On August 31, 2019, the university and SEIU Local 2007 reached a tentative agreement on a new five-year contract. The membership voted to ratify the agreement on September 6, 2019.
Please find below a summary of key items in the agreement; please note that this is just a summary and does not include all of the items in the agreement:
General Wage Increases and Signing Bonuses
- Signing bonus of $1,000, paid to all bargaining unit members after the first full pay period following ratification of the contract. The signing bonus would be paid subject to the agreement on a successor contract being reached prior to the current contract’s expiration on August 31, 2019, and is subsequently ratified by the membership.
|Wage Increase||Signing Bonus|
- General wage increases totaling approximately 18% over the next five years for all bargaining unit employees, with an increase of 3.75% in the first and last year and increases of 3.50% in each of the second, third, and fourth years of the proposed contract.
Additional Wage Increase for Food Service Workers
An additional 7.0% wage increase over the course of the five-year contract for Food Service Workers hired on or after September 1, 1997, resulting in an overall approximately 25% increase over the next five years, with a 1.0% wage increase during the first year of the contract and a 1.5% increases for each of years two, three, four and five for affected employees in this series.
Additional Wage Increase for Custodians
An additional 4.25% wage increase over the course of the five-year contract for Custodians hired on or after September 1, 1997, resulting in an overall approximately 22.25% increase over the next five years, with a 0.75% wage increase during the first three years of the contract and a 1% increase for each of years four and five for affected employees in this series.
Additional Wage Adjustment for Affected Sprinkler/Landscape Techs and Tree Specialists
An additional 2% wage increase for affected employees in resolution of an issue with respect to the Sprinkler/Landscape Tech and Tree Specialist series, in addition to the general wage increases.
Enhancement of the University’s Medical Contribution Assistance Program (MCAP)
Enhances Stanford’s Medical Contribution Assistance Program (MCAP) by raising the wage cap limit from $77,000 to $100,000 adjusted family income. The move also ensures that any employee whose adjusted family income is below $76,000 (instead of the current $58,000) is eligible for free family coverage in the low cost healthcare plan. This represents a nearly 30% increase in the wage cap limit. In addition, the tentative agreement increases the threshold to be eligible for the MCAP almost equivalent to the current MCAP maximum.
|Current MCAP||Tentative Agreement||University Subsidy|
|Below $58K||Below $76K||100% of the cost of the low cost healthcare plan|
|$58K - $65K||$76K - $84K||75% of the cost of the low cost healthcare plan|
|$65K - $70K||$84K - $92K||50% of the cost of the low cost healthcare plan|
|$70K - $77K||$92K - $100K||25% of the cost of the low cost healthcare plan|
While maintaining the 480 vacation accrual cap for “grandfathered” employees, those employees who have a 240 vacation accrual cap will now accrue vacation at an enhanced rate, similar to other university staff.
Stanford continues to accommodate and support all members of its community, including employees represented by SEIU, with a robust lactation accommodation program, guaranteeing lactation breaks, appropriate private space for expressing breast milk, and resources concerning storage of breast milk. Review the university’s policy. View details about the lactation accommodation program at Stanford.
Family Care-Related Leaves
The university currently provides Family Temporary Disability (FTD) insurance benefits to eligible employees who need time away from work to bond with a new child or care for a seriously ill family member. Effective January 1, 2020, the university agrees to provide eligible workers represented by SEIU with additional pay to supplement their FTD benefits and enable workers to receive their full base pay for up to 6 weeks. View additional information on the benefits currently provided by the university on this issue.
Effective January 1, 2020, the university agrees to enhance the emergency and back-up child care program by increasing the back-up child care to eligible workers represented by SEIU up to a maximum of 10 days per calendar year (from 5 days). For additional information on the various benefits currently provided by the university regarding Child Care, please see , which includes information regarding on-site early childhood education programs, off-site early childhood & child care support and emergency & back-up child care, among other resources.