Updates & FAQs
Bargaining Units
Collective Bargaining Update
Dartmouth's negotiations team has been actively engaging with the Library employees since February 2024 to negotiate a first contract for DCLWU. Updates from these bargaining sessions are provided to keep the Dartmouth community informed about proposals, counterproposals, tentative agreements, and other important milestones.
The parties returned to the bargaining table on March 13, 2025 to discuss the recent package provided by Dartmouth College, including a Compensation proposal with the following:
- Annual pay increases of 3.5% in the first year, 3.25% in the second year, and 3% in the third year of the contract;
- A ratification bonus of $1,500 for each unit member hired before January 1, 2025, and remaining on active payroll;
- A shift premium of $1.25/hour for hourly rates where the majority of the hours fall after 4PM during the shift; and,
- Pay ranges revised with a 3% increase to each range for each position in the unit.
Dartmouth also offered a “closed shop” proposal to DCLWU, in the interest of reaching a contract with DCLWU. DCLWU negotiations have been ongoing for over one (1) year and DCLWU has maintained a closed shop provision is essential to reaching agreement.
DCLWU rejected Dartmouth’s proposal and offered a limited package of proposals in response. We are pleased to report that the parties reached tentative agreement on several outstanding proposals as a result of discussions during this meeting, including Professional Development, Workday, Benefits, Vacation Eligibility, Parental and Family Leave, and Management Rights.
Dartmouth looks forward to returning to the bargaining table with DCLWU on March 27, 2025, to discuss the few remaining proposals concerning Term (length of the contract), Promotions (DCLWU proposed a return to the outdated promotional process Dartmouth ended in early 2020), Union Rights and Representatives (DCWLU’s access to Dartmouth facilities and limited payment for certain administration of their contract), Union Security (DCLWU seeks a closed shop), No Strike/No Lockout (Dartmouth proposed DCLWU will not engage in strikes and Dartmouth will not lockout bargaining unit members during the term of the contract) , and Compensation.
The parties returned to the bargaining table on February 27, 2025, to discuss recent packages exchanged by each. Dartmouth shared a package containing most of the remaining provisions, less the most-recently exchanged proposal regarding Promotions. Dartmouth’s recent Compensation proposal included the following:
- Annual pay increase of 3.5% in the first year, 3.25% in the second year, and 3% in the third year of the contract;
- Ratification bonus of $1,200 for each unit member hired before January 1, 2025, and remaining on active payroll;
- Shift premium of $1.25/hour for hourly rates where the majority of the hours fall after 4PM during the shift; and,
- Revised rates of pay ranges for each position in the unit.
The average annual rate offered by Dartmouth in this proposal exceeds the average annual rate offered by recent peer institution contracts with library workers, including MIT (3% average), Harvard (2.9% average), Brandeis (2.75% average), and Penn (2.88% average). DCLWU rejected this proposal and provided a counterproposal package, with Compensation including the following:
- Annual pay increase of 5% in the first year, 4.5% in the second year, and 4% in the third year of the contract;
- Ratification bonus of $2,000 for each unit member hired before January 1, 2025, and remaining on active payroll;
- Shift premium of $1.25/hour for hourly rates where the majority of the hours fall after 4PM during the shift; and,
- Reaffirmed a minimum pay rate of $25/hour.
Dartmouth will present a counterproposal at the next meeting, scheduled for March 13, 2025.
The parties met at the bargaining table on February 6, 2025, to continue discussions on the remaining proposals. Dartmouth presented proposals on Professional Development and Promotions and Transfers, including up to ten days of professional development time for job-related activities (job training, workshops, webinars, library professional organizations, or research) consistent with current and future work in job roles that aligns with the Libraries’ strategic goals. Professional Development also involves job shadowing, cross-training, and other benefits in the interest of success in job roles. Promotions and Transfers addresses the opportunities for promotion into a higher role, or transfer into a different role, and the general factors that may be considered in evaluating an applicant for promotion or transfer.
DCLWU presented a Compensation proposal including the following:
- Annual pay increase of 5% each year, for three years;
- Shift premium of $1.25/hr for hourly rates where the majority of the hours fall after 4PM during the shift;
- Ratification bonus of $2,500 for each unit member hired before January 1, 2025, and remains on active payroll; and,
- A minimum rate of pay for unit members of $25/hr or $52,000/year effective upon ratification.
Dartmouth will present a counterproposal at a subsequent meeting. The parties are scheduled to meet for bargaining next on February 27, 2025.
The parties returned to the bargaining table on January 16, 2025, following the holiday break, to continue discussions on the remaining proposals. Dartmouth presented updated proposals on Benefits, Seniority and Layoff, and Vacation Eligibility, primarily addressing the benefits eligibility of the bargaining unit members and vacation days for exempt and non-exempt employees and accrual. Following discussion, the parties reached a tentative agreement on Seniority and Layoff.
DCLWU presented a compensation proposal requiring the following:
- 15% increase for non-exempt bargaining unit members upon ratification of the contract;
- 8% increase for exempt bargaining unit members upon ratification of the contract;
- 5% increase for all bargaining unit members on July 1, 2025;
- 5% increases thereafter for the next two years of the term; and,
- A minimum pay rate of $25.00 per hour or $52,000.
On the face of the proposal, this would require an increase in compensation of 13% to 20% for the unit by July 1, 2025, and a 23% to 30% increase over a three-year period for the unit members, but would require additional analysis to fully determine the actual impact on compensation. Dartmouth noted, and DCLWU confirmed, that this proposal was the same compensation proposal DCLWU presented on December 5, 2024 in a package proposal, only without offering to move towards Dartmouth’s position on other proposals in exchange for Dartmouth agreeing to their compensation proposal this time. Given that Dartmouth already reviewed and rejected this compensation proposal in December, Dartmouth similarly rejected the proposal offered at this bargaining session.
The parties will reconvene bargaining on February 6 and February 27.
Dartmouth has consistently engaged in good faith negotiations with DCLWU on a regular basis since February 29, 2024. During this time, the parties have discussed topics regarding the labor relationship between Dartmouth and the Libraries’ employees represented by DCLWU, resulting in tentative agreement on 32 proposals for the collective bargaining agreement. While a few proposals remain on the bargaining table, these last proposals are of significant interest to both parties.
The parties recently returned to the bargaining table on two occasions in December, our ninth month of negotiations, following a pause during November while DCLWU considered Dartmouth’s package proposal from October 31st. Dartmouth had compiled all 24 outstanding proposals into that single package with an updated Compensation proposal offering the following, the terms and rates of which were consistent with library units at peer institutions:
- a shift premium of $1.25 per hour for second shift positions;
- updated pay ranges for all bargaining unit positions;
- an annual pay increase of 3% during each year of the term of the contract;
- longevity bonuses for unit members’ anniversaries every five years; and,
- a bonus to all unit members upon ratification of the contract.
DCLWU considered the package over November and rejected Dartmouth’s proposal, returning to the bargaining table with their own package proposal on December 3rd. DCLWU’s package proposal consisted of many reassertions of their previous proposals and offers of acceptance of some Dartmouth proposals, all tied to Dartmouth agreeing to DCLWU’s Compensation proposal. DCLWU’s Compensation proposal both far exceeded pay increases found among library units at peer institutions and represented no movement towards reaching an agreement with Dartmouth. DCLWU’s Compensation proposal averaged a 13-27% pay increase within the first year of the contract and a 20-44% pay increase over the term of the contract.
Dartmouth’s bargaining team rejected this compensation proposal during the December 5th bargaining session, given how far out of step this proposal was when compared to library units at peer institutions and the lack of movement by DCLWU towards reaching an agreement. DCLWU had previously proposed two compensation packages that required pay increases averaging 26% and 27% across the bargaining unit over a three-year term, and then proposed an average 28% increase over the same period. Dartmouth rejected those as well for the same reasons.
Dartmouth provided DCLWU with responsive proposals on bargaining unit Recognition, Health and Safety, Inclement Weather, Benefits, and Probationary Period during the December 5th bargaining session, following receipt of DCLWU’s package proposal on December 3rd. While the parties discussed the proposals, we did not reach tentative agreement on these items at that meeting. Dartmouth revised further proposals and returned a total of 14 proposals to DCLWU at the subsequent December 19th bargaining session, where the parties reached tentative agreement on 10 of the proposals and with DCLWU reverting to its previous positions on most of the remaining proposals.
The parties will resume negotiations on January 16, 2025. A list of the tentative agreements appears below (alphabetical):
- Acting Capacity
- Bereavement Leave
- Call Back Pay
- Change in Work Shifts
- Dartmouth Closings
- Direct Deposit
- Discipline and Discharge
- Entire Agreement
- General Provisions
- Health and Safety
- Holidays/Volunteer Time
- Inclement Weather
- Job Description Availability
- Jury Duty/Court Appearances
- Labor Management Conference
- Military Service
- Overtime
- Parking
- Performance Reviews
- Personal Time
- Personnel File
- Position Classification
- Preamble and Purpose
- Printing of Agreement
- Probationary Period
- Recognition
- Remote Work
- Rest Periods and Breaks
- Severability
- Shift Preference
- Unpaid Leave
- Vacant Position Postings
Dartmouth looks forward to continued negotiations with DCLWU in 2025 on the remaining proposals and is hopeful the parties can reach an overall agreement soon.
General and DCLWU Membership FAQs
A union is an association of employees formed to negotiate with their employer on matters regarding terms and conditions of employment, including pay, hours, and other employment-related conditions. The union is the exclusive negotiating agent, meaning no other individual, body, or organization is permitted to work with the employer on matters relating to employment for those employees, referred to as a bargaining unit.
Union representatives negotiate with employers through a mechanism called collective bargaining. The results of this process are contained in a collective bargaining agreement (CBA), and both parties are bound by the terms of this contract during its term or until a new CBA is in place. The union remains the exclusive representative for members of the bargaining unit until and unless (1) the union disavows interest in representing the unit, or (2) bargaining unit members voluntarily sign a petition seeking to decertify the union (after which a vote would be taken).
The Dartmouth College Library Workers Union (DCLWU) is an organization of library employees at Dartmouth that, in June 2023, voted to become affiliated with American Federation of State, County & Municipal Employees (AFSCME) Council 93.
As part of the NLRB process, each party, both Dartmouth and the DCLWU, work to define which employees are represented by AFSCME. This process has resulted in the defined bargaining unit being defined as all full-time and regular part-time employees employed by Dartmouth at its libraries in Hanover and Lebanon, New Hampshire, excluding all other confidential employees, undergraduate and graduate student employees, managers, temporary employees, guards and watchmen, and supervisors as defined by the National Labor Relations Act.
Those included in the definition of the bargaining unit will receive information directly from the DCLWU and the NLRB.
While an individual may not remove themselves from the agreed upon bargaining unit, they should talk with their DCLWU representative to understand their option to opt out of paying for the non-representational activities of the union.
Union dues are a fee charged to bargaining unit members by the union and are calculated by the union to cover the costs of the union representation work, including contract negotiation, administration, and disputes. The dues may be a flat rate or a percentage of wages. They may also be used for the purpose of organizing at other employers and for making political contributions. Unions may seek to require that members of the bargaining unit who choose not to join the union pay an "agency fee" (sometimes called "fair-share" fee), typically a small percentage less than full dues, which is calculated by the union.
Unions support themselves through the assessment of union dues or fees collected from bargaining unit members. Although the collection of dues is often facilitated by employers through a dues checkoff card, the money paid in dues must come directly from the employee.
According to the DCLWU’s website, dues will be deducted from employees’ paychecks.
Unions normally seek to require that all members of the bargaining unit pay dues or an agency fee. According to the Dartmouth College Library Workers Union website, dues are expected to be collected biweekly or monthly for salaried employees. While the final cost could change, the DCLWU estimates the union dues to be around $500/year for full-time employees, around $380 for part-time employees, and around $260/year for employees working fewer than 12 hours per week, if applicable. All union members must pay dues, regardless of if they voted, or how they voted in an election.
Although DCLWU commits to pursuing wage increases that exceed its dues amount, it remains to the bargaining process to determine what, if any, wage increases will occur.
As a direct response to compensation compression concerns, library administrators performed a comprehensive wage analysis in 2022 that resulted in 97% of hourly paid employees receiving wage increases at the end of last year. This was in addition to Dartmouth’s 4% cost of living increase for all employees and additional merit increases that took effect in July 2022.
The library also increased the minimum wage for employees to $20 per hour, and in February 2023, nearly 30% of salaried employees received wage increases.
Additionally, despite a $2 million budget cut over five years to its central operating budget and the pandemic financial challenges, the library preserved all staff development funding and performed no layoffs or furloughs
Unions negotiate collective bargaining agreements, which are contracts that dictate employees’ pay, benefits and other workplace issues.
Dartmouth is committed to educating the most promising students to prepare them for a lifetime of learning and responsible leadership as well as creating a collaborative community for its world-class faculty and staff.
Dartmouth’s library employees are integral to this mission as partners in teaching, learning and research and vital members of the academic community.
During the unionization process, and any potential negotiations, we will protect the integrity of this mission and ensure all library services remain available to Dartmouth students, faculty and staff.
The CBA is a labor contract between the union and the employer that memorializes the parties' agreements concerning wages, work hours and working conditions of members of the CBU. Mandatory subjects of bargaining as determined by the law and the NLRB include: wages, overtime, shift premiums, grievance procedures, termination of employment, discharge and discipline. Permissible clauses may be negotiated by each party. The final Agreement lays out specific expectations between employer and employee and typically run for a period of three or four years.
Not unless defined by the collective bargaining agreement or agreed to between the union and Dartmouth.
Employee representatives chosen by the union will negotiate on behalf of the collective bargaining unit. Some unions will decide the representatives by a vote, others use a different process. Dartmouth will also be represented at the negotiation table.
Both sides come to the negotiating table to listen to each other and understand each other's priorities and demands. There is no expectation that negotiations begin from any pre-established point or convention –either side is free to set its goals and priorities and present them for negotiation. For example, either party could propose a new grievance policy during negotiations, or the parties could agree to revise certain policies that are already in place.
The terms of the agreement are negotiated in this way until both sides agree on a tentative agreement which is then taken to the bargaining unit for a ratification vote. If the agreement is not ratified, it is not implemented and the parties would need to return to the bargaining table.
It is difficult to say – the parties must continue to meet and bargain in good faith until an agreement is reached or they are at an impasse. According to Bloomberg Law Labor Data, between 2005 and 2022 the average amount of time between an NLRB election date and first collective bargaining agreement is 460 days.
All current Paid Time off (PTO) policies are in affect until negotiations are complete and more information is available.
No, library supervisors were not removed from the union. Supervisors are not permitted to be in a union, and they were never included in the bargaining unit certified by the National Labor Relations Board. It would be unlawful to have supervisors be part of the bargaining unit because of the inherent conflict in the union representing the the interests of employees, and supervisors representing the interests of management, among other reasons.