Dartmouth College Library Workers Union (DCLWU): Questions and Answers
What we do
Why have a union?
As a union, workers have greater power to negotiate for improvements. Some of the improvements our contract guarantees include:
● Bargaining power for higher wages
● Safe and fair working conditions
● Provisions for continuing education and professional development
● A system for workplace grievance resolution
● Legal protection in case of wrongful termination or disciplinary action
How do DCLWU members support Dartmouth’s mission?
Dartmouth library workers are involved and we are planners. By improving the working conditions of library workers, DCLWU supports Dartmouth’s mission by ensuring we can attract and retain talented workers who serve the community. For example, improved compensation can improve turnover at the Library, which in turn reduces other staff members’ time and administrative costs at Dartmouth.
Why did we start a union at Dartmouth Libraries?
Over the years, Dartmouth Libraries workers have encountered ongoing systemic issues that the administration did not address. DCLWU now negotiates with the College on these issues and addresses them through a legal contract.
Why sign a union card?
Some of the things we negotiated for our Bargaining Unit members include:
● scheduled raises that keep pace with inflation
● increased representation in decisions that affect us
● increased vacation time for non-exempt staff
Continued support from our members informs our decisions during the next bargaining process. We are always identifying areas in which we can improve the workplace for you.
Read more about DCLWU’s platform here.
Are other libraries unionized?
Yes, many academic and public libraries are unionized. Our union affiliate, AFSCME, represents many of them, including MIT and the Library of Congress. Like us, Northwestern University Libraries have formed a single union that includes exempt and nonexempt employees. They have successfully ratified their first contract, and you can find out more about their process here.
What other unions are there on campus?
Currently, there are five bargaining units on campus:
● Dartmouth College Library Workers Union (DCLWU)
● Graduate Organized Laborers of Dartmouth, United Electrical Workers (GOLD-UE)
● International Alliance of Theatrical Stage Employees (IATSE)
● Service Employees International Union (SEIU)
● Student Workers Collective at Dartmouth (SWCD)
A complete list of bargaining units can be found on Dartmouth’s Office of Labor Relations webpage.
Which union are we affiliated with?
After talking to several unions to decide which would offer us the best support, we decided on AFSCME because of their experience in organizing libraries (including MIT and the Library of Congress) and museums.
In our discussions, they emphasized that “This is your union: we serve you.” This is the kind of union we want: we are the union, we make the decisions, and we have AFSCME to fight for our interests in contract negotiations and to protect us as workers.
If you’d like to speak directly to AFSCME, we’d be happy to set up a meeting!
Who can be a member of the union?
Full-time and regular part-time employees of Dartmouth Libraries who do not have supervisory responsibility are eligible to be members of DCLWU. Managers with supervisory responsibility and student workers are not permitted to be members of the union. Some specific non-supervisory positions in library administration are excluded from the union because of their role in decision-making.
How can salaried and hourly employees have the same interests and the same contract?
All employees have some issues in common: working conditions, wages, benefits, legal protection, and so on. A contract helps everyone on these fronts. When necessary, our contract includes separate sections to address issues that are relevant to different types of employees (exempt and non-exempt).
What has DCLWU done to address compensation during contract negotiations?
Despite a library wage analysis in 2022 and an accompanying wage increase, Dartmouth Administration has failed to compensate library workers in a way that keeps pace with the high cost of living in the Upper Valley. We estimate that about 25% of our membership is being compensated at a rate below housing affordability for the Upper Valley. We believe library workers should be fairly compensated for the work they perform, and that their wages should reflect the education and training necessary for their roles. So, we asked for a higher minimum wage.
In the words of one member, “Like nearly everyone else who accepts a job at Dartmouth, I was unpleasantly shocked to find that few of the college’s employees can live near campus; there is very little housing, and certainly none that most of the college’s paychecks come close to covering… I only hope that Dartmouth realizes how short-sighted the current approach is; you simply cannot provide consistently high-quality services or expert research support if the people qualified to do that can’t live there.”
During bargaining, DCLWU presented five separate compensation proposals and demonstrated a willingness to negotiate with the College. Our resulting contract secured a minimum wage adjustment, as well as a three-year annual increase structure intended to help keep pace with rising inflation and housing costs in the Upper Valley. In addition, DCLWU secured a one-time $1500 ratification bonus for members at the Library previous to 2025.
How is DCLWU planning to address promotion?
Until 2020, Dartmouth Libraries had a system for promotion-in-place, which allowed for exempt library workers to advance in their careers while staying within their area of expertise. This system was removed without advance notice, citing equity concerns. A promotional system which applies to some but not all workers is inequitable, but we believe that the answer is to expand that system rather than abolish it.
We believe that workers’ advancement and promotion opportunities should not be limited only to management-level positions or select units. Ideally, advancement would be earned through a review process initiated by the worker and based on demonstrated excellence within their current position. DCLWU tried repeatedly to secure such a pathway for promotion-in-place during contract negotiations. However, the College consistently rejected our proposals. In the interest of reaching an agreement, DCLWU agreed to set aside this issue for the next contract.
What has DCLWU done to address professional development?
Because library workers are integral to Dartmouth’s mission, we believe it reasonable to expect a minimum level of support for our members’ continued learning and development. DCLWU negotiated for a minimum amount of professional development time. We want all members to be allowed to request time and funds for professional development. We also asked for greater transparency in the approval process, and for a process to appeal denials of reasonable requests.
Through the bargaining process, the College agreed to grant up to 10 days of professional development to all bargaining unit members, as well as a more transparent approval process for professional development requests.
Who draws up our contract?
Our union officers established a Bargaining Committee, who had support from the local chapter of AFSCME, including legal counsel. The Bargaining Committee worked with Dartmouth to negotiate a contract that covers all non-managerial library staff. Our contract was voted into place in a stunning majority. It is available to read through here.
Union dues
Are we required to pay dues?
Union members pay dues on a biweekly or monthly (in the case of salaried members) basis. Dues are deducted pre-tax from your paycheck regardless of your union vote. However, nothing else will be asked of you, and you will benefit from the work of the union even if you are not an active participant in union activity.
Dues are a flat rate of $50.15 per month for full-time salaried workers and $23.15 per pay period for full-time, hourly workers. Dues are prorated for part-time workers. We have negotiated increased wages that offset this.
What will my dues be used for?
Union dues are used to advance our common interests. On average, union workers make 25% higher wages than non-union workers. Union membership protects and empowers employees, but unions cannot work for free. Benefits of paying dues include:
● Bargaining power for wage increases, policy changes, and seeking other benefits
● Supporting workers who are on sick or disability leave whose short-term disability benefits have run out
● Legal counsel during contract negotiations
● Legal counsel for opposing unjust layoffs
● A grievance process including union representation
● Materials for and communications to members
● A fund to support striking workers
● Costs associated with running an organization
Your Rights
Are there risks associated with union membership?
Under our contract it is illegal to fire an employee for signing a union card and becoming a union member. We encourage you to talk to your colleagues and coworkers about union participation outside of the office and off the clock.
We recognize that unjust treatment can be leveled at employees for union participation. If you experience this please reach out to us or AFSCME.
Does the union protect us from being laid off?
The contract we have negotiated gives us increased protection, as well as notice periods when the college finds it necessary to furlough or lay off employees. Without a union, we would not be protected at all from being fired or laid off. New Hampshire law defines us as “employed at-will” workers.
Our contract protects us from being fired without just cause. That means that Dartmouth has to notify the union of a layoff decision. If you experience an action that you believe violates our union contract, please contact us.
Can we go on strike?
In negotiations, we agreed to an article that states we will not strike for the duration of the contract. A strike is a last resort option.
Striking is the strongest expression of our collective power, but it’s not the only way to express our collective power. If striking becomes necessary after future contract negotiations, we would have support through our union structure, a strike fund, and other unions' support.
Do I have to do work for the union in addition to my job in the library?
Further involvement in the union is your choice. We all have life and work commitments that make it easier or harder to participate. We encourage you to get involved if you can! Help can range anywhere from keeping your DCLWU officers updated on potential issues at work to running for office yourself. Let us know you’re interested in helping out and we can find something that fits your availability.
What are Weingarten rights?
Per our representatives at AFSCME: "If you are called into a meeting with a supervisor that you reasonably believe could be disciplinary in nature, you have a right to union representation. These rights are called Weingarten Rights, and you must assert them to get them.”
What is the Right of Fair Representation?
Legally, a union must fairly represent all members of the bargaining unit “in good faith, and without discrimination.” This means that in all the ways a union might act to represent you, from contract negotiation to grievance (for example, opposing an unjust firing), they must follow their rules without bias. For example, our union will still process a grievance on your behalf even if you were a vocal critic of the union or its leaders.
What are Beck Rights?
In 1988, the U.S. Supreme Court ruled in Communications Workers v. Beck that workers who are forced to pay union dues as a condition of employment may not be required to pay dues that are not directly used to support collective bargaining and contract obligations.
Contact us
Ask us if you have questions that aren't answered here! This anonymous feedback form is for concerns or uncertainties you have that are not addressed above. You can also contact dclwunion@gmail.com with any other questions you have about unions generally, AFSCME, or what our union means for the Dartmouth Library community. We’ve learned so much from the questions our community has for us and we strive to serve.