accepted June 9 and has proposed no further dates. The University also offered alternative bargaining locations in an effort to meet the union’s concerns about the Studebaker Building, where the University typically meets with its unions. In response, the SWC only offered to meet in a labor organization conference center and insisted upon unlimited observers, Zoom broadcasting, and the presence of their president, a former student who was expelled following full student disciplinary processes. For reasons we have explained in prior updates, these demands are improper preconditions to bargaining, and the University cannot accept them.  

Despite these obstacles concerning negotiation logistics, the University has long been eager to move forward on the substance of a successor contract – and has proposed multiple contract articles on core issues such as wages, benefits, and other terms and conditions of employment that affect the more than 3,000 student employees the SWC is charged with representing. This includes a full set of non-economic contract proposals, further proposals on student employee benefits and child care, and – today – a fair and competitive offer on compensation. The SWC, however, has shown no interest in constructive engagement on these issues. The union still has not responded to any of the University’s proposals and has not offered any proposals of its own on any subject, though the union has said publicly it has articles prepared.

The University’s good faith compensation offer will anchor a total package that is strong, competitive, and fair. Highlights of the compensation offer, which can be read in full here, include:

• Parity between the 9-month and 12-month cohorts, by compensating all fully funded PhD students based on the same 12-month rate, a 15% increase for those on 9-month appointments during the academic year who currently receive summer stipend support. This has long been a key issue for the union, and we agree that it is fair and will strengthen the University’s ability to continue attracting top student talent.

• A ratified contract by July 1 will achieve parity through an immediate adjustment for those in the 9-month cohort for July and August that will supplement the summer stipend they already received. PhD student employees currently finishing academic year 2024-2025 12-month appointments will receive an immediate 2% adjustment to the salary they will receive in July and August.

• For the 2025-2026 academic year, 12-monthy salary minimums increase 2% from the 2024-2025 academic year to $49,042 during guaranteed years of support. Minimum annual support for student employees on 9-month appointments will increase 15%, to an annual minimum of $48,802.

• In addition, all fully funded PhD students who are not on appointment will receive an annualized stipend of $48,080, a 2% increase in the current off-appointment support for the 12-month cohort and a 15.3% increase in the current off-appointment support for the 9-month cohort.
• These increases, at a time of pay freezes across the University, will apply during the 2025-2026 academic year for PhD student employees in GSAS, SEAS, VP&S Coordinated Doctoral Programs in Biomedical Sciences, School of Nursing, School of Business, Mailman School, GSAPP, Journalism, SIPA, and School of Social Work. Further pay increases in subsequent years of the contract will be negotiated during further bargaining.

• A minimum 2% increase in compensation for other student employees represented by the SWC during academic year 2025-2026, with further pay increases in subsequent years of the contract to be negotiated during further bargaining.

The SWC’s course of conduct continues to suggest that the union is not seeking to negotiate in good faith, but is engaging in a “run out the clock” strategy to prevent reaching a successor agreement before the current contract expires.

Though the June 30 contract expiration is drawing close, the University remains committed to meeting in good faith with the union to finalize as soon as possible a fair, competitive, and responsible successor agreement that serves all student employees and the entire Columbia community. With today’s compensation proposal, we are hopeful the SWC will come to the table focused on the issues central to a successor contract and the well-being of the student employees it represents – wages, benefits support, and other issues related to their employment.