Frequently Asked Questions

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Part 1: Why A Union?

What is GSU?

Graduate Students United (GSU) is an independent organization of graduate student workers at the University of Chicago. We formed in the spring of 2007 to advocate for higher wages, better health care, and better work conditions for graduate students.

What has GSU won for graduate workers?

Since 2007, GSU has won a number of significant improvements in graduate student life at the University of Chicago, including:

  1. yearly stipend increases for doctoral students across divisions;
  2. coverage of the Student Services Fee as part of all doctoral funding packages beginning in Autumn 2022;
  3. the elimination of Advanced Residency tuition;
  4. improvements to the university’s parental leave policy for graduate students, including the right to retain their student status (and hence visa status, health insurance, and access to university facilities);
  5. In 2008:
    – a doubling of TA salaries, from $1500 to $3000 per quarter;
    – a substantial increase in lecturer salaries, from $3500 to $5000 per quarter;
  6. better standards of care at the U of C Student Wellness Center.
How is GSU different from other graduate student groups on campus?

Alongside GSU, there are a number of organizations for graduate students administered by the university. These include the Graduate Council, a division of Student Government, as well as a number of other groups for students in each school or division. Most of these groups serve in an advisory capacity to administrators.

While these groups can serve an important function in advocating for student needs on campus, GSU was founded to meet the need for an independent voice for graduate students. Many members of GSU are active in these advisory groups, yet experience has shown us the need for an autonomous, self-governing body to represent our interests as university employees, and to advocate for higher wages and access to the resources we need to thrive as scholars.

Who runs the union?

We do. GSU was founded in 2007 by graduate students, and it continues to be run by graduate students. To learn more about our governing structure, please visit our Structure & Elected Officers page.

Why do we need a union?

A union gives us the power and structure to push for changes that are important to graduate workers at UChicago. It enables us to bargain with the university and protect the rights of graduate students in a way that would be impossible if we weren’t working collectively. It provides graduate workers with a democratic say in their working and learning conditions and holds the university accountable, enshrining our compensation and work expectations in a legally enforceable contract and allowing workers with recourse through both legal enforcement and collective action when those agreements are not adhered to. It allows graduate workers to use our collective strength to negotiate directly with the university on issues of compensation, housing affordability, insurance and benefits, workplace training and safety, and protections against exploitation and harassment.

How can the union help me with a workplace issue or grievance?

While GSU is not formally recognized by the University as a labor union, and so we are unable to institute a formal grievance process, we can help you with a workplace issue or grievance by:

  1. Sharing the union’s knowledge of precedents and University policies with you;
  2. Advocating for you in whatever capacity best fits your situation (e.g., attending a meeting with you, helping you draft an email to an administrator, connecting you with other graduate workers in similar situations, providing you with training and resources to organize your department, etc.);
  3. Organizing direct action to address the issue;
  4. Providing you with mutual aid via our Hardship Fund.

GSU’s power lies in the collective knowledge and experience our members have amassed in their time as student workers, and in our unwavering commitment to standing in solidarity with all workers facing unjust or otherwise difficult working conditions.

Does the union address other issues on campus?

In short: yes. While a union generally encourages its members to look at issues through the lens of labor as a method of building collective power and strength, we believe in labor organizing that also adopts anti-racist, abolitionist, feminist, and other approaches. Our union therefore organizes around a range of issues, adapting to the needs of our members and our surrounding community. Check out our Get Involved page for more information on our committees and working groups.

Part 2: Legal Questions and Formal Union Recognition

Why isn’t GSU recognized by the University?

GSU overwhelmingly won a union-recognition election in October 2017. However, the University refused to recognize the results of our election, hoping that a conservative National Labor Relations Board (NLRB) dominated by Trump appointees would overturn the legal ruling that allowed graduate workers at private universities to unionize. In order to prevent that from happening, we withdrew our legal petition from the Labor Relations Board and instead called on the University to voluntarily recognize the results of our democratic election. They continued to refuse, and with our legal options limited, GSU pivoted toward advocating for immediate material improvements for graduate workers while monitoring the legal labor landscape in the U.S. With Biden appointees holding a majority on the NLRB as of fall 2021, GSU is now reexamining our options for legal union recognition going forward.

What does a campaign for union recognition entail?

The National Labor Relations Board (NLRB) ruling in Summer 2016 recognizes that graduate students who work as teaching and research assistants at private universities are legally entitled to collective bargaining rights.

To bargain a contract, graduate student unions need to hold a union-recognition election with the regional Labor Relations Board. In order to hold the election, the union needs to have a sizable portion of their bargaining unit sign authorization cards.

From there, the election is held, and graduate students are able to vote on whether they wish to unionize. This vote should then determine whether or not the union can begin bargaining with the University.

Is GSU affiliated with a parent union?

GSU voted to disaffiliate from the American Federation of Teachers in June 2020 and is now an independent union. We are currently examining our options for affiliating with a new national parent union and the opportunities that national affiliation would provide as we revisit the possibility of a legal recognition campaign.

How do we bargain a contract?

After the university recognizes our union and agrees to bargain, the following steps will happen. 

  1. We elect a bargaining committee from amongst our members to represent us in contract negotiations.
  2. A bargaining survey shall be circulated and a members’ meeting shall determine/rank their priorities, and this process sets the priorities for the bargaining team.        
  3. Our bargaining committee meets with university representatives to negotiate the contract.
  4. Once our bargaining committee is satisfied with the language of the proposed contract, GSU members vote on whether to ratify it.
  5. If GSU members vote not to ratify it, our bargaining committee goes back to the bargaining table with the University and tries again.
  6. Once a proposed contract meets with GSU members’ approval by a majority vote, it goes into effect, and all employees reap the benefits; a union exists to provide employees with a democratic voice at the workplace – one of its chief missions would now be to enforce the contract, including worker grievances against the employer.
Who represents us in the bargaining committee?

We’ll elect our representatives on the committee in a union-wide election. We also get to collectively decide the size and composition of the bargaining committee when we revise our bylaws and draft our charter as a union. One common approach is to provide roughly proportional representation for the different divisions and programs that members belong to, while keeping it to a manageable size. For example, the bargaining committee at the University of Connecticut had six members: one each from Engineering, Humanities, Social Sciences and Education, and two from the Sciences.

In addition to having our say through the elected bargaining committee, there is also the option/possibility of having open bargaining, allowing members outside of the bargaining team to observe bargaining. Whether we have open bargaining or not has be mutually agreed upon by both the union and management when establishing ground rules for the contract negotiations. (Source: Harvard Grad Union FAQ)

What universities have graduate employee unions?

Graduate employees at many public universities have long enjoyed the benefits of strong unions (for example, at the University of Illinois, Chicago , University of Michigan , and Wisconsin-Madison ). We look forward to joining our unionized peers in private universities at NYU and Columbia Harvard, the New School, Brown and Georgetown, all of whom have bargained contracts with their administrations, along with the many others who are building campaigns right now.

Is there a chance that unionizing will lower some students’ stipends to match that of other departments?

No. A contract sets salary floors, not ceilings, and departments can and do pay above any minimum salary established in the collective bargaining agreement (see the contracts at UWashington or NYU). GSU has no desire to lower anyone’s pay in order to equalize salaries across the university. In fact, many contracts have a ‘Maintenance of Benefits’ clause, which states that no graduate employee will earn less in pay or benefits under the contract than they did before. Typically, percentage increases in the contract will apply even if you earn above the wage floor.

Would a union change what is unique about each department?

Our goal as union members isn’t to conform every department and field to one exact way of operating. Rather, we want to be able to set baseline standards and expectations–and departmental administrators and faculty can figure out the best ways to meet them! Plus, it’s important to note that some things–like parental leave, dental and vision insurance, grievance policies, and workers’ compensation–simply can’t be resolved at the department level. We don’t think a one-size-fits-all approach would work either. That’s why it’s so important that we talk to everyone and have folks involved from every field. (Source: Cornell Grad Union FAQ)

Funding for my research assistantship comes from a grant, so how could we negotiate over that?

Currently, the University of Chicago determines RA pay rates unilaterally, and those rates – as well as projected increases – are factored into grant proposals to agencies like NIH, NSF, DOD, etc. With collective bargaining, we would negotiate as equals with the University of Chicago for improvements to our pay rates. RAs at UMASS and the University of Washington, as well as postdocs at the University of California, have negotiated guaranteed annual increases to their pay rates through collective bargaining. (Source: Columbia Grad Union FAQ.)

Once we have a contract, will union representatives become mediators between grads and their departments?

Contracts typically encourage informal resolution of problems before involving union representatives as moderators. If disputes or alleged violations of the contract cannot be solved informally, then an individual RA or TA would have the option of involving the union or not. If a graduate student chooses to bring a grievance to the union then it can be put into writing and, taken to a neutral arbitrator to decide whether the University violated the contract.

Why is a grievance procedure important and how does it work under a typical Union contract?

Union contracts typically include a grievance procedure, which provides due process to a member (or the union as an organization) if the contract is violated. Most contracts allow for unresolved grievances to be taken to an outside neutral arbitrator, whose decision is legally binding.

GSU already informally works with our members to address grievances, and we encourage you to get in touch with us if you have any concerns about the conditions of your work and study here. Although, in the absence of a contract, this process is not legally enforceable, together we can build momentum to address grievances.

For more examples of how a fair and effective grievance procedure can work after a contract is ratified, you can check out highlights of how graduate employees at the University of Washington have successfully enforced their rights under the Union contract on issues ranging from pregnancy discrimination and tuition/fee waivers to payment and health and safety issues.

(Source: Columbia Grad Union FAQ)

What will my faculty advisor think if I join the union?

Any retaliation for union membership or activity is unlawful. Many, many faculty have expressed both privately and publicly that they support graduate student efforts to unionize. Many also appreciate the role that GSU plays as a voice for student and faculty interests on campus at a time when faculty face increasing pressure to avoid controversial positions. Faculty and students share many of the same concerns and interests: we want to thrive as scholars and workers on campus, to complete our degrees on schedule, and to go on to the careers we’ve been preparing for. GSU’s fiscal and administrative independence from the university enables us to speak openly and freely on issues of concern to us. Some faculty members may be unfamiliar with GSU and its aims, but many more know us well and view us as allies in making the university a better place. For example, through the University of Chicago Labor Council, we work with other workers and unions on campus, including the American Association of University Professors and Faculty Forward, with the united goal of improving higher education and campus working conditions for all.

That said, your faculty advisor doesn’t need to know whether you signed a card. GSU takes extensive measures to protect the confidentiality of its members: our membership list is stored on non-university servers, and most of our communication takes place off university servers as well

Part 3: Membership & Dues

Who can be a member of GSU?

GSU is open to all graduate students. This includes graduates students across all divisions, in both PhD and Masters programs, and graduate students with and without teaching positions.

Approximately how much would the union dues cost?

Dues are set by the local union–that is, by its members–based on what kind of operating budget they want to have. Dues would consist of a (very small) percentage of overall stipends, usually somewhere between 1-2%.

Are they worth it?

The best way to judge is to look at the success of other grad student unions at similar universities. At NYU, where union dues are at 2 percent, they negotiated an annual pay increase of 2.25 to 2.5 percent per year over the course of five years, plus more job security, payment for required trainings, free dental and vision care, affordable childcare, and the abolition of matriculation fees.

In another example, Columbia University’s most recent contract includes a retroactive pay increase of no less than 4% for the previous academic year, plus a 2% bonus to cover union dues, and subsequent minimum 3% increases for the remaining years of the contract. In short, even after dues, grad workers saw more take-home pay (and much better benefits) than before.

Will all of us be required to be members of the Union and pay dues or fees?

No one can be required to become a member of the Union, in any circumstance. In most contracts, since everyone in the bargaining unit must receive all of the benefits of the contract, non-members are generally required to pay a comparable “agency” fee, often described as a “fair share” fee, so the cost of representation is shared equally. Whether we do this at UChicago would be something we decide as part of our bargaining agenda and would be subject to negotiation with the administration.

Most graduate worker unions have such a provision in the contract because it means we have more power and more resources available to fight for the best possible contracts with the administration.

(Source: Columbia Grad Union FAQ.)

Is there a chance that high dues would cancel out any benefits/raises we receive from a contract?

The contract is ratified by a democratic process, and it is unlikely that any membership would vote for a contract that specifies a dues amount higher than the raises and benefits it guarantees. The priorities of bargaining are set by an elected bargaining committee, which receives further feedback from the membership through bargaining questionnaires, meetings, and wide-ranging discussions. Ultimately, the entire membership votes to accept the proposed contract, or may choose to refuse it and send the bargaining committee back to the bargaining table.