Strike Guidance and Staffing Information
Strike Guidelines and Alternate Staff Assignments
Cornell and the United Auto Workers (UAW) have reached a tentative agreement. Read the latest on the Cornell-UAW negotiations on statements.cornell.edu.
We have received reports of employees feeling harassed or threatened, and this type of conduct is not consistent with our values. If you observe such conduct, please report it to your supervisor, HR representative or . You can also report these concerns anonymously via this . We are committed to all members of our community feeling safe on our campus.
Guidelines/Staffing Needs
We expect that some service and maintenance workers – will strike and not report for work, as is their legal right. We also expect that other members of the UAW will continue to work during the strike, as is also their right. The choice belongs to each individual and a supervisor must respect an employee’s decision and avoid inquiring about that decision.
Work Expectations during a Strike
Employees covered by a collective bargaining agreement that contains a valid “no-strike” clause limiting sympathy strike activity are expected to report for work.
Similarly, all employees not covered by a collective bargaining agreement will be affected as follows:
- Non-exempt employees who choose not to cross a picket line will not be eligible to receive their regular hourly compensation.
- Exempt employees who choose not to cross a picket line will have their pay reduced accordingly.
Pay guidelines
Non-exempt employees:
- Hourly staff who do not report for work are not eligible to receive their regular hourly compensation. Those who participate in the strike should not clock in or out.
- Hourly staff who do not participate in the strike should clock in and out as usual.
Exempt employees:
- Salaried employees who choose not to cross a picket line will have their pay reduced accordingly.
FAQs for UAW Employees
The Human Resources team has received questions from UAW-represented employees concerning their employment during the strike. This resource will be updated periodically.
*New* Will I be paid for the staff holiday, Labor Day, on Mon., Sept. 2?
Per the Time Off and Leaves program, employees who are absent from work either the day before a holiday, the day after a holiday, or both days, will receive holiday pay provided that the absence is due to a preapproved vacation, short-term disability leave, or health and personal leave.
- If an employee chooses to return to work before the holiday – Thursday-Sunday – and then works on Labor Day (if scheduled to work by their unit) they will receive standard premium pay for working on a university holiday.
- If an employee chooses to work Labor Day and then also works Tuesday as their regularly scheduled workday, they will receive standard premium pay for working on a university holiday.
- Colleges and units must follow the same procedures for approving and denying time off requests.
- Time off requests may be denied due to high operational needs consistent with typical college or unit practices.
Can I still report to work during the strike?
Yes, the law protects your right to continue working during a strike.
What if I have questions about how to report for work during the strike?
You can report to work as usual.
If you experience any problems, please notify your supervisor or local college or unit HR representative immediately.
I want to continue working, but am worried I will be threatened or harassed?
You should not be threatened or harassed, and the University will work with the UAW so that any picketing is peaceful.
If you observe such conduct, please report it to your supervisor, HR representative or . You can also report these concerns anonymously via this . We are committed to all members of our community feeling safe on our campus.
Cornell recognizes and supports the right of employees to choose whether to work during the strike or to strike.
Will I receive unemployment insurance benefits during the strike?
Usually, striking employees must wait 14 days before becoming eligible.
Remember, New York State Department of Labor is solely responsible for determining eligibility for unemployment insurance benefits.
If the UAW pays me for picketing or for providing other services to the union during the strike, will I receive unemployment insurance benefits?
According to New York regulations, an employee’s receipt of strike pay conditioned on the performing of picketing services or other services for the UAW during the strike (working at the union hall, union kitchen, etc.) can impact her or his eligibility for unemployment insurance benefits.
How will employee contributions for applicable health, dental and vision plans be paid if an employee is not receiving a paycheck from the University?
Health insurance coverage will continue, but an employee’s contributions would go into arrears (overdue payment status). Once they return to an active paycheck, the system will be updated to begin recovery of the payments.
Will an employee receive contributions or service credit towards their retirement accounts (CURP, TDA, NYSLRS) if an employee is not receiving a paycheck from the University?
Contributions to CURP and TDA will not occur when an employee is not receiving pay. There will be no contributions made or service reported to NYSLRS when you are not receiving pay.
How will employee contributions for Flexible Spending Account (FSA) plans be paid if an employee is not receiving a paycheck from the University?
FSA contributions will not be sent to the FSA vendor on the employee’s behalf since they are not receiving a paycheck. Once they return to an active paycheck, the system will be updated, and contributions will be equally spread over the remainder of the benefit plan year to collect their annually elected amount.
What happens to other voluntary benefits such as pet, auto and home insurance if an employee is not receiving a paycheck from the University?
The employee will move to the vendor’s direct pay system for other voluntary benefits. The vendor will mail premium invoices directly to the employee’s mailing address on file. Once they return to an active paycheck, premiums will be deducted on a go-forward basis. To avoid a gap or lapse in coverage, the employee is responsible for paying the premiums directly to the vendor when they were not deducted.
FAQs for Non-UAW Employees
Does the UAW have to provide notice to the university of a strike?
No. Usually unions do announce a strike like the UAW did with its targeted strikes of the automobile manufacturers in 2023; however, there is no requirement to do so. Also, unions generally have an internal procedure for approving a strike that is contained in their constitution. Employers can’t challenge a strike because they believe the union failed to follow its internal procedures for authorizing a strike.
Can striking employees or persons on the picket line keep other employees from reporting to work?
No. Employees have the right to work. Anyone who engages in violent, threatening or similarly illegal conduct during a strike will be subject to discipline, including termination. The university intends to provide increased security during the strike to ensure those who wish to work can do so.
Alternative Staffing Assignments
Student and Campus Life, Facilities and Campus Services, and the SC Johnson College of Business, College of Veterinary Medicine, College of Agriculture and Life Sciences, and College of Arts and Sciences are working with contingency plans that modify service levels and reallocate staffing as may be necessary within each respective area.
However, as we find ourselves in unprecedented territory, the university must utilize the flexibility of reassigning staff from across the campus to meet critical safety and service needs in Dining, Building Care, and the Statler.
Additional details are available below. Please discuss with your supervisor or manager if you are willing and able to take on a temporary shift or alternative assignment and then register here:
Register for a temp shift/alternative assignment
Pay Guidelines
When serving an alternative assignment, pay will continue at the employee’s existing rate. Employee’s will continue to be paid by their regular (home) department. Non-exempt employees may not exceed their typical hours worked in a given pay period without pre-approval from their local college or unit HR Representative.
Time Worked
With supervisory approval, hours may be flexed to work shifts over the weekend or outside of standard/regular hours. For example, an employee who typically works Monday-Friday may work a shift on Saturday and/or Sunday and be off during the week to stay within their regularly scheduled weekly hours.
Time should be recorded according to actual hours worked for the alternative assignment.
Units and Positions
Statler
| Position | Job Responsibilities |
|---|
| Housekeepers (Priority) | - Making beds, dusting, vacuuming, setting up additional beds, trash removal, cleaning bathrooms.
|
| Custodians | - Trash removal, dusting, vacuuming, cleaning bathrooms.
|
| Banquet Servers | - Bussing tables, cleaning, carrying plates, serving beverages.
|
| Meetings and Events Servers (Weddings, Conference Meetings, etc.) | - Setting up tables, chairs, etc.
- Serving beverages and entrees
- Maintaining buffet stations
|
Dining
| Position | Job Responsibilities |
|---|
| Buffet Server | - Replenish and serve food on buffets
|
| Dining Room Attendant | - Clear and wipe down tables
- Replenish plates, cups, utensils, napkins, etc.
|
Building Care
| Position | Job Responsibilities |
|---|
| Custodians | - Building trash removal
- Spot cleaning (dusting, vacuum, surface cleaning)
|
