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ARTICLE 1: UNION RECOGNITION

United Auto Workers Representation

UMS recognizes classifications: Teaching Assistant, Research Assistant, Graduate Assistant-Administrative, and Tutor. Hourly GWs have the same titles.

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Inclusions: All graduate students in degree programs employed for instruction, research, or administration (TAs, RAs, GAs) AND graduate assistants whose functional relationship to the University is substantially similar.

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Exclusions: Graduate Fellows not employed for these services; those w/out “Graduate Assistant” titles and provide administrative services, and those whose primary relationship is not student-based.

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ARTICLE 3: APPOINTMENTS

Standardized Offer Procedures

Appointment letters provided at least 30 days in advance of start dates (whenever practicable).

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Includes 20 specific key informational points

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7-day period for graduate workers to review.

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Appointments generally for a semester, academic year, or 12-month duration.

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Prohibition of services that are purely personal for supervisors.

Appointment templates are in development by the Graduate School.

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ARTICLE 6: COMPENSATION - Effective 7/1/26

Minimum Stipend (9-Month / 20hr Appointment)

Annual Increases

3.0% increase effective July 1, 2027 and July 1, 2028.

Ratification Bonus

$750 one-time payment for 20hr/9-month appointments (pro-rated).

(UMS reimbursing for E&G portion)

Minimum Stipends

UMaine PhD - $23,500

UMaine Masters - $21,000

Other Univ. PhD - $14,000

Other Univ. Masters - $12,000

Move to minimum or 3% increase if < $27,000

Minimum Hourly Rates

UMaine - $21.00

Other Univ. - $20.00

Move to minimum or 3% increase if < $34.72

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ARTICLE 14: HEALTH BENEFITS - Effective 7/1/26

Premium Coverage - UMaine Only

Employer pays 65% of health premium for student-only coverage (rising to 85% in year 3).

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Dependents: 50% premium coverage for up to one dependent.

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Dental: Choice of three plans; employer pays 50% of individual "Traditional" plan.

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Vision: Voluntary access provided to System-wide vision plans; 0% contribution.

Cost Note:

2025 medical premium = $3,286

2026 dental premium = $564

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ARTICLE 15: HOLIDAYS

13 Paid Holidays

Includes MLK Day, Indigenous Peoples’ Day, Juneteenth, and the Day after Thanksgiving.

Religious Observance

Good faith efforts to accommodate cultural/religious holidays with reasonable notice.

Alternative Days

If work is necessary on a holiday, workers choose an alternate day off within 45 days.

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ARTICLE 23: PAID LEAVE

Leave Type (Stipend)	12-Month Appt.	Academic Year	Summer Term
Vacation (stipended GWs)	42 Hours	30 Hours	12 Hours
Sick Time (stipended GWs)	28 Hours	20 Hours	8 Hours
Bereavement	5 Days
Maine Paid Family Medical Leave (MPFML) - Begins May 1, 2026	Up to 12 weeks of Paid Family & Medical Leave

Stipend employee vacation and sick time loaded at the beginning of the appointment
Leave for appointments of other lengths and/or weekly hours on a pro rata basis
Vacation should be requested in advance; is subject to approval by the supervisor but not unreasonable denied
TAs & tutors should use their time during academic breaks unless prior approved by supervisor
Sick time use has specific criteria for use; important to be familiar with the criteria
Time off for hourly workers is accrued at 1 hr per 40 hrs worked with 8 hrs of sick & 4 hrs of vacation front loaded

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ARTICLE 33: TUITION WAIVERS

Credit Support Limits

For 20-hour/week stipend appointments at University of Maine:

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Fall/Spring: Up to 9 credit hours waived per semester.

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Summer: Up to 6 credit hours waived.

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10-19 hr Appts: 4.5 credits per semester; 3 in summer.

For 20-hour/week stipend appointments at Other Universities:

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Fall/Spring: Up to 6 credit hours waived per semester.

Summer: Up to 6 credit hours waived.

10 hr Appts: 3 credits per semester; fall/spring/ summer.

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ARTICLE 37: WORKLOAD

20-Hour Standard

Average weekly workload expectations must be clearly described in the appointment letter. While specific hours may vary, they cannot unreasonably exceed the average workload described in the appointment letter.

Over-Work Resolution

If workload exceeds limits, remedies include:

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Reduce assignment hours & workload (typical remedy)

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Increase compensation to match actual hours (requires GW consent).

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Retaliation for raising concerns is strictly forbidden.

Discussion between GW & Supervisor

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ARTICLE 38: WORKSPACE & MATERIALS

Resources & Facilities

Employer provides necessary materials at no cost, including:

Computer Protection

If required to use a personal laptop, workers are reimbursed for damage/destruction based on a 5-year depreciation schedule (up to $1,000).

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Desk/Office space and building access.

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Software, hardware, and lab equipment.

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Printing, copying, and office supplies.

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