Compensation

The University’s position is that it will bargain on a permissive basis over the total support—salary and stipend—provided by each academic unit to PhD students who hold an appointment, negotiate minimum levels of total support for appointments during guaranteed years in the first year of the contract, and negotiate a minimum percentage increase of total support during the second and third years of the contract. In addition, the University acknowledges that for PhD students admitted with guaranteed years of support, it intends to have each academic unit provide the same minimum level of support during semesters when they do not hold an appointment as they would receive under the contract if they did hold an appointment.  

The University proposes, effective August 1, 2021, during guaranteed years of support, a PhD Student Employee who holds a twelve-month teaching or research appointment in GSAS, SEAS, the VP&S Coordinated Doctoral Programs in Biomedical Sciences, or the Mailman School of Public Health Environmental Health Sciences Program shall receive total support of no less than $42,350. During guaranteed years of support, the minimum total support of a PhD Student Employee who holds a shorter teaching or research appointment in GSAS, SEAS, GSAPP, Journalism or SIPA shall be pro-rated accordingly (e.g. $31,763 for nine-month appointments).For the academic year 2021-22, in the Mailman School of Public Health Biostatistics Program, Epidemiology Program and Sociomedical Sciences Program, a PhD Student Employee who holds a twelve-month appointment during a guaranteed year of support shall receive total support of no less than $38,667, and in the Columbia School of Social Work, a PhD Student Employee who holds a nine-month appointment during a guaranteed year of support shall receive total support of no less than $29,000. For the academic year 2022-23, these programs will bring their total level of support for PhD Student Employees in a guaranteed year to the then applicable level of support for twelve-month appointments in the other listed schools and programs, pro-rated accordingly for shorter appointments. Effective August 1, 2022 and August 1, 2023, during guaranteed years of support, minimum total support levels for appointments shall increase by no less than 2%.

The University also proposes that compensation of undergraduate students, Master’s students, non-PhD doctoral students, and PhD students beyond their guaranteed years of support, who hold appointments as Teaching Assistants, Teaching Fellows, Preceptors, Readers, Teaching Assistants III, Graduate Research Assistants and Department Research Assistants shall increase by no less than 2% effective August 1, 2021 and for each subsequent year of the Agreement. In addition, the University proposes a side letter to the Agreement that provides students compensated on an hourly basis with a minimum hourly rate of $17 per hour, effective August 1, 2021, and $18 per hour, effective August 1, 2022.

The Union proposes establishing minimum annual stipend/salary rates at a minimum 3% increase from current rates or $42,766 for all PhD student employees on twelve-month appointments and $32,074 for nine-month appointments, whichever is greater, increasing annually at a minimum rate of 4% effective August 1, 2022, and 5% effective August 1, 2023. All other student employees who hold an appointment (undergraduate, Master’s, non-PhD doctoral, and PhD students beyond their guaranteed years of support) shall receive a pay increase of at least 3% effective August 1, 2021, 4% effective August 1, 2022, and 5% effective August 1, 2023. The Union also proposes a minimum rate of $25 per hour for all graduate students employed hourly who perform instructional and/or research work and $20 per hour for all undergraduate students effective August 1, 2021, increasing by no less than $1 annually. Additionally, the Union proposes a Summer Stipend side letter establishing a summer stipend of $5,500 for all PhD student employees in all years who hold nine-month appointments, increasing each year at the same percentage as annual minimum total support levels for appointments.