All Staff Email

Dear Colleagues,

As I did in May, I am writing to share updates from the ongoing Local 26 contract negotiation.

On Wednesday, June 17, 2026, we held our fifth bargaining session since March. While we have had productive conversations and are coming to some preliminary agreements on several items, we have not yet reached an agreement. As such, Harvard put forward an offer to extend the current contract (which expires on June 19) until December 19, 2026, to allow us ample time to continue negotiations. Along with that, Harvard offered an immediate $.50/hour wage increase (in addition to the $0.73/hour first-year increase already offered as part of our economic package that would be part of the eventual contract). This is roughly a 4% increase, in the first year of the contract alone. For context, annual increases over the last five years have been between 2.75-3.25%.

The Union rejected the extension offer. That decision means that the union contract will expire tomorrow and our union employees will forego an immediate wage increase.

The union has proposed a 20% increase in wages for the first year, and a subsequent 8.46% and 7.8% in years two and three of a new contract. They have done so based on their narrow focus on the hourly rate at a single, neighboring school; they have not included in that comparison benefits that Harvard offers but the other school does not (e.g., retention pay, summer stipend, work/life support, educational opportunities, etc.). We strongly believe that while we aim to provide competitive wages, the value we offer as an employer is based on a total compensation package consisting of wages and those other benefits. Those additional resources, above and beyond your hourly wage, are heavily subsidized or paid in full by the University.

For example, Harvard currently pays for additional Total Compensation benefits in the following ways:

  • In the coming year, Harvard proposes to pay 85-87% of the health care premiums for individuals or families with a salary of less than $85k. Notably, the quality of our health plan is rated “platinum” level, significantly higher than the plans offered by most other employers.
  • Harvard also offers dental and vision benefits that are paid for primarily by the University.
  • Harvard also reimburses up to several hundred dollars’ worth of office visit, prescription and hospital co-pays.
  • What’s more, Harvard retirees can continue to receive subsidized healthcare from the University, allowing them to maintain the same high level of medical care in retirement as they experienced while working. This is among the most key differences in our approach to sustainable careers.
  • Harvard also contributes to a retirement plan in your name (after one year of employment). You may also contribute to it, but even if you don’t, Harvard does.
  • For employees without summer employment based on our academic calendar, we offer a summer stipend, unlike any University to which we’ve been compared.
  • We provide a retention bonus to bridge the period in between the academic calendar completion and student move-outs and commencement/reunions, another unique aspect of compensation outside of hourly wages.
  • You receive short term disability coverage and paid family medical leave at no cost as well.
  • You also have basic life insurance at no cost, and highly subsidized supplemental life insurance.
  • In addition to all that, the University offers financial assistance for childcare (85 HUDS employees received almost $500,000 in support last year); free educational opportunities, such as the Bridge Program (86 HUDS employees have taken more than 250 courses in the last five years) and tuition assistance for Harvard courses (29 employees have received more than $250,000 in education benefits since 2019).
  • Harvard offsets transportation or commuting costs. For example, the University pays 60% of the cost of a T-Pass, carrying that through the summer months (185 employees take advantage of subsidized T-Passes; 175 people take advantage of subsidized parking).

There are additional resources and perks, most of which are unique to working at Harvard, all of which you can review within the Local 26 contract on the Harvard Human Resources webpage. Comparing the wage rates offered by two different schools, without considering the full range of benefits, or any other circumstances, is like comparing “apples to oranges.” We believe the wage offer we’ve made places us with others at the top tier of the market, and that the unique package of benefits amounts to a material commitment to our employees.

I will continue to keep everyone updated. We will continue to work in good faith to negotiate a fair contract resolution that supports the whole community. I am grateful for your many contributions, and I look forward to continuing our great work together, with a new agreement in place as soon as possible. We’re excited to spend time again with your representatives at the bargaining table in early July to continue the professional discussions with Unite-Here Local 26 in support of this goal.

Best,
Smitha

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