GLU-UE Contract Negotiation

Graduate Assistant Union Ratifies Agreement

Updated on December 10, 2024

On December 6, 2024, the Graduate Labor Union-United Electrical, Radio and Machine Workers of America (GLU-UE) ratified their first collective bargaining agreement (CBA) with the University. The University appreciates the support of GLU-UE members in approving the agreement.

The CBA provides graduate assistants a new $27 per hour minimum wage, guaranteed annual wage increases, student fee support, paid personal days, expanded medical and dental coverage for dependents, and other workplace protections.

The three-year CBA is the result of more than a year of negotiations. GLU-UE represents 4,500 graduate assistants on the Twin Cities and Duluth campuses. 

Next Steps

Planning has already begun within the University to implement this first contract. The University is focused on ensuring that it complies with all of the terms and conditions of the agreement systemwide, and is working diligently to expedite the implementation of this agreement.

In accordance with the collective bargaining agreement, the effective date of the contract will be the date of ratification by the Board of Regents. While it is not feasible to bring the agreement to the Board at its December meeting, the Office of Human Resources is working closely with the President’s and Board offices to schedule a special meeting to ratify the GLU-UE contract so that its start date will align with the start of the spring semester. 

The University remains deeply committed to fostering a positive, collaborative relationship with GLU-UE.

Tentative Agreement Reached

The University has reached a tentative agreement with the Graduate Labor Union-United, Electrical, Radio and Machine Workers of America (GLU-UE) for a first contract. 

If GLU-UE members vote to ratify the tentative agreement, it will be presented to the University of Minnesota Board of Regents for approval.   

Negotiations between the University and GLU-UE began in September 2023, and 26 two-day sessions were held before reaching the tentative agreement. This is the first contract between GLU-UE and the University.

On October 28, 2024, the University and Graduate Labor Union-United, Electrical, Radio and Machine Workers of America (GLU-UE) reached an agreement allowing mediation to resume. The new mediation dates are currently being scheduled and will be shared on this page once they are confirmed.

In the agreement, the University withdrew its Petition for Unit Clarification regarding fellows with the Minnesota Bureau of Mediation Services, and the union withdrew its Unfair Labor Practice Charge regarding fellows and canceled the strike authorization vote announced for October 28-31, 2024.

Both parties also agreed to set the fellows matter aside so they can focus on reaching a collective bargaining agreement (CBA) for graduate assistants (GA). Once the Board of Regents approves a CBA for the GAs, both parties will meet in good faith to try to come to an agreement on the fellows matter.  

The University feels this agreement is in the best interest of both parties and looks forward to the renewed mediation.

The University recently learned that the Graduate Labor Union-United Electrical, Radio, and Machine Workers of America (GLU-UE) will hold a strike authorization vote for its members on October 28-31. If GLU-UE authorizes a strike, a 10-day cooling-off period is required by law before a strike can commence. Negotiations are currently suspended due to a Maintenance of Status Quo order  (MSQ) issued by the Bureau of Mediation Services. It is unknown how the MSQ may impact a strike vote by the union. It is also unclear whether GLU-UE may lawfully strike under these circumstances.

The University values the contributions of graduate assistants. We remain steadfast in our commitment to our students and our community. Campuses, colleges, and units have contingency plans in place to ensure continuity of teaching and research.

Answers to bargaining, unit clarification, and the MSQ questions are listed below. The University’s latest proposal and background information on the negotiation process are available in the archives section on this page.

Questions and Answers

Bargaining

What is the current status of bargaining between GLU-UE and the University?
The University and the Graduate Labor Union-United Electrical, Radio, and Machine Workers of America (GLU-UE) have been in contract negotiations since September 2023. The parties have reached tentative agreements on approximately 75% of the contract articles.    

What contract articles remain?  
The University and GLU-UE have not agreed on economic considerations, distinctions between academic and employment, medical benefits, leave time, and whether fellows should be included in the bargaining unit.  

What are the economic differences between the University and GLU-UE?
The current economic proposals, costs, and differences between the University and GLU-UE can be found in the archive's October 10, 2024 update below.

Why doesn’t the University agree with GLU-UE’s economic terms? 
The goal of negotiation is to reach a fair agreement recognizing that the University serves a larger community. Graduate assistants encompass approximately one-third of all graduate students. The University does not believe it is fair and equitable to pass excessive costs onto other graduate or undergraduate students to pay GLU-UE’s economic demands. Over the life of the three-year contract, GLU-UE’s minimum rate increases are estimated to add $100.7 million in salary and fringe costs to the University.

Why can’t the University use endowments to pay GAs more?  
Endowment funds are typically restricted by donor agreements. Such funds can be used only for the specific purpose for which the endowment was established.

What does the University mean by distinctions between academic and employment? 
Under Minnesota law, GLU-UE is recognized as the exclusive representative for employment matters. Academic matters such as satisfactory progress and performance improvement plans are beyond the scope of their representation. Given this legal distinction, matters such as a respectful workplace, which is extremely important, can only apply to the workplace under this contract.  

Why are negotiations taking so long?  
It is common for first contracts to exceed one year of bargaining. There are many items to work through and consider.  

Does the University want to reach an agreement with GLU-UE? 
Yes. The University believes everyone is best served by reaching an agreement, which has been our goal from the beginning. 

Is the University bargaining in good faith?  
Yes.  All steps taken by the University have been to bargain in good faith.  

Fellowship and Trainee Clarification

Why is there disagreement between the University and GLU-UE regarding fellowships and trainees and whether they should be included in the bargaining unit?
In July 2024, the Minnesota Legislature amended the Minnesota Statutes Sec. 179A.11, Subd. 1 (1) (10) to include Graduate School Fellows, Graduate School Trainees, Professional School Fellows, and Professional School Trainees in the Graduate Assistant Bargaining Unit. Based on that amendment, GLU-UE maintains that individuals in these classifications are part of the Graduate Assistant Bargaining Unit.

Fellowships are non-service awards to graduate students to support their academic progress. A fellow does not have assigned hours they are expected to work and do not perform work at the direction of and/or for the University, contrary to the definition of “Public Employee” in Minn.Stat.Sec. 179A.03, Subd. 14 (b)(5). The University maintains these classifications are not part of the Graduate Assistant Bargaining Unit. Both parties have been unable to resolve the issues regarding these classifications.

What steps have the University taken to resolve the issue of whether fellows should be included in the bargaining unit? 
On October 10, 2024, the University filed a Petition for Unit Clarification with the Minnesota Bureau of Mediation Services (BMS) to adjudicate this question and determine whether these classifications should be part of the bargaining unit. On October 11, 2024, the BMS issued a Maintenance of Status Quo order prohibiting any changes in wages and other conditions of employment and suspended negotiations until a determination is made by BMS.

Why did the University file for unit clarification independently and not as a joint petition with GLU-UE? Did the University and GLU-UE previously reach an agreement on a joint filing for partial Maintenance of Status Quo?  
On September 13, the University proposed a joint petition with GLU-UE to the BMS seeking unit clarification regarding graduate fellows. GLU-UE did not accept the proposal for a joint petition. The University determined that a decision on the issue is necessary and filed its petition for unit clarification with BMS on October 10.

What is the fellowship and trainee unit clarification petition the University submitted, and how long will the process take to resolve it? 
The BMS will facilitate a unit clarification process to determine whether fellowships and trainees should be added to the bargaining unit. It is unknown how long that process will take, but the University is ready to move as quickly as possible under the BMS process. The University is ready to return to the bargaining table once the fellow and trainee unit clarification issue is resolved.

Can negotiations continue while the unit clarification process moves forward?  
No. On October 11, 2024, the BMS issued a Maintenance of Status Quo order prohibiting any changes in wages and other conditions of employment and suspended negotiations until a unit determination has been made.

Why is unit clarification important to the University?  
To date, the University has bargained for graduate assistants only. A decision on whether fellows and trainees, which the University classifies as non-employees, are included in the bargaining unit is critical to further progress on the remaining articles and reaching an overall tentative agreement. It would be extremely difficult for the University to continue bargaining an entire contract without knowing whether fellows are covered by that contract. 

Faculty Supervisors 

A communication was recently sent by GLU-UE to faculty and staff, should we follow the union’s directives? 
Legally, managers and supervisors can neither encourage nor discourage workers regarding their right to strike. Regardless of whether the GAs strike, the mission of the University must continue, and we must uphold our obligations to undergraduate and graduate students by ensuring their education experience is not disrupted if the GAs strike and research continues without interruption. We expect faculty and staff not in the GA bargaining unit to continue to adhere to our mission and, if necessary, reassign the work of the GAs to others. Non-GAs may not withhold their work or refuse to reassign work.

How should faculty supervisors interact with GAs during the Maintenance of Status Quo?  
A Maintenance of Status Quo (MSQ) is an administrative directive regarding working conditions. Faculty should continue to work with graduate assistants as they did before. Current GA terms and conditions of employment (including pay and benefits) continue during the MSQ. While the MSQ remains in effect, the University and GLU-UE cannot negotiate changes to terms and conditions of employment.

What HR consulting support and resources are available to faculty who supervise GAs? 
We acknowledge that this is challenging for faculty supervisors to navigate.  Campus, college, and unit HR are available to help consult with individual faculty supervisors. The Office of Human Resources, Employee and Labor Relations team (elr@umn.edu) is available to consult with individual HR Leads and units.  

What is the University doing to ensure continuity of instruction and research should GLU-UE choose to authorize a work stoppage? 
We remain steadfast in our commitment to our students and our community. Campuses, colleges, and units have contingency plans in place to ensure continuity of teaching and research.

The University and the Graduate Labor Union-United Electrical, Radio, and Machine Workers of America (GLU-UE) has been in contract negotiations since September 2023. In July 2024, the Minnesota Legislature amended the Minnesota Statutes Sec. 179A.11, Subd. 1 (1) (10) to include Graduate School Fellows, Graduate School Trainees, Professional School Fellows, and Professional School Trainees in the Graduate Assistant Bargaining Unit. Based on that amendment, GLU-UE maintains that individuals in these classifications are part of the Graduate Assistant Bargaining Unit.

Fellowships are non-service awards to graduate students to support their academic progress. A Fellow does not have assigned hours they are expected to work and do not perform work at the direction of and/or for the University, contrary to the definition of “Public Employee” in Minn.Stat.Sec. 179A.03, Subd. 14 (b)(5). The University maintains these classifications are not part of the Graduate Assistant Bargaining Unit. Both parties have been unable to resolve the issues regarding these classifications.

On October 10, 2024, the University filed a Petition for Unit Clarification with the Minnesota Bureau of Mediation Services (BMS) to adjudicate this question and determine whether these classifications should be part of the bargaining unit. On October 11, 2024, the BMS issued a Maintenance of Status Quo order prohibiting any changes in wages and other conditions of employment and suspended negotiations until a determination has been made.

We will update this page as more information is known. To review the University’s most recent counterproposal, please see the September 26 update listed below. 

Questions and Answers

Q. Are there any more mediation dates scheduled?

A. Mediation is scheduled for October 24 and 25, but those dates will likely be canceled due to the Maintenance of Status Quo order issued by BMS suspending negotiations.

Q. What are the next steps in the process?

A. As required when issuing a Maintenance of Status Quo order, mediation is suspended while the BMS reviews the unit clarification petition. Mediation will resume once BMS completes its review and issues a decision. The University looks forward to resolving this issue and resuming mediation.

Q. Why did the University file for unit clarification independently and not as a joint petition with GLU-UE?

A. On September 13, the University proposed a joint petition with GLU-UE to the Bureau of Mediation Services (BMS) seeking unit clarification regarding graduate fellows. GLU-UE did not accept the joint petition. The University determined that a decision on the issue is necessary and filed its own petition for unit clarification with BMS on October 10.

Q. Does the maintenance of status quo order apply to fellows and trainees?

A. No. The University classifies fellows and trainees as non-employees. The maintenance of status quo order does not apply to these groups as there are no employment terms and conditions to maintain.

The Graduate Labor Union-United Electrical, Radio, and Machine Workers of America (GLU-UE) and the University have held 22 negotiation/mediation sessions starting September 11, 2023. The University remains committed to the guiding principles established for our negotiations with GLU-UE.

On August 2, 2024, GLU-UE filed for mediation with the Bureau of Mediation Services (BMS). Through productive mediation, GLU-UE and the University have continued to make progress and reached tentative agreements on an additional three articles, yielding our current status of tentative agreement on 25 of 33 articles.

During the September 26 mediation session, the University provided a counterproposal to GLU-UE. GLU-UE reviewed the counterproposal and declined to provide a counterproposal.  On September 30, the University learned through GLU-UE’s website that the union is voting on October 6 through 8 and asking members to vote down the University’s latest counterproposal. To clarify, this is a vote on whether or not to accept the University's current counterproposal as the final contract and not a strike authorization vote. If the union votes down the counterproposal, it is the union’s responsibility to provide the next counterproposal.

GLU-UE proposals and the University counterproposals 
Below is a summary of GLU-UE’s current request and the University’s current counterproposal from the September 26, 2024, mediation session organized by topic.

Discipline and Discharge

GLU-UE proposal: GLU-UE seeks to add academic matters, including academic performance improvement plans, into the employment contract.  

University counterproposal: Under Minnesota labor law, GLU-UE is the exclusive representative of employment matters, not academics. The University maintains that academic issues are student issues, not employment issues, and are thus covered under other University academic policies and procedures under the Graduate School and Campuses and Colleges. 

Respectful Workplace

GLU-UE proposal: The union seeks to include academic matters into the respectful workplace article.  

University counterproposal: Under Minnesota labor law, GLU-UE is the exclusive representative of employment matters, not academics. The University maintains that academic issues are student issues, not employment issues, and are thus covered under other University academic policies and procedures under the Graduate School and Campuses and Colleges.

Compensation

GLU-UE proposal: The union seeks the following minimum pay rates:  

• Year 1: $33.50 per hour; 40.7% above the current minimum
• Year 2: $35.50 per hour; 46.2% above the current minimum
• Year 3: $37.50 per hour; 51.4%  above the current minimum
• Over the life of the three-year contract, these minimum rate increases are estimated to add $100.7 million in salary and fringe costs to the University:
  • Year 1: an additional $24.5 million
  • Year 2: an additional $33.4 million
  • Year 3: an additional $42.8 million

University counterproposal: 

• Graduate assistants with a 50% time appointment receive full tuition benefits. Graduate assistants with less than a 50% appointment receive prorated tuition benefits. The University considers these tremendous benefits when evaluating the entire economic package GAs receive as they come at a considerable cost to the University (approximately $55 million annually not charged to GAs).
• The University proposes that, in recognition of the value of experience gained through advanced training and expected job duties, GAs holding advanced status would be compensated at a higher minimum rate. 
• The University offered the following minimum pay rates for the 9510, 9511, 9515, 9521, 9526, and 9531 job codes:  
  • Year 1: $25.50 per hour; 13.9% above the current minimum
  • Year 2: $26.50 per hour; 17.7% above the current minimum
  • Year 3: $27.75 per hour; 22.3%  above the current minimum
• For advanced job codes 9517, 9518, 9519, 9527, 9528, 9529, 9532, and 9533, the University offered the following minimum pay rates:
  • Year 1: $26.25 per hour; 16.8% above the current minimum
  • Year 2: $27.25 per hour; 20.5% above the current minimum
  • Year 3: $28.25 per hour; 24.1%  above the current minimum 

Student fees

GLU-UE proposal: The union is asking the University to pay for graduate student fees as an employment benefit.  

University counterproposal: The University understands that graduate student fees are not included in the tuition benefit but also notes that fees differ by college and campus. Some fees are paid by students (undergraduate, professional, and graduate) to support student services such as mental health counseling and RecWell. Others are specific to the college or campus of enrollment or even occasionally specific courses chosen by students. The University has offered a package proposal of a one-time Year 1 lump sum payment of $750 for GAs already paid above the minimum if the union withdraws its student fee proposal.

Leaves

GLU-UE proposal: The union seeks to introduce paid personal days, immigration leave, and union leave. 

University counterproposal:

• The University offered GAs five days per academic year for immigration leave if the union withdraws its union leave proposal.  
• The University offered two paid personal days per semester/summer term for GAs on a 50% appointment (or higher) and one paid personal day per semester/summer term for GAs on a less than 50% appointment as a new type of leave that GAs do not currently receive.  

Medical Benefits

GLU-UE seeks increases to the dependent premium coverage amounts, a $75.00 per employee-employer contribution to a flexible spending account (FSA), and a commitment to maintaining current medical and dental benefits. The University continues to negotiate on these medical benefits. 

Fellows

GLU-UE proposes adding numerous graduate school fellows and trainees to the bargaining unit. The Union’s proposal would automatically and immediately add students who did not participate in the original vote to unionize to the bargaining unit. The University disagrees with this proposal. 

During the September 12 and 13, 2024 mediation session, the University and GLU-UE reached a tentative agreement on the following contract provisions:

Article 10 – Respectful Workplace

Section 1: Purpose 
Section 3. Responsibilities 

Article 23 – Leaves of Absence

Section 4. Bereavement Leave

Article 25 – Tuition and Fees Benefit

Section 1.  Tuition Coverage Benefits

Article 29 – Employee Assistance

Section 2: Relocation Assistance 

The University is next scheduled for mediation with GLU-UE on September 26 and 27, 2024. 

During the August 28 and 29, 2024 mediation session, the University and GLU-UE reached a tentative agreement on the following contract provision:

Tentative Agreement Reached

• Article 27, Childcare and Dependent Care, Section 1, Dependent Care FSA
   

Section Withdrawn 

• Article 27, Childcare and Dependent Care, Section 2, Dependent Care Communications

To date, the University and GLU-UE have reached tentative agreements on 23 of 33 articles. The next mediation sessions are September 12-13, 2024.

During the bargaining session on August 15 and 16, 2024, the University and GLU-UE reached tentative agreements on the following contract provisions: 

• Article 3 Definitions:  Standard Hours 
• Article 8 Nondiscrimination and Sexual Misconduct:  Section 1 Characteristics that align with University policy
• Article 8 now has tentative agreements on all sections.
• Article 23 Leaves of Absence:  Section 1 Scope of Article 
• Article 23 Leaves of Absence:  Section 11 Reinstatement After a Leave 
• Article 26 Medical Coverage:  Section 9. Notification of Coverage and Premium Changes

To date, the University and GLU-UE have reached tentative agreements on 22 of 33 articles. The next bargaining sessions are on August 28 and 29.

Negotiations between the University and GLU-UE began in September 2023. There have been 18 two-day bargaining sessions since that time with the most recent round on August 1-2, 2024.  The University and GLU-UE have reached tentative agreements on 24 of 33 articles.

On August 2, 2024, the Graduate Labor Union-United Electrical (GLU-UE) filed for a request for mediation services with the Minnesota Bureau of Mediation Services (BMS). Requesting BMS assistance is routine during negotiations to help participants clarify priorities and reach a final agreement.

The addition of BMS may raise questions for those unfamiliar with the negotiation process. We have begun a new Frequently Asked Questions section (found below) includes content on the BMS filing and the progress of negotiations moving forward.

The University will continue to actively participate in these important negotiations and looks forward to reaching an agreement with GLU-UE. As it has been since we began negotiations last year, our approach continues to be guided by the University’s principles for negotiations:

• Fulfilling our responsibility to serve our entire community, including graduate students throughout their educational experience, faculty, staff, and undergraduate students.
• Focusing bargaining on conditions of employment and refraining from bargaining on academic matters, which remain the purview of our faculty.
• Ensuring the University remains competitive and continues to attract top talent and external funding.
• Ensuring equity with respect to our other employees and fiscal responsibility for our stakeholders.
• Ensuring fiscal responsibility for this generation of graduate assistants, as well as future generations.

We welcome the opportunity to work with BMS and GLUE-UE to reach a fair and respectful agreement.

Negotiations between the University and GLU-UE began in September 2023. We have conducted 18 two-day bargaining sessions since that time with the most recent round in August 2024.

As this is the first contract between the University and GLU-UE, there is a wide range of proposals and counterproposals to negotiate. As of August 5, 2024, the University and the GLU-UE have reached tentative agreements on 24 of 33 articles.

The University remains committed to negotiating in good faith and reaching an agreement with GLU-UE.

About the Graduate Labor Union-United Electrical 
On April 28, 2023, Graduate assistants at the University of Minnesota voted in favor of union representation by the Graduate Labor Union-United Electrical, Radio and Machine Workers of America (GLU-UE).

Graduate students who hold graduate assistant positions in the following job codes are included in the bargaining unit. 

Additional classifications are under review to join GLU-UE but have not been confirmed.

The University and GLU-UE are currently engaged in mediation through the Minnesota Bureau of Mediation. The confirmed mediation dates are: 

• November 7 and 8, 2024
• November 21 and 22, 2024
• December 9, 2024.

As this is the first contract between the University and GLU-UE, both sides need to agree on what topics they will negotiate and then reach agreements on every topic. Subsequent contracts often take less time to negotiate as a framework has already been established through the first contract. As of August 5, 2024, the University and GLU-UE have held 18 two-day bargaining sessions since negotiations started in September 2023.

A mediator is a neutral third party who assists the parties in coming to an agreement. The State of Minnesota provides mediation services through the Bureau of Mediation Services (BMS) for these situations. Requesting BMS assistance is routine during an extended negotiation period. As required by law, both sides will continue to negotiate and the BMS mediator will work to ensure both parties understand the issues and priorities while they work towards an agreement.

Yes. The University continues to actively participate in these important negotiations and looks forward to reaching an agreement with GLU-UE. Our approach continues to be guided by the University’s principles for negotiations with GLU-UE that we identified and shared in September: 

• Fulfilling our responsibility to serve our entire community, including graduate students throughout their educational experience, faculty, staff, and undergraduate students.
• Focusing bargaining on conditions of employment and refraining from bargaining on academic matters, which remain the purview of our faculty.
  
• Ensuring the University remains competitive and continues to attract top talent and external funding.
• Ensuring equity with respect to our other employees and fiscal responsibility for our stakeholders.
• Ensuring fiscal responsibility for this generation of graduate assistants, as well as future generations.

Yes. The University is committed to negotiating in good faith with all our labor unions and collaborating with our union partners for the betterment of our employees and our University.

Minnesota law requires 45 days of mediation plus a 10-day "cooling off" period before a strike can be called. The University will continue to negotiate in good faith and hopes to come to an agreement to avoid a strike. Should a strike be called, the University will share additional information and plans with students, faculty, staff, and the public.