October 1, 2022 – June 30, 2026
Background
Harvard University and the Harvard Union of Clerical and Technical Workers (HUCTW) reached a tentative agreement for a successor contract on May 10, 2023. The agreement was ratified on May 31, 2023 and the new contract will go into effect as of October 1, 2022 and extend through June 30, 2026. Key provisions are as follows:
Wages
Salary Increase:
- Upon Ratification: 4.90%
- July 1, 2023: 4.50%
- July 1, 2024: 3.50%
- July 1, 2025: 3.25%
Implementation Bonus: The parties have agreed that the first-year increase will be paid as an implementation bonus for all active members with a date of hire on or before October 1, 2022, instead of a retroactive calculation of wages back to October 1, 2022. The cost of this bonus is equivalent to that of the agreed upon increases for this period.
$1,400 One-time Lump Sum Bonus: for all members on the payroll May 31, 2023.
FAQs regarding the Wage Increases, Implementation Bonus, and $1,400 Lump Sum Bonus
Policy & Operational
Shift Differential:
In addition to hours worked after 5 pm and on weekends, members who regularly work early morning weekday shifts will now be eligible for a shift differential for those hours worked before 8 a.m. The parties have also agreed to minor inflationary adjustments to the shift differential amount as follows:
- Upon Ratification: $1.95/hr
- July 1, 2023: $2.00/hr
- July 1, 2024: $2.05/hr
- July 1, 2025: $2.10/hr
Meal Allowance:
The parties agreed to minor inflationary adjustments to the rates to be paid as follows: $16 upon ratification (May 31, 2023), and $17 effective October 1, 2024.
Reduced Staffing and Extra Work:
The new contract responds to the Union’s concerns relating to reduced staffing and extra work by clarifying process and expectations for managers and employees regarding overtime and extra compensation.
Extra Compensation
When possible, managers should initiate a conversation to discuss extra compensation when assigning extra work and the possible amount. The parties also agreed to clarifying criteria for determining the amount of extra compensation to be paid, including: the salary grade of the extra work being performed; the percentage of job duties the employee is taking on, and the amount of time to complete the extra work.
Overtime
When the need arises for unanticipated overtime work, employees should try to accommodate such needs but should not be required to do so if they are unable to accommodate the request due to a prior conflicting commitment. If possible, managers should communicate how much overtime might be necessary. In addition, employees have the option to receive compensatory time in place of overtime pay but may not be required to do so by departments.
Other Increases
The existing Agreement language was clarified to reflect that members may be eligible for extra-contractual increases and/or bonuses, but that these are still subject to the policy and approval requirements by the local units and University.
Commitment to Education
The University agreed to engage in an educational effort with University departments about the legal and contractual requirements regarding extra compensation, overtime, and other increases.
Flexibility:
The new contract responds to the Union’s concerns regarding flexibility and scheduling while still ensuring that the needs of the individual employees must be balanced with the operational needs and objectives of the work unit and/or department. The contract has been updated to specifically include remote and hybrid work arrangements as Flexible Schedule Options listed. In instances where a flexible schedule cannot be agreed upon, the employee will be given specific reasons based on the member’s job duties as well as the operational needs and objectives of the work unit, department, or school. If changes to an established flexible arrangement are necessary, these changes will not be implemented without discussion and reasonable notice. If unexpected and/or atypical needs arise, necessary temporary changes will be made with as much notice as is feasible.
The parties agreed to a standing Joint Committee on Flexibility to replace the joint working group established in the prior 2018-2021 contract.
Definition of the Unit:
The definition of the HUCTW unit was amended to reflect expansion to states where the University is registered to do business and will include clerical and technical employees in all of those states in which non-exempt employees are eligible to be on the Harvard payroll.
Benefits And Other Provisions
Tax Deferred Account (TDA)
The parties agreed to changes in TDA auto-enrollment encouraging retirement saving.
- HUCTW employees hired on or after 1/1/2024 will be automatically enrolled into the University’s TDA after 60 days of employment. Employees may cancel increase or decrease their TDA contribution at any time. Employees will have 60 days from their first automatic TDA contribution to cancel and request reimbursement of any TDA contributions.
Enrollment Tiers for Medical, Dental, and Visions Plans
Effective 1/1/2024, there will be four enrollment tiers for medical, dental, and vision plans: employee, employee plus spouse/domestic partner, employee plus child(ren), and employee plus family.
Health Care Group
The Joint Health Care Group will be charged with discussing and resolving these additional questions and issues:
- Paid medical leave, including informational materials and instructions, reimbursement rates and rationales, and types of leaves applied in varying situations
- Reviewing and revising the contractual language relating to Appeal Procedures concerning the application of provisions of University benefit plans
Joint Funding
The new contract provides for the continuation of the HUCTW TAP Tax Fund, as well as for modest increases in joint funding overall, consistent with past contracts, for childcare, education, and other programs.