University Bargaining Guiding Principles
Portland State University (PSU) is committed to negotiating in good faith and collaboratively with the Graduate Employees Union, AFT/AAUP (GEU) to reach an agreement on a successor collective bargaining agreement. Our bargaining principles include financial stewardship, operational flexibility, competitive compensation, and accountability to all of our employees. Importantly, our positions and approaches are informed by the PSU Strategic Plan “Future in Focus” and in alignment with the strategic imperatives of PSU, which include:
- Create clear pathways for learners to achieve their goals and secure a strong return on investment.
- Lead the Pacific Northwest in serving minoritized students and boosting college success rates.
- Support and empower PSU employees and operations.
- Drive Portland's economic, social, and cultural resurgence through research partnerships and community engagement
(All exchanged proposals are able to be viewed through the proposal tracker link above.)
June 10, 2026 - Bargaining Session Update
The University and the Graduate Employees Union (GEU) met again on June 10th. The discussion focused heavily on restructuring key procedural and evaluative articles. The University opened the session by presenting a counterproposal on Article 10 (Grievance and Arbitration), aiming to modernize communication methods by officially replacing physical mail requirements with electronic submissions. A significant portion of the conversation centered around streamlining the timelines for resolving disputes. The University proposed restructuring the informal grievance stage to clear up timeline ambiguities and suggested eliminating mandatory meeting requirements at higher administrative review steps to reduce the overall length of the process, which currently sits at an estimated 95 working days. Additionally, the teams reviewed proposed changes to the arbitration selection process, detailing the framework for determining which party initiates the first strike of an arbitrator list.
Discussions moved forward with Article 9 (Discipline and Discharge), where the University introduced language intended to make the contract more accessible and to clearly define investigative procedures. Dialogue focused on clarifying Weingarten rights, which grants the employee a right to union representation during any investigatory meeting by a supervisor that the employee reasonably believes could lead to discipline. The University proposed a more codified notification system to ensure supervisors and union directors are looped in simultaneously. However, the Union raised concerns over potential added administrative delays that could impact a graduate assistant's immediate access to representation, particularly in ambiguous workplace situations.
The GEU also introduced proposals for Article 11 (Evaluation), advocating for increased transparency, standardized communication, and a longer notice period for performance reviews. A notable point of discussion emerged around the intersection of academic requirements and employment expectations, with the Union proposing that graduate assistants should not receive negative evaluations for failing to attend or publish at professional conferences if they do not receive corresponding university funding. The Union also suggested adding a dedicated timeline for the receipt of student course evaluations to align graduate instructors of record with standard faculty practices. The session concluded with logistical scheduling discussions for extended bargaining blocks in July and August and preliminary talks about Memorandum of Understanding (MOU) to formally extend the current contract beyond its upcoming expiration date (June 30, 2026).
June 3, 2026 - Bargaining Session Update
The University and the Graduate Employees Union (GEU) met again to negotiate on several articles for the successor collective bargaining agreement. The GEU presented two proposals regarding Article 17 (Appointments) and Article 13 (Health and Safety).
The GEU detailed proposed changes to Article 17 towards improving the appointment process. Key items of the proposals included removing fee references from notices of appointment, creating a centralized job board managed by the graduate school, and establishing longer contract durations, such as a two-year minimum for master's students and a five-year minimum for doctoral students. To address potential delays in the late assignment of appointment notices, the GEU proposed a sliding compensation penalty system for late notices and argued for full tuition remission for partial-term appointments. Additionally, the GEU advocated for provisions requiring the department to provide a replacement faculty academic advisor in the event of layoffs or departures.
In discussions regarding Article 13, the GEU emphasized the need for clearly designated, fully shielded nursing facilities near graduate employee workspaces and a free membership to a recreation center for summer appointments. The GEU also introduced a comprehensive Americans with Disabilities Act (ADA) framework to formalize workplace disability accommodations in contract language, expedite response times for leaves in Human Resources, and integrate accommodation training materials into graduate orientations.
The session concluded with an informative overview of campus transportation ecosystems led by PSU’s Director of Parking and Transportation. The GEU reiterated its goals for subsidized or free TriMet transit passes, free bike parking, and expanded access to campus parking garages. The University’s presentation highlighted that parking and transportation is an auxiliary unit, and all activities are funded by parking revenue. TriMet, the region’s transit agency, sets the prices and participation requirements for all transit passes. Lyft, the operator of Biketown, controls pricing and options for that system. Portland Streetcar, the operator of the city’s streetcars, sets the pricing and conditions for access to its system. Finally, the University highlighted that one of its objectives is to minimize costs for students and the student parking plans, available to GEU members as a result of their student status, are less expensive than employee options. Before adjourning, the teams briefly addressed the summer bargaining schedule, which will be discussed at the next session.
May 27, 2026 - Bargaining Session Update
The University and the GEU met again on May 27. The session was focused on proposals from GEU regarding workload, compensation, grievance procedures, and summer session terms.
The GEU introduced a comprehensive proposal for Article 18 (Workload), aimed at ensuring that the assigned Full-Time Equivalency (FTE) accurately reflects all actual duties, including mandatory communications like responding to supervisor emails. The proposal seeks to establish strict weekly caps on hours to prevent end-of-term workload fluctuations, require that the University assign graduate instructors of record 0.49 FTE, and introduce clear timelines for workload reviews. The GEU also introduced language aimed at protecting positions from being replaced or subsidized by generative artificial intelligence, emphasizing that instructional and research responsibilities must remain human-driven practices. The University team sought clarity on how proposed FTE increases would align with shifting research grant funding and questioned whether certain documentation and workload provisions overlapped with Article 17.
GEU followed up with economic discussions and presented its proposal for Article 19 (Salary). The union proposed a minimum appointment floor of 0.40 FTE, up from 0.30 FTE. The GEU proposed a 108% salary increase in September 2026 and a 10% minimum salary increase for the second year of the agreement, resulting in salaries of $70,200 and $77,220, respectively. The minimum salaries proposed would exceed those of a full-time Assistant Professor ($76,239), Senior Instructor II ($74,800), Senior Instructor I ($63,540), and Instructor ($55,746).
GEU also proposed a COLA of 10.0% or CPI + (7%) whichever is higher, for each of the years of the successor contract. To support these figures, GEU representatives cited the MIT Living Wage Calculator and invited current graduate assistants to share personal testimonies about the challenges of navigating the rising costs of living, housing, and healthcare in the Portland area.
Finally, the GEU presented changes to the summer session framework, proposing a minimum 0.40 FTE for summer graduate assistants, a standardized timeline requiring summer work commitments to be finalized by week five of the preceding term, a $300 cancellation protection fee for rescinded contracts, and explicit tuition remission eligibility for graduate assistants enrolling in summer courses.
The teams agreed to hold their next bargaining session on June 3.
May 18, 2026 - Bargaining Session Update
The University and the Graduate Employees Union (GEU) met on May 18 to advance negotiations on a successor collective bargaining agreement. The teams successfully closed out an update to Article 6 (Communication), reaching a tentative agreement.
The remainder of the session focused on Article 9 (Discipline and Discharge). The University presented a counterproposal aimed at restructuring investigation and representative meeting timelines. The proposal modernizes notification procedures, outlines timeline frameworks for urgent situations, and introduces closures for complex investigation cases. The teams also engaged in a lengthy discussion regarding contractual grammar—specifically debating whether the words "will" and "shall" possess different legal weights and temporal mandates when defining mandatory actions.
GEU introduced proposals for Article 10 (Grievances) and Article 20 (Fee Remission). On grievances, the union proposed extending timelines for filing and advancing disputes, while shifting several steps from optional to compulsory in an effort to streamline departmental communication and prevent communication defaults. The GEU’s proposal also seeks to expand arbitrator authorities regarding monetary remedies and ensure that graduate assistants called as witnesses do not face pay reductions. Regarding financial issues under Article 20, the GEU advocated for expanding tuition and fee remissions up to 12 credits, requiring that remission credits be applied to student accounts by the start of each term, and entirely exempting graduate assistants from internal university late fees.
May 13, 2026 - Bargaining Session Update
The University and the Graduate Employees Union (GEU) met on May 13 to continue negotiations for the successor collective bargaining agreement. The session began with the University providing updates on Article 6 (Communications), where both parties expressed a shared interest in streamlining notification processes while retaining physical street addresses for legacy purposes. Discussions also included Article 9 (Discipline and Discharge), with a focus on clarifying timelines for investigations and ensuring graduate assistants have longer notice periods to meet with Union representatives.
The GEU presented proposals covering Articles 3, 4, 16 and 23. Notable highlights include a proposal to streamline FERPA waivers within notices of appointment to improve information sharing, as well as requests for increased compensation for union activities and a new "notice of impact" for employees affected by departmental changes. On the topic of layoffs (Article 16), the GEU proposed reappointment rights and ensuring tuition remission continues through the end of the academic year for affected workers. Finally, the teams discussed transit benefits, with the GEU proposing free designated parking spaces, TriMet passes and expanded access to bike-share programs to assist with the "last mile" of commutes. Teams will return to the table on Monday to continue the dialogue.
April 22, 2026 - Bargaining Session Update
The University and the Graduate Employees Union (GEU) met on April 22 to continue discussions focused on establishing ground rules and scheduling for the upcoming successor contract negotiations. The session opened with a review of the University’s counter proposal on ground rules, highlighting areas of mutual agreement. However, much of the dialogue centered on a provision proposed by GEU in the ground rules requiring timelines for responding to proposals. The University emphasized the need for flexibility to ensure quality responses and noted that legal standards under the PECBA do not mandate either party agree to concessions or proposals. The University expressed a commitment to bargaining in good faith and maintaining open communication through regular agenda-setting at the end of bargaining sessions.
The University and GEU also exchanged proposals on Articles 6 and 7 of the Collective Bargaining Agreement (CBA). The University introduced a proposal for Article 7, suggesting a shift to digital distribution of the ratified contract via the HR website to modernize the process. GEU passed a proposal on Article 6 updating Union contact details. Under PECBA, the 150-day statutory bargaining process begins when the Parties exchange initial proposals.
The session concluded with a productive discussion on future scheduling; with the University team committed to reviewing their availability alongside existing commitments to other bargaining units. The University also agreed to present their first proposal for article 5 at the next bargaining session. Both parties agreed to exchange further counters on ground rules via email and aim to finalize the meeting calendar by the next session.
March 5, 2025 - Bargaining Session Update
The Graduate Employee Union (GEU) and Portland State University (PSU) met on March 5, 2025, to open successor contract negotiations. The session began with the GEU bargaining team introducing members from diverse departments, while emphasizing the critical role graduate workers play in the university’s research and teaching output.
PSU provided GEU with a counter on the GEU’s ground rules proposal that was shared in advance of the session. The teams engaged in a detailed discussion regarding a "color-coded" system for tracking proposals, with the GEU proposing specific colors to distinguish between new language, struck text, and tentative agreements to ensure transparency and accessibility. While PSU expressed concerns regarding the logistical overhead of maintaining multiple colors and the teams had a discussion about how to interpret language that had been marked as agreed to but a full tentative agreement on the article had not been reached. The teams agreed that the language-color syntax did not mean that each team was agreeing to interim language before a full article is closed. The Parties expressed a shared interest in maintaining an efficient and clear process.
Additional discussions covered logistical arrangements such as hybrid meeting formats, the importance of closed captioning for accessibility, and the use of lactation spaces for team members with dependents. The parties also debated the timeline for responding to proposals and the transparency of bargaining sessions. While several items remain under review, including specific response deadlines and the attribution of comments in meeting notes, the session concluded with a commitment to establish a consistent meeting schedule for the coming months.
The teams agreed to schedule future sessions to continue the dialogue.