Ratification Vote! Last Bargaining Update (4/1/26)
After seven months of intense organizing and negotiations, the member-elected GEU-UAW bargaining committee has finally reached a tentative agreement with UConn. Because of the efforts of each and every one of you, we have secured a strong contract for the next four years. If you went to any one of our actions this year, spoke with coworkers in your department about our union, or forwarded our petition to your family and friends, thank you!! When we fight, we win!
What have we won? A contract that has the highest percentage stipend increases since unionization. A contract that added two new articles on Academic Freedom and Artificial Intelligence. A contract that has significantly expanded protections for International GAs. A contract with 9 to 11 weeks of paid leave for birth parents. A contract that maintains our strong non-discrimination, bullying & harassment protections and nationally competitive health insurance coverage.
You can view a full redlined version of the tentative agreement here and summaries of the changes to each article here.
Keep reading for the highlights:
Improvements to Total Compensation – Stipend and Fee Waiver Increases (Article 20 and Article 21)
We won 4.5% annual stipend increases in the first two years of the contract and 4.25% and 3.85% annual stipend increases for the last two years of our contract, respectively. In addition, we have secured between $100-$380 in additional GUF fee credits and the right to go back to the bargaining table if graduate tuition and fees increase by more than 4.75%.
Parking & Transit (Article 19)
We won GA garage passes at the employee rate, which are nearly $300 cheaper than what GAs currently pay. We maintained and expanded the number of GA-exclusive spots in N lot. And GAs with an accessible parking permit who have purchased a UConn parking permit may park at any designated accessible parking space.
When a parking lot is closed or disrupted by greater than 45%, the University must meet with the union to discuss mitigation strategies and communicate to GAs with: the dates and anticipated level of disruption (i.e. number of spots anticipated to be closed), suggested alternatives to parking lots, and mitigation plans.
Expanded Rights for International GAs (Article 35)
We won commitments from the University to:
We continued making improvements to benefits for GAs with families, including increasing the childcare reimbursement fund by $20,000 for the first two years of the contract (totalling $245,000 annually) and an additional $20,000 for the second two years of the contract (totalling $265,000 annually). We won 3 weeks more leave for birth parents for up to 11 weeks, more flexible leave for non-birth parents, and an expanded definition of family for bereavement leave.
Stronger GA Appointment Notification Rights (Article 5)
We won more notice for summer appointments, a notice of non-reappointment for the following academic year, and a requirement that GAs are provided all information – including what course they’re teaching – at least one week prior to the start of the semester.
Expanded Health and Safety Provisions (Article 17)
We won GAs the right to refuse to work in hazardous conditions when the University fails to provide proper safety equipment, training, or other provisions for the health and safety of GAs. The University is also now required to provide adequate and necessary first aid equipment, information, and training. GAs are no longer required to commute in inclement weather, unless necessary and required by the Supplemental Description of Duties.
Expanded GA Rights and Union Capacity to Address Workplace Issues (Article 25)
We won an increased grievance filing deadline from thirty calendar days to forty-five calendar days after the event or after the grievant becomes aware of the event or should have become aware of the event, whichever is later. This gives GAs more time to understand their rights and options when experiencing a workplace issue.
We also won an increase to the Union’s summer staff capacity by providing the Union with 20 hours of GA release time over the summer.
NEW ARTICLE: Academic Freedom
We won a NEW article on academic freedom that affirms that GAs have academic freedom on matters relevant to the subject and purpose of their appointment, and provides a cutting-edge definition of academic freedom. Establishes that discipline cannot be used to restrain a GA’s exercise of academic freedom.
NEW ARTICLE: Artificial Intelligence
We won a second NEW article on artificial intelligence which provides the Union one seat on the University artificial intelligence council when it is formed.
DEFENDED OUR RIGHTS
We protected our contract and GAs from attempts to cut take-home pay and weaken currently existing rights.
What have we won? A contract that has the highest percentage stipend increases since unionization. A contract that added two new articles on Academic Freedom and Artificial Intelligence. A contract that has significantly expanded protections for International GAs. A contract with 9 to 11 weeks of paid leave for birth parents. A contract that maintains our strong non-discrimination, bullying & harassment protections and nationally competitive health insurance coverage.
You can view a full redlined version of the tentative agreement here and summaries of the changes to each article here.
Keep reading for the highlights:
Improvements to Total Compensation – Stipend and Fee Waiver Increases (Article 20 and Article 21)
We won 4.5% annual stipend increases in the first two years of the contract and 4.25% and 3.85% annual stipend increases for the last two years of our contract, respectively. In addition, we have secured between $100-$380 in additional GUF fee credits and the right to go back to the bargaining table if graduate tuition and fees increase by more than 4.75%.
Parking & Transit (Article 19)
We won GA garage passes at the employee rate, which are nearly $300 cheaper than what GAs currently pay. We maintained and expanded the number of GA-exclusive spots in N lot. And GAs with an accessible parking permit who have purchased a UConn parking permit may park at any designated accessible parking space.
When a parking lot is closed or disrupted by greater than 45%, the University must meet with the union to discuss mitigation strategies and communicate to GAs with: the dates and anticipated level of disruption (i.e. number of spots anticipated to be closed), suggested alternatives to parking lots, and mitigation plans.
Expanded Rights for International GAs (Article 35)
We won commitments from the University to:
- not provide personally identifiable information about a GA, without consent, unless permitted by law;
- provide guidance regarding contact with law enforcement, federal agents, or immigration officials seeking to enter non-public spaces of campus;
- notify a GA who is the subject of a request for records information related to the GA’s immigration status from the U.S. DHS and send the impacted GA contact information for the Union and a link to the Union website;
- the possibility of up to 60 calendar days of unpaid, job protected leave per academic year for the purpose of maintaining, renewing, or adjusting immigration status or work authorization.
We continued making improvements to benefits for GAs with families, including increasing the childcare reimbursement fund by $20,000 for the first two years of the contract (totalling $245,000 annually) and an additional $20,000 for the second two years of the contract (totalling $265,000 annually). We won 3 weeks more leave for birth parents for up to 11 weeks, more flexible leave for non-birth parents, and an expanded definition of family for bereavement leave.
Stronger GA Appointment Notification Rights (Article 5)
We won more notice for summer appointments, a notice of non-reappointment for the following academic year, and a requirement that GAs are provided all information – including what course they’re teaching – at least one week prior to the start of the semester.
Expanded Health and Safety Provisions (Article 17)
We won GAs the right to refuse to work in hazardous conditions when the University fails to provide proper safety equipment, training, or other provisions for the health and safety of GAs. The University is also now required to provide adequate and necessary first aid equipment, information, and training. GAs are no longer required to commute in inclement weather, unless necessary and required by the Supplemental Description of Duties.
Expanded GA Rights and Union Capacity to Address Workplace Issues (Article 25)
We won an increased grievance filing deadline from thirty calendar days to forty-five calendar days after the event or after the grievant becomes aware of the event or should have become aware of the event, whichever is later. This gives GAs more time to understand their rights and options when experiencing a workplace issue.
We also won an increase to the Union’s summer staff capacity by providing the Union with 20 hours of GA release time over the summer.
NEW ARTICLE: Academic Freedom
We won a NEW article on academic freedom that affirms that GAs have academic freedom on matters relevant to the subject and purpose of their appointment, and provides a cutting-edge definition of academic freedom. Establishes that discipline cannot be used to restrain a GA’s exercise of academic freedom.
NEW ARTICLE: Artificial Intelligence
We won a second NEW article on artificial intelligence which provides the Union one seat on the University artificial intelligence council when it is formed.
DEFENDED OUR RIGHTS
We protected our contract and GAs from attempts to cut take-home pay and weaken currently existing rights.
March 10, 12 and 13 Public Bargaining Update
March 10, 2026, March 12, 2026, and March 13, 2026 Bargaining Sessions
We had several bargaining sessions last week. Major updates include:
Over the course of the sessions, we also exchanged Housing, Appointment & Reappointment, Child Care, Workspace & Materials, and Non-Discrimination, Bullying, & Harassment. With just a few days of negotiations left, the University finally returned Academic Freedom, which we had initially proposed 122 days before, and International GA Rights and Tuition and Fee Waivers, which we initially proposed over 2 months ago. The University explained that the timing of some of its proposals resulted from its decision to present them as packages. For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! Now we have heard back on all articles, we look forward to continued constructive engagement to improve GAs’ lives at UConn.
- Fees: On fees, the University countered by proposing that they maintain their right to unilaterally increase mandatory student fees for services related to their student status. With their proposal, GAs would pay at least $1,946 in fees next year from $1874 that we currently pay. In our counter, we pointed out that according to our calculations across the lifetime of the current contract fees have gone up $428.00 or 35.6%. The University calculated this increase at approximately 30%. Meanwhile, stipend levels have increased between $2,804.10 and $3,281.26 or 10.87% – meaning the university’s unilateral fee increases effectively cut this current year’s agreed-upon stipend increase from 3% to 2.36%. The fees currently paid by GAs are 6.56% of a Level 1 stipend of $28,586.75 and 5.60% of a Level 3 stipend of $33,455.37. To address this issue, our counterproposal included additional waivers, including the SHaW fee and technology fee, as well as language that would freeze our total fees paid at 2026-2027 levels with these additional fee waivers applied.
- Wages: The University proposed stipend increases of 3.25%, 3.5%, 2.5%, and 2.5%. We proposed 5.5%, 5%, and 5% increases, packaged with our fee proposal.
- International GAs: The University rejected nearly all of our proposed improvements Our counter proposed language that UMaine agreed upon in a recent collective bargaining agreement, as well as an international GA hardship fund. The University agreed to expand processes for responding to situations where GA immigration issues may impact their ability to work as a GA.
- Health insurance: The University’s health insurance counter reasserted their proposal increasing GA yearly health insurance premiums over the next 4 years by 67% or for “GA only” from $280 to $468; “GA +1” from $1,440 to $2,408; and “GA + family” from $1822 to $3,047. The current total yearly premiums, of which the University pays the difference, are $6,873.96 for “GA only,” $13,955 for “GA + One,” and $20,416 for “GA + Family.” The total yearly GA premiums have increased between 8.2% and 15% over the past four years.
- Parking: The University proposed an increased discount for GA garage permits in the form of a weighted average of 60% and 40% between employee and student parking. In practice meaning GAs would pay $180 more than employees, including professors, and pay $271.19 less than other students. They also continued to reject additional discounted GA parking tiers (GAs currently pay 50% of the full rate for Area 2 permits), accessible parking, transit, and climate-related proposals (that included a $500 rebate for e-bikes and free EV charging).
- Leave: The University increased paid parental leave for birth parents by 3 weeks, resulting in 9 to 11 total weeks of paid leave for birth parents and extended this benefit into a successive appointment with no break in service or with a break of service not to exceed 42 calendar days. We’re glad to see improvement, but this still falls under paid parental leave provided by many peer and aspirant institutions.
Over the course of the sessions, we also exchanged Housing, Appointment & Reappointment, Child Care, Workspace & Materials, and Non-Discrimination, Bullying, & Harassment. With just a few days of negotiations left, the University finally returned Academic Freedom, which we had initially proposed 122 days before, and International GA Rights and Tuition and Fee Waivers, which we initially proposed over 2 months ago. The University explained that the timing of some of its proposals resulted from its decision to present them as packages. For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! Now we have heard back on all articles, we look forward to continued constructive engagement to improve GAs’ lives at UConn.
February 19 Public Bargaining Update
February 19, 2026 Bargaining Session
During our last bargaining session on February 19, the University administration proposed annual stipend increases of 3%, 3%, 2.5%, and 2% across four years, which the University stated were consistent with our prior agreements and budgetary and funding realities. We stated the proposed raises would prevent graduate assistants from keeping up with rising costs of living.
The administration claimed that GAs are among the highest paid workers per hour at UConn – when accounting for the tuition waiver. Our union’s survey results found that 80% of Graduate Assistants have worried about paying rent. GAs are currently paid between $28,596 and $33,455 for a nine month/20-hour a week appointment with the expectation (and for international GAs, the legal requirement) that the rest of our time is spent making academic progress on our degree. Providing a tuition waiver is a fundamental tenet of graduate education and an essential component of the University’s business model that relies on GA research and teaching.
On Parking & Transit, the University proposed updating current contract language to provide for GA only designated spaces, Area 3 permits (which provide for free parking in portions of four parking lots), and garage rates for GAs (which they proposed would be the average between student rates, currently $1,098.60, and employee rates, currently $646.61). They rejected many of our other proposed improvements, which include:
The University also passed proposals on Appointment & Reappointment Notification; Non-Discrimination, Bullying & Harassment; Housing; Summer/Intercession; and Duration. With just weeks left in negotiations, we have not heard a response from the University on five of our initial proposals: Tuition/Fee Waivers, Rights and Protections for Non-Citizen Graduate Assistants, Leaves of Absence, Child Care, or Academic Freedom — which we submitted to them 98 days ago.
By the end of the session, we signed a tentative agreement for Travel. Notable updates from current contract language state that GAs may request a travel card/travel advance and any reimbursements will be processed within 30 days of receipt by accounts payable.
For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! We look forward to continuing to bargain with the University in the coming weeks.
The administration claimed that GAs are among the highest paid workers per hour at UConn – when accounting for the tuition waiver. Our union’s survey results found that 80% of Graduate Assistants have worried about paying rent. GAs are currently paid between $28,596 and $33,455 for a nine month/20-hour a week appointment with the expectation (and for international GAs, the legal requirement) that the rest of our time is spent making academic progress on our degree. Providing a tuition waiver is a fundamental tenet of graduate education and an essential component of the University’s business model that relies on GA research and teaching.
On Parking & Transit, the University proposed updating current contract language to provide for GA only designated spaces, Area 3 permits (which provide for free parking in portions of four parking lots), and garage rates for GAs (which they proposed would be the average between student rates, currently $1,098.60, and employee rates, currently $646.61). They rejected many of our other proposed improvements, which include:
- solutions for when construction obstructs parking lots, which has collectively caused GAs hundreds of wasted hours looking for parking;
- climate initiatives, including, but not limited to, a $1000 e-bike and $300 bicycle subsidy, that we stated would help UConn achieve its stated climate goals by make it less expensive for GAs to bike to work, take public transit, and use campus EV chargers;
- guaranteed access for GAs with handicap placards to any accessible spot on campus, regardless of their permit type, so they may have to park in spots far away from their workplaces. The University stated that those with accessible placards have access to the Accessible Van Service as well as UConn buses.
The University also passed proposals on Appointment & Reappointment Notification; Non-Discrimination, Bullying & Harassment; Housing; Summer/Intercession; and Duration. With just weeks left in negotiations, we have not heard a response from the University on five of our initial proposals: Tuition/Fee Waivers, Rights and Protections for Non-Citizen Graduate Assistants, Leaves of Absence, Child Care, or Academic Freedom — which we submitted to them 98 days ago.
By the end of the session, we signed a tentative agreement for Travel. Notable updates from current contract language state that GAs may request a travel card/travel advance and any reimbursements will be processed within 30 days of receipt by accounts payable.
For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! We look forward to continuing to bargain with the University in the coming weeks.
February 16 Public Bargaining Update
February 16, 2026 Bargaining Session
During our last bargaining session on February 16, the University proposed increasing our Health Insurance price by 20%, and 11.7% every year thereafter -- a 67% increase by the last year of the contract from what we currently pay, or $3,047.11 for GAs with families. They stated this was based on a 37% increase in health insurance costs over the life of the current CBA, along with an average of approximately 11% in increases year over year. They also rejected our proposed improvements on Housing and Remote Work.
The University also made proposals on Non-Discrimination, Appointment and Reappointment, Workspace Materials, Workload, Duration, Supplemental Description of Duties, and OICR Information. It’s now been 14 weeks since we proposed our article on Academic Freedom with no response from the University.
For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! We look forward to continuing to bargain with the University next week.
The University also made proposals on Non-Discrimination, Appointment and Reappointment, Workspace Materials, Workload, Duration, Supplemental Description of Duties, and OICR Information. It’s now been 14 weeks since we proposed our article on Academic Freedom with no response from the University.
For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! We look forward to continuing to bargain with the University next week.
February 9 Public Bargaining Update
February 9, 2026 Bargaining Session
Our last bargaining session on February 9 marked five weeks since we initially introduced our major economic proposals. Since then we’ve had weekly bargaining sessions, but no response from the university on our proposed improvements to health insurance, wages, housing, tuition and fee waivers, childcare, and artificial intelligence, among others. During the Feb 9 session, the University exchanged its Union Rights and Travel counter proposals, and we reasserted many of our proposed improvements to our Parking & Transit and Union Rights.
For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! We look forward to continuing to bargain with the University on February 16th.
For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! We look forward to continuing to bargain with the University on February 16th.
January 30 and February 2 Public Bargaining Update
January 30, 2026 and February 2, 2026 Bargaining Sessions
During our bargaining sessions on January 30 and February 2, the University and Union exchanged proposals on Discipline and Dismissal, Workload, Training, Union Rights, Health & Safety, and Non-Discrimination, Bullying, & Harassment. We have not received a response from the University on 15 of our counters and initial proposals, including many of our major economic proposals, which were initially proposed on January 5, 2026, and Academic Freedom, which we initially proposed on November 10. At the February 2 session, the University provided information related to the Union Rights, Health & Safety, Remote Work, and International GA Rights proposals.
For Union Rights, the University agreed to provide additional information to the Union as proposed by the Union so we can better serve GAs and a 20-hour summer union release time position, but rejected many of our other proposed changes. We countered by reasserting our proposal for an on-campus union office, updated emailing access, the right to reserve space on par with other registered organizations and post on bulletin boards, 100 hours of GA union release time, and a GEU representative on Board of Trustees committees.
For Health & Safety, the University accepted many of our proposed health and safety improvements, including agreeing to provide adequate and necessary first aid equipment, the right to refuse to work in hazardous conditions, and protections against future rollbacks.
For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! We look forward to continuing to bargain with the University on February 9th.
For Union Rights, the University agreed to provide additional information to the Union as proposed by the Union so we can better serve GAs and a 20-hour summer union release time position, but rejected many of our other proposed changes. We countered by reasserting our proposal for an on-campus union office, updated emailing access, the right to reserve space on par with other registered organizations and post on bulletin boards, 100 hours of GA union release time, and a GEU representative on Board of Trustees committees.
For Health & Safety, the University accepted many of our proposed health and safety improvements, including agreeing to provide adequate and necessary first aid equipment, the right to refuse to work in hazardous conditions, and protections against future rollbacks.
For information on the other articles and to view each side’s proposals and counterproposals, check out the bargaining tracker on our website! We look forward to continuing to bargain with the University on February 9th.
January 15 Public Bargaining Update
January 15, 2026 Bargaining Session
During our eleventh bargaining session on January 15, we made proposals on Leaves of Absence and Rights and Protections for Non-Citizen Graduate Assistants and provided counters on Discipline and Non-Discrimination, Bullying, and Harassment. We have not yet heard a response from the University on 15 of our counters and proposals, including Academic Freedom which was initially proposed on November 10.
During the session, the University rejected almost all our proposed improvements to Parking & Transit and accepted a few changes, most, but not all, of which reflect the current status quo for parking and transit on campus. On Discipline, the University’s counter provided that upon request, the University would provide the Union with a copy of any investigatory report that was relied upon in connection with the contemplated discipline.
We look forward to our next session on Friday, January 30th.
- On Leaves of Absence, we proposed:
- 16 weeks of parental leave during pregnancy or after birth for both birth parent and non-birth parent;
- 10 days of bereavement leave for the loss of family member, which we expanded to include siblings, aunt/uncle, grandparents, and close friends;
- Increasing personal leave from 3 to 5 days per semester.
- 16 weeks of parental leave during pregnancy or after birth for both birth parent and non-birth parent;
- On Rights and Protections for Non-Citizen Graduate Assistants, we proposed:
- Protocols to protect non-citizen GAs during interactions with law and immigration enforcement agencies;
- Union notification if there is an immigration investigation of a GA;
- The establishment of a legal support fund to reimburse legal expenses;
- Continuity of pay and benefits, and re-employment if a GA temporarily loses work authorization, to the extent permitted by law;
- 60 days of unpaid job-protected leave for immigration and visa matters.
- Protocols to protect non-citizen GAs during interactions with law and immigration enforcement agencies;
- On Discipline, we accepted most of the University’s proposed changes, but rejected a change that would restrict our access to investigatory reports unless they were used to consider the level of discipline
- On Non-Discrimination, Bullying, and Harassment, we accepted most of the University’s proposed changes, but rejected their insertion of “unlawful” to discrimination.
During the session, the University rejected almost all our proposed improvements to Parking & Transit and accepted a few changes, most, but not all, of which reflect the current status quo for parking and transit on campus. On Discipline, the University’s counter provided that upon request, the University would provide the Union with a copy of any investigatory report that was relied upon in connection with the contemplated discipline.
We look forward to our next session on Friday, January 30th.
January 5 Public Bargaining Update
January 5, 2026 Bargaining Session
During our tenth bargaining session on January 5, we started the new year strong by proposing revisions to ten articles including Childcare, Housing, Parking and Transit, Health Insurance, Stipends & Wages, Tuition & Fee Waivers, and more. The university made two proposals on Non-Discrimination, Bullying, and Harassment and Discipline.
The University made the following proposals:
We look forward to our next session on January 15th from 10am-12pm.
- On Childcare, we proposed increasing the childcare fund to cover the deficit in our current childcare reimbursement fund and the creation of a grant of $1000 for each GA per semester to cover other childcare expenses for their children 5 years and under.
- On Housing, we proposed tying on-campus graduate housing fees to the HUD’s fair market rent and the creation of a $700,000 rent support fund for Graduate Assistants.
- On Travel, we proposed clarifying GA access to travel cards and a 10-business day deadline to process travel reimbursements.
- On Union Rights, we proposed enhanced information access to better serve GAs and speed up grievance investigations, an on-campus union office, updated emailing access, the right to reserve space on par with other registered organizations and the right to post on bulletin boards and in GA offices, 120 hours of GA union release time from a current total of 50 hours per week, and a GEU representative on the Board of Trustees.
- On Parking and Transit, highlights include free parking access for commuter, Area 2, and garage parking, waived citations when there is no parking available in an area, guaranteed overnight parking access, a grace period for obtaining permits at the beginning of the year, access to all accessible parking spots regardless of permit type, 142 GA-only Lot N spots, access to Area 1 if Area 2 and commuters spots are significantly reduced, shuttles between campuses and towns, and the creation of a bike rebate program of $1,000 for e-Bikes and $300 for traditional bikes, annual allowance of $150 for bike maintenance, priority access to covered and secure bicycle storage along with free EV charging for GAs who hold a parking permit.
- On Health Insurance, we proposed adding vision insurance coverage, continuing the current health insurance rate for GA-only coverage, and reducing the rate for GA+1 and GA+Family coverage by approximately 50%.
- On Stipend & Wages, we proposed increasing stipends for the first year of the contract so that Level 1 base stipends (currently $28,596) match the rate calculated by MIT’s living wage calculator for Tolland County for full time employment (currently $51,468), an approximate increase of 77 % to 80 % from their current stipend levels; and increasing the stipends by 4.5% each year of the contract thereafter.
- On Summer/Intercession GA Appointments, we proposed increasing the per credit rate to match our stipend proposal, as well as to increase leave to two to three days to match leave day proportions for the academic year.
- On Tuition and Fee Waivers, we proposed a full fee waiver.
- On AI, we countered the university’s rejection of the article last session by proposing a framework wherein the GEU is recognized as a stakeholder in the formation of all university AI policies and ensuring the university is required to follow all relevant laws.
The University made the following proposals:
- On Discrimination and Harassment, the University proposed adding the word “unlawful” to describe the prohibited forms of discrimination in the article.
- On Discipline, the University proposed including a letter of reprimand as a level of discipline in the article to conform with current practice, as well as providing only the investigatory report relevant to the discipline being considered.
We look forward to our next session on January 15th from 10am-12pm.
December 16 Public Bargaining Update
December 16, 2025 Bargaining Session
During our ninth bargaining session, we signed Tentative Agreements on our Grievance & Arbitration and Holidays articles! Our bargaining committee and the University’s team also exchanged counters on Workload, Appointment & Reappointment, and AI.
The University has not yet returned a counter on our Academic Freedom proposal. As for AI, they rejected our proposal in full.
We presented counters on two articles: Article 10: Workload and Article 5: Appointment and Reappointment.
For Workload, our counter proposal largely struck the University’s proposed changes to the original article. Additionally, we proposed overtime pay (“time and a half”) for overwork and supervisor training on workload. The University responded to this counter proposal in the session with their own counter, reasserting that required training should be included in GA’s workload and proposing all GAs should track their hours and raise workload issues within 4 weeks.
For Appointment & Reappointment, we proposed a minimum academic year appointment, earlier notifications for summer appointments, and notification if a GA is not renewed. A GA in the Physics department gave testimony on how their department's short notice on course assignments negatively affects GAs and explained how a lack of time to prepare can make it more challenging for us to effectively serve our students. The University’s team listened attentively. We eagerly await their response.
The next bargaining session will take place on January 5, 2026, from 10am-1pm.
The University has not yet returned a counter on our Academic Freedom proposal. As for AI, they rejected our proposal in full.
We presented counters on two articles: Article 10: Workload and Article 5: Appointment and Reappointment.
For Workload, our counter proposal largely struck the University’s proposed changes to the original article. Additionally, we proposed overtime pay (“time and a half”) for overwork and supervisor training on workload. The University responded to this counter proposal in the session with their own counter, reasserting that required training should be included in GA’s workload and proposing all GAs should track their hours and raise workload issues within 4 weeks.
For Appointment & Reappointment, we proposed a minimum academic year appointment, earlier notifications for summer appointments, and notification if a GA is not renewed. A GA in the Physics department gave testimony on how their department's short notice on course assignments negatively affects GAs and explained how a lack of time to prepare can make it more challenging for us to effectively serve our students. The University’s team listened attentively. We eagerly await their response.
The next bargaining session will take place on January 5, 2026, from 10am-1pm.
December 2 Public Bargaining Update
December 2, 2025 Bargaining Session
We, the members of the GEU-UAW Local 6950 bargaining committee, are pleased to share our next public bargaining update. During our eighth bargaining session on Tuesday, December 2 we verbally reached our first two Tentative Agreements which represent preliminary agreements on our Grievance & Arbitration and Holidays contract articles!
Major changes to the Grievance & Arbitration article from the current contract:
The University also returned a counter on Appointment and Reappointment which proposed:
The University also rejected our proposed new Remote Work article, explaining that remote work is an available alternative worksite under existing contract language in Article 9, & 4. We have not yet received the University’s response to our proposals on AI and Academic Freedom.
Major changes to the Grievance & Arbitration article from the current contract:
- GAs now will have 45 days to file a grievance from when a grievant becomes aware or should have become aware of an event giving rise to the grievance, “whichever is later”.
- The Step 1 grievance hearing will be scheduled within 14 days from the date of filing, with a decision sent within 14 days after that.
- The university is now responsible for paying its own arbitration filing fee.
- Juneteenth is now incorporated into the list of holidays GAs have off, reflecting the parties’ prior agreement that it would become a GA holiday if it became a recognized State holiday.
- For cultural and religious holidays not listed in the contract, GAs who wish to take those holidays off will give as much advance notice as possible, and requests to take holidays “shall not be unreasonably denied.” They should talk to their supervisors about a plan to make up for any missed work.
The University also returned a counter on Appointment and Reappointment which proposed:
- Removing the type of appointment (Research Assistant or Teaching Assistant) from GA offer letters;
- Keeping the minimum appointment length to one semester, as opposed to our initial proposal for a minimum appointment of a full calendar year;
- That it is preferable for existing GAs to be prioritized for funding for a reasonable number of semesters over incoming GAs.
The University also rejected our proposed new Remote Work article, explaining that remote work is an available alternative worksite under existing contract language in Article 9, & 4. We have not yet received the University’s response to our proposals on AI and Academic Freedom.
November 19 Public Bargaining Update
November 19, 2025 Bargaining Session
We, the members of the GEU-UAW Local 6950 bargaining committee, are pleased to share our next public bargaining update. During our seventh bargaining session on Wednesday, November 19th we exchanged counters on Grievance & Arbitration, Holidays, and Health & Safety, and the University proposed revisions to the Workload article. We have not yet received the University’s response to our proposals on AI, Academic Freedom, Appointment and Reappointment, and Remote Work.
For Grievance & Arbitration, we exchanged counters with the University focusing on the grievance filing deadline and arbitration hearing scheduling. Our last counter of the day reflected the movement that took place over the session:
For Holidays, we exchanged counters with the University focusing on cultural and religious holidays. In our last counter of the day, we proposed GAs are required to give “as much advance notice as possible,” but there would be no requirement to have a written plan to make up work, and indicated that we are prepared to tentatively agree (“TA”) the article.
For Health & Safety, at the beginning of the session the University countered with a proposal that would require GAs working in a hazardous workplace to follow the process laid out in the University Health & Safety policy, rather than our proposal that GAs have the right to refuse to work in unsafe conditions. In the same counter, the University agreed to provide adequate and necessary first aid equipment, information, and training, but struck our proposed language on doxxing protections.
The University proposed revisions to our existing Workload article that they stated would maintain what the University believes to be the current practice of excluding “optional” trainings from counting as part of a GA’s workload. They also proposed that workload violations be addressed through the standard grievance procedure, rather than the current separate procedure.
We look forward to our next bargaining session on Tuesday, December 2. GA union members are welcome to sign up to observe that session by November 28.
For Grievance & Arbitration, we exchanged counters with the University focusing on the grievance filing deadline and arbitration hearing scheduling. Our last counter of the day reflected the movement that took place over the session:
- For the grievance process, we proposed extending the grievance filing deadline to 60 days, dated from when a grievant becomes aware or should have become aware of the contract violation, “whichever is later.” The University agreed to our “whichever is later” language in their counter. Additionally, we accepted the University’s proposal to extend the timeline for the hearing scheduling and decision of step 1 grievances, contingent on the University’s agreement to our proposed 60 day filing deadline.
- For arbitration, in our first counter we withdrew our proposal to have an arbitrator panel. In response, the University agreed to remove the current language in the contract that requires the union to pay both parties’ fees. For scheduling the arbitration hearings, the university agreed to meet at the earliest time an arbitrator is available after making reasonable efforts to meet within 120 days. In our last counter of the day, we proposed decreasing that time to 90 days.
For Holidays, we exchanged counters with the University focusing on cultural and religious holidays. In our last counter of the day, we proposed GAs are required to give “as much advance notice as possible,” but there would be no requirement to have a written plan to make up work, and indicated that we are prepared to tentatively agree (“TA”) the article.
For Health & Safety, at the beginning of the session the University countered with a proposal that would require GAs working in a hazardous workplace to follow the process laid out in the University Health & Safety policy, rather than our proposal that GAs have the right to refuse to work in unsafe conditions. In the same counter, the University agreed to provide adequate and necessary first aid equipment, information, and training, but struck our proposed language on doxxing protections.
- In response, we countered reasserting our proposal to allow GAs the right to refuse to work in hazardous workplaces, and that the University’s Health and Safety policy is incorporated into the agreement provided that no future revisions to it would roll back existing protections.
The University proposed revisions to our existing Workload article that they stated would maintain what the University believes to be the current practice of excluding “optional” trainings from counting as part of a GA’s workload. They also proposed that workload violations be addressed through the standard grievance procedure, rather than the current separate procedure.
We look forward to our next bargaining session on Tuesday, December 2. GA union members are welcome to sign up to observe that session by November 28.
November 10 Public Bargaining Update
November 10, 2025 Bargaining Session
We, the members of the GEU-UAW Local 6950 bargaining committee, are pleased to share our
next public bargaining update. During our sixth bargaining session on Monday, November 10th,
we welcomed GEU member observers for the first time.
We proposed a new article on Academic Freedom, significant revisions on our existing
Appointment and Reappointment article, and returned two counter proposals on Grievance &
Arbitration and Holidays.
After taking a caucus, the University responded with two counter proposals on Holidays and
Grievance & Arbitration.
We look forward to our next bargaining session on Wednesday, November 19th. GA members
are welcome to sign up here to observe that session.
next public bargaining update. During our sixth bargaining session on Monday, November 10th,
we welcomed GEU member observers for the first time.
We proposed a new article on Academic Freedom, significant revisions on our existing
Appointment and Reappointment article, and returned two counter proposals on Grievance &
Arbitration and Holidays.
- On academic freedom, we proposed an article that affirms the university’s commitment to academic freedom as laid out in its bylaws, states that GAs are entitled to academic freedom, and codifies GAs’ right to express themselves as members of society or as representatives of their fields. A GA gave testimony in support of academic freedom, explaining that knowing the university had their back would help them feel more comfortable covering more sensitive topics in the classroom.
- We proposed modifying the existing Appointment and Reappointment article to extend minimum appointment duration from a semester to a full academic year plus summer appointment. Our proposal would also require the University to hire current grad students before hiring incoming students, to set the start date of GA appointments 10 days before the beginning of the Fall semester, and to send Supplemental Descriptions of Duties forms at least 30 days before the semester.
- Our Holidays counter focused mainly on religious and cultural holidays. We struck the University’s proposal that would require GAs to provide a list of intended cultural and religious holidays at the beginning of the semester. We accepted language that states that requests to take religious and cultural holidays not listed in the contract “will not be unreasonably denied” to ensure GAs feel empowered to request these holidays off.
- For our Grievance and Arbitration counter proposal, we proposed extending the grievance filing deadline to 90 days, establishing a panel of arbitrators with a process to fill vacancies, scheduling arbitration hearings within 30 days if a grievance is appealed to arbitration, and splitting the cost of the arbitration filing fee along with all other arbitration costs. A Graduate Assistant representing the union’s Grievance Committee gave testimony in support of extending the grievance filing deadline to 90 days, stating that it’s important to have time to informally investigate grievances and that the university cited timeliness in 4 out of 10 grievance denial decisions in the past three years. The Union also rejected the University’s proposal to add a section that waives GAs’ ability to grieve or arbitrate claims in the event they file a judicial or administrative agency claim or complaint on the same issue.
After taking a caucus, the University responded with two counter proposals on Holidays and
Grievance & Arbitration.
- With regard to the Holidays article, the University reasserted language that required GAs to provide a list of intended cultural and religious holidays they would like to take at the beginning of their appointment period and proposed a process by which GAs would work with their supervisors to address the impact of any absence related to a cultural and religious holiday on the GAs’ work assignment.
- For the Grievance & Arbitration article, the University struck the Union’s proposed 90 days Step 1 filing deadline and proposed extending the grievance filing deadline to 35 days from the current 30 days in the CBA. Their proposals also would extend the Step 1 hearing and decision timeline to allow for separate timelines for a Step 1 hearing and issuing a Step 1 decision, maintain existing CBA language that requires the party filing for arbitration to pay the filing fee, extend the total time the Union has to file for arbitration to 30 days, and require the parties to make reasonable efforts to schedule arbitration hearings within 120 days. The University also withdrew their proposal to add a section that waives GAs’ ability to grieve or arbitrate claims in the event they file a judicial or administrative agency claim or complaint on the same issue on the condition that there was agreement with the University’s other counter proposals related to this article.
We look forward to our next bargaining session on Wednesday, November 19th. GA members
are welcome to sign up here to observe that session.
October 27 Public Bargaining Update
October 27, 2025 Bargaining Session
We, the members of the GEU-UAW Local 6950 bargaining committee, are pleased to begin sharing public bargaining updates about negotiations for our next union contract.
With our fifth bargaining session this past Monday, October 27th, we entered the next phase of our negotiations. We reached an agreement on ground rules with UConn’s bargaining team, made five proposals, and received two counterproposals from the University.
Ground rules govern how negotiations are conducted between unionized employees and their employers; they cover matters such as negotiation scheduling, format, and attendance. One notable feature of our ground rules is that they provide for a fair process between us and the University to mutually agree to public updates such as this one, as well as to release publicly proposals and counter proposals. In cases where we cannot come to a timely agreement, both the University and our bargaining committee may still publicly share proposals. Our ground rules also allow up to 36 graduate assistants to attend each session as observers, and the parties are expected to negotiate in good faith.
The terms of all proposals and counterproposals are subject to change until a tentative agreement on an article is reached by both parties. Such tentative agreements are subject to an agreement for the contract as a whole, subsequent Union ratification, and approval of the Board and the General Assembly.
After reaching an agreement on ground rules, we made five substantive non-economic proposals:
We also proposed two new articles that don’t exist in our current GA contract:
UConn’s negotiations team listened attentively as we presented our proposals and asked a series of thoughtful questions. After taking a caucus, the University responded with two counter-proposals on Holidays and Grievance & Arbitration.
After bringing these counters, the University’s team indicated they would likely respond to more of our proposals at our next session. Overall, we had a productive bargaining session, and look forward to continued discussions with the University at our next bargaining session on November 10th.
With our fifth bargaining session this past Monday, October 27th, we entered the next phase of our negotiations. We reached an agreement on ground rules with UConn’s bargaining team, made five proposals, and received two counterproposals from the University.
Ground rules govern how negotiations are conducted between unionized employees and their employers; they cover matters such as negotiation scheduling, format, and attendance. One notable feature of our ground rules is that they provide for a fair process between us and the University to mutually agree to public updates such as this one, as well as to release publicly proposals and counter proposals. In cases where we cannot come to a timely agreement, both the University and our bargaining committee may still publicly share proposals. Our ground rules also allow up to 36 graduate assistants to attend each session as observers, and the parties are expected to negotiate in good faith.
The terms of all proposals and counterproposals are subject to change until a tentative agreement on an article is reached by both parties. Such tentative agreements are subject to an agreement for the contract as a whole, subsequent Union ratification, and approval of the Board and the General Assembly.
After reaching an agreement on ground rules, we made five substantive non-economic proposals:
- We proposed modifying the existing Holidays article to update the existing mutually agreed upon contract language, which provides that Juneteenth would become a listed GA holiday should the State recognize it as one, to reflect the parties’ prior agreement that it is a GA holiday as it has since become a recognized State holiday. We also proposed to require the University to accommodate GAs who wish to celebrate cultural and religious holidays.
- We proposed modifying our contract’s Health and Safety article to ensure that safety equipment is proactively provided to GAs when required, to guarantee that UConn’s health and safety policy for GAs remains robust, and to add protections against doxxing.
- For our Grievance and Arbitration article, we proposed extending grievance filing deadlines, to endeavor to mutually agree on establishing a panel of arbitrators, and setting clear timelines if a grievance is appealed to arbitration.
We also proposed two new articles that don’t exist in our current GA contract:
- The first on Remote Work, which would allow GAs to work remotely unless their duties require them to be in person.
- The second on Artificial Intelligence, which sets guidelines on the introduction of AI technologies and current and future AI implementation. It also prohibits the elimination of GA positions by AI, the surveillance of employees using AI technologies, the use of AI in hiring or disciplinary decisions, and the digital alteration of employees’ data without consent.
UConn’s negotiations team listened attentively as we presented our proposals and asked a series of thoughtful questions. After taking a caucus, the University responded with two counter-proposals on Holidays and Grievance & Arbitration.
- With regard to the Holidays article, the University accepted the proposal to update the parties’ previous agreement that Juneteenth be a listed GA holiday as it has since been recognized as a State holiday. The University also proposed GAs provide a list of intended cultural and religious holidays they would like to take at the beginning of the semester in order to balance the desire to observe holidays not listed in the contract with institutional obligations, such as providing instruction and conducting research.
- The University rejected our proposed changes to the Grievance and Arbitration article in part because the parties had agreed to eliminate the use of an arbitrator panel from the previous contract as this method had proved to be unworkable. The University proposed adding a section that waives GAs’ ability to grieve or arbitrate claims in the event they file a judicial or administrative agency claim or complaint on the same issue, stating that it would create a more efficient process and avoid contradictory outcomes.
After bringing these counters, the University’s team indicated they would likely respond to more of our proposals at our next session. Overall, we had a productive bargaining session, and look forward to continued discussions with the University at our next bargaining session on November 10th.
