On April 17, 2025, Dartmouth’s bargaining committee^[1] and the Student Worker Collective at Dartmouth (SWCD) met for the eighth time to continue negotiations toward a second contract for student dining workers—first agreed upon in Feb. 2023—and a first contract for Undergraduate Advisors (UGAs).

At this meeting, Dartmouth’s bargaining committee presented its last, best, and final offer to the SWCD for both contracts.  This means that the Dartmouth bargaining committee presented Dartmouth’s ultimate position on all proposals the parties have discussed for the past seven months.

Throughout negotiations, Dartmouth’s bargaining committee has sought compromise and to find points of agreement to address both the SWCD’s and Dartmouth’s concerns. As shared with SWCD in multiple bargaining sessions, when considering and responding to SWCD’s proposals, Dartmouth has provided legally sound alternatives to proposals from the SWCD that have asked Dartmouth to ignore or avoid complying with law. For instance, SWCD has repeatedly proposed a carveout to federal Americans with Disabilities Act (ADA) accommodations law and Dartmouth’s existing policies just for its members. Dartmouth cannot agree to this because it would violate legal requirements and create unfair treatment compared to the rest of Dartmouth’s employees.

Dartmouth has presented counter proposals that ensure it is applying its policies and procedures equitably to its employees, including student workers, and the unions at Dartmouth.  Finally, the point of collective bargaining negotiations is to bargain in good faith about the wages, hours, and other terms and conditions of employment for the members of SWCD, and this has been the focus of Dartmouth’s bargaining committee. However, in response to concerns raised by SWCD that fall outside of required topics of bargaining, Dartmouth has put forward meaningful proposals that address these concerns directly, including provisions to support international student workers.

Dartmouth’s last, best, and final offer included the following new counter proposals:

• UGA Closed Shop:  Paying dues or an agency fee to SWCD will be a condition of employment as proposed by the SWCD.
• All UGAs will receive a free Ivy Unlimited meal plan, an increase from the current 80 Block Choice meal plan.
• UGA Hour and Workload Security^[2]:  If the residential location where a UGA is assigned is closed due to operational needs, the Office of Residential Life will relocate the UGA assignment.
• Breaks for DDS Student Workers: Requests for short breaks will not be unreasonably denied.
• That both contracts be for 2 years, like the previous SWCD contract.

The last, best, and final offer also included Dartmouth’s previously presented counter proposals, addressing SWCD’s other stated concerns, including:

DDS Student Workers’ Second Contract

A Living Wage of $23.00/hour:

• 3% annual increases to base hourly wages with $0.50 increases per term.
• Year 1: A base wage of $23/hour for all new DDS student workers and a 3% increase for current student dining workers, with $.50 increases per term for all.
• Because the current average wage for student dining workers is $24.94/hour, the average worker will receive a 9-11% wage increase in Year 1 of the contract.

DDS Student Worker Job Protection from Automation:

• No student dining worker jobs will be eliminated due to automation.
• If a scheduled shift is eliminated, a work shift will be made available at other dining locations for the same shift as the eliminated shift.

Holiday Pay for DDS Student Workers:

• Student dining workers unable to work their regular shift due to a closure of their work location on a Dartmouth-recognized holiday during an academic term will be paid their hourly wage as if they worked.

Increased Paid Time Off (PTO) and Mental Health (MH) Days:

• Student dining workers no longer must work a minimum number of hours to receive 2 hours paid time off (PTO) and 2 paid mental health hours.
• Management will work in good faith with student dining workers to maintain their employment status if they need time off due to the death of an immediate family but have exhausted all available PTO and mental health days.

Increased Meal Credits to Combat Rising Food Costs and Food Insecurity:

• Dining Dollars accrual rate will increase by $0.25 to $5.25/hour for Dining Facilities & Cafes and $4.25/hour for the Collis Market & Snack Bars.
• All student dining workers who work at least 12 hours in a 2-week pay period will receive Dining Dollars.  Taking mental health days and/or PTO count toward this threshold.

UGAs’ First Contract

A Living Wage of $23.00/hour:

• 3% stipend increases each year of contract.
• All UGAs will receive a free Ivy Unlimited meal plan, an increase from the current 80 Block Choice meal plan.
• Year 1: Converting the stipend and meal plan credit into hourly wages means returning UGA’s will receive $27.77/hour and new UGAs will receive $27.18/hour, an 18.07% and 17.72% increase respectively.

Increased Meal Credits to Combat Rising Food Costs and Food Insecurity:

• All UGAs will receive a free Ivy Unlimited meal plan, an increase from the current 80 Block Choice meal plan.

Contractual Protection for UGA Training Content

• The contract will include a provision that UGA training will continue to include information about sexual and reproductive health resources at Dick’s House and in the Upper Valley.

Both Contracts

Protections for International Student Workers

• Government Site Visit Protocol: OVIS and DoSS will work with appropriate legal counsel to determine whether the presence of an immigration enforcement agent is lawful before any action is taken.
• The proposed contract adds a provision that UGAs who do not want to contact DoSS directly may contact a professional staff member instead.
• Dartmouth will not release or report information regarding the immigration status of current or former international student workers to any government agency, or representatives thereof, unless and until legally obligated to do so.
• Dartmouth will continue to protect international students’ privacy and rights in accordance with all applicable laws.

Contractual Protection for Current Chosen Name and Identity Policy

• The contract will include a provision that Dartmouth’s current Chosen Name and Identity Policy applies to all bargaining unit members, as it does to all other Dartmouth employees.

Next Steps

Dartmouth’s bargaining committee looks forward to the DDS student dining workers’ and UGAs’ response to its last, best, and final offer.  As shared with SWCD, the Dartmouth bargaining committee’s last, best, and final offer represents two very strong contracts, responsive to the concerns SWCD has raised for the last seven months and reflects a reasonable compromise between those concerns and Dartmouth’s.

On April 3, 2025, Dartmouth’s bargaining committee^[1] and the Student Worker Collective at Dartmouth (SWCD) met for the seventh time to continue negotiations toward a second contract for student dining workers—first agreed upon in Feb. 2023—and a first contract for Undergraduate Advisors (UGAs).

During the session the Dartmouth bargaining committee responded to the SWCD’s previously stated concerns about the topics below by presenting counter proposals (identified further below) in an attempt to find reasonable compromise on these issues with the goal of coming closer to  final contracts:

• international and non-citizen student workers;
• union orientation for UGAs;
• UGA training;
• names and pronouns;
• bereavement leave for DDS student workers;
• breaks for DDS student workers; and
• protection for DDS student worker positions from automation.

At this meeting SWCD revisited many of their previous proposals, including reproposing a modification to  the already agreed upon Management Rights clause, reasserting its holiday pay proposal, modifying its Dining Dollars proposal to change how the per hour credit will increase, reproposing that it be exempted from following Dartmouth’s posting policy and space reservation policy, and that it gain access to Dartmouth’s campus wide listserv.

At the next bargaining session on April 17, Dartmouth’s bargaining committee will be joined by a representative from the Office of Financial Aid to provide insight into SWCD’s proposals on UGA compensation and hardship funds. Dartmouth values the essential contributions of student dining workers and UGAs and remains committed to bargaining in good faith toward a second contract for dining workers and a first contract for UGAs. The committee looks forward to SWCD’s responses to the proposed contract extension, tentative agreements, and outstanding proposals to help move negotiations forward.

A full summary of the proposals and counter proposals discussed at the April 3 bargaining session follows.

Dartmouth Proposals and Counterproposals Addressing SWCD’s Stated Concerns

International and Non-Citizen Student Workers (DDS student workers’ and UGAs’ contracts)

SWCD has requested assurance that Dartmouth will not permit immigration enforcement agents to enter Dartmouth’s buildings without a judicial warrant. They have also expressed concern that their members do not want to contact Dartmouth’s Department of Safety and Security (DoSS) or the Office of Visa and Immigration Services (OVIS) directly, which is the institutional protocol. 

• Dartmouth’s bargaining committee heard these concerns and revised its counterproposal to state that Student Dining Workers and UGAs may first contact a manager or professional staff member instead of DoSS or OVIS in the event of a campus visit from an immigration enforcement agent.
• Dartmouth’s counterproposal also provides that Dartmouth will cooperate with immigration enforcement agencies as required by law. This would include DoSS and OVIS first determining whether an immigration enforcement agent has the necessary warrant to enter Dartmouth’s buildings, as well as any other situation when Dartmouth receives outreach from an immigration enforcement agency.
• Finally, the counterproposal states that Dartmouth “shall not release or report information regarding the immigration status of current or former international student workers to any government agency, or representatives thereof, unless and until legally obligated to do so.” This language reflects Dartmouth’s current practice, and would codify the practice in the SWCD contract. This language is also in Dartmouth’s collective bargaining agreement with GOLD-UE and protects international students’ information.

UGA Union Orientation

The SWCD originally proposed that the Union orientation for UGAs occur before staff meetings.  However, SWCD later stated it was worried it would not have enough union representatives to attend all staff meetings.

• Dartmouth’s revised proposal addresses that concern, offering to allow SWCD to hold its union orientation for UGAs during one of the last 4 days of mandatory fall training but before the start of classes for the fall term.

UGA Training

The SWCD had expressed concern that information about sexual and reproductive health services could be at risk and wanted assurance it would still be provided to UGAs.

• Dartmouth’s bargaining committee proposed including in the contract an agreement that UGA training will continue to include information about sexual and reproductive health resources available at Dick’s House and in the Upper Valley.

• Dartmouth also reasserted its proposal that, in the event the Office of Residential Life offers optional training unrelated to the employment expectations of UGAs, these training courses would be offered at no personal cost to the UGAs.

   

Names and Pronouns (DDS student workers’ and UGAs’ contracts)

The SWCD had expressed concern that Dartmouth’s Chosen Name and Identity Policy could be at risk and wanted assurance it would continue during the contract.

• In response, Dartmouth’s bargaining committee proposed contract language that states “…Dartmouth’s current Chosen Name and Identity Policy applies to all bargaining unit members…”

Bereavement Leave (DDS student workers’ contract)

The DDS student workers’ contract provides for paid time off and paid mental health days that they may take “for any reason.”  The SWCD had requested assurance that if they take time off for bereavement and do not provide notice 24 hours before their shift, they will not lose their employment status.

• Dartmouth’s bargaining committee proposed that, in the event of an unexpected absence due to the death of an immediate family member, they may provide notice of the absence at “their earliest convenience.” and that management will work in good faith with the impacted student to maintain their employment status, even if they do not have paid time off or paid mental health days available.

Breaks (DDS student workers’ contract)

The SWCD had requested clarity on break requirements.  Specifically, they requested information on what their members should do if they need to use the bathroom.

• In response, Dartmouth’s bargaining committee proposed language setting forth New Hampshire wage and hour law’s requirements for breaks for awareness.
• Dartmouth’s bargaining committee also proposed DDS student workers notify a manager before they step away to use the bathroom so that services can continue uninterrupted.

Hours of Workload and Security (DDS student workers’ contract)

The SWCD proposed that DDS student workers be permitted to sign up for shifts during the term by seniority.  However, they then expressed concern that only upperclassmen will be able to sign up for multiple shifts.

• Dartmouth’s bargaining committee reasserted its proposal that DDS student workers be permitted to sign up for shifts in the order of attendance— meaning, those who have worked (not just signed up for) the most shifts.

The SWCD expressed concern that recent automation will result in the loss of shifts for their members.

• Dartmouth’s bargaining committee proposed that “…if a scheduled shift is eliminated, a work shift will be made available at other dining locations for the same shift as the eliminated shift.”

SWCD Presented the Following Proposals and Counterproposals

The SWCD reproposed multiple proposals previously discussed – and in one case, already agreed upon – by both parties.

• Dartmouth’s bargaining committee has already considered these proposals in good faith and explained why it does not accept them or has already presented a counter proposal.

Management Rights (both DDS student workers’ and UGAs’ contracts)

The SWCD again proposed modifying Dartmouth’s management rights to require the SWCD’s bargaining committee’s agreement before making changes to any of Dartmouth’s programs, services, and operations.

• The management right SWCD proposed changing is one currently in the student dining workers’ contract and in other Management Rights clauses in other union’s collective bargaining agreements at Dartmouth.  The Management Rights clause protects Dartmouth’s ability to operate and manage Dining Services and Residential Life.

Union Access to Facilities (for DDS student workers’ contract)

The SWCD proposed it be excepted from Dartmouth’s posting policy and space reservation policy, and that it have access to Dartmouth’s campus wide listserv.

• In response, Dartmouth reproposed that SWCD’s access to space and facilities, as well as its email system, align with Dartmouth policy and what Dartmouth has agreed to with other bargaining units on campus.

Compensation

SWCD presented revised compensation proposals for DDS student workers.

SWCD changed its proposal that Dining Dollars be calculated as 1/4 the adjusted minimum wage instead of the current flat rate model to say “the dining dollars compensation for student worker wages will increase by the total percentage increase in the cost of attendance (meaning the College’s published tuition, room, and board rates)” on top of the additional $0.25 per hour.

• Dartmouth’s bargaining committee proposed a Dining Dollars increase. Dartmouth’s bargaining committee reasserted its proposal that the Dining Dollars increase by $0.25 per hour in the next contract.
• SWCD reasserted its proposal that Holiday Pay include payment to DDS student workers for their regularly scheduled shift if their work location is closed during Homecoming, Winter Carnival, and Green Key.
• Dartmouth previously considered and rejected the inclusion of Homecoming, Winter Carnival, and Green Key as they are not Dartmouth recognized holidays, and this proposal is unfair to other unionized employees at Dartmouth who have holiday pay contract provisions.

Proposals Under Consideration and Discussed at the Bargaining Session

Contract Extension

• SWCD previously asked to revisit the language in the contract extension to decrease the number of days either SWCD or Dartmouth’s bargaining committee must give the other party to withdraw from the extension agreement.  SWCD asked to decrease the number of days from 30 to 10.
• Dartmouth’s bargaining committee proposed 20 days’ notice as a compromise.
  • SWCD has not signed nor responded to the revised contract extension.

Tentative Agreements

• Dartmouth’s bargaining committee provided SWCD with tentative agreements on Union Orientation, Discipline and Discharge, Labor Management Committee, Grievance Procedure, Severability, Duration, Effect of Agreement, and Provision of Information & FERPA via DocuSign after the March 20 meeting.
  • As of April 16, 2025, SWCD has yet to sign the tentative agreements.

Other Proposals Awaiting SWCD Response

The SWCD has yet to present its written responses to the following proposals and counter proposals from Dartmouth’s bargaining committee for the UGA contract:

• Recognition clause
  • Union Membership and Dues Deduction
  • Health and Safety
  • No Strike/No Lockout
  • Non-Discrimination (also for the DDS student workers’ contract)

Proposals Awaiting Dartmouth’s Bargaining Committee’s Response

Dartmouth’s bargaining committee has discussed the following proposals with SWCD. Dartmouth will respond to this proposal at the next bargaining session:

• Compensation for UGAs
  • The SWCD proposed that Dartmouth cover UGAs’ housing fees and the Ivy Unlimited meal plan, in addition to increasing the UGAs’ stipend by $1,675 to $2,175 per term.
  • As this proposal could impact UGA’s financial aid and, under federal law, increase UGAs’ tax obligations, Dartmouth’s bargaining committee has invited a representative from the Office of Financial Aid to attend the next bargaining session, on April 17, to answer questions and share more information prior to responding.
• Hardship Funding
  • SWCD had also proposed Dartmouth establish funds for healthcare expenses, gender affirming care, and travel reimbursement.  The proposed funds could also impact student workers’ financial aid and, under federal law, increase their tax obligations.  In addition, as discussed with SWCD, the 4Efund covers such costs and there is extensive coverage for gender affirming care in the Dartmouth Student Group Health Plan.
  • Dartmouth’s bargaining committee has asked the Office of Financial Aid’s representative to speak to this as well at the session on April 17.

Next Steps

At the next bargaining meeting, scheduled for April 17, Dartmouth’s bargaining committee has invited a representative from the Office of Financial Aid to attend and answer questions related to SWCD’s compensation proposal for the UGAs and to discuss the proposal for hardship funds.  Dartmouth’s bargaining committee looks forward to SWCD’s responses to the proposed contract extension, tentative agreements, and pending proposals as those responses will help move the parties’ negotiations forward.  Dartmouth’s bargaining committee continues to bargain in good faith with the SWCD for a second contract for student dining workers and a first contract for UGAs.  Dartmouth values the essential contributions of student dining workers and UGAs, and is hopeful that the reasonable compromises made by its bargaining committee bring the parties closer to final contracts. 

On March 20, 2025, Dartmouth’s bargaining committee (comprised of Dartmouth employees from Dartmouth Dining Services, the Office of Residential Life, the Office of the General Counsel, and the Office of Labor Relations) and the Student Worker Collective at Dartmouth met for the sixth time on March 20 to continue negotiations toward a second contract for student dining workers—first agreed upon in Feb. 2023—and a first contract for Undergraduate Advisors (UGAs).

As outlined below, the parties exchanged numerous proposals and counter proposals at this meeting.  Dartmouth’s bargaining committee asked a series of questions during this session about SWCD’s proposals in the interest of better understanding SWCD’s underlying concerns, with the goal of identifying places where compromise could be reached in support of coming to terms on final contracts Though no new tentative agreements were reached, the breadth of discussions allowed both sides to lay out key priorities and concerns, aiding in the formulation of further counter proposals addressing SWCD’s stated concerns.

During this session the parties discussed:

• Protections for international and non-citizen student workers
• Draft collecting bargaining agreement for UGAs presented by Dartmouth
• Dartmouth’s proposals for UGA contract including a Health and Safety and a No Strike/No Lockout clause
• Union Membership and Dues Deduction
• Non-Discrimination provisions (for both contracts)
• Union Access to Facilities (for DDS student workers’ contract)

Dartmouth Presented the Following Proposals and Counterproposals

International and Non-Citizen Student Workers (both DDS student workers’ and UGAs’ contracts)

• Dartmouth’s bargaining committee presented a written, revised counterproposal adding an additional provision specifying that the services offered by the Office of Visa and Immigration (OVIS) for international students includes information sessions from immigration attorneys.
• Dartmouth’s bargaining committee also clarified that in the event of a visit from a federal agent, under Dartmouth’s Protocol for U.S. Government and Law Enforcement Agency Site Visits Related to International Students and Scholars, community members are asked to call Dartmouth’s Department of Safety and Security (DoSS) and OVIS, not just DoSS.  This clarification was added because SWCD expressed concern that its members would not feel comfortable calling DoSS.

Draft Collective Bargaining Agreement for UGAs

Dartmouth’s bargaining committee presented a draft collective bargaining agreement for the UGAs.  The draft agreement included:

Tentative Agreements reached on March 6 (read more on each below):

• Union Orientation
• Discipline and Discharge
• Labor Management Committee
• Grievance Procedure
• Severability
• Duration
• Effect of Agreement
• Provision of Information & FERPA

Proposals Dartmouth’s bargaining committee previously presented:

• Recognition clause (first presented on 1/23/25)
• Union Membership and Dues Deduction, proposing an open shop, which means UGAs may decide whether to pay dues (first presented on 1/23/25)
• Management Rights (first presented on 11/7/24)
• Health & Safety (first presented on 11/7/24)
• Optional Training Unrelated to Employment Expectations (first presented on 12/12/24, revised on 1/27/25)

Counterproposals:

• Non-Discrimination – Dartmouth’s bargaining committee aligned this provision with Dartmouth’s Nondiscrimination and Anti-Harassment Policy and Resolution Procedures and the Sexual and Gender-Based Misconduct Policy.
• Union Access to Facilities – Dartmouth presented language aligning SWCD’s access to space and facilities, as well as e-mail system, consistent with Dartmouth policy and what Dartmouth has agreed to with other bargaining units on campus.

New Proposal:

• No Strike/No Lockout – Dartmouth’s bargaining committee presented a No Strike/No Lockout clause that for the duration of the contract, UGAs would not engage in a strike and Dartmouth will not lockout UGAs.  This provision is consistent with the No Strike/No Lockout clause in other collective bargaining agreements at Dartmouth.

SWCD Presented the Following  Proposals and Counterproposals

Hour and Workload Security (for DDS student workers’ contract)

• SWCD presented a counter proposal that DDS student workers be permitted to sign up for shifts based on seniority instead of based on the highest number of shifts actively worked in the previous term, as proposed by Dartmouth’s bargaining committee.

UGA Training (for UGA contract)

• SWCD presented a counterproposal to Dartmouth’s Optional Training proposal regarding training not required for UGAs’ performance of their duties.  SWCD proposed that UGAs receive a bonus for completing optional training.  Under Dartmouth’s bargaining committee’s proposal, UGAs would not be required to pay for the training.  SWCD also presented a revised proposal regarding gender-affirming care resources.  SWCD expanded its proposal beyond information sharing to include specific training about gender-affirming care for UGAS, including the content and materials for the training and who may conduct the training.

Compensation

SWCD also presented revised compensation proposals for both DDS student workers and UGAs.

• SWCD student workers: SWCD reasserted its proposal that DDS student workers be awarded Dining Dollars without working a minimum number of hours as outlined in the prior contract, and that Dining Dollars be calculated as 1/4 the adjusted minimum wage instead of the current flat rate model, also in the prior contract. SWCD also reasserted its proposal that the hourly rate increase by the percentage increase in tuition, instead of one-half of that increase per the prior contract.
• UGAs:  SWCD revised the UGA compensation proposal that the stipend increases annually by the percentage increase in tuition and to reflect UGAs working an average of 17.5 hours per week.

Proposals Under Consideration and Discussed at the Bargaining Session

Contract Extension

• SWCD asked to revisit the language in the contract extension to decrease the number of days either SWCD or Dartmouth’s bargaining committee must give to the other party to withdraw from the extension agreement. SWCD asked to decrease the number of days from 30 to 10.  Dartmouth’s bargaining committee proposed 20 days’ notice as a compromise.

Union Orientation for UGAs

• Although the parties had reached a tentative agreement on when SWCD would conduct union orientation for UGAs, SWCD asked to revisit when this orientation occurs to find a time when all UGAs will be in one location.

Sick Leave

• The parties discussed the Dartmouth bargaining committee’s counterproposal for DDS student workers’ paid time off and mental health days and confirmed their shared understanding of that counterproposal. Dartmouth’s bargaining committee added clarifying language to its counterproposal following that conversation and sent it to SWCD.

International and Non-Citizen Student Workers

SWCD and Dartmouth’s bargaining committee discussed SWCD’s belief that Dartmouth’s Protocol for U.S. Government and Law Enforcement Agency Site Visits Related to International Students and Scholars (Protocol) was not working.  For this reason, SWCD said that Dartmouth would need to agree that it will only permit federal law enforcement to access campus buildings with a judicial warrant.

• SWCD said that it knew of international students who would not be comfortable calling DoSS or OVIS, as outlined in the protocol, in the current political climate.
• Dartmouth’s bargaining committee shared that students with such concerns could call a different staff member who could then contact DoSS or OVIS should a federal law enforcement agent come to campus.
• Dartmouth’s bargaining committee also shared that the role of DoSS and OVIS would be to work with appropriate legal counsel to determine whether the federal law enforcement agent was lawfully permitted on the premises – in other words, to make the very determination SWCD was proposing a judicial warrant would reflect.
• Dartmouth’s bargaining committee also discussed that federal law enforcement could contact or come to campus for reasons unrelated to a specific student’s status.  For that reason, SWCD’s proposal would be difficult to apply.

Bereavement Leave

At the March 6 meeting, SWCD proposed paid time off for bereavement. Their proposal proposed a range of time off for bereavement from three (3) days to more than week.

• Dartmouth’s bargaining committee pointed out that UGAs are currently able to take time for bereavement without loss of pay and asked SWCD why DDS student workers could not use their paid time off or mental health time for bereavement.
• SWCD shared that in certain instances SWCD student workers could lose the ability to get shifts if they travel home and are not able to give 24-hour notice.  Dartmouth’s bargaining committee is continuing its review of this proposal.

Inclusive Work Environment

SWCD had previously proposed adding language to their contract regarding accommodation for disabilities and religion, names and pronouns, bathrooms, and breaks.

• Dartmouth’s bargaining committee walked through each of these proposals noting existing law and policy address each of them already.
• Dartmouth’s bargaining committee asked what the underlying concern SWCD hoped to address with this language.  SWCD shared it wanted additional protection regarding accommodations and names and pronouns, as well as clarity about breaks. Dartmouth’s bargaining committee is continuing its review of this proposal.

Hardship Funding

SWCD had also proposed Dartmouth establish funds for health care expenses, gender affirming care, and travel reimbursement.

• Dartmouth’s bargaining committee walked through these proposals, noting the 4Efund covers such costs and the extensive coverage for gender affirming care in the Dartmouth Student Group Health Plan (DSGHP).
• Dartmouth’s bargaining committee again asked SWCD to share the underlying concern it was seeking to address.  SWCD explained that it can take up to two (2) weeks to hear back regarding a request for 4Efunds and that it believed the DSGHP did not cover certain procedures.  Dartmouth’s bargaining committee is continuing its review of this proposal.

Compensation: UGAs

• Dartmouth’s bargaining committee offered to have a representative from the Office of Financial Aid attend one of the parties’ bargaining sessions to discuss SWCD’s proposal that Dartmouth cover UGAs’ housing fees and the Ivy Unlimited meal plan, as this proposal could impact UGA’s financial aid and, under federal law, increase UGAs’ tax obligations.  SWCD accepted this offer.

Next Steps

Dartmouth’s bargaining committee will work to schedule a time for a representative of the Office of Financial Aid to attend a bargaining session and answer questions related to SWCD’s compensation proposal for the UGAs.  Dartmouth’s bargaining committee appreciated the discussion of SWCD proposals and looks forward to continuing to bargain in good faith with the SWCD for a second contract for student dining workers and a first contract for UGAs.  The parties are scheduled to meet next on April 3, 2025.

Dartmouth’s bargaining committee (comprised of Dartmouth employees from Dartmouth Dining Services, the Office of Residential Life, the Office of the General Counsel, and the Office of Labor Relations) and the Student Worker Collective at Dartmouth met for the fifth time on March 6 to continue negotiations toward a second contract for student dining workers—first agreed upon in February 2023—and a first contract for Undergraduate Advisors (UGAs). 

At this meeting, Dartmouth provided responses to all proposals and counterproposals made by SWCD at the last meeting, in support of reaching mutually beneficial contracts with the student dining workers and the UGAs in good faith. SWCD presented new proposals for increased access to Dartmouth’s facilities – both physical and electronic for union-related business; bereavement leave; inclusive work environment, and a proposal to expand their existing non-discrimination and non-retaliation contract language; they requested three new hardship funds (for health care, gender affirming care, and cost of travel reimbursement).  They also presented a modified Recognition clause for the UGA contract, a new compensation proposal for the UGAs, and expanded their International and Non-Citizen Student Workers proposal, which they had presented for the first time on February 13^th. Dartmouth thanked SWCD for these proposals and shared they will give them careful consideration.

We are happy to report that the parties also reached the following tentative agreements for the two contracts:

Tentative Agreements for Dining Workers’ and the UGAs’ contract

Union Orientation (agreeing that the union may hold its orientation before – instead of after – scheduling and staffing meetings at the start of each term)

Tentative Agreement for the UGAs’ contract

Agreement to include the following articles from the student dining workers’ contract in the UGA contract:

• Discipline and Discharge
• Labor Management Committee
• Grievance Procedure
• Severability
• Duration
• Effect of Agreement
• Provision of Information & FERPA

Contract Extension

The parties also agreed to extend the student dining workers’ contract by 30 days after its expiration date of March 18, 2025.

Proposals Under Consideration and Discussed at the Bargaining Session

Compensation: Base Wage Rate for Dining Workers and UGAs

As noted in the last bargaining update, on Feb. 13, the SWCD reasserted its compensation proposal for a base hourly wage of $23.00 per hour for both student dining workers and for UGAs, proposing a UGA stipend of $4,100 plus an additional $500 stipend for the First Year Residential Experience UGAs ($23.00/hour x 20 hours/week x 10 weeks = $4,600).  SWCD also reasserted its proposal that the wage rates increase by the same percentage rate of tuition increase from 2024.  In support of its compensation proposal, SWCD cited increases in cost-of-living and tuition.

Following this meeting, Dartmouth’s bargaining committee considered SWCD’s compensation proposal and Dartmouth’s in relation to the current compensation paid to student dining workers and UGAs.  Currently, the average hourly wage for student dining workers is over $23.00 an hour – the base wage rate SWCD has proposed.  Similarly, because UGAs receive both a stipend and a meal credit equivalent to the cost of the 80 block Choice meal plan per term, the average hourly wage for a UGA is also over $23.00 per hour.  As a result, the Dartmouth bargaining committee’s proposal of a 3% increase for each contract year for SWCD members would further increase their base wage rate beyond SWCD’s proposed $23.00/hour and Dartmouth’s proposal would guarantee the wage increase will not fluctuate based on the rate of tuition.  For these reasons, Dartmouth reasserted its previous, generous compensation proposal.

SWCD responded that it would withdraw its request for a $23.00 per hour base wage for student dining workers if Dartmouth would confirm the current hourly rates for student dining workers and agree to increase compensation each contract year by the same percentage rate of tuition increase.  SWCD also presented a revised compensation proposal for the UGAs.  In addition to a minimum stipend of $4,140 (an increase over the $4,100 originally requested) to $4,600 per term (for First Year Experience UGAs), SWCD proposed for the first time that Dartmouth cover UGAs’ housing fees and the Ivy Unlimited meal plan.  SWCD also proposed that Dartmouth agree these benefits will not reduce UGAs’ financial aid packages.  Dartmouth’s bargaining committee stated it will consider this proposal and it will review the impact of it under existing financial aid regulations, explaining SWCD’S proposed change may impact UGAs’ financial aid and, under federal law, increase UGA’s federal tax obligations.

International and Non-Citizen Student Workers

Dartmouth’s bargaining committee carefully reviewed SWCD’s proposal regarding international and non-citizen student workers, which was based on language in the graduate student workers’ contracts at the New School and Yale University.  This proposal includes provisions about protecting international students’ rights and privacy, assistance for international students, paid time off for international students to attend immigration appointments and legal proceedings, and a $15,000.00 fund for international students.

As Dartmouth’s bargaining committee shared with SWCD when it received this proposal, Dartmouth has similar language in Dartmouth’s contract with the Graduate Organized Laborers at Dartmouth – United Electrical Workers (GOLD-UE).  Dartmouth’s bargaining committee also reviewed this language while considering SWCD’s proposal.  In addition, Dartmouth’s bargaining committee reviewed Dartmouth’s Protocol for U.S. Government and Law Enforcement Agency Site Visits Related to International Students and Scholars (Protocol), which is to assist Dartmouth offices and community members in the event of a site visit or call from a federal agent.

Based on this comprehensive review, Dartmouth’s bargaining committee presented a written counter proposal that includes provisions about protecting international students’ rights and privacy, assistance from the Office of Visa and Immigration Services (OVIS) for international students, and the use of paid time off for international students to attend immigration appointments and legal proceedings that aligns with the protections and assistance Dartmouth provides other members of its campus community. Overall, the Dartmouth bargaining committee’s greatest concern with SWCD’s original proposal was that it asked Dartmouth to agree to treat SWCD’s members differently than it treats the rest of the campus community.  Dartmouth’s counter proposal addresses this concern.

Finally, as Dartmouth’s bargaining committee shared with SWCD, it is continuing to consider SWCD’s proposal to establish a fund for international students, which was presented at the Feb. 13 bargaining session. However, in a revised proposal presented on March 6 regarding international and non-citizen student workers, SWCD increased the amount of the fund it requested from $15,000.00 to $30,000.00.  While Dartmouth’s bargaining committee agreed that it will review SWCD’s revised proposal, it explained that increasing the amount of an economic proposal may constitute bad faith bargaining.  Increasing an economic proposal can frustrate the possibility of reaching an agreement by moving away from, rather than towards the other side’s position.

Compensation: Holiday Pay for Dining Workers and UGAs

The parties also continued their discussions about Holiday Pay for student dining workers.  Dartmouth’s bargaining committee reasserted its proposal that SWCD members who are regularly scheduled to work on a day that is a Dartmouth-recognized holiday will be paid as if they had worked should Dartmouth close their work location on that day.  SWCD had sought to apply this language to campus events (ex: Green Key, Winter Carnival, Homecoming Weekend) although they are neither Dartmouth-recognized nor federal holidays.  Upon review of Dartmouth’s other collective bargaining agreements, Dartmouth’s bargaining committee found that none of those agreements recognize campus events such as Green Key, Winter Carnival, and Homecoming Weekend as holidays. Dartmouth’s bargaining committee declined to do so in the SWCD contract as that would be inconsistent with the other agreements.  SWCD reasserted its proposal to extend holiday pay to other campus events stating only their work locations are closed at these times and other unionized employees are not impacted in the same way.

Next Steps

Dartmouth remains committed to bargaining in good faith with the SWCD for a second contract for student dining workers and a first contract for UGAs.  Dartmouth’s bargaining committee thanked SWCD for its work on its proposals and was happy that the parties were able to reach multiple tentative agreements.  The parties are scheduled to meet next on March 20, 2025.

Dartmouth’s bargaining committee (comprised of Dartmouth employees from Dartmouth Dining Services, the Office of Residential Life, the Office of the General Counsel, and the Office of Labor Relations) and the Student Worker Collective at Dartmouth held their fourth bargaining session February 13th to continue negotiations toward a second contract for student dining workers—first agreed upon in February 2023—and a first contract for Undergraduate Advisors (UGAs).

Compensation: Base Wage Rate for Dining Workers and UGAs

The parties discussed SWCD’s compensation proposals for the dining workers and UGAs.  SWCD is seeking to increase the dining workers’ base hourly wage of $21.00 per hour to $23.00 per hour, or approximately a 9.5% increase. SWCD also proposed that UGAs receive a base stipend of $4,100 with an additional $500 for First Year Residential Experience UGAs, or a doubling of the existing base stipends of $2,000 per term for first-time UGAs, and $2,100 per term for returning UGAs. Finally, SWCD wants their compensation rate to increase by the same percentage rate of tuition increase from 2024.

Under the current SWCD contract, the base rate for student worker wages increases by one-half the percentage increase in the cost of attendance. Using this formula, the most recent wage increase for the dining workers was 2%.  Dartmouth presented a counter proposal of 3% for each contract year for both the dining workers and the UGAs.  Under Dartmouth’s proposal, the dining workers and UGAs would receive a larger wage increase than the contract provided for last year and Dartmouth’s proposal would guarantee the wage increase will not fluctuate based on the rate of tuition.  Dartmouth’s proposal also recognizes that in its first contract, SWCD bargained for and received a significantly higher new base wage rate – increasing from $16.25 per hour to $21.00 per hour.  As a result, SWCD already receives the highest hourly wage among undergraduate students who are unionized.  A 3% guaranteed wage increase each year of the contract would maintain this.

At the parties’ meeting, SWCD maintained its original compensation proposal citing increases in cost-of-living and tuition.

Compensation: Holiday Pay for Dining Workers and UGAs

Dartmouth’s bargaining committee also responded to SWCD’s proposal that they receive pay when Dartmouth closes any work location on a federal holiday.  Under this proposal, SWCD members who are regularly scheduled to work on a day that is a federal holiday would be paid as if they had worked.  Dartmouth’s bargaining committee presented language largely accepting this proposal but countered with Dartmouth-recognized holidays instead of federal holidays.  In response, SWCD sought to apply this language to campus events (ex: Green Key, Winter Carnival, Homecoming Weekend) although they are neither Dartmouth-recognized nor federal holidays. Dartmouth will review and consider SWCD’s holiday pay counterproposal.

Compensation: Meal/DBA Credit for Dining Workers

Dartmouth’s bargaining committee also presented a counterproposal to SWCD’s proposed increases to the dining workers’ meal/DBA credit.  SWCD proposed replacing a flat rate of $5.00 per hour worked with an individualized calculation of ¼ of a student’s hourly pay as well as a premium of 1.5 times this rate for night hours.  Dartmouth’s bargaining committee expressed concern that SWCD’s proposals would require Dartmouth Dining to perform a manual and time-intensive process on an individual basis – increasing the administrative burden of these calculations to something that is unmanageable. However, in recognition of increases in food costs and that this may be burdensome, Dartmouth proposed a compromise of increasing the flat rate of $5.00 an hour to $5.25 per hour.  

The SWCD modified its proposal to a ¼ of the base wage rate for all dining workers in recognition of Dartmouth’s concern about performing this calculation on an individualized basis. Dartmouth’s bargaining committee thanked SWCD for its consideration of its concerns and will review and consider this counterproposal.

New SWCD Proposal

The SWCD also made a new proposal regarding international and non-citizen student workers.  Dartmouth’s bargaining committee received the proposal and will carefully review and consider it. 

Overall, the parties’ discussions were productive, and each side left with a better understanding of the concerns the proposals and counter proposals were addressing.  Dartmouth remains committed to bargaining in good faith with the SWCD for a second contract for student dining workers and a first contract for UGAs in compliance with the National Labor Relations Act.  The parties are scheduled to meet again on March 6, 2025.

Dartmouth’s bargaining committee and the SWCD are currently renegotiating a collective bargaining agreement for student dining workers—first agreed upon in Feb. 2023—and an initial collective bargaining agreement for Undergraduate Advisors (UGAs). 

On January 23, Dartmouth’s bargaining committee met with SWCD for the parties’ third bargaining session. At this meeting, Dartmouth’s bargaining committee responded to the vast majority of SWCD proposals presented at the earlier two meetings of the parties in November and December.

Under the National Labor Relations Act (NLRA), the parties are obligated to bargain to agreement or impasse about mandatory subjects.  See Collective Bargaining Rights. Dartmouth is committed to bargaining openly and in good faith about wages, hours, and other working conditions of SWCD’s employee roles.

Mandatory Subjects of Bargaining

At this stage of negotiations, however, many of SWCD’s proposals addressed matters beyond the terms and conditions of employment for student dining workers and UGAs and, as a result, are not mandatory subjects of bargaining. Therefore, Dartmouth’s bargaining committee began the session by discussing the subjects on which both parties are legally obligated to come to agreement. Though one-third of SWCD’s proposals are outside the scope of collective bargaining for a labor contract, Dartmouth’s bargaining committee provided a response and an explanation for why these proposals are not within the scope of negotiations and were not accepted.

The SWCD Contract Distinguishes Between Student and Employee Status

Notably, five (5) of the SWCD proposals pertain to their roles as students at Dartmouth, not as dining workers or UGAs, and are therefore outside of the scope of collective bargaining for a labor contract. Dartmouth’s bargaining committee pointed out the following language in the existing SWCD contract that highlights and reaffirms this distinction:

Paragraph D. of Article II.  Union Membership and Dues Deduction: “Student/Employee Distinction. In no circumstance shall any provision in this Article affect a DDS student worker’s student status.  Any consequences of this Article shall only apply to their employment as a student worker in Dartmouth Dining Services.”

Last paragraph of Article V. Management Rights: “Nothing in this Article or elsewhere in this Agreement is intended to modify or supersede the rules and regulations governing disciplinary proceedings of the Dartmouth College Committee on Standards (COS), the Dean of the College, or any other College authorities with disciplinary responsibility over students.”

Paragraph C. of Article VII. Discipline and Discharge: “Nothing in this Article VII or elsewhere in this Agreement is intended to modify or supersede the rules and regulations governing disciplinary proceedings of the Dartmouth College Committee on Standards (COS), the Dean of the College, or any other College authorities with disciplinary responsibilities over students.”

Last paragraph of Article XVI. Grievance Procedure: “Further, the parties agree that nothing in this Article XVI is intended to modify or supersede the rules and regulations governing disciplinary proceedings of the Dartmouth College Committee on Standards (COS), the Dean of the College, or any other College authorities with disciplinary responsibilities over students.”

A copy of the current SWCD contract, which expires on March 18, 2025, can be found here.

A summary of SWCD’s proposals and Dartmouth’s responses is below.

Dartmouth Offered Counter Proposals Within the Scope of Labor Negotiations

On December 12, the SWCD bargaining committee made proposals and counter proposals on:

• The Recognition clause
• Union Membership and Dues Deduction
• Provision of Information & FERPA (Family Educational Rights and Privacy Act) for the UGA contract
• Union Orientation for both the SWCD dining workers’ and the UGAs’ contracts.

At the Jan. 23 meeting, Dartmouth’s bargaining committee presented to SWCD written counter proposals on these issues.

Dartmouth Requested SWCD Make a Wage Proposal for SWCD Dining Workers and UGAs

On Jan. 23, Dartmouth’s bargaining committee requested that SWCD make a wage proposal for the dining workers and the UGAs.  Dartmouth’s bargaining committee explained it would help to have SWCD’s wage proposal to consider as it continues to evaluate other compensation-related proposals. Dartmouth’s bargaining committee has emailed SWCD seeking clarification on this point.

SWCD Proposals Dartmouth’s Bargaining Committee Did Not Accept And The Reasons Why

SWCD Proposed: that Dartmouth consider students’ financial aid status and give those with the highest financial need priority in hiring

Dartmouth Bargaining Committee Response: While Dartmouth’s bargaining committee recognizes the concern and objective SWCD wishes to address in this proposal, requiring Dartmouth Dining Services to know students’ financial aid status would be in violation of federal regulation. Student financial aid information is heavily regulated and limits who may know this information at Dartmouth.  Dartmouth Dining Services does not know any student’s financial aid status when hiring and will instead continue to treat all applicants equally.

SWCD Proposed: No employee shall be subjected to discipline or adverse action for engaging in protest activity or participation in union-related activities.  This protection includes but is not limited to strikes, demonstrations, and sit-ins, provided they are conducted in a peaceful manner.

Dartmouth Bargaining Committee Response: This is a protection the parties have already agreed to include in their contract.  Article XI. Non-Discrimination protects against discrimination based on union membership or union activity.  The contract also includes a grievance procedure (Article XVI) through which SWCD may file a grievance if it believes Dartmouth disciplined or took adverse action against an employee because of their union activity and have the matter ultimately reviewed by an arbitrator.

SWCD Proposed: In the event of alleged misconduct related to union activities, the College shall engage in a grievance resolution process before imposing any disciplinary action.

Dartmouth Bargaining Committee Response: In labor relations, the purpose of the contractual grievance procedure is to allow employees and unions to challenge disciplinary or other action taken by an employer when they believe the action violates the contract.  In other words, the grievance procedure takes effect after an employee is disciplined, not the other way around.  In the SWCD contract, Dartmouth must have “just cause” for any disciplinary action it takes against an employee (Article VII. Discipline and Discharge).  If SWCD believes Dartmouth did not have just cause for the imposed discipline, it may then file a grievance.

SWCD Proposed:  Before pursuing any legal action or involving law enforcement in union-related protests, the College agrees to notify the union and engage in a good-faith effort to resolve the dispute through dialogue and mediation.

Dartmouth Bargaining Committee Response: The parties have already agreed upon a method for resolving disputes related to any union activity.  Again, the contract protects against discrimination based on union membership or union activity (Article XI. Non-Discrimination).  The contract also includes a grievance procedure (Article XVI) through which SWCD may file a grievance if it believes Dartmouth disciplined or took adverse action against an employee because of their union activity and have the matter ultimately reviewed by an arbitrator.  To the extent this proposal pertains to SWCD members in their capacity as students it is outside of the scope of labor relations, as noted throughout the SWCD contract.

SWCD Proposed: The College agrees that, to the fullest extent permitted by law, it will not cooperate with prosecutorial authorities in matters arising from peaceful union-related protest activities. This includes, but is not limited to, refraining from providing witness statements, documents, or other evidence unless compelled by a court order or other legal mandate.

Dartmouth Bargaining Committee Response: The parties have already agreed upon how SWCD may challenge discipline, or adverse action Dartmouth takes against an employee because of their union activity or otherwise in violation of the SWCD contract.  Specifically, SWCD may file a grievance challenging that action.  To the extent this proposal pertains to SWCD members in their capacity as students it is outside of the scope of labor relations and the contract, as stated in the contract.

SWCD Proposed: The union shall be given a minimum of 14 days’ notice to respond to any claims of policy violations and participate in mediation.  A union representative must be able to be present at disciplinary hearings, specifically at Committee on Standards hearings.

Dartmouth Bargaining Committee Response: As Dartmouth noted at the beginning of the meeting, there are several provisions in the existing contract that preserve, importantly, the student / employee distinction and that the Committee on Standards hearings pertain only to conduct violations in a student role, not as an employee.  To the extent this proposal pertains to SWCD members in their capacity as students it is outside of the scope of labor relations.

SWCD Proposed: The College will not initiate contact with law enforcement regarding union-related protest activities that violate campus policies, except where mandated by state or federal law or when the safety of individuals is at risk.

Dartmouth Bargaining Committee Response: The contract protects SWCD members from discrimination based on their union membership and union activity.  The parties have already agreed that if SWCD believes Dartmouth has taken disciplinary or adverse action against an employee because of their union activity, SWCD may file a grievance challenging that action, ultimately before an arbitrator. To the extent this proposal pertains to SWCD members in their capacity as students it is outside of the scope of labor relations.  As outlined in the SWCD contract, Dartmouth’s Committee on Standards (not law enforcement) is responsible for the rules and regulations governing Dartmouth’s student conduct policies.

SWCD Proposed: All non-expired food from DDS locations will be brought to a DDS food pantry at the end of the day before it is thrown out. Food that is unable to be brought to the food pantry will be composted by DDS

Dartmouth Bargaining Committee Response: In accordance with applicable health and safety regulations, Dartmouth already takes non-expired food to the food pantry.  Dartmouth also composts.  Dartmouth encouraged SWCD to continue to bring forward any questions and concerns about this to Dartmouth Dining Services.

SWCD Proposed:  approximately fifteen (15) changes to the parties’ already agreed upon, existing contractual Management Rights clause, including but not limited to requiring a majority vote of SWCD members before closing work locations and selecting vendors with which Dartmouth does business, mandating from whom Dartmouth purchases supplies and uniforms, and removing Dartmouth’s ability to take action it determines is necessary to respond to emergencies, including public health emergencies and natural disasters.

Dartmouth Bargaining Committee Response: Dartmouth is responsible for operating and managing Dining Services and Residential Life. The Management Rights clause protects its ability to do that, stating in relevant part that Dartmouth has the right to “Establish, modify, direct, and control the … supplies, vendors, facilities …and all other processes through which the College conducts its programs, services, and operations…” The Management Rights clause in the current SWCD contract is not unusual and includes language identical to or nearly identical to the Management Rights clauses in Dartmouth’s collective bargaining agreements with other unions on campus. If SWCD members have concerns or believe improvements can be made, Dartmouth’s bargaining committee encouraged them to participate in the Labor Management Committee process (Article XIV. Labor Management Committee).

SWCD proposed if an employee experiences sexual harassment, they are permitted to take a leave of absence without usual advance notice.  Their employer is required to make accommodations, including reassignment to another housing location if requested.

Dartmouth Bargaining Committee Response: Complaints of sexual harassment must be handled by Dartmouth’s Equal Opportunity, Accessibility, and Title IX Office and in accordance with Dartmouth’s Title IX policies and procedures, which are governed by applicable law and regulation. The supportive measures SWCD proposed (i.e. housing reassignment) are available now through the Title IX process.  In addition, the Title IX Office can coordinate with a student’s dean, the Dartmouth Wellness Center, and other offices to assist with the leave process in accordance with Dartmouth’s leave of absence policies and procedures.

SWCD proposed changing the duties of UGAs from connecting students to resources on campus to UGAs being responsible for the providing the products and services those resources already provide (e.g., providing information about reproductive and gender-affirming care, knowing sexual harassment and bystander intervention techniques, distributing reproductive health products).

Dartmouth’s Bargaining Committee Response: When the parties met on December 12, representatives from the Office of Residential Life on Dartmouth’s bargaining committee described the job duties of UGAs to assist with a shared understanding of these roles.  While Dartmouth’s bargaining committee recognized UGAs may be interested in having additional information, the responsibilities proposed by SWCD are not part of the UGAs’ jobs, nor are they the responsibilities Dartmouth wants to require of these employees.  UGAs are trained in the existence of resources offered at Dartmouth to provide referrals to students.  For example, almost all the primary care physicians at Dick’s House provide Gender Affirming care and, due to the informed consent and confidentiality issues present in such conversations, UGAs are responsible for referring students to Dick’s House rather than having these conversations themselves.  In addition, UGAs are given reproductive health products they may distribute, but they should refer residents to the Wellness House for these items.  Finally, Dartmouth’s Sexual Assault Peer Alliance, or SAPAs, undergo extensive training to provide students peer-to-peer support for students impacted by sexual and gender-based violence and UGAs should refer students to the SAPAs or a professional staff member in the Office of Residential Life.

SWCD proposed that should the National Labor Relations Board find that student workers are not employees under the National Labor Relations Act, Dartmouth will disregard this change in the law and continue to recognize the SWCD as a union representing student workers as employees.

Dartmouth Bargaining Committee Response: Neither party can predict what will happen in the future, and Dartmouth will not prematurely agree to this. 

Dartmouth Requested Responses to Its Proposals

Finally, Dartmouth also requested responses to the following proposals it gave to SWCD on November 7, 2024, including the following provisions for a first UGA contract:

• Discipline & Discharge
• Health & Safety
• Non-Discrimination
• Union Access to Facilities (proposed revised language)
• Labor Management Committee
• Grievance Procedure
• Severability
• Duration
• Effect of Agreement

And proposals for the renewal of a Dartmouth Dining Services contract:

• Union Access to Facilities (proposed revised language)
• Sick Leave (proposed revised language)
• Workload (proposed revised language)

And on December 12, 2024:

For the UGA contract:

• Proposal re: Optional Training

The parties then immediately went into a caucus to meet individually without further discussion.  When the parties returned from the caucus, the SWCD bargaining committee made statements but was unwilling to engage in bargaining and presented no new proposals or counter proposals.

Dartmouth will continue to bargain in good faith regarding the terms and conditions of SWCD members’ employment with the intention of reaching a new contract for undergraduate dining workers and a first contract for UGAs that is mutually beneficial and supportive of good labor relations.