1. Unionization At Penn
4/12/2017

2. Brief Overview of Grad School Unions
National Labor Relations Board (NLRB) said that graduate students at private universities can unionization in 2016
Public universities are governed by state laws regarding unions
Private universities are under federal (NLRB) laws
Currently one private university is unionized (NYU)
Several other universities have recently had elections:
University
Union Win?
Cornell
No (preliminary)
Harvard
Duke No
Columbia
Yes, no contract yet
Yale
Partial (some programs unionized, no contract yet)

3. Process of Unionization
1. Union collects authorization cards from 30%+ of the bargaining unit
Bargaining unit is everyone the union would represent (defined by the union)
30% is the minimum required to file with the NLRB
Most unions try to get at least 50%+
2. File for election with NLRB
NLRB requires at least 30% of the bargaining body
Employer and NLRB can also contest bargaining body (ie, not representative, too broad, etc)
3. Election
Typically 21 days after bargaining unit is agreed upon
If won, union can begin negotiations

4. Overview of GET-UP
Graduate Employees Together – University of Pennsylvania (GET-UP) is the prospective union
GET-UP is partnering/receiving assistance from two outside unions
American Federation of Teachers (AFT)
American Federation of Labor and Congress of Industrial Organizations (AFL–CIO)
GET-UP is unilaterally defining the bargaining unit as all graduate students who do research or teach
Will include PhDs and potentially Masters students
GET-UP representatives have indicated that they might be open to undergrads who also TA/research
GET-UP will not reveal who they exactly want to include in the bargaining group
Other proposed unions typically only include TAs

5. Overview of Potential Bargaining Group
BGS is roughly half the size of SAS (25% of all PhDs)

6. GET-UP Has Several Structural Concerns
Pan-graduate unionization requires mechanisms to prevent one large school from dominating the union
Analysis of GET-UP’s constitution reveals that there is no mechanism to ensure equal representation in several key areas
Leadership and committees (Section B: The Standing Committees and Article V: Elections)
Quorum is only set at 30% for substantial decisions (not defined), no quorum for other decisions (Section B: Decision Making)
Union members (other students) can bring charges against any other member
Can charge with anything that is “against the good and welfare of GET-UP” (Subsection A1: Determining and Filing Charges)
Hearing panel can appoint itself and can unilaterally dismiss charges
Has the potential to be abused

7. Pan-Graduate School Unionization
Pan-graduate unionization assumes all schools want union representation
Trying to represent twelve disparate schools is challenging
Each school has its own priorities, graduation requirements, etc
GET-UP has not addressed what issues they will prioritize or how they will determine which to prioritize
Possibility for one school to push for something that would harm another (for example, limits on work hours)

8. Union Dues and Budget
If GET-UP wins, they will be the sole representative to the administration for graduate students.
You can not opt out of their representation
Dues will be set by the union
Most likely around $600-$700 (2% of pre-tax income, based on GET-UP’s own estimates and NYU union’s dues)
Might have to pay more to be a full member with voting privileges
Will generate approximately $3,500,000 annually for GET-UP (based on 5000 grads)
Approximately $1-2 million will leave Penn and go to AFT/AFL-CIO (based on AFT/AFL-CIO bylaws and Cornell union estimates)
GET-UP has not proposed a budget or estimated expenditures

9. Possible Benefits of GET-UP Unionization
A common argument is that the university would be legally required to bargain with the union
Penn has demonstrated a strong willingness to address and correct issues raised by students.
There is no guarantee that our benefits would increase.
Penn couldn’t increase benefits without the union’s approval.
The ability to strike to push for additional benefits
A strike would be more detrimental to research students than to the university or teaching assistants.
A union member could be fined if they work during the strike.
Without the power to strike, the union has no leverage.

10. Current Benefits-Dental and Vision
Penn Dental (No Union)
NYU Dental (Union)
Locations 3 1
Provider
Certified Dentists (D.D.S)
Students in training
Diagnostic and Preventive Care
100% (Two cleanings/exams per year, includes X-Rays)
Restorative Care
80%
100%
Oral Surgery
80% (Also covered under student insurance)
0-20%
Endodontics & Periodontics
Prosthodontics
50%
Implant Surgery
Orthodontics
50% (Includes Invisalign)
10%
Occlusal Nightguards
Annual Coverage
$1500
N/A
Annual Deductible
$50
Cost
$199 $0
Benefit
Penn Vision (No Union)
NYU Vision (Union)
Health Insurance Cost $0
$269.70
Coverage
90% (Eye and Contact Exam)
100%
Locations
Numerous clinics in Philly
1 (Student Health Clinic)
Eye Glasses/Contact Coverage No

11. Current Benefits-Families
Description
Paid Maternity/Paternity Leave
8 weeks paid time off (16 weeks total if both parents are graduate students). Includes adoption as well as birth.
Family Leave
Up to one year off with no impact on degree requirements/progression
Family Grant Program
Up to $6700 per year for any expenses related to raising a child. Awards are based on number of children and expected costs.
Subsidized Childcare
Reduced rate at Penn’s childcare facility.
Emergency Childcare
In-home daycare during emergencies, available 24/7.
Fund for Families
$1,000,000 dedicated to help cover the costs of dependent healthcare insurance and other expenses
NYU union won $250,000 to cover childcare costs
Temple union (public-AFT) won 5 days for maternity/paternity leave

12. Current Benefits-International Students
Dedicated building for international students (international house)
Penn currently has 16 full time staff through the International Student and Scholar Services (ISSS) dedicated to helping students
Legal services are available through GAPSA
NYU union contract had no mention of international students
AFT specifically states that they can not provide legal assistance

13. Current Benefits-Stipends/Other Benefits
Stipends have increased at ~2% per year
NYU won a % stipend increase, but union dues are 2%
Category
Benefit
Health
Fully covered health insurance
$10 mental health copay
50% subsidized dental insurance
Covered gym membership
Other
Free legal help
Travel grants for conferences

14. Conclusions GET-UP’s currently proposed union has significant concerns
Pan-graduate school unionization could drown out smaller schools
Constitution is vague about how the organization will run
Unclear how much influence the AFT/AFL-CIO has
Our benefits are already better than what other unions have received
BGS could be negatively affected by unionization
Would prevent us from dealing directly with our administration
BGS could be outvoted and our needs might not be adequately addressed
School-specific unionization could alleviate concerns
Allow schools to address their own needs
Lower dues (not partnered with an outside union)
Laura