TWO CONDITIONS FOR EXIT
APRIL 6, 2016
After the administration withdrew from the negotiations, DSWS sought to re-engage administrators and bring both parties back to the negotiations table by narrowing down the demands to two immediate demands. Two conditions for voluntary exit were presented to the administration and the public. The administration is yet to respond or even acknowledge this proposal.
1(a) We demand that Duke University hire competent, outside employment counsel, approved by Duke Students and Workers in Solidarity (DSWS), to conduct full annual investigations of Parking and Transportation Services, Duke Police Department and the Office of Institutional Equity. These investigations will provide an independent and objective assessment of the unlawful discrimination complaints and reports filed by current and former Duke employees for the past five years (2011-present). Hired counsel is to have no pre-existing relationship with Duke University, Duke University personnel, administrators, or board of trustees.
1(b) Similar to the existing faculty work climate survey, we demand that Duke University hire an independent consultant, approved by DSWS, to issue an annual employee work climate survey to all university employees, including full-time regular employees, part-time employees, seasonal employees, temporary service employees, contracted employees, subcontracted employees, and employees falling under all current and future categories not covered on this list. Surveys will be made available in both English and Spanish.
1(c) At the conclusion of investigations/surveys in 1(a) and 1(b), all findings will be publicly available on Duke’s homepage. Results from annual investigations in 1(a) should also be published on the websites of the Office of Institutional Equity, the Duke University Police Department and Parking and Transportation Services.
1(d) Duke University will work with DSWS to develop an oversight committee comprised of Duke employees, faculty, and students to create clearly defined trainings, methods of evaluation, and monitoring methods that ensure nondiscrimination, whereby no person shall be subject to any discrimination in employment, including hiring, salary, benefits, advancement, discipline, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political, opinion, or social or ethnic origin.
2(a) We demand that Duke University make wage data for all university employees available to Duke Students and Workers in Solidarity and to a mutually agreed upon third party, such as the Durham Living Wage Campaign and/or Durham Congregations, Associations, and Neighborhoods (CAN), by July 4, 2016. Thereafter Duke University will continue to provide updated information on employee wages and benefits to the aforementioned parties on an annual basis. University employees include part-time, seasonal, temporary service employees, and employees falling under any other category existing currently or created in the future.
2(b) Duke University will consult with contractors to determine wage data for all contracted employees, and will make this data available to Duke Students and Workers in Solidarity, as well as a mutually agreed upon third party, such as the Durham Living Wage Campaign and/or Durham CAN, by July 4, 2016. Thereafter Duke University will continue to provide updated information on contract employee wages and benefits to the aforementioned parties on an annual basis.
2(c) Duke University will commit to paying all university employees the current Durham living wage of $12.53/hr by December 31, 2016. Duke will further offer basic healthcare coverage to all university employees. University employees include part-time, seasonal, temporary service employees, and employees falling under any other category existing currently or created in the future.
2(d) Duke University will mandate that all contractors employed in any capacity by Duke University pay contracted employees the current Durham living wage of $12.53/hr. Contractors will further offer basic healthcare coverage to all contracted employees. These conditions will be met by December 31, 2016.
2(e) Having met the conditions detailed above, Duke University will voluntarily undergo the living wage certification program offered by the Durham Living Wage Campaign, and will have achieved living wage certification by or before December 31, 2016.
2(f) Duke University will increase its minimum wage to $15/hr over the course of the next three years and will mandate the same increase for contracted employees. The mandated minimum will increase to $13/hr by July 4, 2017, to $14/hr by July 4, 2018, and to $15/hr by July 4, 2019.
In addition, we demand that Duke University commit to negotiating, in good faith, all remaining demands as noted below for the purpose of achieving appropriate resolution. These negotiations shall:
- include current and former Duke students and workers, members of Duke’s faculty, and select members of the Durham community, as designated by DSWS;
- commence no later than 1-week after the DSWS Allen Building student occupation has ended; and
- occur on a bi-weekly basis until all resolutions have been agreed upon, executed, and/or implemented.
Demand #1: We demand the termination of EVP Tallman Trask III, VP Kyle Cavanaugh, and PTS Director Carl DePinto.
Demand #5: We demand a comprehensive and transparent review and revision of Duke’s employment standards and guidelines for sub-contracted workers, to ensure that they match the employment standards for Duke employees.
Demand #6: We demand transparency and community input in the recruitment and selection process for Duke administrators.
Demand #3: We agree that the merit of legal and medical reparations owed to Ms. Underwood will be adjudicated through current litigation.
Duke Students & Workers in Solidarity 