A strike is an organized and collective work stoppage by a group of employees, usually with the goal of forcing the employer to accept the employees’ demands, or in protest of an alleged unfair labor practice. The striking employees might organize picket lines in front of their work areas (and often elsewhere) where they hold signs, march, and chant.

The National Labor Relations Board (NLRB) provides additional information regarding the right to strike, as well as a definition of lawful and unlawful strikes.

The Student Worker Collective at Dartmouth (SWCD), the union representing undergraduate dining workers and undergraduate resident assistants at Dartmouth have communicated they are considering a strike.  At this time, SWCD has informed Dartmouth that they held a strike authorization vote, which was passed by its members.  

A strike authorization vote is a vote that authorizes the union’s bargaining team to call a strike if they believe the situation justifies one. We do not know if or when SWCD will choose to strike. 

The Student Worker Collective at Dartmouth (SWCD) held its strike authorization vote electronically.  SWCD’s internal rules determine how this vote is run and the number of votes needed to hold a strike.

At this time, we do not know.  This website will be updated regularly as we learn more.

We do not know. Dartmouth has negotiated in good faith with the Student Worker Collective at Dartmouth (SWCD), working hard to reach a fair contract, since October 2024.  On April 17, 2025, Dartmouth presented its last, best, and final offer for both contracts.  Highlights of the contracts include significant increases to wages and meal stipends for both Undergraduate Advisors (UGAs) and student dining workers, which directly address key union concerns about living wages, rising food costs, and food insecurity. Both contracts also respond to SWCD’s call for protections for international student workers by codifying privacy safeguards and protocols for any potential interactions with federal immigration authorities.

Additionally, at the request of SWCD, the UGAs contract proposal from Dartmouth has a “closed shop” provision, which means that all current and new UGAs will be required to pay union dues or an agency fee to SWCD as a condition of employment.

No.  Dining services will continue during the strike. There will be no impact to dining services at 53 Commons, Collis Cafe, and Courtyard Cafe. All Fresh Zone locations will continue to operate 24 hours a day. Hours may be reduced in the evening and on weekends at all other cafes and House Center B’s Snack Bar, and we apologize for any inconvenience this may cause.

Assistant Directors, Residential Operations, and Residential Education professional staff will continue to be available to assist and support students.  Dartmouth has put in place plans to ensure coverage of all Undergraduate Advisor (UGA) duties for any UGAs who choose to participate in the strike. For more information, questions, or concerns contact the Office of Labor Relations.

When parties in collective bargaining negotiations have spent considerable time and effort in good faith negotiations but still remain far apart in their positions on the contract proposals, one party may present a last, best, and final offer.  This offer signals the party’s ultimate position on all proposals under discussion.

On April 17, 2025, Dartmouth presented the Student Worker Collective at Dartmouth (SWCD) with its last, best, and final offer.  In addition to reflecting Dartmouth’s ultimate positions on all proposals, a last, best, and final offer usually represents the end of negotiations. 

Typically, when presented with a last, best, and final offer, union leadership will present the offer to their members for a vote to accept or reject the offer.  If the membership rejects the offer, the union may choose to hold a strike authorization vote.  

On May 2, 2025, SWCD sent Dartmouth its last, best, and final offer for both contracts.  SWCD’s offer shows that the parties remain very far apart on many proposals, including on compensation, Undergraduate Advisor (UGA) training (for example, in its last, best, and final offer SWCD presented new proposals on UGA training that it had never proposed before), union access to facilities, and more.  In some cases, the SWCD presented revised proposals that moved farther away from compromise and agreement.

Dartmouth gave careful consideration of all proposals and counter proposals, as well as held thoughtful discussions with the Student Worker Collective at Dartmouth (SWCD) that deepened our understanding of their core causes and concerns.  To address SWCD’s concerns in good faith, Dartmouth presented its last, best, and final offers for each contract that include meaningful provisions and compromise, which go beyond what Dartmouth is legally required to offer (i.e., including some provisions that address concerns brought forward by the SWCD’s bargaining committee but are not limited to the terms and conditions of their members’ employment).  We believe these contracts reflect the values and priorities raised at the table, and represent a fair, responsible, and respectful outcome of our shared work. 

The union will likely ask that all members of the bargaining unit strike. The Student Worker Collective at Dartmouth (SWCD) represents two bargaining units certified by the National Labor Relations Board.  One unit consists of all full-time and regular part-time student employees of the Dartmouth Dining Services and the other unit consists of all full-time and regular part-time student employees of the Office of Residential Life, serving as Undergraduate Advisors (UGAs). 

No. The decision to strike or not is an individual one. The union cannot force you to go on strike.  However, unions typically expect all members of the bargaining unit to strike and can take varying positions on members who do not wish to strike.

Just as professional staff in Residential Life and Dartmouth Dining Services managers may not retaliate against students who choose to strike, students who choose to continue working during a strike should be welcome to do so without fear of negative repercussions from faculty, staff, or fellow students. Strike or no strike, every student member of the Dartmouth community is expected to conduct themselves according to the principles and policies laid out in Dartmouth’s policies and Principles of Community.

National labor law affirms that employees have the right to strike. Typically, contracts between a union and employer include provisions regarding strikes. A contract may include language allowing strikes or it may include language preventing strikes. 

International students are able to strike if they so choose but must continue to maintain their nonimmigrant F-1 status.  If a strike affects a student’s ability to take a full course of study or meet the other requirements for maintenance of F-1 status, they should contact OVIS.

Students are permitted to picket or demonstrate in open-air spaces on campus in compliance with Dartmouth policies.  Picketing within or the occupation of Dartmouth buildings is not permitted. Posting flyers and other literature in or on Dartmouth buildings is subject to Dartmouth-wide and building specific policies. If you have questions or issues arise, please email the Office of Labor Relations. 

Dartmouth is legally permitted to withhold pay from any employee who is on strike.  While Dartmouth respects the right of employees to strike if they so choose, Dartmouth is not obligated to pay someone who is not working.

Unionized staff members will need to consult with their union to see if there is a “no strike” clause in their labor contract that prohibits “sympathy strikes.” 

Faculty are not permitted to engage in sympathy strikes, and do not have the same protections as student employees who strike, due to their positions within Dartmouth’s governance structure. 

Some non-union staff members are legally permitted to engage in a sympathy strike. If they do so, they will not be paid and, depending on the length of the strike, health insurance and other benefits could be impacted.

Dartmouth faculty are prohibited from coercing or restraining students as to their participation in union activities. We caution that signing a letter of support could create the impression that students who do not support the strike will suffer adverse consequences from the faculty member who signs.

Department and program chairs, as well as house professors and faculty fellows in the Office of Residential Life, should be especially mindful that they are representatives of the management of the college who, under the law, are prohibited from negotiating directly with students or their representatives on union issues. 

To avoid creating an impression that this has taken place, we request that you do not sign anything the union (or their supporters) asks you to sign. You are also encouraged to bring any concerns raised by the students to your dean, who will bring concerns to Dartmouth’s bargaining team. 

Dartmouth staff are prohibited from coercing or restraining students as to their participation in union activities. 

Supervisors of undergraduate dining workers and UGAs should be especially mindful that they are representatives of the management of Dartmouth who, under the law, are prohibited from negotiating directly with students or their representatives on union issues. 

To avoid creating an impression that this has taken place, we request that you do not sign anything the union (or their supporters) asks you to sign. You are also encouraged to bring any concerns raised by the students to your supervisor or dean, who will bring concerns to Dartmouth’s bargaining team. 

You can express an opinion if asked. However, as a supervisor, you are not permitted to coerce or pressure a student which includes:

• Promises intended to induce someone not to strike.
• Statements that could be perceived as a threat.
• Comments that could be construed as suggesting that they may be retaliated against in some way in the future (such as a loss of their position, or that their ability to receive an employment reference could be compromised).

Also, you should not indicate that you support—or do not support—the requests the union is making at the bargaining table. Here, again, it is best to express no opinion.

You can relate any/all of the following:

• It remains Dartmouth’s hope that an agreement can be reached without a strike.
• Dartmouth has bargained in good faith.
• The decision about whether to participate in the strike is a personal one.
• You hope that they will continue to engage academically.

You may also have conversations on continuity of operations and expectations related to a student’s academic progress. You can communicate specific expectations around academic progress.  You can also ask students to share materials or documents, or anything you need to know to maintain continuity of operations. 

Union or non-union, every student member of the Dartmouth community is expected to conduct themselves according to the principles and policies laid out in Dartmouth's policies and Principles of Community.

Dartmouth works hard to protect the rights and dignity of all students. All forms of harassment, discrimination and bullying are strictly prohibited by Dartmouth policies. 

The Dartmouth Ombuds provides a safe and confidential place where students can share Dartmouth-related issues. Several alternative channels including contacting Human Resources for workplace-related complaints.  When complaints are made to Dartmouth, they are promptly reviewed and investigated as appropriate. The Office of Equality Opportunity, Accessibility, and Title IX investigates protected status complaints.

Individuals who hold supervisory roles over student employees, including faculty, should be cautioned not to generally question student workers about their strike activities, such as asking them whether they are going to strike, who else is going to strike, how many student workers are supporting the strike, what is the level of support for the strike, how long it will last, etc.

However, and especially once a strike has commenced, supervisors may ask student workers whether they plan to continue to work. However, such questioning must be done in strict accordance with the National Labor Relations Act and the guidelines provided by the NLRB. Accordingly, a supervisor asking a student whether they plan to continue to work must do the following:

1. Specifically tell the student that they are free to answer the question posed or not. The student worker’s response is strictly voluntary and they must be told that by the supervisor.
    
2. Provide the student worker with the purpose of the questioning. For example, “In order to plan to cover the event you were assigned, I would like to know if you will be carrying out that assignment.”
    
3. Specifically assure the student worker that no reprisals will be taken against them if they refuse to answer the question or if they participate in the strike.

In doing so, supervisors should also be very careful not to otherwise question the student workers about the strike itself or to otherwise expand the conversation beyond the particular question posed. If possible, consider verifying the information needed in other ways.

No.  Dining services will continue during the strike. There will be no impact to dining services at 53 Commons, Collis Cafe, and Courtyard Cafe. All Fresh Zone locations will continue to operate 24 hours a day. Hours may be reduced in the evening and on weekends at all other cafes and House Center B’s Snack Bar, and we apologize for any inconvenience this may cause.

Assistant Directors, Residential Operations, and Residential Education professional staff will continue to be available to assist and support your student.  Dartmouth has put in place plans to ensure coverage of all Undergraduate Advisor (UGA) duties for any UGA who chooses to participate in the strike. For more information, questions, or concerns contact the Office of Labor Relations.

Teaching, research, and learning at Dartmouth will continue unabated. Dartmouth has contingency plans to limit the impact of a strike on dining services and ensure coverage of all Undergraduate Advisor (UGA) duties for any UGA who chooses to participate in the strike.

A strike will have no impact on classroom instruction.

Please feel free to contact the Office of Labor Relations at OLR@dartmouth.edu.

Dartmouth is aware of the potential for the Student Workers Collective at Dartmouth (SWCD) to strike on campus. We understand the concerns raised by our undergraduate student workers and presented last, best, and final offers for both contracts that reflect the values and priorities raised at the table, and represent a fair, responsible, and respectful outcome of our shared work. For more information, please see here and here.  

We respect our students' right to advocate for their needs and, at the same time, we also recognize that a strike may not be the most effective means of resolving areas of disagreement.

We remain committed to the well-being and success of our undergraduate student workers and respect their right to strike.  We believe we have presented contract offers that are mutually beneficial and reflect effective and lawful compromise. We appreciate the patience and understanding of the Dartmouth community as we navigate this situation. 

Dartmouth’s compensation proposal for Undergraduate Advisors (UGAs) represents significant increases to UGA stipends and meal plans, meeting the Student Workers Collective at Dartmouth (SWCD)’s demand for a living wage and addressing their food insecurity concern. In Dartmouth’s last, best, and final offer, all UGAs will receive a 3% stipend increase each year of the contract as well as a free Ivy Unlimited plan, an increase from the current 80 Block Choice meal plan. UGAs will receive an hourly wage of $27.77 and new UGAs will receive $27.18 an hour, an 18.07% and 17.72% increase respectively, when converting the value of the stipend and meal plan to an hourly rate.

Unfortunately, SWCD’s proposal for a housing credit asks Dartmouth to disregard applicable financial aid regulations and would impact UGAs’ financial aid awards.  

Undergraduate Advisors (UGAs) are paid for training through increased stipends and meal plan credits. Of note, the Student Workers Collective at Dartmouth (SWCD) did not propose additional compensation for UGA training until after Dartmouth made its last, best, and final offer – effectively moving away from reaching an agreement by increasing their compensation proposal.

Dartmouth values the significant contributions of UGAs, and all undergraduate student employees, to the campus community and has proposed a contract offering greater compensation and protections for them.  You can find more information here.

Yes, your student status will not be impacted by the strike. You should continue with your normal student activities, including attending classes and making normal academic progress toward degree completion.

Yes, class attendance is required during a strike to the same degree it was required if there was no strike. You, as a student, remain responsible for your academic progress, and failing to attend class can have academic repercussions.

The undergraduate students have the right to strike and to picket or demonstrate peacefully. These activities are lawful, and Dartmouth will not retaliate against any student engaging in lawful strike activity, including those who choose not to cross the picket line.

Students have the right to continue their education during this time, including eating in the Dartmouth dining halls and cafes. While the students have the right to strike, Dartmouth has the right to maintain teaching and learning activities and all operations and services during the strike period. 

If you are in a union other than the Student Workers Collective at Dartmouth (SWCD), you will need to consult your contract to see if there is a “no strike” clause in your labor contract that prohibits “sympathy strikes.” 

The Office of Residential Life recognizes that a strike by Undergraduate Advisors (UGAs) may affect the experience of some students living on campus. Therefore, they have worked hard to develop a continuity plan that ensures unwavering support and consistent staff visibility among residential students for the duration of the strike. This presence includes office hours held by live-in professional staff – Assistant Directors of Residential Education (ADs) – who oversee distinct areas of campus. The ADs will be in touch via email with their residential students to share their office hours. They will also continue regular building walkthroughs. There will be a modified but ongoing event schedule in each community as well. 

Yes. Students can ask student employees — including Undergraduate Advisors (UGAs) or student dining workers — if they’re participating in the strike or want to talk about the strike. But it’s up to each person whether they want to answer or engage in conversation. These conversations should always be respectful, without pressure or judgment. 

Strike or no strike, every student member of the Dartmouth community is expected to conduct themselves according to the principles and policies laid out in Dartmouth’s policies and Principles of Community.

If a worker strikes, Dartmouth will withhold their pay. Students will not be paid if they do not perform their duties. Undergraduate Advisors (UGAs) who choose to strike will still receive their meal plan compensation.

If you are choosing to strike, Dartmouth will not require you to perform your responsibilities as a dining worker or Undergraduate Advisor (UGA) during that time. 

Each individual has the right to decide whether or not to strike. For those students who choose not to strike, they will not be forced to cover the duties of their peers who are striking. Those student employees who choose not to strike may offer to cover staffing gaps, but only at their will and not at Dartmouth's direction.

If you are a Undergraduate Advisor (UGA), you will be asked to attest that you are not on strike. If you do not respond, Dartmouth assumes you are on strike. 

If you are an undergraduate dining worker and you do not show up for your scheduled shift, and are not currently scheduled for approved Paid Time Off (PTO), Dartmouth assumes you are on strike.

Requests for barrier relief funds will continue to be evaluated on a case-by-case basis, but will not be granted if the need is a result of striking.

Even if you are on strike it is your responsibility to continue to make academic progress. If you do not make academic progress, or your academic performance is poor, your grades may be impacted. 

The strike only impacts your employment activities. You are expected to continue your academic activities and make academic progress regardless of whether you are on strike. Your grades may be impacted by a failure to make progress.

Yes. Attendance is required at practices, games, etc. for varsity athletes during a strike to the same degree it was required if there was no strike. You, as a student-athlete, remain responsible for continuing to adhere to rules and regulations set forth by the Department of Athletics and Recreation as well as the NCAA.  The strike only impacts your employment activities.