Full Tentative Agreement BC Recommendation

This article states the date of the agreement (to be filled in after ratification) and names Northwestern and our union (UE and NUGW-UE 1122) as parties to the agreement.

This article lays out policies that will govern how NU shares information about the bargaining unit with the union in order to comply with the Family Educational Rights and Privacy Act, which regulates student education records. It states that while some basic information about unit members will be shared by default, members will need to opt in to the disclosure of more detailed information about their employment.

This article states that employees may be disciplined or discharged (i.e., fired from their appointment) by NU only for just cause. This permits grievance of any potentially unjust disciplinary action or discharge. It describes the approaches NU is allowed to use when disciplining and/or discharging an employee, as well as the employees’ rights during such proceedings.

This article establishes the grievance procedure, which is the mechanism through which membership can enforce our contract by filing grievances when their contract rights are infringed. This article defines the term “grievance,” guarantees the right to a union representative during the grievance procedure, and describes the procedure itself. It specifies the method through which neutral third-party arbitration may be requested and how arbitration works. It also establishes time limits on grievances and prevents retaliation for participating in the grievance procedure

In this article, NU recognizes the union and its ability to negotiate a contract on behalf of all bargaining unit members. The categories of appointments within the unit are defined.

This is standard contract language stating that everything in the contract is subject to the laws of the government. If any contract provision is judged by a court or agency to be illegal, that provision will be nullified, but everything else will remain in effect.

This article creates an agency shop, establishing that all members of the bargaining unit are required to contribute to the collective bargaining and enforcement of the contract. Graduate workers in the bargaining unit must either join the union and pay union dues—which confers the right to participate as a voting member of the union—or instead pay agency fees.

It also allows for union dues to be automatically deducted from one’s paycheck and defines how dues are sent to the local. Agency fees will be set when the membership creates our constitution and cannot exceed union dues.

This article describes the type of work that members are expected to complete. This includes research and instructional work, which may also involve administrative or service tasks. It also states that members are not required to perform services that are personal in nature for the benefit of anyone else at the university.

This article requires Northwestern to send a letter outlining the terms and conditions of a work appointment to the employee at least 30 days before the start of the appointment, with relevant information including employment titles, stating dates, benefits, and compensation.

This article requires NU to develop a centralized system to post open appointments within a reasonable amount of time. It specifies what information must be listed in an open posting and in most cases requires the appointment to remain posted for a period of 5 business days.

In the event of premature appointment cancellation, this article requires NU to make reasonable efforts to reassign a graduate worker and guarantees continuation of funding - even past the period of guaranteed funding.

This article establishes that graduate workers are not obligated to work more than an average of 20 hours per week (not including academic work). It also specifies regular work hours, the timing of office hours and mandatory meetings, and a procedure for adjusting workload.

This article addresses the practical aspects of how graduate workers perform their work, including policies and procedures related to professional latitude, work location, office space, break rooms, parking access, remote work, equipment, tools, supplies, expenses reimbursements, and supervisor meetings.

This article states that time spent completing mandatory training, meetings, and required conferences is to be counted as part of the worker’s workload. It outlines requests for time off for non-required conferences and professional development leave.

This article states NU’s commitment to helping international graduate workers navigate the immigration process. It prohibits NU from releasing information about workers’ immigration status to the Department of Homeland Security unless legally required to do so. It ensures access to immigration resources and English Language Program and protects against retaliation for workers engaging in CPT and OPT.

This article ensures safe working conditions for graduate workers, that workers are not expected to work in conditions that pose unnecessary threat to their health and safety, and establishes a procedure for the reporting and subsequent corrective action for hazardous working conditions

This article guarantees accommodations for disabilities, religious practices, and expressing breast milk. It also provides gender equity protections (establishing the right to make gender marker changes in NU records and affirms individuals may use restrooms that align with their gender identity) and requires the university to maintain a list of restrooms with free menstrual products available.

This article outlines protected categories and states that all work environments must be free from harassment, discrimination, and abuse of authority. Graduate workers who report discrimination to Northwestern can be accompanied through the investigation process by a union steward.

This article guarantees NUGW representatives and UE staff access to on-campus spaces for the purposes of organizing and hosting events. It also permits NUGW to post flyers on bulletin boards and to present at Northwestern orientations for new students. Additionally, it allows union representatives time during working hours to investigate and process grievances.

This article is an enumeration of rights reserved by NU, such as final decision making over budget and operational decisions.

NUGW agrees that it may not call for, and its members may not participate in, a strike at any point while the contract is in effect. Northwestern similarly may not “lock out” graduate workers (i.e., prevent them from working) during the contract period.

This article describes the length of time the agreement is in effect, to be filled in following ratification.

This article creates a committee with five representatives each from Northwestern and NUGW to meet at least once a quarter to discuss issues pertaining to the contract, such as the bargaining unit list. Topics of grievances and bargaining will not be discussed in this committee.

This article extends adoption and senior care resources to graduate workers, and expands the TGS Childcare Grant to offer more support per child and cover a third child

This article defines our stipends for the duration of the contract, sets annual raises, and ensures that pay is not reduced. It also defines pay periods and pay rates for hourly work outside of the base stipend.

This article requires NU to offer tax workshops and free tax software to international workers. Additionally, the university will establish an annual fund to defray visa renewal costs including transportation ($300,000 for 2024, $270,000 for 2025, and $270,000 for 2026) for international employees and their dependants.

This article states the different types and durations of leave that graduate workers are permitted. Graduate workers are eligible for paid sick time, vacation days, and personal time as arranged with their supervisor and shall not be unreasonably denied. They are also eligible for paid family and medical leaves as denoted by The Graduate School policy. The article defines jury duty, military, holiday, union, and personal days. Graduate workers are allowed 5 non-consecutive and paid days for bereavement leave. International graduate workers will be granted an additional 5 days of leave per year for immigration-related appointments. Taking leave shall not result in the penalization or discrimination of the graduate worker.

This article guarantees coverage for an individual NU-SHIP premium, and covers 100% of the cost for the NU dental and vision plans. This article also states that NU will continue to offer a fitness subsidy to students on Chicago campus. Access to gender affirming care and reproductive healthcare will be maintained.

This article allows graduate workers to participate in the University’s Voluntary Savings Plan.

This article ensures that tuition will continue to be waived for all fully funded programs, and that the health services fee will be covered for all students.

This article gives a $100 payment annually to each fully-funded graduate worker.