University Statements

Dear Faculty and Staff,

The University has continued to negotiate in good faith with the UAW over a new labor contract for our service and maintenance workers -- negotiations that continued throughout this weekend and into last night. After the University’s Thursday offer, representing a historic increase in wages for this bargaining unit, we further enhanced our offer yesterday to trigger, for the first time in a Cornell union negotiation, a cost of living (COLA) adjustment, in addition to the general wage increase, that protects all members of the bargaining unit from high future inflation.

Despite the University’s best efforts to negotiate a fair agreement and avoid a strike, UAW officials last evening rejected our offer. The union also continues to reject our proposal that we use the federal mediator assigned to the negotiations or a mediator of the UAW’s choice that could assist the parties in reaching a complete agreement.

The University offered our UAW employees a 17.5% increase in wages, compounded over the four years of the contract, and a change in time to promotion that would provide our lowest paid employees an immediate 10.3% wage increase. This is in addition to the enhancements noted in the message last Friday related to health and personal leave (“HAP”), vacation, and health and safety.

The University remains committed to bargaining in good faith.

In pressing for a wage increase even higher than the University’s historic offer, UAW national leadership has repeatedly pointed to Cornell’s $10 billion endowment. On this point, it is important to provide the following clarity:

• The vast majority of Cornell’s endowment is restricted by agreements with donors and can only be used for purposes specified in the agreement.
• The University does draw from the endowment each year, at amounts restricted by New York State law, for expenses such as financial aid and other student support, facilities maintenance and upgrades, academic programs, and research activities.
• In fiscal year 2023, the endowment provided $386 million toward these kinds of expenses — money that would otherwise have had to come from sources like tuition and housing and dining charges.
• Cornell is need-blind in its admissions and is committed to meeting the full need of those who choose to attend Cornell. As we continue our efforts to make a Cornell education affordable to more students and families in New York state and across the country, we cannot simply raise tuition to unmanageable levels to cover the cost.

The responsible management of the University’s resources still makes Cornell one of the best employers in the region and state with salaries outpacing local competitors.

Guidelines/Staffing Needs

With a strike declared, it is important to clarify guidelines for supervisors and managers and to share information about expected staffing needs.

First, we expect that some service and maintenance workers will strike and not report for work, as is their legal right. We also expect that other members of the UAW will continue to work during the strike, as is also their right. The choice belongs to each individual and a supervisor must respect an employee’s decision and avoid inquiring about that decision.

Work Expectations during a Strike

Employees covered by a collective bargaining agreement that contains a valid “no-strike” clause limiting sympathy strike activity are expected to report for work. Similarly, all employees not covered by a collective bargaining agreement will be affected as follows:

• Non-exempt employees who choose not to cross a picket line will not be eligible to receive their regular hourly compensation.
• Exempt employees who choose not to cross a picket line will have their pay reduced accordingly.

FAQs and pay guidelines are available.

If you have any questions about an employee’s failure to report for work due to strike activity on the part of UAW-represented workers, please contact your local college or unit HR representative.

Civility and Safety

It is important to emphasize our commitment to respect and safety during this time, for both our employees in the UAW bargaining unit and the entire Cornell community. The University has implemented plans to ensure that those who wish to engage in their usual campus activities can do so. Likewise, we respect the right of our service and maintenance workers to lawfully and peacefully strike.

Alternative Staffing Assignments

Student and Campus Life, Facilities and Campus Services, and the SC Johnson College of Business, College of Veterinary Medicine, College of Agriculture and Life Sciences, and College of Arts and Sciences are working with contingency plans that modify service levels and reallocate staffing as may be necessary within each respective area. Details will be communicated by and to the impacted units.

However, as we find ourselves in unprecedented territory, the university must utilize the flexibility of reassigning staff from across the campus to meet critical safety and service needs in Dining, Building Care, and the Statler. If you are willing and able to take on a temporary shift or alternative assignment then please register here.

Sincerely,

Christine Lovely
Vice President and Chief Human Resources Officer

John Siliciano
Interim Provost