HA Union V. College Cage Match Continues

Since negotiations between Reed College and the Union of Reed College Housing Advisors (URCHA) began on February 15, 2024, the process has been described as slow and tedious. Represented by the Office & Professional Employees International Union (OPEIU), Local 11, the HA Union has participated in nine meetings with the college, some lasting several hours, along with exchanging proposals via email. Despite these efforts, both sides are still working toward finalizing a first contract.

The negotiation committees from both the HA Union and the college meet regularly and communicate updates to their respective stakeholders. Max Costigan ’25 and Eli Rall ’26, OPEIU Executive Officer Howard Bell, and OPEIU Union Representative Karyn Morrison represent URCHA, while the administration is represented by Dean of Students Chris Toutain, HR Director Heather Quinn-Barron, Director of Residence Life Vanessa Guerrero, and outside lawyer Nicole Elgin of Barran Liebman. Key representatives also include stakeholders from the Office of Residence Life and Reed College administration. The Financial Aid Office has been involved in discussions since changes to HA compensation could affect financial aid for many students who are HA’s. Both sides have tentatively agreed that Reed apartment HA positions should be paid more due to the higher cost of living in the apartments, but the debate over raising regular HA salaries remains unresolved. URCHA has emphasized that many HAs are high-need students and are pushing for a pay increase that reflects the room and board cost of $17,260, while current HA pay is $15,457 annually after-tax.

In a statement last week, Director of Public Affairs Sheena McFarland responded on behalf of the administration, "The College believes that any compensation plan should consider all HAs, regardless of their financial aid status. The college will continue to explore models used at other institutions, while also taking into account the unique aspects of Reed's financial aid awards and the HA program here at Reed."

One major point of contention is the union's request for an additional stipend on top of the gross room and board compensation. However, other tentative changes have been agreed upon, including guaranteed winter housing and provisions for excused training for HAs participating in internships to further their careers, provided proper outreach is done in advance. If an HA requests to leave their internship early as a result of HA training and is denied, they can still complete the internship without risking their standing as an HA.

Another significant change involves training. HAs training this year followed a standard workweek of 9:00am–5:00pm, apart from off-campus days, with built-in breaks. Despite ongoing discussions, core expectations for HAs regarding rounds and other duties are expected to remain similar to last year. If an HA misses training due to an unforeseen emergency, the college will work with them to determine if and how they will complete the missed training. Leaves of absence will be handled on a case-by-case basis. If an HA is absent due to illness, they may be absent for up to three months. For missing an event, the Area Coordinator (AC) will decide whether the absence is allowed. If an HA is at risk of termination, they will first meet with the union to negotiate the effects. Disciplinary action and termination will also be addressed case-by-case. New HAs will serve a 30-day probationary period, during which the college can discipline or discharge them without involving the union. Three or more days of absence without communication will result in the HA being disqualified from the position.

In total, both parties have tentatively agreed on 15 items, including return policies for HAs in future years, coverage of union dues and fees, and general winter break housing policies. Other agreements include the recognition of the union itself. These are tentative agreements, and no official contract has been drawn up yet. The union, under OPEIU Local 11, will represent all HAs employed by Reed, excluding non-student staff and other student employees within the Office of Residence Life. Union rights were also agreed upon, with the college deducting dues from each HA's payroll, provided the HA receives money after signing a promissory note. Meeting times will also be flexible so that HAs do not have to skip classes, and they will be allowed to maintain contact with the union, as long as it doesn't interfere with their work or academic schedule.

The hiring process now favors returning HAs who have received no negative performance evaluations from their supervisors and prioritizes them over first-time hires. Regarding responsibilities, the college acknowledges that any drastic changes to an HA's work schedule must first be discussed with the union, but it will make it so that not every HA’s schedule will follow a regular job format. HAs who work during winter break will be paid hourly, and if asked to work during the break, their room will be provided at no cost. Additional agreements include non-discrimination efforts and grievance procedures to ensure fair treatment in cases of conflict. However, discussions are still ongoing regarding specific HA duties and their potential impact on financial aid.

Due to various scheduling conflicts, there have been no further extensions to contracts or additional meetings. Overall, while the negotiations have seen some compromises, challenges remain, particularly around pay and compensation models. Both Reed College and URCHA remain committed to good-faith negotiations, with hopes of reaching a new contract in the near future.