OUR CONTRACT
WHAT WE WON TOGETHER
On March 25, 2025 – exactly one year after we started bargaining – the CGSU-UE Bargaining Committee (BC) reached a full tentative agreement (TA) with the Cornell administration. We saw significant movement on major issues thanks to the mass participation of graduate workers in building a strike threat. We now bring this TA to the membership for a ratification vote, which will be held online from April 8 at 9 AM to April 10 at 8 PM. We are unanimously recommending ratification (YES) of this TA to the membership.
To help navigate the content of the TA, the BC has assembled an article-by-article guide below. This guide details the major provisions of all 36 articles and provides some context about the article’s meaning and effects. The full text of each article is linked alongside its summary. We also highlight some of the main wins here.
Our tentative agreement establishes industry-setting new rights and protections for graduate workers, including:
The Union Security article with Union Shop (“Union Security and Check-Off”) will protect the strength and longevity of our union for years to come.
The Discipline and Discharge article (“Discipline and Discharge”) ensures that employment-related discipline and discharge cannot take place without just cause, and pioneers protections for both academic and non-employment discipline. These historic protections put us at the cutting edge of the industry when it comes to Discipline and Discharge protections, and will lay the foundation for real protections against unjust discipline for graduate workers across the country.
The contract gives us the ability to enforce all of these wins through the grievance procedure, whereby workers whose contract rights are infringed can file a grievance (“Grievance Procedure”). The grievance procedure allows for the full, united force of our union to stand behind a worker.
The Appointment Security article has numerous wins, including funding provisions for every fall, spring, and summer term and access to transitional funding for interruptions in planned funding and to change special committee chairs. We are also the first graduate workers’ union to win academic due process, meaning that no graduate worker can be put into bad academic standing without clear feedback, an opportunity to improve their academic performance, and a fair evaluation ("Appointment Security").
The Workload article has a grievable workload clause that helps prevent graduate workers from being overworked, including workload protections for fifteen (15) hour a week averages ("Workload").
The International Employee Rights article is aimed at addressing the inequities international workers face in the United States. It establishes that ISO must provide documents and respond to inquiries and provide accurate information in a timely manner. It also provides a pathway to receive exemptions from ITAP courses and exams (“International Employee Rights”).
The life-changing economic package includes:
Our total compensation increase for Year 1 at Ithaca and Geneva campuses is:
3.9% increase on the 12-month base stipend (total: $47,004) (“Compensation”)
$544 Dental + Vision + Cornell Gym full subsidy (“benefits adjustment”) (“Medical Benefits”)
$1300 ratification bonus for this semester’s bargaining unit members (“Ratification Payment”)
$750 matriculation bonus for incoming PhD students in AY 25-26 (“Matriculation Support Payment”)
Total: 7.98% total compensation increase for current workers
Our total compensation increase for Year 2 at Ithaca and Geneva campuses is:
2.9% increase on the 12-month base stipend (total: $48,367)
$544 Dental + Vision + Cornell Gym full subsidy (“benefits adjustment”)
$750 relocation and visa support for incoming PhD students in AY 26-27
Our total compensation increase for Year 1 at Cornell Tech is:
3.9% increase on the 12-month base stipend (total $58,285)
$744 Dental + Vision + Cornell Gym full subsidy (“benefits adjustment”)
$1300 ratification bonus for this semester’s bargaining unit members
$750 matriculation bonus for incoming PhD students in AY 25-26
Total: 7.54% total compensation increase for current workers
Our total compensation increase for Year 2 at Cornell Tech is:
2.9% increase on the 12-month base stipend (total $59,975)
$744 Dental + Vision + Cornell Gym full subsidy (“benefits adjustment”)
$750 relocation and visa support for incoming PhD students in AY 26-27
A 100% TCAT pass subsidy (“Transportation”)
12 vacation days per year (up from 10) (“Time Off and Release from Duty”).
Enshrining of gender-affirming care and campus mental health resources (“Medical Benefits”).
Workers who are new parents will be eligible for 12 weeks of parental leave (“Childcare and Caregiving”).
Workers who must attend visa or immigration proceedings will be eligible for 5 days of immigration leave per year (“Time Off and Release from Duty”).
ARTICLE SUMMARY
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This article states the date of the agreement (to be filled in after ratification) and names Cornell and our union (UE and CGSU-UE Local 300) as parties to the agreement.
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In this article, Cornell recognizes the union and its ability to negotiate a contract on behalf of all bargaining unit members. The categories of appointments within the unit are defined.
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This article enshrines Union Shop, establishing that all members of the bargaining unit are required to contribute to the collective bargaining and enforcement of the contract. Graduate workers in the bargaining unit must either join the Union and pay union dues—which confers the right to participate as a voting member of the union—or instead pay Agency fees.
It also allows for union dues to be deducted from one’s paycheck and defines how dues are sent to the Union. Agency fees will be set by the Union.
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This article lays out policies that will govern how Cornell shares information about the bargaining unit with the union, in order to comply with the Family Educational Rights and Privacy Act (FERPA), which regulates student education records.
The article additionally outlines the right for graduate workers’ to view their personnel files including appointment-related evaluations and disciplinary records. Graduate workers’ will be able to place a written response to any document in their file.
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This article establishes the grievance procedure, which is the mechanism through which membership can enforce our contract by filing grievances when their contract rights are infringed. This article defines the term “grievance,” and describes the procedure itself. It specifies the method through which third-party arbitration may be requested and how arbitration works. It also establishes time limits on grievances and prevents retaliation for participating in the grievance procedure.
Of note is that harassment and discrimination cases, while routed initially through an internal Cornell process, can also be redressed through this grievance procedure. -
This article enumerates the rights of graduate workers during disciplinary and discharge procedures.
For issues that are employment-related, graduate workers may only be disciplined or discharged (i.e., fired from their appointment) for just cause. This permits grievance of any unjust disciplinary action or discharge.
This article also includes historic protections for other forms of discipline. It states that for non-employment misconduct, the effects of interim disciplinary measures on an employee’s appointment must be fair, equitable, and reasonable, and are subject to Steps 1-3 of the grievance procedure. It specifies that when a final determination of non-employment misconduct impacts an employee’s appointment, its effects must be reasonable and may be subject to arbitration.
Academic discipline is handled through Appointment Security.
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This article grants CGSU-UE representatives and UE staff access to on-campus spaces for the purposes of organizing and hosting events. It also permits CGSU-UE to post flyers and notices including on electronic displays. The article also allows stewards and representatives to carry out union business as long as such business is not unreasonably disruptive to appointment obligations. As an industry first right, the article obligates Cornell to give a comprehensive list to CGSU-UE of funding sources and their contributions to bargaining unit positions.
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An enumeration of the rights reserved by Cornell—in essence, the University’s bill of rights.
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CGSU-UE agrees that it may not call for, and its members shall not participate in, a strike at any point during the duration of the contract. Cornell similarly shall not “lock out” graduate workers (i.e., prevent them from working) during the contract period.
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Cornell agrees not to discriminate or tolerate harassment against the protected classes named in the article, including caste. Violations of this article will be processed by relevant University offices, including OIETIX and OSCCS, or our grievance procedure. During this process, graduate workers may be accompanied by a union representative at any relevant meeting and also have a right to interim relief and support measures. Such Title IX and OSCCS harassment cases may be processed by the University for up to four (4) months, though this may be extended for reasonable cause up to six (6) months. After this time, or the completion of University processes if sooner, graduate workers may enter the union grievance procedure at Step 3. These grievances can be brought to a neutral third-party arbitrator with relevant experience, who has the power to require that Cornell provide additional remedies, such as awarding damages.
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This article ensures graduate workers have the right to academic freedom, consistent with current policies, including the right to assemble or protest peacefully free from censorship or retaliation by the University. The article also ensures industry first protections for grad workers’ academic freedom relevant to the subject and purpose of their appointment.
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This article guarantees that the disability accommodations provided by SDS extend to appointment duties. Further, it describes a clear and time-limited process for responses to accommodations requests, and reasonable documentation expectations.
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An industry first, this article guarantees that Cornell will provide an inclusive, non-hostile work environment free from discrimination and harassment. It includes accommodations for spaces for religious practices and lactation. It also provides gender equity protections for continued access to restrooms and protections against repeated misgendering and dead naming, and establishes the right to prompt name and gender marker changes in Cornell records, including in providers to the SHP.
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This article lays out a set of policies and benefits for international graduate workers that are aimed at addressing the inequities they face in the United States. It requires Cornell to provide reasonable accommodations for workers who are unable to be on campus due to issues like visa-processing delays or significant hardship. Finally, the article lays out the scope of responsibility of Cornell’s International Student Office (ISO)—international workers’ only source of information and documentation at Cornell. It also enables international workers’ programs to attest that they have sufficient English language skills to be exempt from the ITAP course and exam.
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This article prohibits Cornell from releasing information about workers’ immigration status to the Department of Homeland Security (DHS) unless legally required to do so.
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This article lays out the responsibilities of both Cornell and the worker for upholding workplace health and safety protections.
It states that graduate workers may request workplace safety evaluations, supplies, PPE, facilities, and training necessary to complete their appointment-related duties safely. It also states that graduate workers must not be retaliated against for reporting unsafe conditions.
It requires that Cornell provide resources consistent with government public health requirements when infectious disease conditions are present, and provide resources to promote the safe completion of appointment-related field work.
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This article requires Cornell to create a centralized posting board on a website for open bargaining unit positions. It specifies the information that should be posted and states that, in most cases, positions must be posted, visible, and open for at least five business days.
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This article requires Cornell to send a letter outlining the terms and conditions of a work appointment to the graduate worker at least 30 days before the end of the previous semester including a letter for fall appointments before the spring semester is over. The letter must include notice of anticipated duties, expected meetings, work schedule, and appointment pay and benefits.
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This article ensures graduate workers in good academic standing will be provided with funding provisions during every fall, spring, and summer semester and will have access to transitional funding for interruptions in planned funding and for changing their special committee chair.
This article also establishes the first union-negotiated academic due process to ensure that no graduate worker can be placed in bad academic standing or terminated without clear notice, a fair and equitable evaluation, and reasonable time, benchmarks and opportunity to improve. This article also defines procedures for conditional passes and fails for degree milestone exams.
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This article addresses the practical aspects of how graduate workers perform their work, including policies and procedures related to professional latitude, work location, office space, facilities, remote work, equipment, tools, supplies, and supervisor meetings.
This article grants intellectual property rights equivalent to those of faculty and staff, outlines standards for fair attribution of authorship on published works, and ensures contributions to patented work are recognized.
It provides industry-first protections by granting graduate workers the same rights as faculty and staff with respect to Generative AI and provides protections from retaliation when reporting academic dishonesty.
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This article guarantees access, at no cost, to all necessary training for a graduate worker to perform their work.
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This article describes the duties and responsibilities of graduate workers in the bargaining unit— RA, GRA, TA, and GA. No worker will be required to do work for any employer that is personal in nature. Appointment work shall not unreasonably interfere with their timely academic progress.
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This article addresses the practical aspects of how graduate workers perform their work, including policies and procedures related to professional latitude, work location, office space, facilities, remote work, equipment, tools, supplies, and supervisor meetings.
This article grants intellectual property rights equivalent to those of faculty and staff, outlines standards for fair attribution of authorship on published works, and ensures contributions to patented work are recognized.
It provides industry-first protections by granting graduate workers the same rights as faculty and staff with respect to Generative AI and provides protections from retaliation when reporting academic dishonesty.
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This article guarantees access, at no cost, to all necessary training for a graduate worker to perform their work.
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This article describes the duties and responsibilities of graduate workers in the bargaining unit— RA, GRA, TA, and GA. No worker will be required to do work for any employer that is personal in nature. Appointment work shall not unreasonably interfere with their timely academic progress.
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Appointment duties shall not exceed twenty (20) hours in any week, averaging no more than fifteen (15) hours per week. Work beyond this limit shall primarily benefit employee’s degree progress. The article also lists the types of work that constitutes part of the workload. It also specifies regular work hours, TA substitution policy.
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This is standard contract language stating that everything in the contract is subject to the laws of the government. If any contract provision is judged by a court or agency to be illegal, that provision will be nullified, but everything else will remain in effect.
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This article defines the stipends and annual raises for both the Ithaca and Geneva campuses and Cornell Tech for the duration of the contract.
The Ithaca and Geneva campuses:
FY 2025-26: 12-month base stipend will be $47,004, a 3.9% raise.
FY 2026-27: 12-month base stipend will be $48,367, a 2.9% raise.
At Cornell Tech:
FY 2025-26: 12-month base stipend will be $58,285, a 3.9% raise.
FY 2026-27: 12-month base stipend will be $59,975, a 2.9% raise.
This article also sets prohibitions around late payments and recovery of overpayments.
For a full overview of our total compensation package, see the comprehensive bulleted list above and more details in articles Ratification Payment, Matriculation Support Payment, and Medical Benefits.
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All graduate workers who are anticipated to be bargaining unit members during their course of study at Cornell will receive a one-time, lump sum support payment of $750 to cover the costs of visa application fees and relocation costs within the first 20 days of their matriculation.
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Graduate workers will receive a one-time, lump-sum payment of $1,300 upon contract ratification.
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This side letter states that graduate workers will continue to receive tuition credit for tuition charges as part of their compensation, pro rata of their appointment.
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This article defines our medical benefits. Graduate Workers will continue to be eligible to enroll in SHP with covered premium costs.
This article delineates the $544 ($744 at Cornell Tech) benefits adjustment covering the full cost of the Dental insurance plan premium and the vision insurance plan premium. While the University may modify coverage of the insurance plans with the plan providers, the Union shall be notified of any changes annually.
This article also reaffirms that the University SHP shall continue to follow WPATH guidelines and provide coverage for gender-affirming care, reproductive care, and sexual healthcare at the current or better standard, consistent with applicable law. This article also outlines that Counseling & Psychological Services (CAPS) services offered to Graduate Workers shall be maintained at the current or better standard over the duration of the contract.
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This article gives graduate workers five days per year to attend immigration appointments and visa application appointments, in or outside of the U.S. They are also entitled to twelve (12) vacation days per year. This article enshrines current Cornell policies around sick leaves and leaves of absence. It also provides time off for bereavement leave, jury duty, and military leaves.
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This article guarantees graduate workers who are parents up to twelve (12) weeks of leave from their appointment duties without reduction of stipend immediately following the arrival of a child. This also enshrines access to existing benefits, including Student-Parent Dependent Care Grant program.
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The article ensures timely reimbursement of work-related travel expenses. Graduate workers can reasonably decline to incur such expenses and work with University to find alternative methods. Graduate workers will continue to have access to the Global Travel Assistance program and food pantry programs. Graduate workers who are non-resident for tax purposes will have continued access to Sprintax.
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Under this article, graduate workers will now receive free TCAT Omniride passes and Graduate Student Workers located in Ithaca shall have access to the same on-campus parking facilities and privileges as faculty and staff in their work-in-zone. The free Geneva-Ithaca Intercampus Shuttle is an enshrined right for commuters to the AgriTech campus.
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This article sets the expiration date of the contract as May 1, 2027, giving it a duration of about two years.
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This article defines the terms of agreement.
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This article creates a committee for overseeing contract implementation.
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This article establishes the office and contact of the Union and the University who are served notices.