Labor Relations

For nearly 50 years, The New School has worked closely and collaboratively with the unions that represent some of its employees. Today there are unions representing nine groups of faculty and staff on our campus, and we strive to have productive and collaborative relationships with each of them. Jointly reached contracts are in place or collective bargaining is underway with each of these unions, and we provide exceptional benefits to our employees. Negotiations and other discussions with our labor groups are guided by clear, consistent principles.
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Successor agreements have been reached with the following unions on our campus in recent months: SHENS-UAW Local 7902 (December 2023); AFM Local 802 (April 2023); ACT-UAW Local 7902 (December 2022); Teamsters Local 1205 Professional (October 2022); SEIU 32BJ—Security (September 2022); and Teamsters Local 1205 Clerical (January 2022). Read more.
Fairness and Transparency
We are open and honest in discussions with our labor groups, in the sharing of information and perspectives, and in related communications to the university community and other stakeholders.
Responsiveness
We are responsive to requests, questions, and concerns from our unionized workforce and are committed to timely resolution of issues raised.
Doing What Is Right for Students, Faculty, and Staff
We stay constantly focused on reaching outcomes that improve the education and support the success of all of our students and that benefit the full New School community.
Commitment to Equity, Inclusion and Social Justice
We are committed to ensuring an equitable, inclusive, and socially just environment for all students, staff, and faculty.
Maintaining a Long-Term View
We remain continuously focused on outcomes that improve the education and support the success of our students—and that benefit The New School community. We seek to find the balance between near-term educational and operational priorities and the goal of strengthening the long-term interests of the university to ensure that The New School will be able to build on its legacy and serve students and its entire community for generations to come.
Respect for the Collective Bargaining Process
We respect the collective bargaining process and view the negotiating table as a safe space for the free and open exchange of ideas and proposals.
Unions at The New School
- Academic Student Workers - SENS-UAW
  
  SENS-UAW Local 7902
  On Campus Since: 2017
  Employees Represented: 1000
  Work Group: Academic student workers, including Teaching Assistants, Teaching Fellows, Research Associates, Research Assistants, Course Assistants, and Tutors
  Current Contract: 9/1/17 - 8/31/23
  All academic student workers who belong to this union and supervisors of such employees must thoroughly review the Collective Bargaining Agreement between the university and Local 7902, UAW.
  Information for Academic Student Workers
  The university uses a cloud-based Web HR system called MyDay. It improves the way The New School provides key human resources services. For step-by-step instructions on how an ASW can review their compensation information in MyDay, please refer to the Guide to Viewing Your Compensation.
  Tax Information for International Students
  As an international student in the United States, you need to understand the tax requirements of your visa and your filing obligations with the International Revenue Service (IRS) for tax years that you are here in the United States. A tax year is the same as a calendar year (January 1-December 31). The type of paperwork you must complete and the taxes you must pay depend on whether you have income and whether you are considered a nonresident or resident for tax purposes. For more information, please visit the International Student and Scholar Services website.
  SENS-UAW Rebate Information
  Pursuant to Article XXII: Healthcare Rebate of the collective bargaining agreement (CBA), an ASW will be eligible to receive a discount on the student healthcare insurance premiums if they meet the following criteria:
  The ASW is enrolled in and pays for the university's Student Health Insurance Plan.
  To receive the Tier 1 discount, an ASW has worked at least an average of ten hours per week (at least 150 hours per semester or session) in one prior semester or session in a unit position(s) as of or after fall 2017 and works at least an average of ten hours per week (at least 150 hours per semester or session) in a unit position(s) in the semester in which the rebate is sought.
  To receive the Tier 2 discount, an ASW has worked at least an average of ten hours per week (at least 150 hours per semester or session) in two or more prior semesters or sessions in a unit position(s) as of or after fall 2017 and works at least an average of ten hours per week (at least 150 hours in the semester or session) in a unit position(s) in the semester in which the rebate is sought.
  What are the Tier 1 and Tier 2 discounts?
  Effective September 1, 2020, ASWs will receive a Tier 1 discount of 45 percent or a Tier 2 discount of 60 percent.
  Effective September 1, 2021, ASWs wills receive a Tier 1 discount of 50 percent or a Tier 2 discount of 65 percent.
  Effective September 1, 2022, ASWs will receive a Tier 1 discount of 50 percent or a Tier 2 discount of 65 percent.
  Is there a rebate on dependent coverage?
  Yes. ASWs who meet the eligibility for the discount on student healthcare premiums as described above may also be eligible to receive a discount of up to 10 percent for dependent coverage premiums from the Health Insurance Dependent Premiums Fund. The fund will be administered as described below:
  A maximum of $10,000 will be made available for each academic year and will be divided equally between the fall and spring semesters.
  ASWs who purchase dependent coverage under the Student Health Insurance Plan and provide proof of that coverage may apply for reimbursement of up to 10 percent of dependent coverage premiums for that semester. Actual reimbursement will depend on the number of applications and the funds allocated for that semester.
  Unused funds, if any, will not carry over to a future semester.
  Do I need to apply for these rebates?
  ASWs need only apply for the dependent coverage premium rebate. The university will notify all eligible and enrolled ASWs of the application process and deadlines. For the rebate on self-coverage premiums, the university will determine eligibility and tier level discount at the end of each semester.
  When should I expect to receive my healthcare rebate?
  Rebates will be calculated at the end of the fall and spring semesters.
  How do I become eligible for the University Services Fee rebate?
  Pursuant to Article XXIII: University Services Fee Rebate, in a semester in which an ASW works at least an average of five hours per week (at least 75 hours per semester or session) in a unit position(s), the ASW will receive a 100 percent (currently $190) rebate of the University Services Fee.
  What is a unit position?
  Pursuant to the Recognition Clause, the unit positions for SENS-UAW are course assistant, research assistant, research associate, teaching assistant, teaching fellow, and tutor.
  Do I need to apply for this rebate?
  No, the university will determine eligibility at the end of each semester.
  When should I expect to receive my University Services Fee rebate?
  Rebates will be calculated at the end of the fall and spring semesters.
- Clerical Employees & Librarians - Teamsters Local 1205
  
  Teamsters Local 1205 Clerical
  On Campus Since: 1980
  Employees Represented: 75
  Work Groups: Clerical employees including Office Assistants, Secretaries, Accounting Clerks, Library Clerks, Librarians, Librarian's Assistants, and Mail/Duplicating Clerks
  Current Contract: Runs to June 30, 2024
  All employees who belong to this union and supervisors of such employees must thoroughly review the contract between the university and Local 1205, IBT. The current contract is in effect for the period from July 1, 2020, to June 30, 2024.
  As outlined in the university's COVD-19 Community Guidelines, all community members including students, faculty, and staff are required to be fully vaccinated. Please review the side letter signed by Local 1205 regarding the university's vaccination requirement.
  Applying for Tuition Waiver Benefits
  A Tuition Waiver Request Form must be completed by the employee and submitted to Human Resources (along with the required supporting documentation if the tuition waiver request is for a dependent—refer to the plan policy) before registering for a course. Once the request is approved by Human Resources, the individual will receive an email regarding the registration process. Otherwise, the employee will be billed by the university for the tuition and mandatory fees.
- Professional Employees - Teamsters Local 1205 Professional
  
  Teamsters Local 1205 Professional
  On Campus Since: December 12, 2016
  Employees Represented: 135
  Work Group: Professional employees including Audio-Visual Technicians, Financial Aid Counselors, Information Technology Technicians, Program Administrators, Student Accountant Coordinators, Student Success Advisors, Making Center Technicians, International Student Advisors, Senior Student Success Advisors, Student Account Coordinators, and Student Account Specialists
  Current Contract: 1/1/22-12/31/26
  All employees who belong to this union and supervisors of such employees must thoroughly review the contract between the university and Local 1205, IBT. The current contract is in effect for the period from January 1, 2018, to December 31, 2022.
  As outlined in the university's COVD-19 Community Guidelines, all community members including students, faculty, and staff are required to be fully vaccinated. Please review the side letter signed by Local 1205 regarding the university's vaccination requirement.
- Student Health Employees — SHENS-UAW Local 7902
  
  Employees Represented: 20
  Current Contract: 6/1/20-6/30/23
  The New School recognizes Local 7902 Student Health Employees at The New School, SHENS-UAW, as the collective bargaining unit for providers of healthcare services to students at The New School such as therapists, counselors, nurses, social workers, physicians, physicians’ assistants, nurse managers, the director of wellness, and the director of community health. All employees who belong to this union and supervisors of such employees must thoroughly review the ratified Collective Bargaining Agreement between the university and Local 7902, SHENS-UAW.
  As outlined in the university's COVD-19 Community Guidelines, all community members including students, faculty, and staff are required to be fully vaccinated. Please review the side letter signed by UAW regarding the university's vaccination requirement.
- Maintenance — SEIU Local 32BJ
  
  SEIU 32BJ – Maintenance
  On Campus Since: 1970
  Employees Represented: 96
  Work Groups: Facilities, maintenance, and cleaning staff
  Current Contract: 1/1/20 - 12/31/23
  All employees who belong to this union and all supervisors of these employees must thoroughly review the contract between RAB and Local 32BJ, SEIU.
  Applying for Tuition Waiver Benefits
  A Tuition Waiver Request Form must be completed by the employee and submitted to Human Resources (along with the required supporting documentation if the tuition waiver request is for a dependent—refer to the plan policy) before registering for a course. Once the request is approved by Human Resources, the individual will receive an email regarding the registration process. Otherwise, the employee will be billed by the university for the tuition and mandatory fees.
- Engineers — IUOE Local 94
  
  International Union of Operating Engineers Local 94
  On Campus Since: 2013
  Employees Represented: 10
  Work Group: Engineers
  Current Contract: 1/1/2023-12/31/2026
  The New School adheres to the terms of the collective bargaining agreement between Local 94-94A-94B of the International Union of Operating Engineers AFL-CIO and The Realty Advisory Board on Labor Relations, Inc. (RAB) with respect to university-employed engineers, mechanics, and helpers, including chief engineers and assistant chief engineers who work in buildings where those classifications are represented by the union.
  All New School employees who belong in this union and/or supervise these classes of employees are expected to thoroughly review the contract between Local 94 and RAB.
  Applying for Tuition Waiver Benefits
  A Tuition Waiver Request Form must be completed by the employee and submitted to Human Resources (along with the required supporting documentation if the tuition waiver request is for a dependent—refer to the plan policy) before registering for a course. Once the request is approved by Human Resources, the individual will receive an email regarding the registration process. Otherwise, the employee will be billed by the university for the tuition and mandatory fees.
- Security — SEIU 32BJ
  
  SEIU 32BJ — Security
  On Campus Since: 1995
  Employees Represented: 70
  Work Group: Campus safety guards
  Current Contract: Runs to June 30, 2026
  All employees who belong to this union and all employees who supervise them must thoroughly review the contract between the university and Local 32BJ, SEIU.
  Applying for Tuition Waiver Benefits
  A Tuition Waiver Request Form must be completed by the employee and submitted to Human Resources (along with the required supporting documentation if the tuition waiver request is for a dependent—refer to the plan policy) before registering for a course. Once the request is approved by Human Resources, the individual will receive an email regarding the registration process. Otherwise, the employee will be billed by the university for the tuition and mandatory fees.
- Part-Time Faculty — ACT-UAW Local 7902
  
  ACT-UAW Local 7902
  On Campus Since: 2005
  Employees Represented: 2,600
  Work Group: Part-time faculty except those teaching at the School of Jazz and Contemporary Music
  Current Contract: 11/14/22 - 8/31/27
  All employees who either belong in this union or supervise such employees must thoroughly review the contract between the university and Local 7902.
  
  As outlined in the university's COVD-19 Community Guidelines, all community members including students, faculty, and staff are required to be fully vaccinated. Please review the side letter signed by UAW regarding the university's vaccination requirement.
  Visit the Part-Time Faculty Contract Implementation Hub for information on contract implementation, including the transition to biweekly pay schedules.
  New Faculty Orientation
  All new or rehired part-time faculty members are required to attend orientation.
  Spring 2024 Orientation
  The event details are as follows:
  
  Event: New Part-time Faculty Orientation
  Date: Friday, January 19, 9:30-11:30 am ET (optional 30 minute Q&A at 11:30 am)
  Please register here for the Part-time Faculty New Hire Orientation using your name and New School email or personal email if you have not yet been issued a New School email address. Once you register, you will receive a Zoom link for the meeting that will enable you to join.
  Please read the Guide for New Part-Time Faculty. For additional information on teaching online, please review the Guide to Teaching and Learning.
  You should have the following tasks completed before your first day of class. Below is a short checklist to help you manage your administrative priorities.
  Orientation Checklist
  Get your Banner ID number from your division representative
  Obtain a university photo ID (newcard). Contact your department or dean's office if you need help with this
  Access your MyDay account
  Access Canvas
  Access your New School email
  Required Online Tutorials
  All new hires are required to complete the following online tutorials: Part-Time Faculty Policies, Sexual Harassment Prevention, and the Family Educational Rights and Privacy Act.
  The Part-Time Faculty Policies Online Tutorial is designed to provide general university policies and procedures to all part-time faculty members of The New School. Part-time faculty at The New School bargain collectively through Academics Come Together, ACT-UAW, Local 7902, and the Associated Musicians of Greater New York, Local 802. The Local 7902 contract and the Local 802 contract are available for download. Part-time faculty members are required to complete this and other online training programs. The New School reserves the right to add, change, and revoke policies and content at any time without notice. Furthermore, these policies and the tutorial are not to be construed as a contract.
  To successfully complete this tutorial, you must have your Banner ID or N number and a New School email address. If you do not have a Banner ID or a New School email address, please contact your school representative right away about obtaining these.
  Take the Family Educational Rights and Privacy Act
  Take the online Sexual Harassment Prevention training. (You will receive an email at your New School email address from Workplace Answers to access this online training.)
  Check your university email frequently for important announcements and updates.
  Orientation Resources
  ACT-UAW Union Information
  University Vision Statement
  Benefits/Pay for Part-Time Faculty
  ID cards
  Online Learning
  Information Technology Services
  Privacy and Information Security Guidance for Faculty
  Student Disability Services
  Student Code of Conduct
  Student Health Services
  Academic Calendar
  Overview of FERPA for Faculty
  Starfish
  Libraries and Archives
  Faculty Senate Website
  Provost
  Paid Academic Leave
  Part-time assistant and part-time associate teaching professors with annual, multiyear, or grandparented status who have not received a paid academic leave during a six-year period before applying for a paid academic leave are eligible for paid academic leave. A paid academic leave is for one semester. A maximum of 50 faculty members will be given paid academic leaves per academic year. Of these, not more than 50 percent will be granted to part-time assistant professors. Part-time faculty members who have questions about this policy or any other leave of absence should email Arlene De La Rosa at [email protected].
  What is the purpose of an Article XVIII paid academic leave?
  Paid academic leaves are provided so that eligible part-time faculty can pursue professional or academic research projects.
  How do I request paid academic leave?
  To apply, an eligible part-time faculty member must complete an Article XVIII Paid Academic Leave Form and submit the completed form to Arlene De La Rosa at [email protected] in Human Resources according to the timeline outlined below. Electronic submissions are preferable.
  When should I request paid academic leave?
  The deadline to apply for a paid academic leave for academic year 2024-2025 is Monday, February 26, 2024.
  When and how will I know if my paid academic leave request has been granted or denied?
  The Office of Human Resources will send an email to the faculty member's New School email account informing the faculty member whether their request for leave has been granted or denied.
  How does the university decide whether to grant or deny a paid academic leave request?
  Paid academic leaves are granted based on seniority and weighted by school. In a department/program of fewer than ten faculty members, one faculty member will be eligible for paid academic leave in any given semester. In a department/program of more than ten faculty members, no more than 10 percent of the faculty in the department/program will be eligible to receive a paid academic leave in any semester.
  Can I maintain my New School benefits while on paid academic leave?
  Yes. If the faculty member elects not to discontinue their health and/or dental care insurance coverage while on leave, deductions for the employee's share of the premiums will continue to be taken from the faculty member's pay during the period of the leave.
  Can I apply for a paid leave in the summer?
  Faculty members with summer base loads may apply for paid academic leave in the summer. The procedure to apply is the same as that described above.
  What are my obligations upon return from paid academic leave?
  Part-time faculty members must return to teaching at the university in the semester following the period of paid academic leave and submit a one-page report to the Office of Human Resources giving evidence of the academic work accomplished while on leave. A faculty member may be asked to give a more detailed presentation on their project at the discretion of the university.
  What will my compensation be while I'm on paid academic leave?
  The New School will pay a part-time faculty member on paid academic leave the same pay that the faculty member received from the university in the same semester during the previous academic year plus any applicable across-the-board increase.
  Unpaid Leave
  All part-time faculty members are eligible for unpaid leaves for any of the following reasons:
  Childcare: The university will not respond unreasonably to requests for unpaid leaves of absence of less than a full semester for the purpose of caring for a newborn or newly adopted child or for the care of a child with an emergency medical condition. The part-time faculty will provide their supervisor with as much notice as possible of such situations, and the supervisor will make reasonable attempts in such cases to accommodate requests for leaves of absence of less than a full semester. If the supervisor is unable to grant a request for leave for less than a full semester, the faculty member will receive authorization for a full semester of unpaid leave.
  An emergency.
  Any other reason required by law.
  Annual, multi-year, and grandparented part-time faculty may apply for a leave for the reasons listed above and for any other reason. The university has sole discretion to grant a leave and will do so in accordance with applicable law.
  A leave cannot exceed one year, except if the law requires the leave to extend beyond one year.
  Any part-time faculty member seeking a leave because of a personal or family medical condition should contact Human Resources directly and should not seek approval for such a leave from his or her Chair, Director, or Dean's Office.
  Part-time faculty with questions about this or any other leave should email Arlene De La Rosa at [email protected].
  How does an annual, multi-year, or grandparented part-time faculty member request an Article XVII unpaid leave for a reason other than a medical condition?
  These requests must be made in writing and describe the nature of and reason(s) for the leave request and the proposed duration of the leave. To do this, a part-time faculty member must send an email to Arlene De La Rosa at [email protected] or [email protected].
  An annual, multi-year, or grandfathered part-time faculty member seeking a leave involving a medical condition should email Arlene De La Rosa at [email protected].
  How does the chair or director decide whether to deny or grant the request?
  Human Resources will consult with the Dean's Office and, in consultation with the Dean's Office, will grant or deny the leave request. The university will consider all pertinent factors, including the university's needs and the timing of the request.
  How can I find out whether my request has been granted or denied?
  The Office of Human Resources will send the part-time faculty member a letter or an email (to the part-time faculty's New School email account) confirming that the leave has been granted and the start and end dates of the leave or indicating that the leave has been denied.
  Can I maintain my benefits while on an approved unpaid leave?
  Yes. If the request for a leave is approved, the Office of Human Resources will contact the faculty member to make arrangements necessary for the faculty member's health and dental benefits to continue during the leave. The employee must pay the university directly for his or her benefits, since there will be no pay and therefore no payroll deductions during the leave.
  Do I maintain seniority while on an approved unpaid leave?
  Yes. However, seniority does not accrue during the period of the leave.
  What happens when I return from an approved unpaid leave?
  The part-time faculty member resumes their annual or multi-year appointment. The period of leave counts as part of the part-time faculty member's appointment period; it does not extend the appointment. If insufficient courses are available, the university will pay the part-time faculty member the appropriate contractual remedies. A leave cannot exceed one year, except if the law requires the leave to extend beyond one year.
- Part-Time Jazz Faculty - AFM Local 802
  
  American Federation of Musicians — Local 802
  On Campus Since: 1998
  Work Group: Part-time faculty at the School of Jazz and Contemporary Music
  Employees Represented: 130
  Current Contract: 5/16/2022 - 6/30/2028
  All faculty members who belong to the union and all supervisors of these faculty members are required to thoroughly review the contract between the university and Local 802. The current contract is in effect from May 16, 2022 to June 30, 2028.
  As outlined in the university's COVD-19 Community Guidelines, all community members including students, faculty, and staff are required to be fully vaccinated. Please review the side letter signed by Local 802 regarding the university's vaccination requirement.
  Visit the Part-Time Faculty Contract Implementation Hub for information on contract implementation, including the transition to biweekly pay schedules.
  New Faculty Orientation
  All new or rehired part-time faculty members are required to attend orientation.
  Spring 2024 Orientation
  The event details are as follows:
  
  Event: New Part-time Faculty Orientation
  Date: Friday, January 19, 9:30-11:30 am ET (optional 30 minute Q&A at 11:30 am)
  Please register here for the Part-time Faculty New Hire Orientation using your name and New School email or personal email if you have not yet been issued a New School email address. Once you register, you will receive a Zoom link for the meeting that will enable you to join.
  Paid Academic Leave
  Paid academic leaves are available to part-time faculty who are members of the bargaining unit covered by the collective bargaining between Local 802 and the university (hereinafter referred to as "Part-Time Jazz Classroom Faculty Members"). Part-time Jazz classroom faculty who have worked as part-time jazz classroom faculty for the university for at least ten (10) years and who have not received a paid academic leave during a six (6) year period before applying for a paid academic leave are eligible for a paid academic leave.
  A paid academic leave is for one semester.
  A maximum of one paid academic leave will be granted per academic year.
  Part-time Jazz classroom faculty who have questions about this policy or any other leave of absence can email Arlene De La Rosa at [email protected].
  What is the purpose of a paid academic leave?
  Paid academic leaves are provided so that eligible part-time faculty can pursue professional or academic research projects.
  How do I request paid academic leave?
  To apply, an eligible part-time faculty member must submit a completed Paid Academic Leave Form to Arlene De La Rosa at [email protected] in Human Resources according to the timeline outlined below. Electronic submissions are preferable.
  When should I request paid academic leave?
  The deadline to apply for a paid academic leave for academic year 2018-2019 is February 9, 2018.
  When and how will I know if my paid academic leave request has been granted or denied?
  The Office of Human Resources will send an email to the faculty member's New School email account informing the faculty member whether their request for leave has been granted or denied.
  How does the university decide whether to grant or deny a paid academic leave request?
  Paid academic leaves are granted on the basis of the faculty member's seniority and merit of the application.
  Can I maintain my New School benefits while on paid academic leave?
  Yes. If the faculty member elects not to discontinue their health and/or dental care insurance coverage while on leave, deductions for the employee's share of the premiums will continue to be taken from the faculty member's pay during the period of the leave.
  Can I apply for a paid leave in the summer?
  No. Paid leaves are not available during the summer.
  What are my obligations upon return from paid academic leave?
  Part-time Jazz classroom faculty members must return to teaching at the university in the semester following the period of paid academic leave and submit a report to Human Resources giving evidence of the academic work accomplished while on leave. A faculty member may be asked to give a more detailed presentation on their project at the discretion of the university.
  What will my compensation be while I'm on paid academic leave?
  The university will pay a part-time Jazz classroom faculty member on paid academic leave the same pay that the faculty member received from the university in the same semester during the previous academic year plus any applicable across-the-board increase.

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