Back Collective Bargaining Agreement between: UE Local 1043 (“SGWU”) and Leland Stanford Junior University November 22, 2024- August 31, 2027 Table of Contents ARTICLE 1: AGREEMENT................................................................................................................................1 ARTICLE 2: RECOGNITION.............................................................................................................................1 ARTICLE 3: UNION SECURITY.........................................................................................................................1 ARTICLE 4: UNION RIGHTS AND ACCESS.......................................................................................................3 ARTICLE 5: UNIVERSITY RIGHTS....................................................................................................................4 ARTICLE 6: BARGAINING UNIT INFORMATION.............................................................................................6 ARTICLE 7: GRIEVANCE PROCEDURE.............................................................................................................8 ARTICLE 8: NO STRIKE – NO LOCKOUT........................................................................................................11 ARTICLE 9: DISCIPLINE AND DISCHARGE.....................................................................................................12 ARTICLE 10: NON-DISCRIMINATION...........................................................................................................13 ARTICLE 11: INCLUSIVE WORK ENVIRONMENT..........................................................................................16 ARTICLE 12: HEALTH AND SAFETY...............................................................................................................18 ARTICLE 13: INTERNATIONAL GRADUATE WORKERS.................................................................................19 ARTICLE 14: APPOINTMENT SECURITY........................................................................................................21 ARTICLE 15: APPOINTMENT NOTIFICATION ...............................................................................................22 ARTICLE 16: APPOINTMENT POSTING ........................................................................................................23 ARTICLE 17: PROFESSIONAL RIGHTS...........................................................................................................24 ARTICLE 18: WORKLOAD.............................................................................................................................26 ARTICLE 19: TRAINING................................................................................................................................27 ARTICLE 20: LEAVES AND TIME OFF............................................................................................................28 ARTICLE 21: COMPENSATION.....................................................................................................................29 ARTICLE 22: TUITION AND FEES..................................................................................................................31 ARTICLE 23: BENEFITS.................................................................................................................................32 ARTICLE 24: SEVERABILITY..........................................................................................................................34 ARTICLE 25: COMPLETE AGREEMENT.........................................................................................................34 ARTICLE 26: DURATION...............................................................................................................................34 SIDE LETTER A: WORKER STATUS................................................................................................................38 SIDE LETTER B: CALTRAIN GOPASS PROGRAM...........................................................................................39 ARTICLE 1:AGREEMENT ThisAgreement isentered intothisNovember 22,2024, byandbetweenLelandStanford Junior University (hereafter,the “University”)and the United Electrical,Radioand Machine Workersof America(“UE”),and itsaffiliate,UE Local1043 (“SGWU”)(hereafter,the “Union”). ARTICLE 2:RECOGNITION Pursuant tothe CertificationofRepresentative issuedby the NationalLaborRelationsBoard in Case No. 32-RC-316964,the University recognizesthe Unionasthe sole and exclusive collective bargaining representative, forthe purposesofestablishing wages,hours,benefits,and conditions ofemployment, forall Graduate Workersinthe bargaining unit. The bargaining unit shall include all Ph.D.,Master’s(excluding MBA)and J.D.students(as well as studentspursuing degree combinationsthatinclude Ph.D., Master’s [excluding MBA], andJ.D.) enrolled at StanfordUniversity locatedat450 JaneStanfordWay,Stanford,CA 94305 whoprovide instructionaland/or researchservicesforthe University in classifications including Teaching Assistant,ResearchAssistant,andCourse Assistant, andstudents onfellowshipwhoprovide instructionalservices. The bargaining unit shallexclude all otherexemptemployees(including faculty orstaffenrolled using University tuitionbenefit);students who are notproviding researchor instructional services forany classlistedinStanfordExplore Courses,including all otherstudentsonfellowship; allother students(including butnot limitedtothe following students:MBA, DMA,JSD, MD, and undergraduate students [including undergraduateswho are coterminously enrolledingraduate program],studentsnotseeking Stanford degrees,and visiting students)office clericals;managers; guardsandsupervisorsas definedinthe NationalLabor RelationsAct. The term “GraduateWorker” as used in this Agreementshallrefertoemployeesworking inthe includedpositionsabove. Eachposition coveredby thisAgreementshallbe referredtoasan “Appointment.” ARTICLE 3:UNION SECURITY Section A. DuesorFeesElection Graduate Workersshallelecttoeitherpay membership dues or agency feesduring their Appointment asa conditionofemployment. The University shall notcoerceorotherwise attemptto influence aGraduate Workerregarding theirdecision topaymembershipdues orpayagencyfees. SectionB. PaycheckDeduction Authorization If aGraduate Workerelectstobecome amemberof the Union, they may choose tohave their Unionmembershipduesdeductedfrom eachpaycheckprovided theyhave signedan authorization 1 forsuchdeductions ina paperorelectronic form provided by the Union. TheUnionshallprovide the University withthe amountofUnionmembershipdues thata Graduate Workerwhojoinsthe Unionmustpay. If aGraduate Workerelectstonotbe amemberofthe Union, they may choose tohave the Union agency feesdeducted from each paycheckprovided they have signed anauthorizationforsuch deductionsinapaperorelectronicform providedby the Union. The Union will provide the University withthe amountofthe agency fee whichwillbe setby the Unioninamanner consistent with legalrequirements. SectionC. DuesorFeesDeduction The Unionshallprovide such signedauthorizationfrom aneligible Graduate Workerto the Universityelectronically and, upon receipt ofsigned authorization,the University shalldeduct Unionmembership duesor agency feesfrom eachpaycheck forwagespaid for workinan Appointment. The University shallremit the duesand feestothe Union, together with anelectronic listofnamesof the Graduate Workers from whom deductions were made. The electroniclist shall containthe Graduate Worker’sname, SUNetID, currentsalary,full-time-equivalent status, the amountofdues/feesdeducted,andthe date ofeach deduction. The Universityshallnothave any responsibility fordeductionsfrom amountspaid as astipend oramountsreceived by a Graduate Workerfrom sourcesotherthanthe University. SectionD. DuesorFeesRemittance The Unionshall receive payrolldeductions forany dues, fees, and/orcontributions from any Graduate Workerduring aquarter whenthe Graduate Workerhasan Appointmentandhas indicatedin writing on the authorization form referredtointhisArticle thattheywish such deductionstobe made. The authorizationformsmustbe receivedby the University'sdesignated representative by atleastten (10)businessdaysbefore the beginning ofthe pay period in whichthe deductionsare tobegin. The Union agrees topromptly notify the Universityofanyrevocationofthis authorization. Section E. DuesorFeesTransmission The University shallelectronically transmit to the Unionwithinten(10) calendardays afterthe end ofeachmonthallduesand feesdeductedforthatmonth inaccordance with SectionsCandD above. Section F. Indemnities The University assumesno obligation,financial orotherwise,asa resultof complying withthe terms ofthis Article, andthe Union agreesthat it will indemnify andholdtheUniversityharmless from any claims, actions,orproceedingsby any personorentityor any actiontaken ornottaken arising from anydeductionsmade underthis Article. 2 Section G. StudentStatus ThisArticle shallonly apply tothe statusofa Graduate Workerascovered bythisAgreementand shall notimpact theirstatus asastudent. SectionH. Startof DuesDeduction The University shallbegindeductionsno laterthanMarch 1, 2025. ARTICLE 4:UNION RIGHTS ANDACCESS Section A. UnionRepresentatives The Unionmay designateofficers and/orstewards.The University shalldealwithsuchofficers and/orstewards as representativesof the Union, and otherdesignated representativesemployed by UE,forpurposesofadministering thisAgreement. Suchindividualsshallbe granted accessto Universityfacilitiesinaccordance withgenerallyapplicable University policies andproceduresand relevant health,safety,privacy,andsecurity regulations, such as those involving labsdesignated as restrictedspace. On aquarterly basisanduponanychanges, the Unionshallprovide acurrent listofUnion officers, stewards, andUErepresentatives tothe Universityviaemailto stanfordelr@stanford.edu. SectionB. UnionBusiness Uponproviding priorreasonable notice totheirsupervisor, Graduate Workerselected asstewards andlocal officersshallbe granted reasonable time to investigate,present, process, andsupport the processing ofgrievances, carry out otheractivities to administerthisAgreement, andtoattend unionconferences, conventions,meetings, andtrainings,solong asthese activitiesdonotdisrupt the University’soperations or fulfillmentof their Appointmentduties andthey are able tomake up the worktime. SectionC. Accessto Meeting Space Subject to availability, the Unionshallhave reasonable accessto reserve anduse meeting space in Universitybuildingsuponapplicationtothe appropriate University authority.The Union agreesto complywith allUniversityregulationsandpolicies regarding the reservation and use of such facilities. Ifthe University charges afee to use agivenmeeting space, the Unionmay alsobe chargedsuchfeesifitelects to use thatspace.The priorityformeeting spacesshallbe for teaching, academic, research,orotherUniversity businessactivities. SectionD. Use of StanfordEmail The Unionshall have the right to communicate withGraduate Workers using theirUniversityemail addressesprovided pursuantto Article 6:Bargaining Unit Information. UseofUniversityemail and distribution listsby the Unionmustcomply withUniversity policiesandprocedures.The Unionmay 3 create distributionlists(listservs)using the email addressesprovided to communicate withits members. Section E. BulletinBoards The Unionmay postnoticesonexisting ornewbulletinboardspace ifthe space isnotreservedfor specificUniversity or academicpurposes and thepostingsare inaccordance withUniversity policiesandproceduresrelated tothe time,place andmannerofpostings, as well asprohibitions againstdiscrimination and harassment. Section F. Orientation A new Graduate Workerorientation shall be addedtothe official calendarofeventsaspartof the University’sNewGraduate Student Orientation.The Unionshallbe responsible for communicating the time and place ofthe newGraduate Worker orientationtothe responsible administrative unit. Uponrequest,the Unionshall be providedatable at the University’s Graduate Orientation InformationEvent. The requestshallbe submitted in writing within the timeline providedforall othergroupsparticipating inthe event. Should noorientationeventbe offeredby the University in agivenquarter,the Unionmay offer a 30-minute orientation sessionfor Graduate Workers at the start ofsaidquarter. Attendance atthe Union’sorientationshallbe voluntary. NoUniversity representativesshallbe present. The Unionmay requestthirty (30)minutesatany department-levelorprogram-levelorientationthat includesgraduate students who will likely be coveredby this Agreement at some point.The request shall be submittedinwriting tothe departmentorprogram sixty (60)daysinadvance of the orientation. Such requests shallnotbe unreasonably denied.The Unionshallbe responsible for anyadditionalassociatedcosts,set-up, or clean-up. NoUniversity representativesshallbe presentduring the Union’s time. Attendance atthe Union’sportionofthe orientationshallbe voluntary. Section G. Posting ofContract The University shallpublishthis Agreementona website designatedby the University. ARTICLE 5: UNIVERSITYRIGHTS Section A. UniversityRights Generally Managementofthe University isvestedexclusivelyin the University. Exceptas otherwise provided in anexpressprovision ofthisAgreement,the University retainsthe exclusive rightstodirect, control,manage andschedule itsoperations, andtomake any and alldecisionsaffecting the Universityinamannerconsistentwith itsself-determined educationaland researchmission (“University Rights”). 4 SectionB. Non-Exclusive List ofUniversity Rights University Rightsinclude,but are notlimitedto,therightto: 1. Establish,plan, direct and controlthe University’sorganizationalstructure,mission, programs, objectives,services, activities, resources andpriorities; 2. Direct andcontrolUniversityoperations, includingthe subcontracting ofallor any portion ofany operations; 3. Alter, extendordiscontinue existing equipment, facilities, andlocationofoperations; 4. Recruit, select,hire, appoint, assign, schedule,train, supervise,ortransfer Graduate Workers; 5. Discipline ordischarge Graduate Workersfor just cause,subjectto Article 9:Discipline andDischarge; 6. Determine ormodify the number, composition,qualifications, competency,durationof appointment,responsibilities andassignmentsofGraduate Workers; 7. Establish,maintain,modify orenforce standards ofeducation,performance,conduct, order,andsafety,and toestablish andrevise academic or campus-wide policiesto addressviolationsofthese standards; 8. Evaluate,determine the contentofevaluations, and determine the processes and criteriaby which Graduate Workerperformance asanemployee isevaluated; 9. Establishand require Graduate Workerstoobserve reasonable Universityrulesand policiesrelatedtostandardsof workperformanceandconduct,providedthat the Union willbe provided thirty (30)days’ notice toallow for consultationprior to implementation; 10. Establishormodifythe academic calendars, including holidays; 11. Assign work locationsand schedule hours of work; 12. Determine inits sole discretionwho is taught, whatistaught,including creation, modificationandeliminationofnew orexisting curriculum, how suchcontent istaught (including the introduction of newmethodsofinstruction), class andsectionsize, and whodeliversthe instruction; 13. Determine inits sole discretionallmattersrelatingtofaculty hiring,promotion and tenure,andgraduate student admissionsandappointments, including cohortsizes, admissionstandards,studentmatriculation,graduation standards, assessment of student workand grades,anddeterminationsastostudents’academic progress; 14. Establishtuition, fees,and charges; 15. Determine allmatters involving financial aid,including,butnotlimited to, recipients of financialaid andthe terms of financialaid; 16. Decide mattersrelatedtoresearch scope,methodology and materials; 17. Decide mattersrelatedtogrants including,butnotlimited to, application,selection, funding,administration, usage,accountabilityandtermination; 18. Decide whetherto create,eliminate, combine,ormodify academic,outreach, service andresearchprograms; 19. Decide allmattersrelated tograduate studenthousing; 20. Exercise sole authority onalldecisions involving academicmattersand academic standardsnot otherwise statedinthis Agreement. 5 SectionC. University ReservesRights The above enumerationof University Rights isnotexhaustive anddoes notexclude otherUniversity Rightsnotspecified herein, norshallthe exercise or non-exercise ofrights constitute awaiver of anysuchrightsbythe University. SectionD. Limitations Any exercise ofUniversityRightsshallbe consistentwiththe termsand conditionsofthis Agreement. No actiontakenby the University withrespect toa University Rightshallbe subject to the grievance andarbitrationprocedure unlessthe exercise thereofviolatesanexpressprovision of thisAgreement.Tothe extent the University maintainsthat aparticularactionbythe University is coveredby thisArticle,itshall notdecline toprocessagrievance solely on thatbasis.The University may,however,raise this Article as adefense aspartofprocessingany grievance. ARTICLE 6:BARGAININGUNIT INFORMATION Section A. InformationShared WithUnion ConsistentwithUniversity policy to comply with itsobligationsunder the Family EducationalRights andPrivacy Act(FERPA),the University shallprovide tothe Unionanelectronic file onaquarterly basis containing the following information foreachGraduate WorkerwithanAppointmentthat quarter: 1. Name; 2. Universityemail; 3. Program(s) ofstudy in which the Graduate Worker isenrolled; 4. Mailing address; 5. Confirmation ofactive studentstatus; 6. Primary phone number; 7. Department(s)orUnit(s)where the Graduate Workerisappointed; 8. Job title(s)(e.g.ResearchAssistant, Teaching Assistant,Course Assistant,orstudent onfellowship whoprovidesinstructionalservices); 9. Appointmentstartand end dates; 10. Date of first Appointmentafterthe effective date ofthisAgreement;and 11. Amountof compensationforthe Appointmentinthe quarter inwhich the reportis provided. The reportshallbe providedtothe Union in Excel(.xlsx) format (or comparable tabularformat)and shall include all individuals qualifying underArticle 2: Recognition for the quarter. Aninitialreport shall be providedto the Unionno laterthanfourteen (14)daysbefore the firstday ofeach academicquarterandanupdated reportshallbe provided tothe Unionno laterthanthirty (30) calendardaysafterthe firstday ofeach academicquarter. If aFERPAConsentto Disclose Form,asprovided in SectionB below, isnotsignedby aGraduate Worker,the University will provide the informationin items1 through 7above providedthatthe 6 Graduate Workerhasnotprohibitedthe release ofsuch information. Ifany authorized information is unavailable atthe time ofdelivery ofthe report,the University shallmakeevery effortto include it in the nextreport ifthe Graduate Worker is appointedtoaunitposition in that quarter. The University shallmakebestefforts toprovide reportspursuanttothis Article assoonaspossible following ratificationofthis Agreement, but no laterthan September1, 2025.Until such time,the Universityshall continue to provide quarterly tothe Uniona listsimilarto what hasbeenprovided priortoratification. SectionB. FERPA Communicationand FERPAConsent to Disclose Form Within, or as anattachmenttoeach Graduate Worker’s AppointmentLetter,the University shall provide a FERPACommunicationtoGraduate Workersand aFERPAConsent to Disclose Form for Graduate Workers, asdescribedbelow,either in afillable form which canbe completed and submitted tothe University electronically,or ifapaper form issent,scannedandreturned electronically. The initialversionof the FERPACommunication to Graduate Workersand the FERPA Consentto Disclose Form forGraduate Workers,andany changestoeitherdocument,shallbe shared withthe Unionpriorto itsinitialdissemination. The FERPACommunication will include, atminimum, the following information: 1. The Union is the Graduate Worker’sexclusive bargaining representative; 2. The Unionhasa legalobligationtorepresentthe Graduate Worker whentheyare in a position coveredunderthis Agreement andthattodoso,the Unionmayneed certain informationabout itsunitmembersso that itisproperly preparedtoenforcethe terms ofthis Agreement, whichcoverspayandother termsand conditions ofemployment; 3. In orderto avoidany conflict betweenthe Union’srightto access thisinformationunder the NationalLaborRelationsAct, FERPA, andUniversity policy to complywith its obligations underFERPA,whichregulate the disclosure ofcertain information in student records, the Graduate Worker willbe askedtocomplete andsignthe FERPA Consentto Disclose Form forGraduate Workersandreturnthe form along withother on-boarding paperwork; and 4. Contactinformationofboththe Unionand the University forthe Graduate Workerto raise any questionsaboutthe FERPACommunicationto Graduate Workersand FERPA Consentto Disclose Form forGraduate Workersand/orhowthe information shared withthe Unionmaybe used. The FERPAConsenttoDisclose Form forGraduate Workerswill contain,atminimum, the following: 1. An optionfor the Graduate Workerto waive theirprivacy rights underFERPAandaffirm their consenttorelease non-directory information thatmaybe soughtby the Unionfor representationalpurposes andtowhich the Unionwouldordinarily be entitled under the NationalLaborRelationsAct. Thisoption willbe accompaniedby astatementthat the Union, ifprovidedaccess tosuch informationby the Graduate Worker,may use such informationonly forthe purposesfor whichthe disclosure wasmade and may not disclose the informationto any otherpartywithoutthe prior consentofthe Graduate Worker; 7 2. An optionfor the Graduate Workertodecline to waive theirprivacyrights under FERPA; 3. Informationabouthowastudentmay change theirselectioninthe future; and 4. A listof all informationtobe released tothe Unionasenumerated in SectionA above. SectionC. UnionResponsibilities The Union agreesnotto use this informationforany purpose otherthaninternalUnion administrationand communication withthese Graduate Workers. SectionD. Accessto Employment-Related Records The University willmaintain arecordofeach Graduate Worker'sAppointment Letter(s)toaposition coveredunderthisAgreement,appointment-relatedevaluations, ifany, (asdistinguishedfrom theiracademicevaluations),and anydisciplinaryactionrelatedtosuch Appointment. A Graduate Workermayreviewtheirown records uponreasonable request. Graduate Workersmay place a writtenresponse toemployment-relateddocuments intheirrecord. Where aGraduate Worker seeks reviewof theirownrecords, the Graduate Worker and/oraUnionrepresentative,authorized by the Graduate Worker in writing, shallbe entitledtoreviewthese recordsduring regularbusiness hoursinthe presence of aUniversity representative andcopiesofthese recordsshallbe provided uponrequest. Section E. EffectsofChangestoApplicable Law During the term ofthis Agreement, if adetermination ismade by the National LaborRelations Board,otherfederaladministrative agency with jurisdictioninthisarea,oracourtof competent jurisdictionthat any of the above itemsare required tobe provided tothe Unionasthe Graduate Workers’authorizedrepresentative underthe NationalLabor RelationsAct,or revisedguidance is provided by the Departmentof Educationthatany of the above itemsmay be provided tothe Union withoutregard to FERPA restrictions, the parties agree tomeetand conferregarding the effectsof thischange onthe obligationssetforth in thisArticle sothatboththe Unionandthe University complywith theirobligations. ARTICLE 7: GRIEVANCEPROCEDURE Section A. Grievance Procedure Definitions The Unionmay file agrievance inaccordance with the procedure outlined inthis Article. A grievance isa claim by the Union thatthisAgreement hasbeenviolated. The meansofresolving suchgrievances, unlessprovidedotherwise elsewhere in thisAgreement,shall be thisgrievance procedure. Informalresolutionsofgrievancesatany stepofthe processshallinnocase be deemed precedents whichmodify,addto,set aside,ordetract from anyprovisionofthis Agreement. 8 Forpurposesof thisArticle, “Administrative Unit”includesentitiessuch asSLAC, Office of the Vice Provostand DeanofResearch,and Office of the Vice Provost forUndergraduate Education. SectionB. InformalResolution The University and the Unionstrongly encourage Graduate Workersand supervisors todirectly discuss and resolve issues prior tothe filing ofa formalgrievance.The informal resolutionprocess is initiated whenthe Graduate WorkeroraUnionrepresentative informsthe Graduate Worker’s supervisororthe relevantdepartmentadministratoroftheir workplace concerns. The Graduate Worker,their Unionrepresentative whenapplicable, andthe supervisororthe relevantdepartment administratorshall communicate aboutthe concern by emailor inameeting. The supervisoror the relevantdepartmentadministratormust respondwithinfourteen (14) calendardays. If the Graduate WorkerandUnion, when applicable,doesnotaccept the resolution oftheirconcerns,orifthe supervisororrelevantdepartmentadministratorfails torespond, the Unionmay file aformalgrievance subjecttothe timelines in thisArticle.The Graduate Workeror the Unionmay opt toskip thisvoluntary stepand the Unionmay file a formalgrievance subjectto the timelines in this Article. SectionC. Step One 1. The Unionshallpresent the grievance inwriting and state:(a)the specificprovisionsof thisAgreementallegedly violated;(b)ageneraldescriptionofhow andwhenthe alleged violationsoccurred; (c)the remedy sought;(d)the date submitted; and(e)the name(s) ofthe Graduate Worker(s)and theirUnion representative(s). The writtengrievance shall be filed withthe dean’soffice ofthe schoolorthe Administrative Unitin which the Graduate Workerisperforming workwith acopy toUniversity HumanResources– Employee &Labor Relations (“UHR-ELR”)atstanfordelr@stanford.edu. The grievance shall be filedwithinthirty (30) calendardays afterthe Union or Graduate Worker becomes aware or shouldhave beenaware ofthe event(s)giving rise tothe grievance. 2. Within fourteen(14) calendardays of the filing ofthe grievance at Step One,a meeting will be heldwith representative(s)from the Union andthe University todiscussthe grievance. The University representative(s)atthe StepOne meeting willinclude the dean,theirequivalent,ortheirdesignee andthe department chair,theirequivalent, or theirdesignee.By mutualagreementbetweenthe University andthe Union, attendance at the Step One meeting by one ormore ofthese individualsmay be waived. 3. The University shallprovide a written response tothe Union at grievance@sgwu.us withinfourteen(14) calendardays afterthe Step One meeting isheld. SectionD. Step Two 1. If the Union isdissatisfiedwiththe University’sresponse tothe grievance atStep One, the Unionmay advance the grievance toUHR-ELRatstanfordelr@stanford.edu within fourteen(14) calendardaysofthe StepOne response. 9 2. Within fourteen(14) calendardays of the receipt ofthe grievance atStepTwo, representativesofUHR-ELR, the Office ofthe Vice Provost forGraduate Education, the Union,and the applicable schoolorAdministrative Unitshallmeetinaneffort to resolve the grievance.By mutualagreement betweenthe University andtheUnion, attendance atthe StepTwomeeting by one ormore ofthese individualsmaybe waived. 3. UHR-ELR, inconsultationwiththe Office of the Vice Provostfor Graduate Education, shall provide the Unionwitha writtenresponse within fourteen(14) calendardaysofthe Step Twomeeting. 4. A grievance affecting multiple Graduate Workers who collectivelyholdAppointmentsin more thanone schoolorAdministrative Unitmaybe filedatStepTwo. 5. A grievance concerning an unpaid suspensionordischarge ofa Graduate Workershall be filed at Step Two. Section E. Step Three - Arbitration 1. If the Union isdissatisfiedwiththe University’swrittenresponse tothe grievance at Step Two, the Unionmay advance the grievance toarbitrationby writtennotice toUHR- ELR atstanfordelr@stanford.eduwithinfourteen (14) calendardays ofthe StepTwo response.No individualGraduate Workermayadvance agrievance toarbitration. 2. Within twenty-one (21) calendardaysofthe Unionproviding writtennotice of advancing the grievance to arbitration, the University and theUnion will attempt to agree uponthe selectionofan arbitrator.If the University andthe Unioncannot agree onan arbitrator withintwenty-one (21)calendardays, the Universityand the Union will request alist of seven (7) arbitratorsfromthe FederalMediation andConciliationService (FMCS),and selectionshallbe made in accordance withthe ArbitrationPoliciesand Proceduresof thatbody. The panelshallbe aSub-Regionalpanelbased onthe University’saddress. Each side may rejectalistonce pergrievance. If apanel is rejected,FMCSshall send the University and the Unionanotherlistofseven(7) arbitratorsmeeting the same criteria. The partiesshallalternately strike namesfrom the finallist untilone (1) name remains;thisshallbe thearbitratorto hearthe grievance.The parties willflipa coin to determine whostrikesfirst. The arbitration willbe conducted in accordance withthe ArbitrationPolicies andProceduresof FMCS. 3. The arbitratorshallrenderadecisiononthe grievance in writing within thirty (30) calendardaysofthe close ofthe hearing orthe submissionofbriefs, whichever is later, unlessthe University andthe Unionotherwise agree. 4. The decisionof the arbitratorshallbe final,conclusive,andbinding upon the University, the Union, andthe Graduate Worker,althoughthe Universityandthe Unionretain whateverrightseachhasunderstate or federallawtochallenge the decisionand award.The arbitratorshall have authority to interpretthe termsofthis Agreementand may notaddto,subtract from, ormodify the termsofthis Agreement or impact the employment terms ofnon-bargaining unitmembers. The arbitratorshallbe without authority torenderaremedy concerning any academicmatterorany aspectofthe 10 Graduate Worker’sstatusasagraduate student. 5. The expensesandfees ofthe arbitration, including any travel,perdiem or court reporter expenses, shallbe sharedequallyby the Unionand the University. The University and the Union willbe responsible forthe feesandcostsof itsownattorneys andwitnesses. Section F. Timelines 1. Should the University failtorespond within the time limitations above at anystep,the Unionshallhave the righttoproceedto the nextstep. 2. The Union’sfailure to abide by the time limitationshereinshallpreclude any subsequentfiling orprocessing ofthe grievance and shallconstitute anabandonment ofthe issue giving rise to the grievance. 3. The University and the Unionmay agree in writing toextend the timelines atany stepof the grievance procedure. 4. The timelines at any step ofthe grievance procedure shallbe extendedfor the duration of anyintervening academicbreaksandUniversityclosures. 5. Unlessthe University and the Unionagree otherwise in writing,only one grievance shall be heard atany one arbitration hearing. Section G. PendencyProvision The filing orpendency ofa grievance under the provisions ofthis Article shallnotprevent the University from taking the action complained of,subject, however, tothe final decisionofan arbitratorunder SectionEofthisgrievance procedure. ARTICLE 8:NOSTRIKE–NOLOCKOUT Section A. No Strike During the term ofthis Agreementorany extensionthereof,the Union,its representatives, agents, andmembers willnotcause, callfor,participate inor ratifyany strike, sympathy strike, work stoppage, unfair laborpractice strike, sit-down,slow-down, curtailment of work, withholding or delaying of anygrades, academic evaluations,orother documents,orother concertedrefusalto perform assigned workfor the University. SectionB. No Lockout During the term ofthis Agreement,orany extensionthereof, the University will not lockoutany Graduate WorkercoveredbythisAgreement. 11 SectionC. Discipline Violation ofthis Article by a Graduate Worker is cause for immediate disciplinaryaction, including discharge from theirappointment,subjectto Article 9: Discipline and Discharge. SectionD. Notice In the event that anyGraduate WorkerviolatestheprovisionsofSection A, the Unionshall immediately inform suchGraduate Worker(s)throughallreasonable meansthatsuchactionis prohibitedunder thisAgreementandthat such Graduate Worker(s)should cease suchactionand returntofull,normal, andtimely work.The Unionshallalsopostonsocialmedia that the work stoppage orotherviolation isnotauthorized,condoned orsanctioned by theUnion. Section E. PreservationofRights Nothing in thisAgreementconstitutes awaiverofthe rightsof the Unionorthe Universitytolegal and/orequitable reliefina courtof competentjurisdiction inthe eventofviolation ofthis Article, or the rightofeitherthe Union or the University tofile unfair laborpractice charges. ARTICLE 9:DISCIPLINEANDDISCHARGE Section A. EmploymentRelationship The University and the Unionrecognize thatDiscipline and Discharge inthis Agreement refers solelyto theemploymentrelationshipbetweentheUniversity and Graduate Workers in Appointmentsasprovided forunderArticle 15: Appointment Notification. SectionB. Discipline Forpurposesof thisAgreement,“Discipline”foremployment-related misconduct oremployment- relatedperformance inanAppointmentmayinclude writtenwarnings,unpaid suspensions,or Discharge. Ingeneral,the principle ofprogressive discipline willbe appliedindisciplinary cases. The University may repeatoromitlevelsofDiscipline orproceeddirectly to Discharge from an Appointment asappropriate,consistentwith just cause.Discipline doesnotinclude criticalor negative performance evaluationsorfeedback. SectionC. Discharge Forpurposesof thisAgreement,“Discharge”meansterminationofan Appointmentpriorto the end date specified inthe Appointment Letterasprovided for under Article 15: Appointment Notification.Discharge does notinclude non-appointmentornon-reappointmentof aGraduate Worker,orterminationofan Appointmentresultingfrom a lossof funding. 12 SectionD. Just Cause The Discipline orDischarge ofaGraduate Workerfrom an Appointmentthatresultsfrom job- relatedperformance ormisconductshallonly be for justcause. Section E. UnionRepresentation The Graduate Workershall be entitled tothe presence ofaUnionRepresentative ataninvestigatory interviewifthey believe that the interviewmay be usedtosupporttheir Discipline orDischarge. Section F. Notice The University willpromptly notifythe Graduate Workerofthe issuance of any writtendisciplinary action. The notice willinclude astatementthat they may contact theirUnionrepresentative and thatthe Unionmay file agrievance under Article 7:Grievance Procedure regarding suchwritten disciplinary action. Section G. AcademicDecisions Decisions about academic standing ordismissal from adegree program shall be atthe University's sole discretion, andshallnotbe subjecttothe grievance orarbitration provisionsof this Agreement. Misconductor performance thatcouldaffectbothstudentstatusand result in Discipline shall be handled separately.Decisionsaboutacademicstanding anddismissalfrom a degree program shallfollow establishedUniversityproceduresasdescribedinpublishedpolicies whichmay be amended from time to time and which shallspecifythe date last updated. ARTICLE 10:NON-DISCRIMINATION Section A. Non-Discrimination The University and the Unionagree thattheyshallnotpermitorengage indiscriminationor harassment onthe basisof actualorperceived race, religious creed, color, nationalorigin, ancestry,physicalormentaldisability, reproductive healthdecision-making,medical condition, genetic information,maritalstatus, age, sex, sexual orientation, gender,gender identity,gender expression,military status, veteranstatus, union activities or anyothercharacteristic protectedby law, inconnection withany aspect ofemploymentat the University. The University willprocess complaintsbasedon caste consistent withappropriate internal investigative processes as suchcomplaintsmayconstitute discriminationbased upon race, color, religion, ancestry,national origin, orotherapplicable protected characteristic. ThisArticle shallbe enforcedincompliance withall applicable law andregulations, including any Title IXregulationsenforceable during the life of this Agreement. 13 SectionB. Abusive Conduct The University shallnottolerate abusive conductbyindividuals whoholdsupervisoryauthority over a Graduate Worker. Abusive conductmeansconduct ofany individualintheworkplace, with malice, that areasonable person wouldfindhostile,offensive, and unrelated tothe University’s legitimate business interests. Abusive conductmayinclude repeated infliction ofverbal abuse, such as the use ofderogatory remarks,insults,andepithets, verbal orphysical conductthata reasonable person wouldfind threatening, intimidating,orhumiliating, or the gratuitous sabotage or undermining of aperson’sworkperformance. Asingle actshallnot constitute abusive conduct, unlessespecially severe andegregious. SectionC. Graduate WorkerResponsibilities The Union acknowledgesthatGraduate Workers coveredby thisAgreementare subjectto Universitypoliciesprohibiting discriminationor harassment, as referenced in thisArticle. SectionD. ComplaintsUnderTitle IXPoliciesand Procedures 1. Applicable Procedures Complaintsofalleged conductthatviolate the University’s Title IXpoliciesandproceduresin connectionwithconductthatoccurs while a Graduate Workerisperformingworkinan Appointment, shallbe addressedpursuantto applicable UniversityTitle IX policiesand procedures, whichmay be amendedfrom time totime. Reportsof such conduct shouldbe made tothe University’sTitle IXCoordinatorattitleix@stanford.edu. Anydeterminationpursuantto applicable University policiesandproceduresshallbe finalandnotgrievable underthis Agreement,exceptasprovided in Section Ebelow. 2. SupportPerson A Graduate Workermay choose to have aUnionrepresentative astheirprocessorhearing support person (asthose termsare defined underthe University’s Title IXprocesses andprocedures), including during an investigatory interview. 3. NoCoercion Underno circumstanceswill a Graduate Workerbe coercedbythe Universitytoacceptalternative resolutioninlieuoffiling a formal complaint. 4. StatusUpdates Once aninvestigationof aformal Title IXcomplaint is commenced,and until it iscompleted, the Graduate Workermayrequestastatusreporteverythirty(30)days.The University shall respond to such requestswithinseven (7)days. 14 5. Review of Supportive Measures A Graduate Worker who iseitherthe Complaining orResponding PartytoaTitle IXmattermay seek modificationorreversalof adecisiontoprovide,deny,modify,orterminate Supportive Measures (asthatterm isdefinedunderthe University’sTitleIX processesand procedures)provided to them. Suchrequestsmustbe submitted in writing tothe Title IXCoordinatorwithin10daysofthe decision. A Graduate Workermayrequestthat the Title IXCoordinatorortheirdesignee meet with the Graduate Workeranda Union representative toaddressSupportive Measures.Suchmeetings shall take place within10daysofreceiptofthe request.Ifthe Title IXCoordinatorortheirdesignee determinesthe decisionto provide,deny,modify, or terminate the Supportive Measure was inconsistentwith the definitionandpurpose ofSupportive Measures, the Title IX Coordinatoror theirdesignee willhave the authority tomodify orreverse the decision. The decisionofthe Title IX Coordinatorortheirdesignee willbe final. Section E. ComplaintsSubjecttoGrievance Procedure A complaintofdiscriminationbasedonmembership ornon-membership in the Union, or activity onbehalfoforinoppositiontothe Union,willbe handled throughArticle 7: Grievance Procedure of thisAgreement. Complaintsregarding abusive conductby individuals who holdsupervisoryauthority overa Graduate Workershallbe reportedto the dean’s office orthe administrative unit in whichthe Graduate Workerisperforming theirAppointment for review andresolution as appropriate. If the Unionbelievesthe Universityhasviolatedany provisionof Section AorSectionBin connectionwithaGraduate Workerperforming their workduties,the Unionmay file agrievance at Step 2ofthe grievance procedure under Article 7:Grievance Procedure of this Agreement. For complaints of allegedconduct under SectionA thatare governedby the University’s Title IXpolicies andprocedures, any grievance filedbythe Unionshallbe held inabeyance until applicable University policiesand procedures, including any appealprocess,have beenexhausted. For complaints of allegedconduct that the Unionbelieveshasviolatedany provisionofSection Aor SectionB thatare notgoverned by the University’sTitle IXpoliciesand procedures, any grievance filedby the Unionshallbe heldinabeyance untilthe University’sreviewprocess is completedorfor four (4)months ifthe University’sreviewhas notbeencompletedbythattime. Ascomplaintsoften require extensive reviewandvaryincomplexity, theUniversitymayextendthe four(4)month period forreasonable cause up totwo(2)timesby one (1)additionalmontheach foramaximum of six(6)monthstotal. Insuch cases, the University shallexplaintothe Union the basisforthe extension. Where an investigationofa formal complaintofdiscrimination,harassment,or abusive conduct is commenced,and untilit is completed,the Graduate Workermay requesta statusreportevery thirty (30)days.The University shall respond tosuch requestswithinseven(7) days.A Graduate Workermay choose tohave aUnionrepresentativepresentduring aninvestigatory interview. If, during the time the grievance isheldinabeyance, a Graduate Worker whohasreported discrimination orharassmentunder Section A(that is notgovernedbytheUniversity’s Title IX policiesandprocedures)or abusive conductunderSectionBneedssupport, the Unionand the 15 Graduate Workermay requestameeting withthe University while the University’sproceduresare pending. The University shallmeet withthe Unionandthe Graduate Workeruponsuchrequest. If adiscrimination,harassment,orabusive conductgrievance filedunder thissection is advanced to Step 3,the arbitratorshalldecide whetheror not thisArticle hasbeenviolatedand whatremedy (including any support), ifany,isdue to the Graduate Worker.The arbitratorshallnothave the authority torenderaremedy concerning any academicmatterorany aspectofthe Graduate Worker’sstatusasastudent. The arbitratorshallnothave the authority tosubstitute their judgmentforthe University’sdecisionmakers withregard to whetheraviolationofthe University’s harassment ordiscriminationpolicies(orotherpolicies)orabusive conductasdefined in this Article hasoccurredor torequire the University orthe partiesto repeatthe investigatory or adjudicationprocess.The arbitratorshallnothave the authority toimpose any discipline, sanctions,orother penalty uponany individualoutside of the bargaining unit.The Union andthe University alsoagree thatany arbitratorused todetermine violationsofthisprovisionmusthave extensive experience inadjudicating harassmentand discrimination cases. Section F. NoRetaliation Retaliation against anyGraduate Worker who complainsof aviolation of anyofthe University’s policiesprohibiting discriminationandharassment, abusive conductasdefined in this Article,or whootherwise participatesinaninvestigation intoan allegedviolation, isprohibited. Section G. Meetings The University shallmeetwiththe Unionup totwotimesayear upon requestby the Unionto discusspotential improvementstoUniversity policiesand/orprocedures regarding discrimination andharassment,andabusive conduct asdefined in thisArticle. ARTICLE 11:INCLUSIVEWORKENVIRONMENT Section A. AccommodationsforGraduate Workers withDisabilities Graduate Workers withadisabilitymayinitiate arequestforadisability-relatedworkplace accommodationpursuant to the process outlined in the Administrative Guide regarding Requesting Workplace Accommodationsfor Employees with Disabilities.Upon receipt ofa writtenrequest from a Graduate Workerfor aworkplace accommodation,the Graduate Workerandthe University shall promptly engage inan interactive processtodiscussthe request,any documentationneeded toproceedwith the process, andreasonable accommodation(s)thatmay be necessary forthe performance ofthe Graduate Worker’sessential jobfunctions in the Appointment.Aspartofthe interactive process,the University andthe Graduate Workershalldiscuss reasonable temporary accommodations.It isthe Graduate Worker’sresponsibility toprovide necessary documentation supporting the requestfor accommodation.The Graduate Worker will be provided with written notificationof the determination within 15calendardaysofreceiving the completed request (including the requesteddocumentation). If the determinationincludesanaccommodation,the notice will alsoinclude the expected implementationdate.The nature ofa workplace disability accommodationmay differfrom academicaccommodationsand additionaldocumentationmay 16 be required. The University shallnot unreasonably require resubmissionofdocumentationand shall notunreasonably deny requestsbya Graduate Workerto reschedule workobligationsto attend medical appointments. SectionB. Religious Accommodations The University is committedtoproviding reasonable accommodations forthe religiousbeliefsofits Graduate Workers. Graduate Workersmay requesta workplace religiousaccommodationby submitting awrittenrequest tostanfordelr@stanford.edu.Uponreceiptofsuch request,the Graduate Workerand the University shallengage inan interactive processtodiscuss reasonable accommodation(s). The nature of aworkplace religious accommodationmaydifferfrom academic accommodationsand additionaldocumentationmay be required. The University shallnot unreasonablyrequire resubmissionofdocumentation. SectionC. LactationAccommodations The University shallprovide reasonable accommodations toenable Graduate Workerstoexpress breastmilk.Lactationspacesare available toallmembersofthe University community and the University shallmaintaina listof campusspacesthatmay be used forlactation. Arefrigerator suitable forstoring milkshallbe available inclose proximity tothe Graduate Worker’s workspace. The lactationspacesshall comply withallapplicable lawsandregulations. An accommodation includesareasonable amountoftime takenasneededbythe Graduate Workertoexpress breastmilk. Anursing Graduate Worker willtypically needtwo or three breaks during aneight-hour period; however,additional breaktimesmay be necessary. Specific requests foraccommodation shall be made according to the process outlined inthe Administrative Guide regarding Requesting a Lactation Accommodation. The requestdoesnotneedtobe made in writing, nor isadoctor’s note required. SectionD. Restrooms The University affirmsthat Graduate Workersmayuse restrooms aligned with theirgender identity. The University shallmaintainamap withthe location of all-genderrestroomson campus. In addition, any single-userrestroom shallbe designatedasall-gender. A Graduate Workerwhodoes nothave access toanall-genderrestroom, including after-hoursaccess,within areasonable distance from their worklocationmay requestaccesstoanall-genderrestroom.The University shall notunreasonably deny suchrequests. The University shall continue toprovide free menstrual productsinwomen’s andall-gender workplace restrooms.The University shall respondinwriting to writtenrequestsfrom aGraduate Worker formenstrualproductstobe placedinanadditional specific workplace restroom. Section E. Names andPronouns The University and the Unionshare the desire forallmembersofthe University community tobe addressed orreferredtoby theirpreferred namesand pronouns,and willencourage membersof the University communitytoaddresseachotherby such names andpronouns. Graduate Workersmay specify their preferred name andpronouns indesignatedUniversity systems. In addition, Graduate Workersmay update theirphotographonline. The Universityshall 17 display the Graduate Worker’s updatedphotographandpreferredname inthe University’sofficial mobile app. Graduate Workersshallreceive,uponrequest, anew IDcard with an updated photographandpreferredname at the same cost as forgraduate students. Graduate Workersmay requesta SUNetID that correspondstoan updatedname onthe same basisandtermsasprovided tograduate students. The University shallmaintaina confidentialportalfor reporting incorrect name usage by University systems. ARTICLE 12:HEALTH AND SAFETY Section A. Intention The University shallprovide Graduate Workersasafe workenvironment,and take reasonable steps toproactively ensure Graduate Worker healthandsafety. Such reasonablestepsmay include, but are not limitedto,providing applicable equipment,resources,andtraining. SectionB. Compliance withApplicable Standards The University shallmaintain working conditionsand workplace protectionsthat,ataminimum, meet applicable healthandsafety lawsandregulationsgoverning workplace safety. The University shall inform Graduate Workersofapplicable University policies related to workplace healthand safety standards. The University shall inform Graduate Workers ofpersonal protectiveequipment requiredby law orUniversity policies, andshallfacilitate Graduate Workers’use ofsuch equipment. Graduate Workersshallperform theirdutiesincompliance withapplicable lawsand Universitypoliciesrelatedtoworkplace healthandsafety. SectionC. Reporting ofHazardousConditions Graduate Workersshouldreportany issue that theyreasonably believe tobea dangeroushealthor safety conditiontotheir supervisororto Stanford EnvironmentalHealth &Safety, whichincludes anoptionforanonymized reporting. In caseswhere there is animminentdanger tothe health or safety ofa Graduate Worker,the Graduate Workershallnotbe required toresume work atthe location where the danger ispresentuntil the University evaluatesthe worksite andtakes any appropriate actionitreasonably determinesisneeded. The University shallnotretaliate againsta Graduate Workerfor reporting goodfaithsafetyconcerns. SectionD. Workplace Safety Evaluations Graduate Workersmay requestanevaluation of workplace safety ifthey believe thatthe nature of their workor workplace isexposing them tohealthorsafety hazards or risks.The University shall reviewthe request andtake timelyappropriate action. Following its review,the University shall notifythe Graduate Workerofaresponse by a relevantexpert whomay be from Stanford EnvironmentalHealth &Safety oran outside expertasdetermined by the University,depending on the nature ofthe concerns. 18 Section E. Workers’CompensationandResponding to WorkRelatedInjury and Illness A Graduate Worker whoexperiencesa work-relatedinjury or illnessshould seekmedicalattention, including throughthe University’s OccupationalHealthCenter. The University shallprovide informationaboutdesignated medicalfacilitiesorhealthcare providerswhere Graduate Workers can seekinitialtreatmentforwork-related injuriesor illness.Ifemergency medical care is required, the nearestappropriate facilityshallbe utilized. The Universityshallprovide Graduate Workers with mechanismstopromptly report anywork-related injuries or illnesses totheirsupervisorortheir designee and cooperate in the completion of any requiredpaperwork. The Universityshallnot retaliate againsta Graduate Workerforreporting work-related injuriesorillnesses ingoodfaith. Graduate Workersmay seek workers’compensation benefits fora work-relatedinjury orillnessby submitting aclaim withthe University’s workers’compensation insurer.Determinationof whether a claim iseligible for workers’ compensationbenefits isdetermined by the University’soutside insurerbasedonapplicable law. Anydisputes concerning eligibilityforbenefits,orthe amount or type ofbenefitsprovided,shall be resolvedsolelythrough the proceduresofthe California Workers’CompensationAppealsBoard. Section F. Laboratory Safety The University shallmaintaintraining inthe safe and proper use ofrequired equipmentand workplace hazards,along withthe necessaryprotective equipmenttomaintaina healthy andsafe workplace. Section G. ErgonomicStandards The University shallmakereasonable effortsto incorporate acceptedergonomicpractices and guidelines intonewandexisting workplace andworkstationdesigns. SectionH. FieldWorkSafety The University shallprovide Graduate Workerswith available resourcestomaintaintheirhealth andsafety whenperforming workinanon-University workplace as requiredby their Appointment. ARTICLE 13:INTERNATIONALGRADUATEWORKERS Section A. Intention The University providessupportandguidance to all internationalstudents, including Graduate Workers, onvisa issuesas they relate totheiracademic and/oremploymentrelationshipwith the University,including navigationofthe immigrationprocess,provisionof informationrelatedtotheir rightsandresponsibilitiesundertheirvisastatus, the rules andregulationsgoverning their immigrationstatus, andtravel out ofand reentryinto the United States. 19 The University doesnotprovide legal advice toGraduate Workers.The Universitycan refer Graduate Workers tooutside attorneysforcompleximmigrationissuesor ifthe Graduate Workeris in needof immigrationadvice unrelatedtothe Graduate Worker’s academicand/oremployment relationshipwith the University. Ifthe Graduate Worker retainsanoutside attorney,any legalfees shall be the sole responsibility ofthe Graduate Worker. The University shallhosta presentation withanimmigration attorneyto provide generalguidance onvisa-related mattersonce peracademicyear.The University agreestomake reasonable efforts torecordandmake available any suchpresentationifthe presenterprovidespermissiontodoso. SectionB. International Graduate WorkerUnable toReturntothe United States In the event aGraduate Workeris unable to returnto the United Statesasaresultof the Graduate Worker’simmigrationstatus, andforreasonsoutside ofthe Graduate Worker’s control (e.g., administrative processing), the University shallmake reasonableeffortstoarrange for the Graduate Workertocontinue toperform theirduties remotely outside the United States,for up to thirty(30) calendardayswhile the Graduate Worker workstoresolve theirvisa issues,subjectto legalrestrictions,University,and academicpolicies. Ifthe Graduate Workeris unable toreturnto the United Statesafterthe thirty(30) calendardayshaselapsed,the University shalldiscuss with the Graduate Workerpotentialoptionsforthe remaining durationofthe Appointment. SectionC. International Graduate WorkerIneligible toWork If the University isnot able to lawfully employorcontinue toemploy aGraduate Workerasaresult ofthe Graduate Worker’sworkauthorizationstatus, the University shallmeetwiththe Graduate Workeronce they are legally authorizedtowork inorderto discusspotentialAppointmentoptions. The University shallmakereasonable effortstoassignthe Graduate Worker to an available Appointmentforwhich the Universityhasdeterminedthe Graduate Worker is qualified. SectionD. Absence forVisaand Immigration Proceedings Graduate Workersshall have the right torequestreasonable time offwithoutlossofpay notto exceedfive (5)businessdaysperacademicyear inorderto attendvisa andimmigration proceedingsforthemselvesortheir spouse ordependents. AGraduate Workershallmake such requestswith asmuchadvance notice possible and, ifrequested,provide supporting documentation tothe University. Such requestsshall notbe unreasonably denied. Section E. Supportfor Graduate Workers WithoutWork Authorization The University affirmsitscommitment tosupporting all Graduate Workers, regardlessoftheir immigrationstatus, to the extentpermittedby law.The University shallnotrelease information regarding Graduate Workerimmigrationstatustothe Departmentof HomelandSecurity unless legally requiredtodoso.The University shallmakeimmigration-relatedresourcesandguidance available toallGraduate Workers. 20 Section F. Response toRequests Uponrequestby an internationalGraduate Worker,the University shallprovide advising supportin a timelymanner. The University shallmake bestefforts to timely complete workauthorization documentation forwhichthe University isresponsible,sothatGraduate Workersdonot experience delayed startdates,paychecks, orbenefits coverage. If aGraduate Worker is abroad andunable toenterthe UnitedStates,the University shallprovide any necessary employment-related documentationwithinfive (5)businessdaysofreceiving requiredinformation anddocumentation from the Graduate Worker. Section G. Available Resources The University shallofferthe following: 1. An annualorientation with an overviewofservicesprovidedbyBechtel International Center; 2. A workshopwith remote accessto provide generaltax informationfor international Graduate Workers once peracademicyear; 3. A listof on-campusnotaries;and 4. Englishfor Foreign Students(“EFS”) courses onthe same basis asoffered to international graduate students. SectionH. PracticalTraining Opportunities The University shallfollow federallawand applicable University policy asitrelates toCurricular PracticalTraining (“CPT”)andOptional Practical Training (“OPT”)forGraduate Workerson F-1 visas. Applicationssubmittedby Graduate Workerswhomeetthe eligibility criteriaforCPT and OPT shallnotbe arbitrarily denied. ARTICLE 14:APPOINTMENT SECURITY Section A. CanceledAppointments If an Appointment is canceledby the Universityafter ithasbeen offered andaccepted in writing or ispending acceptance priortothe specified date inthe Appointment Letter as provided in Article 15: AppointmentNotification,the University shallnotify the Graduate Workerassoonas practicable. Ifan Appointmentiscanceled,reasonable effortswillbemadeby the University to reassignthe Graduate Workertoa comparable Appointmentfor whichthe University has determinedthe GraduateWorkerisqualified.Ifthe Graduate Workerisavailable for workandno otherAppointmentcanbe offered, the University shallprovide the GraduateWorkerwith the level of compensationspecified in the Appointment Letter untilthe earlierofthe enddate of the canceled Appointmentoruntila new Appointmentis available. The Universityshall consult ingood faith witha Graduate Workerregarding reasonable assistance to address any hardshipdue toa change inAppointment. 21 SectionB. Appointment Termination Terminationofan Appointmentforreasonsprovided in thisAgreement,including Article 9: Discharge and Discipline,the resignation ofthe Graduate Worker, orlack of continuedenrollment as agraduate student, are notcancellationsunderthisArticle. ARTICLE 15: APPOINTMENTNOTIFICATION Section A. Appointment Letters Appointmentofa Graduate Workershallbemade in writing bythe University andoutline general terms andconditionsofthe Appointment.Thisshall be referredto as an“AppointmentLetter.” The termsand conditionsin the Appointment Letter shallbe maintainedfor the term ofthe Appointment unlessthe Graduate Worker’semployment isterminated pursuanttothe provisions of Article 9: Discharge and Discipline, the Appointmentiscanceledpursuanttothe provisionsof Article 14: Appointment Security, or the GraduateWorkerresignsfrom the Appointment. The University shallprovide anAppointment Letterat leastfourteen (14)calendardaysbefore the Appointmentbegins,excluding anyUniversity closures.Whenitisnotpossible toprovide an Appointment Letter in advance of the start of an Appointment,the University shall provide itno laterthanthe startdate ofthe Appointment. Appointmentsare subjecttochange should operationalneedschange, inwhich case arevisedAppointment Letter willbe providedassoonas practicable. Excepttocorrectan unintentional clericalmistake,changestothe Appointment Letter afterthe Appointmenthasbeenofferedandacceptedinwriting by the Graduate Worker orispending acceptance priortothe specifieddate inthe AppointmentLettermaynot include changing the Appointmenttype,decreasing the FTE,ordecreasing the level of compensation. For Appointments withresearchresponsibilities, achange insupervisor afterthe Appointmenthasbeenofferedand accepted in writing by the Graduate Worker or ispending acceptance priortothe specified date in the Appointment Lettershallbe acanceledAppointmentpursuanttothe provisions of Article 14: Appointment Security. For Appointments withteaching responsibilities, ifknown and specifiedin the Appointment Letter, achange in aspecifiedcourse afterthe Appointmenthasbeenofferedand accepted in writing by the Graduate Worker or ispending acceptance priortothe specified date in the Appointment Lettershallbe acanceledAppointmentpursuanttothe provisions of Article 14: Appointment Security. During Fall,Winter, andSpring quarters,anAppointmentshallbe for aminimum term ofone (1) quarter,exceptincaseswhere anAppointmentisnecessary toprovide replacementteaching or researchdutiesdue toanotherGraduate Worker who cannotcomplete theirAppointment. An individual who isnotenrolled asagraduate studentfor anyreasonmay nothold an Appointment, andshallnotbe subject toany provisionof thisAgreement. 22 The University shallmakebestefforts to implementchangestoitsGraduateWorkerAppointment process consistent withthis Article assoonaspossible following ratificationofthis Agreement,but no laterthan June 1,2025. SectionB. ContentofAppointment Letter The AppointmentLetter shallinclude the following information: 1. Appointmenttype(s)(e.g.Course Assistant, Teaching Assistant,Research Assistant, or studentonfellowship who provides instructionalservices); 2. Appointmentfull-time equivalent(FTE); 3. Appointmentstartand end dates; 4. DepartmentorUnitofthe Graduate Worker’sAppointment; 5. Primary work location(e.g. main Stanfordcampus,StanfordRedwood City,HopkinsMarine Station, SLAC,orother location); 6. The name and contact informationfor the facultyor othersupervisortowhom the Graduate Workerwillreport; 7. For Appointmentswith teaching responsibilities,the name of the course; 8. A descriptionof requireddutiesand anymandatory employmentmeetingsknownatthe time ofthe AppointmentLetter; 9. Any information known aboutthe anticipatedworkschedule; 10. Pay classification asdescribedinArticle 21: Compensation ofthis Agreement; 11. Amountof compensation; 12. Paymentschedule; 13. Whetherthere istax withholding onpay; 14. A statementthat the Appointment is coveredby and subjecttothis Agreement; 15. A FERPACommunicationto Graduate Workersanda FERPARelease Form forGraduate WorkersassetforthinArticle 6:Bargaining UnitInformation;and 16. A signature line orotherelectronicmeansforthe Graduate Workertoconfirm acceptance ofthe Appointmentby aspecified date. If any ofthe above information is notknownatthe time the Appointment Letterisprovided,the Graduate Workerwillbe informedofsuch informationassoonasisreasonable under the circumstances. ARTICLE 16:APPOINTMENT POSTING Section A. DefinitionofOpenAppointment The parties recognize thatthe University hasdiscretionoverthe qualificationsfor Graduate Worker positions,the methodsusedtomake suchhiring decisions, andwhoishiredasa Graduate Worker. The parties alsoacknowledge that Graduate WorkerAppointments are usually made without posting, including,butnot limited to, Appointments to fulfilla commitmentofsupportmade to a Graduate Workerthroughdepartmentalorprogram assignment, in connection with advising 23 relationships withfaculty members,througharrangementsmade betweendepartments,oraspart of anexisting orprioracademicrelationship betweenafaculty memberand a Graduate Worker. Whenthe University determines thatan Appointment isopen,itshall postthe Appointmentasset forth in SectionBbelow.Forpurposesof thisArticle, posted Appointments are referred to as Open Appointments. SectionB. Open Appointment Website A University website shallbe utilizedtopost Open Appointmentsthatare notfilledasdescribed in Section Aof thisArticle.Within areasonable amount oftime, whichshallnotexceedsix (6)months afterthe effective date ofthisAgreement,the University shallpost Open Appointmentsona designated website. AnyOpen Appointmentposted onthe Universitywebsite willinclude the necessary and legally required information, including the University’sEqualEmployment Opportunity statement.Thisincludes the informationrequiredinan AppointmentLetterunder Article 15: AppointmentNotification where applicable,aswell as: 1. Minimum andpreferredqualifications; 2. Prioritiesforparticulargroupsofapplicants, if any,suchasrelating to fieldof study or degree program; 3. Informationabouthowtoapplyfor the position; and 4. Deadline for applying. Nothing in thisArticle willprohibita school,departmentorprogram from also publicizing anOpen Appointment in amannerotherthanthe University website. SectionC. Posting Period Open Appointmentsshallremainposted andopento applicantsfornolessthanfive (5) working days,except when the Appointmentbegins fewerthanfive (5) working daysafterthe date the Appointment isposted.The University willendeavor ingood faith to provide the Graduate Worker selected forthe Appointment with an AppointmentLetter within the timeframe asspecified in Article 15: AppointmentNotification. The University shall update the websitewhen the Open Appointment is closed. ARTICLE 17:PROFESSIONAL RIGHTS Section A. ProfessionalEngagement The Union andthe Universityrecognize that Graduate Workers work underthe supervision, coordination, andauthority offaculty and staff. Graduate Workers willhave reasonable latitude to participate indiscussionsandexercise theirprofessional judgment toaccomplish theirdutiesinan Appointment within the scope ofdirectiongivenbytheirsupervisors. 24 SectionB. Workspace and Materials Graduate Workersshall have reasonable accesstofacilities, equipment,supplies, andmaterials requiredtoperform theirassigneddutiesin connectionwiththeir Appointment underthis Agreement. Ifa Graduate Worker’s work location ismovedtoanother location at the University,the Universitywillnotify the Graduate Workerassoonas practicable. If, withprior approval,a Graduate Workerisrequired topurchase materials,equipment,or suppliesnototherwise providedby the University to perform assignedduties inconnection with their Appointmentunderthis Agreement,the Universityshallreimburse the Graduate Workerina timely mannerinaccordance withUniversity policiesand procedures. AGraduate Workermay reasonablydecline tomake suchpurchasesandworkwiththe University tofindalternative methodstopay reasonable and authorized expenses,suchas use of aPurchasing Card in accordance withUniversity policies andprocedures. SectionC. Work-RelatedTravel If, withprior approval,a Graduate Workerisrequired to incur travelexpensesaspartoftheir Appointmentduties,the Graduate Workershallbe reimbursed in areasonablypromptmanner following the timely submissionofdocumentationfor reasonable andauthorizedexpensesin accordance withUniversity policies andprocedures. A Graduate Workermay reasonablydecline to incur suchexpensesandwork withthe University to findalternative methods topayreasonable andauthorizedexpenses, suchas use of aTravelCardinaccordance withUniversity policiesand procedures. To covermeals for work-relatedtravel in connection with their Appointmentunderthis Agreement, Graduate Workersmay electto use the perdiem reimbursementmethod in accordance with Universitypolicies. SectionD. ResearchMisconduct Graduate Workers are subject to and have the rights containedinthe University’sResearchPolicy Handbook.The Universitywillnotretaliate againsta Graduate Workerbecause they have engaged in agood faitheffort to assertthese rights. Disputes regarding researchmisconduct by a Graduate Workerwillbe processedin accordance withthe ResearchPolicy Handbookandrelated procedures. Researchmisconductoutside the contextofanAppointmentisnotsubject to grievance andarbitrationin Article 7: Grievance Procedure. Section E. IntellectualProperty Graduate Workersshall have the same intellectualproperty and copyrightrightsandobligationsas faculty andstaffemployed by the University withrespecttoinventions, copyrightable materials, andotherintellectual property created aspartoftheirwork. All Graduate Workersmustsignthe University’s Patent andCopyrightAgreement(“SU-18”). Nothing in thisSectionprecludesa Graduate Workerfrom engaging in agood faitheffort toseekattributionfor their contributions in an Appointment underthe University’spoliciesandprocedures. Disputes regarding intellectual property will be processed solelyinaccordance with the University’spoliciesandproceduresand are notsubjecttogrievance andarbitrationinArticle 7: Grievance Procedure. 25 Section F. Funding Transparency A Graduate Workermay make a written requesttothe University seeking informationaboutthe source offunding fortheirAppointment.The University shallidentify the source offunding, if available and notconfidential. If aGraduate Workerdoes not wishtobe supportedby the source offunding identified, they may refuse the Appointment.However, in such cases, the University hasno obligation to identify alternative funding oranalternative Appointment. ARTICLE 18:WORKLOAD Section A. HoursofWork The workweekfora Graduate Workertoperform the dutiesassigned fora 50% Appointmentshall average nomore thantwenty(20)hoursper weekover the durationofthe Appointmentasspecified in the Appointment Letter. The average workweekcalculationforan Appointmentotherthan 50% shall be adjustedon apro-ratabasis. The University and the Unionacknowledge thatthespecifichours workedeach weekinconnection withan Appointmentunderthis Agreement will fluctuate for Graduate Workersdue tothe nature of their work.The time devotedtoworkassigned ina 50% Appointmentthatisnot integraltoprogress a Graduate Worker’sdegree program shallnotexceedanaverage oftwenty(20) hoursper week. Graduate Workers witha50% Appointmentshallnotbe compelledorobligated toperform work underthe Appointmentmore thanan average of twenty (20)hoursper weekoverthe duration of their Appointment. The University shall notuse itsauthority torequire a Graduate Worker to perform excessive hoursofbargaining unitwork. The Union recognizesthatthe standardfor excessive hoursvaries across circumstancesincluding,butnotlimited to, fieldworkor when schedule-constrained experimentalsetupsare available. SectionB. Workload Adjustments In accordance withSection Bof Article 7: Grievance Procedure, Graduate Workerswhobelieve theirassigned dutiescannotreasonably be completedwithinthe average hoursspecified inthe Appointmentmay bring such concernstotheir supervisorfordiscussion andappropriate action. The supervisorshalldiscusssuch concerns, andaswarranted,make adjustmentstoworkload requirements.Ifthe concernsremain unresolved, the Graduate Workermay alsodiscusstheir concerns withtheirprogram’sordepartment’sDirectorof Graduate Studiesordesignee. SectionC. RegularWork Hours The University acknowledges asageneralprinciplethatobligationsofsome Graduate Worker assignmentsare time specific and, unlessotherwise specifiedby the AppointmentLetter,shallbe metprimarily during the workweek,defined generally asweekdays.Subjecttotheir work obligationsassetforthbelow, the workweekwillalso generally exclude NewYear’s Day,Martin Luther King,Jr. Day, Presidents’ Day,Memorial Day, Independence Day, Labor Day, Thanksgiving, 26 Friday afterThanksgiving,December 24and December 25. The Unionacknowledgesthatsome time-specific workobligationswillfalloutside of these hours, such asevening andweekend classes,laboratory responsibilities, field work(including such workperformedinothertime zones), andrelatedtravel thatmustbe attendedtoonnights, weekends, andholidays. Asprofessionals, Graduate Workersshall have discretionas to the time anddays on whichthey perform Appointmentdutiesthatare nottime specific, consistent withthe requirementsofthe Appointment, andincoordination withtheirsupervisor. Any employment-relatedassignment, communications,training,orientation, meetings, or conferencesthatare required asa conditionofthe Graduate Worker’s Appointmentshallbe includedinthe totalworkloadlimitationforthe Appointment. When feasible,meetingsscheduled by the University andrequired asa conditionofemploymentshallbe conductedduring the work week. Ifthemeeting isto take place somewhere otherthanthe Graduate Worker’sregular worksite oroutside the regular work week,they willbe givenreasonable advance notice. Requiredoffice hoursforGraduate Workers in Appointmentswithteaching responsibilitiesshallbe includedinthe totalworkloadlimitationforthe Appointment andshallnotbe required outside of the regular work week unless specified forparticular assignmentsasnecessary. Time spent in preparationforteaching sections,workbefore the startof the Appointment and work afterthe end ofthe Appointment,shallalsobe included in the total workloadlimitationforthe Appointment. SectionD. Scope of Work Job dutiesinanAppointment shallbe related toUniversity business.The nature and scope of requiredduties tobe performedbya Graduate Workerinan Appointment willvary by school, department,and program. Graduate Workers are engaged in anacademicenterprise thatincludes theirdutiesas Graduate Workersand theirobligationsasgraduate students, progressing throughtheir degree programs. Some oftheirdutiesasaGraduate Workermaybe relatedtotheirdegree requirements andsome may notbe related.Graduate WorkerscoveredbythisAgreementare expected to carry out researchand teaching duties asdirectedby the University. The Unionacknowledgesthatthis Agreement shouldnot inanywaydefine the amountortype of academiceffortnecessary fora studenttomake satisfactoryprogress towardstheir degree. ARTICLE 19:TRAINING Section A. The University shallprovide Graduate Workers withrequired training andorientationto fulfilltheirassigned workduties. SectionB. The University shalldetermine the content anddeliveryof specific requiredtraining andorientationprogramsandshallnotify Graduate Workersoftrainings and/ororientations that are requiredasapart oftheir Appointment assoonaspracticable. Attendance at aspecific requiredtraining and/ororientation shall be consideredpartofaGraduate Worker'swork as provided forinArticle 18:Workload. The University shall payassociatedfeesforGraduate Workers to attend the specified training. 27 SectionC. The Union,aGraduate Worker,orthe University may identify non-requiredGraduate- Worker-specifictraining thatisnot already being offered. The University agreestodiscuss suggestedopportunitieswiththe UnionorGraduate Worker.The University shall determine whetheradditionaloptional training opportunities shallbe offered and/orfundedand, ifso, shall provide priorwrittenapproval. ARTICLE 20:LEAVES AND TIMEOFF Section A. Scope Leavesand time offgrantedunder SectionsC,D, and Eof thisArticle donotrelease a Graduate Workerfrom dutiesrelated to academicprogresstowardstheirdegree.Graduate Workersmust addressthe impactofa leave or time off ontheiracademic progress withtheir program when seeking approvalforaleave ortime off. SectionB. Voluntary LeavesofAbsence Graduate Workersmay requestandbe approvedfor avoluntaryleave ofabsence onthe same terms andconditionsofferedbythe University tograduate students. While on avoluntary leave of absence,a Graduate WorkermaynotholdanAppointmentand isnotconsideredaregistered student. SectionC. PregnancyandParentalLeave Enrolledpregnant PhD Graduate WorkerswhoholdanAppointmentshallreceive one quarter (three (3)months)ofpaid pregnancy leave, normally during the quarter in which the baby isborn. Enrolled PhD Graduate Workers who are the non-birthoradoptive parentandwhoholdan Appointmentshall receive two (2)weeksofpaidparentalleave for the birthor adoptionofa child, normally within 6monthsofthe birthoradoption. SectionD. Sick Time Graduate Workers withresearchorteaching assistantship appointments receive a lumpsum of 40 hoursofpaid sicktime per calendaryear, which is available foruse during any Appointmentduring the year. Graduate Workersmay use sicktime forthemselvesorafamilymemberforabsencesdue to illness, preventive care ordiagnoses, care ortreatment ofanexisting health condition, or for purposesrelatedtodomesticviolence,sexualassaults, orstalking. Sick time does notcarry over from one calendaryeartothe nextand isnotpaid out ifnot used. Section E. Personal Time Off To theextentpossible, Graduate Workersare encouragedto schedule reasonable personaltime offduring regularly scheduledacademicbreaks,subject toobligationsattendant to work responsibilitiesandapprovalof theirsupervisor. When aGraduate Worker isnotable to schedule vacationor personaltime offduring regularly scheduledacademicbreaks,the Graduate Worker 28 shall coordinate with their supervisoratleastthree (3) weeks in advance ofthe requestedtime off, or assoonaspossible ifthree weeks’notice isimpracticalunder the circumstances. Approved personaltime offwillnot resultinareductionofpay, andmay be usedforpurposes such as vacation,juryduty,orbereavement. Requestsforpersonaltime off willbe evaluatedbasedon obligationsattendanttoaGraduate Worker’sworkresponsibilities,duration, andsupervisor approval,and willnotbe unreasonably denied. ARTICLE 21:COMPENSATION Section A. Minimum Salary 1. The University shall increase theminimum salary for Graduate Workersholding a 50% Appointment asa Research Assistant orCourse Assistant inaccordance with the following: a. Effective January 1, 2025,the minimum salaryshallbe $54,052 annualized ($13,513 per quarter); b. Effective AcademicYear2025-2026, the minimum salary shallbe $56,348annualized ($14,087 perquarter); c. Effective AcademicYear2026-2027, the minimum salary shallbe $58,460annualized ($14,615 perquarter). 2. The University shall increase theminimum salary for Graduate Workersholding a 50% Appointment asa Teaching Assistantinaccordance withthe following: a. Effective January 1, 2025,the minimum salaryshallbe $54,952 annualized ($13,738 per quarter); b. Effective AcademicYear2025-2026, the minimum salary shallbe $57,152annualized ($14,288 perquarter); c. Effective AcademicYear2026-2027, the minimum salary shallbe $59,152annualized ($14,788 perquarter). 3. The University shall increase theminimum salary for Graduate Workersholding a 50% Appointment asa Graduate Teaching Affiliate orMentor Teaching Assistant inaccordance withthe following: a. Effective January 1, 2025,the minimum salaryshallbe $56,056 annualized ($14,014 per quarter); b. Effective AcademicYear2025-2026, the minimum salary shallbe $58,296annualized ($14,574 perquarter); c. Effective AcademicYear2026-2027, the minimum salary shallbe $60,340annualized ($15,085 perquarter). 4. The minimum stipendforPhDstudentsfundedsolely onfellowship andwhoprovide instructionalservices willbe the same asthe ratesforResearchAssistantsandCourse 29 Assistantsspecifiedinparagraph 1above.The stipendmay be from multiple sources, including externaltothe University. 5. Schools,departments, orprograms witha rate higherthanthe applicable minimum set underthis Agreementshall notreduce their ratesas aresultofthe executionofthis Agreement. 6. Any school,department,orprogram rate foranAppointmentasaResearchAssistant, Course Assistant, Teaching Assistant,Graduate Teaching Affiliate, orMentorTeaching Assistantshallbe increasedover the prioryear’s rate by at least 4.5%for AcademicYear 2024-2025, at least4%for AcademicYear2025-2026, and at least 3.5% for AcademicYear 2026-2027. Graduate Workersholding a 50%Appointmentwillreceive the applicable minimum salary specifiedinparagraphs 1, 2,and 3above or the applicable percentage increase specified inthisparagraphforthe school,department,orprogram rate forthe Graduate Worker’s Appointment, whicheverisgreater.Any increase forAcademic Year 2024-2025 willbe effective January1, 2025. 7. Compensation foranAppointment otherthan50%shall be adjustedon apro-ratabasis. 8. The provisions of this Article only applywhena Graduate Worker isworking in an Appointmentforabargaining unitposition,and where apositionhasahigher rate thanthe ResearchAssistant/Course Assistant rate, onlywhenthey are working inanAppointment forthatposition.It is understoodthatthe Unionhas no authority, norshallthe Universitybe obligated, tonegotiate overany financialmattersforgraduate students whoare not membersof the bargaining unit. 9. Nothing shouldpreclude the University in itssole discretion from providing compensation forGraduate Workersatratesabove those required in thisArticle. SectionB. AutumnQuarter2024Compensation Supplement If the comprehensive total tentative agreement is ratifiedby Unionmembership, the University shall payeach Graduate Workerholding an Appointment of 10% (4hoursperweek)orgreaterand studentsonfellowshipwhoprovide instructionalservicesduring Autumn Quarter 2024 aone-time compensationsupplementof $600 reflective ofthe compensationincrease for AutumnQuarter 2024. The supplement will be paidbyaseparate paymentafterthe firstfullpay periodfollowing ratificationby the Unionmembership. SectionC. Appointment Percentages Appointmentsshallbe foraminimum of10%time.Appointmentpercentages shallbe offered in incrementsof5%time.Appointmentsof45%time are notallowed. AppointmentsforAutumn, Winter,and Spring Quarter shallnottotalmore than50% time. Appointmentsduring Summer Quarter are notsubjecttothe maximum of 50%time andAppointmentsatupto90%time are permitted. 30 SectionD. Pay Schedule All Graduate Workersshall be paid onatimely basis inaccordance withthe University’snormal businessoperations. Section E. HourlyEmployment Graduate Workersmay be employed to complete hourly teaching orresearch work, however, hourly employment shallnotbe a substitute foranAppointment. The rate ofpay forsuchhourly employment shallbe inaccordance with the following: 1. Effective the firstfullquarterafterratificationby the Unionandapprovalby the University, the hourly rate shallbe $52 perhour; 2. Effective AcademicYear2025-2026, the hourly rate shallbe $54perhour; 3. Effective AcademicYear2026-2027, the hourly rate shallbe $56perhour. Section F. Graduate Cash Advance The University shallmaintain itsGraduate CashAdvance program for the duration ofthis Agreement. Graduate Workersshallbe eligible toapply fora cash advance loan consistent with the terms ofthe program.Cash advancescanbe requestedinincrementsof$1,000 to$4,000every quarter.Detailsregardingeligibility, application,deadlines, andothermatters are contained inthe program documentation.No interest orprocessing feeswillbe charged provided thatthe cash advance is repaidbythe due date statedonthe University studentbill. Section G. Payroll Deduction Plan The University shallmaintain itsPayroll DeductionPlanfor the durationofthis Agreement. Graduate Workersshallbe eligible toenroll ina payrolldeductionplanconsistent withthe termsof the program.Details regarding eligibility, application, deadlines, andothermatters are contained in the program documentation. ARTICLE 22:TUITION AND FEES Section A. TuitionAllowance For the durationof thisAgreement,the University shallpay tuitionallowance (TAL) infulleach quarter(8, 9, 10units, Terminal Graduate Registration, or Graduation Quarter) onbehalfof Graduate Workers whohold50% Appointments, andonaproratedbasisforAppointments of less than 50%.During the Summer Quarter, ifa Graduate Workerholds an Appointmentofmore than 50%, they mustreduce theirenrolled units to accommodate the additionalemployment, andTALis reduced proportionately. TAL mayonlybe used inthe quarter it isgeneratedby anAppointmentandonly usedasa credit against tuition charges. TAL isnottransferable from quarter toquarter, to anotherstudent,or convertible tocashforother charges. 31 SectionB. International Graduate WorkerFees International PhDgraduate studentson F-1 andJ-1visasshalleachreceive aone-time lump sum of $1,200thattheymay use topay forvariousgovernmentfeesandcostsassociatedwith their international status. Theone-time lumpsum shallbe paidwithin 30daysofratification. Thereafter, the one-time lumpsum of$1,200 shallbe paid within 30daysofmatriculationtoevery new incoming international PhD graduate student on F-1 and J-1visasmatriculating each Autumn Quarter who will likely be coveredby thisAgreement atsome point.ThisUniversity-wide benefit shall replace any similarsupportthatmay be providedatthe departmentorschoollevel. ARTICLE 23:BENEFITS Section A. HealthInsurance 1. Coverage Graduate Workersmay participate inthe University’sstudentmedical,dental, and related benefit plansonthe same termsandconditionsapplicable toothergraduate students.The University and the Unionacknowledge thateligibility for andavailabilityofthese plans isnot relatedto work as a Graduate Workerand isnot aterm and conditionofemployment. The Universitymay alter,modify, orsubstitute any of itshealthand medicaland dental insurance plansduring the term of this Agreement andnothing inthis Agreementshall limitthe University’srighttodo soprovidedthatany changesalso apply toallothergraduate studentsenrolled inthe same plans. 2. Premiumsfor GraduateWorkers For the durationof thisAgreement,the Universityshall continue tosubsidize the CardinalCare studenthealth insurancepremium for coverage foreligible Graduate Workers at the following levels: 100%for Graduate Workersholding Appointmentstotaling 25% ormore,and 50%for Graduate Workersholding Appointmentstotaling 10% ormore and lessthan25%. Graduate Workers are eligible for the healthinsurance subsidy aslong astheydonotwaive CardinalCare insurance orhave their insurance paid fully by anoutside source offunds. 3. NotificationofChanges The University shallnotifythe Unionannually of anymaterial changestohealth insurance benefits. The University and the Unionshallmeettwice ayear uponrequestby the Uniontodiscuss concerns regarding these benefits and the feasibility of adependent care flexible spending account forGraduate Workers. SectionB. DependentCare HealthInsurance Graduate Workers whoare enrolled inmedical,dental, andvisionbenefitsmay enrolltheir dependents onthe sameterms andconditionsasothergraduate students. 32 SectionC. Child Care Graduate Workers withdependent childrenshall be eligible for childcare servicesofferedbythe Universityonthe same terms andconditionsasothergraduate students. SectionD. Graduate Family Grant The University shallmaintain itsGraduate Family Grantprogram forthe durationofthis Agreement. Graduate Workers withdependent children whohave an annual householdincome of $150,000or lessshallbe eligible toapplyfor Graduate Family Grantfunds consistent with the termsof the program.Details regarding eligibility,application,deadlines,andothermatters are containedinthe program documentation. Section E. Graduate StudentAidFund The University shallmaintain itsGraduate StudentAid Fund program forthe durationof this Agreement. Graduate Workersshallbe eligible toapply forupto$4,000peryearinGraduate StudentAidfunds consistent withthe termsofthe program.Details regarding eligibility, application,deadlines, and othermattersare containedinthe program documentation. Section F. Emergency Grant-In-Aid The University shallmaintain itsEmergency Grant-In-Aid program forthe duration ofthis Agreement. Graduate Workersshallbe eligible toapply forEmergency Grant-in-Aid funds consistent withthe termsofthe program.Eligible expensesinclude reimbursementofactual expenses for chronicmedical andmentalhealthconditionsandmedicallynecessary expenses including,butnot limited to,visionand dentalexpenses. Detailsregarding eligibility, application, deadlines,and othermattersare contained inthe program documentation. The University shall provide anexplanationfor the denialofareimbursement upon requestbyaGraduate Worker. Section G. Transit Graduate Workersshallbe eligible forparking andcommuterbenefitsonthe same terms and conditionsofferedby the University tograduate students. The University shall notify the Union30 calendardaysinadvanceof anyproposed change in parking feestobe chargedtoGraduate Workers. SectionH. Committees Graduate Workers are eligible toapply forandmayparticipate inthe University’s Graduate Housing Advisory Committee andVadenStudentHealth AdvisoryCommittee, or theirequivalentsuccessor committees, on the same basisasothergraduate students. Participationby Graduate Workers in these committeesshallbe in their capacityasgraduate students and notasrepresentativesofthe Union. 33 ARTICLE 24:SEVERABILITY If any provisionofthis Agreement isdeterminedby finalorderofa courtoradministrative agency with jurisdictionovertheUniversity and the Unionto be contrary tolaw,the affected provisionshall be rendered nulland void. All otherprovisionsnotaffectedby the illegalprovisionshallremainin full force andeffect. ARTICLE 25: COMPLETEAGREEMENT The University and the Unionacknowledge thatduring the negotiationswhichresultedinthis Agreement,eachhad the unlimited rightand opportunity tomake demands and proposalswith respecttoany permitted subjectof collective bargaining,and thatthe understanding and agreementsreachedby the partiesexercising thatrightand opportunity are set forth inthis Agreement. This Agreementmay notbe changed,modified,oramendedexceptby anexpress writtenagreement signedby authorizedagents forbothparties. ARTICLE 26:DURATION ThisAgreementshallbecome effective upon ratification andshallremaininfull force andeffect until August31, 2027, andthereafterfor successive one (1)-yearperiods, unlessterminated by either the Universityorthe Union sending written notice to the otheratleastsixty (60)dayspriorto the expirationdate ofitsdesire toterminate this Agreementor unlessthis Agreement isextended by mutual writtenagreement. 34 SIDE LETTER A WORKERSTATUS ThisSide Letterconfirmsthe understanding ofthe University andthe Union withrespecttothe employee statusof Graduate Workers andinconnectionwiththe negotiationofthe firstbargaining agreement (“CBA”)betweenthe University andtheUnion. The University and the Unionagree that: 1. The NationalLaborRelationsBoard(“NLRB”)certifiedUnited Electrical,Radio andMachine Workersof America as the exclusive representative of StanfordGraduate Workers in Case No. 32-RC-316964 (“Certification”) onthe basisofthe NLRB’sdecision in Columbia University,364 NLRB 1080 (2016)that theyare statutoryemployees underthe National LaborRelations Act(“NLRA”). 2. The University and the Unionacknowledge thattheemployee statusofgraduate workers hasnotyetbeendetermined underother federalandCalifornia laws. Ifthere is achange in anyapplicable law that isinconsistentwith the CBA, the Universityandthe Unionagree to bargain ingoodfaith concerning anymodificationsthatmaybe requiredto conform the CBAtothisnew lawwhile preserving the University’s andthe Union’sintentin reaching the CBA. 3. The University and the Unionagree thatthe Grievance andArbitration Article ofthe CBAis the sole andexclusive methodand forum forresolving any wage andhourdisputesor claimsbetween the University, the Unionand the Graduate Workers coveredby this Agreement, including claimsconcerning wages,workhours orbreaks, overtime, orother wage andhour relatedmatterswhether allegedunderthe CBAand/orany statute,including the Fair Labor StandardsAct and/or the wage andhourprovisionsofthe CaliforniaLabor Code orany IndustrialWelfare Commission Wage Order. If the Unionfilesagroup grievance concerning a wage andhour issue andthe Universitydisputes whetherthere are separate instancesthatshouldnotbe heardas agroupgrievance, the grievance shall proceed,and if the parties are unable to agree onthisissue before arbitration, the arbitrator shall uponthe requestofthe Unionorthe University bifurcate the proceedingsand resolve thisissue before deciding onthe meritsof the grievance. 38 SIDE LETTER B CALTRAIN GOPASSPROGRAM The University and the Unionagree thatstarting within 90daysofratificationandcontinuing forthe term ofthe Agreement,Graduate Workerswhodonotreside inthe following zip codes94304, 94305, and 94309and who reside within atypical commuting range ofthe University’smain campus will be eligible for CaltrainGoPasses at nocost. The Universityreserves the rightto terminate thisprogram earlier upon30days’notice if the reducedstudent rate is no longeroffered by Caltrain. Ifthe reducedstudentrate isnolongeroffered by Caltrainand the University terminates the program,the University and the Unionagree tomeetanddiscuss uponrequestby the Union. 39