Graduate workers across the University met at a series of 18 town halls to discuss and provide feedback on the economic platform drafted by the Bargaining Committee (BC). Using this feedback, the BC finalized the following items relating to pay, fees, health benefits, and leave that they are bargaining to secure in our contract.

Pay, Fees, and Benefits Platform

At the University of Minnesota, graduate workers are essential – we teach classes,
mentor undergraduates and conduct high-impact research. Despite this, the U does not
sufficiently support us economically. It is important to note that this platform is a
general overview of what grad workers demand; the exact language presented to
administration will vary as we bargain with them.

  • Fair pay: Graduate workers at the Twin Cities and Duluth campuses deserve pay that reflects the rising costs of living in our respective cities, and all of the work we do for the university.
    • A system-wide wage floor that reflects the cost of living – about $37,000 for a 12-month appointment, $27,750 for a 9-month appointment, or $35.58 per hour.
    • Annual pay raises for all GAs. Annual cost of living adjustments to account for inflation. Bonus pay for GAs taking on additional work duties (e.g. supervisory duties or large classes).
    • Elimination of undue gaps in pay, through transitional pay, guaranteed summer appointments, and employment commitments for the duration of GAs’ graduate careers.
  • Ending the fees: It is egregious that graduate workers have to pay back an entire paycheck per semester to the University in untransparent fees. International graduate workers should not be disproportionately burdened by fees.
    • Tuition coverage for all GAs, regardless of appointment percentage.
    • Coverage of Curricular Practical Training costs for international workers.
    • Universal waiver of all student fees for GAs, including ISSS, student services, and college-specific fees.
    • Coverage of all costs related to visa applications and other immigration-related fees.
  • Health benefits: Graduate workers deserve benefits that promote our health and well-being, and that of our dependents.
    • Maintain or improve current health insurance plan.
    • Close gaps in affordable health insurance coverage.
    • Expand dental coverage to be affordable beyond Boynton Dental’s offerings.
    • Establish vision coverage that includes the cost of corrective lenses.
    • Make insurance premiums for spouses, registered domestic partners, and dependents more affordable.
    • Ensure communication between the employer and GAs regarding enrollment, termination, and changes to health insurance plans and premiums is adequate.
  • Comprehensive benefits: Given the inherent demands of our roles as researchers and instructors, it is crucial that the University provide travel, transportation, and relocation assistance.
    • Support GAs with children and other dependents by providing a dependent care stipend and a dependent travel grant.
    • Ensure that GAs have necessary transportation for their work by offering the Universal Transit Pass at no cost to GAs, maintaining access to parking contracts at a reasonable rate, reimbursing travel for research, and maintaining the Gopher Bikes program.
    • Establish relocation assistance for all GAs who must relocate for work, with additional assistance for international GAs.
    • Offer tax assistance to all GAs and make relevant tax information available on the University’s website.
    • Maintain the current Emergency Assistance Program for GAs.
    • Ensure GAs have the option to pay into a retirement plan with employer matching.
  • Clear and transparent leave policies: Graduate workers at the University of Minnesota deserve the right to take time away from work in a variety of circumstances, such as for the care of themselves or their families, for handling immigration-related matters, for vacation time, and more.
    • Codify GAs’ current rights to paid sick time, civic leave, military leave, and bereavement leave.
    • Expand the University’s Family and Medical Leave policies to include GAs.
    • Grant international GAs time off for immigration proceedings (such as visa renewals) and related travel.
    • Establish minimum vacation time and affirm that GAs are not required to work on University holidays (with accommodations for other cultural or religious holidays).
    • Ensure that upon return from a leave, GAs shall be reinstated to their prior position or an equivalent appointment and shall not be discriminated against for having taken a leave.