Update on SWC-UAW Mediation

December 09, 2021

Dear fellow members of the Columbia community,

I write to share new information that the University hopes will bring negotiations with the Student Workers of Columbia-UAW to a swift and positive conclusion.

In a mediation session this afternoon, the University presented a revised comprehensive package of economic benefits that will increase stipends and hourly wages, and expand health benefits for student employees at the University. We believe that for PhD students, particularly those with families, we are offering one of the most generous packages of any university in the country.

We will provide additional information about these provisions in the coming days, and we encourage all students and faculty members to follow developments through our unionization e-newsletter and website. In the meantime, here are the key economic provisions:

 

COMPENSATION

Stipends

Immediate (retroactive to August 1) rate increases for all categories of funded PhD students for 2021-22.

Total compensation rates for those students on appointment increase to:

  • $43,621 for those on 12-month appointments, an increase this academic year of $2,101. 
  • $37,716 including summer stipend for those on 9-month appointments, an increase this academic year of $2,576 (total compensation includes a $32,716 9-month stipend plus $5,000 summer stipend).

Total support for those students not on appointment increases to:

  • $42,766 for those paid on a 12-month basis but not on appointment, an increase of $1,246 this academic year.
  • $37,074 including summer stipend for those paid on a 9-month basis but not on appointment, an increase of $1,934 this academic year (total compensation includes a $32,074 9-month stipend plus $5,000 summer stipend).

Stipends will increase at an annual rate of 3%. New compensation levels beginning this academic year for students on appointment also include a 2% supplement. This supplement will be a component of compensation in each semester students are on appointment, for the duration of the contract.

Summer stipend increase: Students eligible for summer stipends will receive stipends in June 2022 of $5,000, an increase of $1,000 over stipends for 2021. Summer stipends for eligible students will increase by $250 per year through summer 2025.

A 5% increase (or $100, whichever is greater) in compensation for undergraduate and Master’s students on appointment, with annual increases of 3%.

Hourly wage

The new minimum rate for hourly student employees who perform instructional and/or research work will be $20 per hour, starting January 17, 2022. That will rise to $21 per hour on August 1, 2022, and to $22 per hour on August 1, 2024. The University intends to compensate hourly student workers who perform instructional and/or research work, and who are not part of the bargaining unit, at the same minimum hourly rates.

One-time payment

If the agreement is ratified by December 23, 2021, PhD students on appointment will receive a lump sum payment of $500. Master’s and undergraduate students on appointment will receive a lump sum payment of $250. 

HEALTH BENEFITS

Columbia will provide new dental benefits for PhD students and their dependents, and create support funds to help student employees meet out-of-pocket health-related costs for themselves and their families. Columbia is one of the few universities that already provides health coverage to the dependents of its PhD students.

  • Dental Benefits: Beginning next year, PhD students on appointment may enroll themselves and eligible dependents in the Emblem Preferred Dental Plan. The University will pay 75% of the monthly premium.
  • Student Employee Support Fund: To reimburse out-of-pocket medical, dental, and vision expenses of undergraduate, Master’s and PhD student employees. The fund will provide $300,000 in its first year, rising by $25,000 per year.
  • Student Employee Dependent Support Fund: To reimburse out-of-pocket medical, dental, and vision expenses of the dependents of student employees. The fund will provide $100,000 in its first year, increasing by $25,000 per year.

CHILD CARE

  • An increase this year in the child care subsidy to $4,500, rising again to $5,000 the following year, for funded PhD students. This will provide coverage for each child who is under the age of 6 and not yet attending kindergarten. If both parents are PhD students, they each may apply individually for the child care subsidy.

Additionally, the University expanded a provision on arbitration that has been a centerpiece of bargaining. Previously in negotiations, the University agreed to offer the Harvard arbitration proposal to our student employees. Earlier this week, we expanded our proposal to add two additional grounds for arbitration. With this important addition, we have made the grounds of appeal under the EOAA process the same as the grounds on which a student employee can request arbitration. This means that student employees can choose whether to proceed with the appeal process (with a neutral appellate officer) or with an arbitrator.

In closing, the University is proud of this revised comprehensive offer, and we urge the Union to bring it to a vote before the entire bargaining unit for ratification by December 23, 2021.

We will provide additional details shortly, and we look forward to concluding these negotiations as soon as possible.

Sincerely,

Mary C. Boyce
Provost
Professor of Mechanical Engineering