Status of Negotiations with SEIU Local 73
Illinois State University’s Current Offer
Initially, both ISU and SEIU agreed to first focus solely on resolving non-economic issues. To date, we have reached tentative agreements covering 17 non-economic proposals. The information below details ISU’s most current offer to the Union on key open issues. The University has offered fair proposals that show meaningful movement and ensure the package provided to our graduate teaching assistants (GTAs) is competitive with peer institutions.
Under ISU's current proposals, total compensation at contract ratification (which includes stipends, tuition waiver, and fee relief) for a part-time (0.50 FTE), 9 month Master's level GTA will be at least $18,496 in-state and $27,409 out-of-state, and total compensation for a part-time (0.50 FTE) Doctoral level GTA will be at least $19,504 in-state and $28,417 out-of-state.
Following is a summary of key components of the University’s current proposal, which was presented to SEIU Local 73 on the afternoon of Wednesday, May 12, 2021. Once again, this proposal reflects significant movement by the University to reach agreement.
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Stipend Increase: In addition to the increases in minimum stipends ISU previously proposed (16.5%+ at ratification and an additional 10%+ over the following two years) and to further enhance the value of its proposal, ISU has now proposed to add an additional year to the contract, with further significant market-based increases (7.49% - 11.99%) to the minimum stipends in that additional year, and, for the GTAs who already earn more than the new minimum stipends, guaranteed immediate increases of 2% at ratification and in each subsequent contract year.
ISU’s proposed increases are focused on quickly increasing the stipends of the GTAs at or near the current minimum stipend. The average minimum stipends for part-time (.50 FTE), 9-month GTAs across 20 peer institutions are currently $9,151 (Master’s) and $10,572 (Doctoral). Under ISU’s proposal, at ratification ISU’s minimum stipend will immediately exceed the average minimum stipends at peer institutions, and, over the following three years, ISU’s minimum stipends will increase by an additional 17.5%+ to 22.5%+, depending upon degree-level.
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Full Tuition Waiver: ISU has committed to provide all GTAs with 0.25 FTE assignments (10 hours per week) or higher a full-tuition waiver – a benefit only offered by 20% of peer institutions.
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Expansion of Health Insurance Fee reimbursement: ISU has committed to reimburse the student health insurance fee to all enrolled GTAs, making more than one-third of the bargaining unit eligible for this benefit for the first time. Reimbursement of the full health insurance fee, $562/academic year, is effectively a 22% reduction in student fees.
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10% Credit for Mandatory Student Fees: ISU proposes to provide all GTAs with a credit equal to 10% of mandatory student fees for up to 18 credit hours per academic year (9 credit hours during the fall and spring semesters, based on 11th day enrollment). This 10% fee credit is in addition to the 100% Health Insurance fee relief already available to GTAs working more than 10 hours/week and which the University formally offered on March 3, 2021 to expand to all GTAs, regardless of the number of hours worked per week.
For both the 2020/2021 and 2021/2022 academic years, the total cost of mandatory fees plus the student health insurance fee for a student enrolled in 9 credit hours per semester is $2,502 per academic year. Under ISU’s proposal, a GTA who is a full-time student and enrolled in the Student Health Insurance Plan would receive $756/academic year in fee relief; this is, in total, 30% of the cost of these fees. Most peer institutions do not provide any significant waiver or reduction in student fees, and none of the peer institutions reimburse GTAs for the entire amount of the student health insurance fee.
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Health Insurance Options for Dependent, Vision and Dental Coverage: ISU has committed to continue to proactively explore alternatives for affordable alternate health, dental and vision insurance for GTAs, including optional dependent coverage, and to meet with the Union during the next academic year to discuss alternatives identified by the University.
In addition, the University has offered to meet with Union representatives annually to provide them an opportunity to offer feedback on the student health plan.
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No Strike: The language ISU has proposed is consistent with the no strike language ISU has in its largest bargaining agreements. It is consistent with no strike language included in contracts at other Illinois public educational institutions and does not violate the First Amendment. ISU advocates for this language so that the University can consistently fulfill its responsibility to deliver the high-quality education our students expect and deserve without the threat of disruption while the parties are in a settled contract.
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Parking: The University has agreed to the Union’s request to provide Master’s-level GTAs the opportunity to purchase faculty/staff surface parking permits. This option is currently available only to Doctoral-level GTAs.
The University is committed to working diligently to reach a fair and fiscally responsible contract agreement that addresses the concerns raised by the SEIU Local 73 without disruption to the teaching and learning environment. We continue to believe there is additional progress that can be made through further negotiations and are hopeful that SEIU Local 73 will agree to schedule additional sessions with the federal mediator.
For additional information concerning these and other aspects of ISU’s most current offer to the Union on key open issues, please select the tabs below.
- Stipends
- Tuition Waiver
- Student Fees
- Health Insurance Coverage
- No Strike
- Non-Discrimination
All ISU GTAs receive a stipend based on both the student's graduate degree level (Master’s or Doctoral) and the FTE of their assistantship appointment (0.50 FTE/20 hours per week; other FTEs are calculated proportionately); 99% of ISU’s GTAs work 20 or fewer hours per week.
ISU establishes a minimum monthly stipend, but university departments have discretion to pay above these minimums.
ISU is committed to implementing market adjustments in each of the four years of the proposed contract to ensure that the minimum stipend levels are competitive with peer institutions. Average minimum GTA stipends across peer institutions are currently $9,151 (Master’s) and $10,572 (Doctoral).
| What GTAs Receive Now | ISU's Current Proposal to SEIU Local 73 (as of 5/12/21) |
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Current minimum nine-month stipends at 0.50 FTE/20 hours per week:
*Have not passed comprehensive exam In past years, University departments have received funds as part of the campus wage program to support salary increases for their GTAs. These increases have generally been awarded each August when assistantships begin. The FY2020 campus wage program allocation was 2% and this increase was applied to GTA stipends in August 2020. |
March 3, 2021 Proposal The University has proposed significant market adjustments to the minimum nine-month stipend. The increases for 0.50 FTE/20 hours per week minimums are detailed below; other FTEs are calculated proportionately. Upon contract ratification:
January 1, 2022:
January 1, 2023:
April 23, 2021 Update In addition to the market adjustments offered on March 3, the University modified its position and offered two alternative proposals (A & B) for consideration. Alternative A provides further significant increases (7.5% - 12%) to the minimum stipends in that additional year while Alternative B provides more modest increases (2%) to the minimum stipends in that additional year and guarantees 2% increases at ratification and in each subsequent contract year to those GTAs who already earn above the new minimum stipends. Alternative A (would guarantee a stipend increase upon contract ratification to 55% of the GTAs):
Alternative B (would guarantee a stipend increase upon contract ratification to 100% of the GTAs):
May 12, 2021 Update In addition to the market adjustments offered on March 3 (16.5%+ at ratification and an additional 10%+ over the following two years), the University enhanced its offer by combining the two alternatives under ISUs April 23 offer (previously ISU had offered to allow the Union to choose one or the other of these alternatives, but not both). Specifically, under this current offer:
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ISU’s proposed increases are focused on quickly increasing the stipends of the GTAs at or near the current minimum stipend, while also providing guaranteed increases to those GTAs who are paid more than the minimums. Under ISU’s current offer, by January 1, 2024, the minimum stipend for a part-time (20 hour/week), 9 month GTA will increase by anywhere from 21%+ to 44%+, depending upon degree level, resulting in truly significant increases for the 64% of GTAs who currently make less than the proposed new minimum stipends. *Have not passed comprehensive exam University departments will retain the ability to pay above the minimum stipends. |
In addition to a stipend, in accordance with university policy and procedures, all GTAs, including those at 0.25 FTE* (approximately 10 hours per week) or higher, receive a full-tuition waiver.
*80% of the peer institutions identified by the University (based on Carnegie classification) do not provide a full tuition waiver for GTAs at the 0.25 FTE level (approximately 10 hours per week). ISU provides a tuition waiver at 0.25 FTE and approximately 34% of our GTAs are appointed at this level.
| What GTAs Receive Now | ISU's Current Proposal to SEIU Local 73 (as of Noon, 4/23/21) |
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In accordance with University policy and procedures, all GTAs, regardless of FTE, receive a full tuition waiver. For the 2020/2021 academic year, the average estimated value of the waiver is $7,732 for in-state residents and $16,645 for out-of-state residents (based upon actual credit hour enrollment). |
March 3, 2021 Proposal Continue to follow University policy and procedures, with commitment that the University will not change the policy for a GTA during the term of that GTA’s appointment. April 23, 2021 Update ISU has committed to provide all GTAs with 0.25 FTE assignments (10 hours per week) or higher with a full-tuition waiver – a benefit only offered by 20% of peer institutions. |
GTAs are students, first and foremost, and, as such, are subject to the same fees as all other University undergraduate and graduate students. Student fees support services provided to all students (e.g., Academic Enhancement, the Student Health Center, Athletics Facilities, Campus Recreation).
Student fees are based on the number of credit hours a student is enrolled in each semester and are about $2,500 per academic year for a student enrolled in 9 credit hours each semester (fall and spring). This amount includes $562 (22%) associated with student health insurance. The student health insurance fee can be waived if a student shows proof of alternate insurance coverage.
Student fees are not deducted from GTA stipends and are not a condition of employment. Like all students, GTAs pay student fees through the student account billing process.
| What GTAs Receive Now | ISU's Current Proposal to SEIU Local 73 (as of Noon, 4/23/21) |
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GTAs with an FTE of 0.26 or higher (66%) who choose to enroll in the student health insurance program receive a full student health insurance fee reimbursement of $562/year. |
March 3, 2021 Proposal Upon ratification, ISU proposes to extend full reimbursement of student health insurance fees ($562/year) to all GTAs, regardless of FTE, who enroll in the student health plan. This would potentially impact 141 additional GTAs (34%) with 0.25 FTE appointments (10 hours per week) who are not currently eligible for this reimbursement. April 23, 2021 Update In addition to full reimbursement of student health insurance fees for all GTAs, ISU proposes to provide all GTAs with a credit equal to 10% of mandatory student fees for up to 18 credit hours per academic year (9 credit hours during the fall and spring semesters, based on 11th day enrollment). The total current cost of mandatory fees plus the student health insurance fee for a student enrolled in 9 credit hours per semester is $2,502 per academic year. Under ISU’s proposal, a GTA who is a full-time student and enrolled in the Student Health Insurance Plan would receive an estimated $756/academic year in fee relief; this is 30% of the cost of these fees. None of the peer institutions (based on Carnegie classification) reimburse GTAs for the entire amount of the student health insurance fee, and most of the peer institutions do not provide GTAs any significant waiver or reduction in student fees. |
By law, GTAs are not eligible for coverage under the State Employee Group Insurance Plan.
| What GTAs Receive Now | ISU's Current Proposal to SEIU Local 73 (as of 5/12/21) |
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As students, all GTAs have access to ISU’s student health plan—a Platinum-level, open-choice PPO plan with a low $50 deductible and broad individual coverage, including mental health and prescription drugs. |
At the request of SEIU Local 73, ISU explored options with the Illinois Public Higher Education Consortium to provide GTAs access to an alternate health insurance plan that would include optional dependent, vision and dental coverage. In order to provide a plan that offers both individual-only and optional dependent coverage, the vendor mandated that the alternate health plan be the only option available to both GTAs and other graduate assistants not included in the SEIU Local 73 bargaining unit. This alternate health plan offered less coverage than the current student health plan, while also significantly increasing costs for both the individual GTAs and the University. For example, each GTAs premium contribution for individual-only medical coverage would double from the current rate of $211/year (after ISU’s $562/year reimbursement) to almost $450/year, and the University subsidy would almost triple from the current subsidy of $562/year to over $1651/year. In light of this information, these plans are not viable, and the parties are no longer exploring them as options. ISU has, however, committed to continue to proactively explore alternatives for affordable alternate health, dental and vision insurance for GTAs, including optional dependent coverage, and to meet with the Union during the next academic year to discuss alternatives identified by the University. In addition, the University has offered to meet with Union representatives annually to provide them an opportunity to offer feedback on the student health plan. |
As detailed in University Policy 6.1.1, ISU is committed to free speech and to protecting the rights of expression, assembly, protest and dissent, and to making University facilities and spaces available for these activities.
| What GTAs Receive Now | ISU's Current Proposal to SEIU Local 73 (as of March 18, 2021) |
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Not Applicable |
Under ISU’s March 18 proposal, if GTAs/Union have met the legal criteria to strike under the law, the no strike provision would not apply. However, GTAs/Union would be prohibited by the no strike clause from taking any actions or engaging in any conduct that instigates, encourages or sponsors any interruption or interference of the operations of the University during the term of the contract. The language ISU has proposed is consistent with the no strike language ISU has in its largest bargaining agreements. It is consistent with no strike language in contracts at other Illinois public educational institutions and does not violate the First Amendment. ISU advocates for this language so that the University can consistently fulfill its responsibility to deliver the high-quality education our students expect and deserve without the threat of disruption while the parties are in a settled contract. |
Illinois State University, as an equal opportunity/affirmative action employer, complies with all applicable federal and state laws regarding affirmative action, nondiscrimination and anti-harassment.
ISU’s non-discrimination policies and related enforcement mechanisms are included in all the University’s existing collective bargaining agreements.
| What GTAs Receive Now | ISU's Current Proposal to SEIU Local 73 (as of March 17, 2021) |
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ISU is committed to a policy of equal opportunity for all persons and does not discriminate on the basis of race (i.e., EEOC Race and Ethnicity Category), color, religion, sex (including sexual harassment, sexual assault, domestic violence, dating violence and stalking), national origin, sexual orientation, order of protection, gender identity and expression, ancestry, age, marital status, disability, pregnancy, genetic information, unfavorable military discharge or status as a veteran in employment, educational programs and activities, or admissions. |
ISU had proposed language that includes the strong anti-discrimination protections detailed at left. On March 17, ISU offered to expand these protections to include citizenship status and arrest record status. Further, ISU has proposed the use of legal avenues and the existing internal resolution processes, which are robust and fair, to swiftly address issues of concern, rather than using the grievance process. ISU has also proposed language that ensures strong protections against discrimination based upon Union membership. Any disputes regarding discrimination based on Union membership would be subject to binding arbitration. |