# UNITE HERE Local 26 The University appreciates the vital role that Harvard University Food Service employees play in enriching the residential and campus life experience. Across Harvard, our food service workers bring enormous value, skill, and commitment to serving the campus community. As negotiations over a new union contract proceed, we are committed to addressing the concerns that have been raised and will continue to provide information, resources, and guidance as the collective bargaining process advances. In the negotiations with UNITE HERE Local 26, the University has proposed a total compensation package, inclusive of wages and benefits, that is competitive to market food service workers in the Greater Boston area. As always, we remain committed to a collective bargaining agreement that is sustainable over time so that we can honor commitments in the years ahead. Through ongoing good faith efforts of UNITE HERE Local 26 and the University, we believe we can reach a reasonable, mutually agreeable resolution that benefits union employees and best serves the University community. ## Updates on Collective Bargaining Process and Proposals [### Update on Collective Bargaining Process ](/news/2026/06/update-collective-bargaining-process) June 18, 2026 As I did in May, I am writing to share updates from the ongoing Local 26 contract negotiation. [### Update on University proposals ](/news/2026/05/update-university-proposals) May 21, 2026 As we approach the June 19 expiration of our current contract with UNITE HERE Local 26, I want to share an update on where things stand and what the University has proposed. ## Frequently Asked Questions Open all sections Close all sections ### Who are the members of the UNITE HERE Local 26 collective bargaining unit? expand\_more The UNITE HERE Local 26 bargaining unit includes approximately 580 food service workers employed by the University. Each year, employees serve approximately 5 million meals to students, faculty, staff, and invited guests across campus. ### What is the University’s approach to negotiations? expand\_more The University seeks to put forward a total compensation package, inclusive of wages and benefits, that is competitive amongst market food service workers in the Greater Boston area. We also seek a collective bargaining agreement that is sustainable over time so that we can honor commitments in the years ahead. ### What is the status of negotiations with UNITE HERE Local 26 and the timeline for meetings? expand\_more The teams have met regularly since negotiations began in March 2026. Eight collective bargaining sessions have been held as of August 18, 2028. The teams will meet again in September to continue negotiations. ### What is the proposed wage increase offered to University Food Service Employees during the current collective bargaining negotiations? expand\_more The University’s initial compensation proposal is to increase wages 16.75% (17.96% compounded) over the next six years. ## Bargaining Summaries and Contract Language The documents posted below reflect the most recent University proposals on articles under discussion. We have also included tentative agreements reached. Please check back frequently for updates to the proposals as negotiations continue. This page was last updated on September 18, 2026 Open all sections Close all sections ### Attendance Policy and Training expand\_more The University offered to establish a committee comprised of management and union members, which would meet regularly to assist HUDS in creating a formal attendance policy or guidelines for employees. The University offered to expand existing contract language to clarify what types of training would be offered to staff and at what times of year the training would be scheduled. [University Proposal: Attendance Policy Proposal Language](/sites/g/files/omnuum6281/files/2026-09/University_Proposal-Attendance_Policy_Proposal_Language.pdf "University Proposal: Attendance Policy Proposal Language") ### Expedited Grievances expand\_more Grievances involving discharge or affecting more than one work unit can be expedited by beginning at Step 2. [Tentative Agreement: Grievance Procedure Language](/sites/g/files/omnuum6281/files/2026-09/Tentative_Agreement-Grievance_Procedure_Language.pdf "Tentative Agreement: Grievance Procedure Language") ### Layoff and Recall expand\_more Employees will retain recall rights for 24 months. This is an increase from 12 months. [Tentative Agreement: Layoff And Recall Language](/sites/g/files/omnuum6281/files/2026-09/Tentative_Agreement-Layoff_And_Recall_Language.pdf "Tentative Agreement: Layoff And Recall Language") ### Medical Plan and Tax-Deferred Annuity expand\_more The University has offered to adjust the employee’s share of the medical plan premium by adjusting the existing salary tiers. This adjustment may result in a reduction to the employees’ share of the premium. The University has also proposed additional enrollment tiers. There are currently two enrollment options for this Union, employee-only or family, however the new enrollment tiers would include additional enrollment options for employee + spouse/domestic partner and employee + child(ren). The University has also offered automatic enrollment in the University’s Tax deferred annuity plan. This would require all Union members to participate in saving for their retirement unless they opt out. [University Proposal: Medical Plan and Tax-Deferred Annuity Language](/sites/g/files/omnuum6281/files/2026-09/University_Proposal-Medical_Plan_and_Tax-Deferred_Annuity_Language.pdf "University Proposal: Medical Plan and Tax-Deferred Annuity Language") ### Paid Citizenship Holiday expand\_more A new holiday will provide employees with an excused absence from work and compensation for all lost hours of work on the day they are sworn in as a U.S. citizen. [Tentative Agreement: Citizenship Holiday Language](/sites/g/files/omnuum6281/files/2026-09/Tentative_Agreement-Citizenship_Holiday_Language.pdf "Tentative Agreement: Citizenship Holiday Language") ### Preference for Job Openings and Promotions expand\_more Union members will continue to get preference over external candidates until an offer has been extended to an external candidate. If the offer is not accepted by the external candidate, Union members will have preference over other external candidates. [Tentative Agreement: Job Openings Promotions and Seniority Language](/sites/g/files/omnuum6281/files/2026-09/Tentative_Agreement-Job_Openings_Promotions_and_Seniority_Language.pdf "Tentative Agreement: Job Openings Promotions and Seniority Language") ### Sick Pay Conversion expand\_more Employees will be allowed to convert one of their sick days to a personal day. [Tentative Agreement: Sick Pay Language](/sites/g/files/omnuum6281/files/2026-09/Tentative_Agreement-Sick_Pay_Language.pdf "Tentative Agreement: Sick Pay Language") ### Summer Transition Program expand\_more The University offered to continue to pay a summer stipend in the amount of $3,800 to employees whose positions do not have regularly scheduled hours during the summer recess and for whom there is no other work available to them. [University Proposal: Summer Transition Pay Proposal Language](/sites/g/files/omnuum6281/files/2026-09/University_Proposal-Summer_Transition_Pay_Proposal_Language.pdf "University Proposal: Summer Transition Pay Proposal Language") ### Sustainable Jobs and Floaters expand\_more The University offered to make best efforts to increase the percentage of full-time employment for employees to 70%. This goal would be attained through attrition and mutually agreed upon consolidation of part-time positions. The University and Union would work together to identify other opportunities to increase weekly hours. The notice of work location to floating employees would change from three days to one day. [University Proposal: Sustainable Jobs Proposal Language](/sites/g/files/omnuum6281/files/2026-09/University_Proposal-Sustainable_Jobs_Proposal_Language.pdf "University Proposal: Sustainable Jobs Proposal Language") ### Uniforms, Shoes and Buttons expand\_more The University has offered to increase the reimbursement for eligible shoe purchases to $90 per year. The University’s proposal would also provide additional uniforms, specifically one uniform for every day an eligible employee is regularly scheduled to work, plus an additional two uniforms. Uniforms will be provided upon hire and on an annual basis. [University Proposal: Uniforms Shoes Buttons Proposal Language](/sites/g/files/omnuum6281/files/2026-09/University_Proposal-Uniforms_Shoes_Buttons_Proposal_Language.pdf "University Proposal: Uniforms Shoes Buttons Proposal Language") ### Wages expand\_more The University’s initial compensation proposal is to increase wages 16.75% (17.96% compounded) over the next six years. The dollar amount and percentage increase can be found in the table below. SortDuration of AgreementWage IncreasePercentage increaseYear 1 (effective upon ratification) $0.73/hour 2.50% Year 2 $0.75/hour 2.50% Year 3 $0.77/hour 2.50% Year 4 $0.95/hour 3.00% Year 5 $0.98/hour 3.00% Year 6 $1.09/hour 3.25% The proposed dollar amount would be added to the hourly rate for each job classification within the Union. [University Proposal: Wage Proposal Language](/sites/g/files/omnuum6281/files/2026-09/University_Proposal-Wage_Proposal_Language.pdf "University Proposal: Wage Proposal Language")