Tentative Agreement Reached!

Overview GSEU Contract

After 16 months of negotiations and collective action, the GSEU bargaining committee has reached a tentative agreement with SUNY and New York State. This contract includes significant improvements in both economic and non-economic subjects.  It provides specific assistance to International workers, and creates a Best in Industry system of paid parental leave. There are no concessions.

The duration of the contract is unusual, running from July 2023-July 2026.  This means that 2 years are retroactive and one year is in the future. New York State insisted on a contract length to match the other SUNY bargaining units. While we wanted a longer contract, we were able to trade the length of contract for victories today. We will build on these victories in the next round of negotiations.

Economic Victories

• Raises: A 9% raise for all TAs/GAs in increments of 3% from 2023-2026.  Members who worked in the 23-24 and 24-25 academic years will receive retroactive back pay for those years worked. Everyone will receive an additional 3% raise October 2025.
• Signing Bonus:  All TAs/GAs on full (20 hour) lines will receive $1,500 and those on less than full lines will receive $750. 
• New Contractual Minimums:  Minimum stipends at the University Centers will increase 64% on July 1 2026 and a new minimum has been established for the Colleges, which had no minimum stipend in prior contracts.
• Full Pay Parental Leave at No Cost:  Parents can take up to 12 weeks of leave at full pay and without any premium costs.  The leave may be taken up to 7 months after the birth or adoption of a child, by either parent.  Parents who are both GA/TAs may combine to take up to 24 weeks of leave. This is an industry leading standard.
• Downstate Bonus: A $1,700 bonus for workers at Stony Brook, Downstate Medical, and SUNY Optometry.  This is a new line item of funding.
• Fund Monies: Additional fund monies of $1,600 per TA/GA
• Professional Development Funding: Greatly expanded funding for Professional Development, ensuring a greater number of applicants will be awarded the full $1,000 award.
• Total Economic Package: The total economic package represents an approximate 17% increase from the current baseline for the bargaining unit.
• Expected Bonuses in 2026: Given retro pay, signing bonus, and fund monies, members of GSEU should expect to see between $3,000-$7,000 in additional payments beyond their stipend in the 25-26 academic year.  The amounts will vary on length of service and location. 

Non-Economic Victories

• Stronger Grievance and Contract Enforcement: Won unprecedented language committing NY state to resolve all violations of the contract, whether or not they are grievable, and further to resolve issues outside of the contract. Even if a problem is not covered by the contract, we have the expectation that SUNY will work with GSEU to solve the problem.
• Academic Freedom: Secured Academic Freedom for Instructors of Record commensurate with full professors in UUP
• Improved Health and Safety: Won improvements to Health and Safety including fast tracked procedures to address emergencies and a point person for all safety related issues on each campus​

International TA/GA Victories

• Leave and Job Protection for Visa Renewal: International TAs/GAs who must leave during the semester for Visa renewal will now have job protection for up to one semester.
• Tax Assistance: GSEU and the State will employ tax experts to provide tax assistance for International TAs and GAs.
• Expanded SEVIS Fee Reimbursement: Significantly increases funding for SEVIS fee reimbursement ensuring that everyone who applies will receive full reimbursement.

Town Halls on Contract
Tuesday June 3, 11am 
Wednesday June 4, 7pm
Zoom Details Forthcoming.  Ratification vote to follow.

Andrew Dobbyn, PhD, EVP Education Division
GSEU Bargaining Committee