Update on HGSU-UAW Negotiations - October 26, 2026

Dear Members of the Harvard Community,

We write to address the Harvard Graduate Students Union-United Auto Workers (HGSU-UAW) announced strike deadline of 11:59 pm this evening. In the University’s view, another strike is unwarranted, particularly considering the agreement that exists between the two parties on key issues the union continues to cite as the reason for their potential strike action. Through both formal and informal engagements, the University has shown an unwavering commitment to reaching an agreement, reflecting our appreciation for the critical role HGSU-UAW members play in advancing Harvard’s academic and research mission. 

For the third time since these negotiations began, the University presented a comprehensive package proposal to the union in the bargaining session on October 22, 2026. That package addresses the union’s major issues in the following ways:

  • Pay Parity – Compensation. The University agrees that pay parity between Teaching Fellows and Research Assistants is important. The University’s proposal establishes pay parity between these two roles so that salaried workers in each position are paid the same effective hourly rate. HGSU-UAW, however, has asked for the same overall salary (prorated for summer months) for RAs and TFs, regardless of the time worked. The University proposal also offers a nearly 16% compounded increase over the life of the contract (6.1% increase upon ratification, 3% increase each year after).
  • Student Benefits. The University agrees that student benefits should be available to students throughout their academic career, not just when they are working in union positions. That is why the University announced in the spring that all PhD students, regardless of worker status, will now have access to the same package of student benefits. HGSU-UAW objects to the University’s structuring these benefits as general student benefits rather than as a union-administered fund. However, the University’s approach brings stability and wrap-around support for students by expanding both funding and eligibility, while also providing more consistent and equitable access. The University provides over $425,000 in financial support to all PhD students over a five-year period, including grants to cover tuition, fully subsidized health insurance premiums, fully subsidized dental insurance, living expense support, parental accommodation support, and a parental benefit stipend, among other benefits. In total, the University has committed to providing nearly $1 million in additional funding across benefit funds.
  • Non-Discrimination and Harassment Policies and Procedures. The University agrees that robust policies and procedures for allegations of harassment, discrimination, and bullying are critically important.  It is committed to the policies and procedures that were adopted following a careful process with community input. The union is asking for separate procedures for union members. The University believes that all community members should have access to the same policies and procedures provided through the University’s Policies and Procedures for Non-Discrimination, Anti-Bullying, Sexual Harassment, and Other Sexual Misconduct. 
  • Support for Non-Resident Students. The University agrees that non-U.S. resident students are valued members and vital contributors to our community and recognizes that they may require assistance for issues related to their non-resident status. Accordingly, the University has increased emergency funds and has proposed access for salaried student workers to the same subsidized legal services plan available to Harvard’s full-time employees, which includes access to immigration-related legal services. The University’s contract proposal also includes a period of paid leave for immigration-related matters.
  • Union Dues. A minority—roughly one third—of eligible student workers elect to join the HGSU-UAW union and have membership dues deducted from their pay. The University believes that students should be able to decide for themselves, as in prior contracts, to opt not to join a union or pay union dues when they accept union-eligible teaching or research positions during their academic programs. 

The University remains fully committed to continued good-faith negotiations. We believe that remaining differences can be resolved at the bargaining table. If a strike occurs, we will continue to fulfill our obligations to our students and researchers. Contingency planning guidance is available online, but if you have any questions, please do not hesitate to reach out to your department, unit, or School leadership. 

Sincerely,
 
John F. Manning
Provost

Meredith Weenick
Executive Vice President

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