HUCTW leaders are happy to announce that Union and University negotiators have reached a tentative agreement for a new three-year contract, covering the period between October 1, 2018 and September 30, 2021. We have provided a brief summary of key aspects of the agreement below, and will send a full, detailed summary of all changes soon. Harvard and HUCTW have also released the following joint statement.

There will be a ratification vote on Tuesday, December 4, 2018. A majority of the HUCTW members who participate in the vote must vote “Yes” for this tentative agreement to take effect on December 5, 2018.

KEY FEATURES OF THE TENTATIVE AGREEMENT INCLUDE PROGRESS IN THE FOLLOWING AREAS:

• Salary Increases: In the first year of the tentative agreement, the average member with one year of service* will receive a salary increase of about 3.8% on December 5, 2018. All members on the payroll as of December 5, 2018 will also receive a lump sum bonus (equivalent to the value of the first-year raise for the period between October 1, 2018 and December 4, 2018). In the second and third years of the agreement, the average member (with one year of service as of each raise delivery date) will receive a salary increase of approximately 3.5% in each year. Raises will be delivered on October 1, 2019 and October 1, 2020, respectively.
• Use of Contingent Workers:  Significantly stronger policies and enforcement mechanisms around the inappropriate use of less-than-half-time workers (LHTs) and temporary workers, as well as an in-depth study on the use of outsourcing at Harvard and its impact on HUCTW staffing.
• Term Position Protections: Recall rights for union members in term positions — if a member’s term position comes to an end and the same job becomes available again, the member will have the right to be reinstated into that position.
• Health Care Premium Costs: Inflationary adjustments in 2022 to health care income thresholds that determine how much members pay for their health care premiums, ensuring that premiums stay affordable for members at all levels of pay. There will be no changes to copayments or other out-of-pocket costs, and no changes to the percentage formulas that determine how much members pay towards their premiums.
• Financial Assistance Funds: Substantial increases to all Harvard-HUCTW funds, including the Childcare Fund, the Education Fund, the Transportation Fund, and the Work Security Fund, in order to maintain, and in some cases increase, award amounts to members.

*The average member earns a salary of approximately $58,700 and has at least one year of service as of December 5, 2018. We will provide a salary increase calculator so that you can determine how much your particular salary increase will be. Members who have less than one year of service as of December 5, 2018 will have their raises prorated based on whether they have more or less than six months of service as of that date.

IN THE COMING WEEKS, HUCTW LEADERS WILL PROVIDE THE FOLLOWING:

• Detailed Summary of the Tentative Agreement: This PDF document will describe all changes in the tentative agreement in full detail.
• Salary Increase Calculator: This downloadable Excel calculator will allow each union member to calculate how much her/his 2018 salary increase will be.
• Lunchtime Union Meetings: These meetings will be hosted by HUCTW leaders and negotiators in every section of the campus in October and November so that members can learn more about the tentative agreement and ask questions.
• Contract Ratification Vote: The vote will take place on Tuesday, December 4, 2018 with voting locations across campus (details to follow). A majority of HUCTW members who participate in the vote must vote “Yes” in order for the contract to be ratified on December 5, 2018.

HUCTW negotiators, Executive Board members, officers, and organizers enthusiastically recommend a “Yes” vote to approve the new contract.  We’re looking forward to discussing the details with you and hearing all of your ideas, questions, and concerns over the next few weeks.