OPINION | The time to unionize is now

The time to unionize is now

ISKRA (THE SPARK) | Resident advisors have the opportunity to form a historic union

Barnard College’s resident advisors recently made a historic move, becoming one of only a handful of university workers’ groups to unionize since a National Labor Relations Board ruling in 2017 cleared the way for such actions. Hot on the heels of Wesleyan residential life employees unionizing this past March and Mount Holyoke’s filing for union recognition just weeks ago, Barnard RAs are only the latest participants in an accelerating unionization movement.

The common motivation for such collective organizing efforts generally centers around the lack of adequate compensation and benefits. This complaint becomes especially marked when considering the situation of resident advisors and graduate resident advisors who are expected to work around the clock. It is often framed as a requirement that RAs and GRAs should be virtually always available to address residents’ needs. They also have a myriad of other responsibilities such as event organizing, administrative work, and leadership.

Keeping in mind that RAs and GRAs are often full-time students, involved in extracurriculars and sometimes juggling other jobs, the additional commitment required of them is formidable. Of course, RA and GRA positions are voluntary, and are often taken by students because of the benefits provided as compensation.

At Penn, this takes the form of yearround housing and a paltry dining plan. However, considering that RAs and GRAs are implicitly required to be constantly available, rough calculations can be made as to how much they are compensated by the hour in the form of “benefits.” Using conservative estimates that RAs and GRAs must be on call for nine hours a day, and taking a generous estimate of the monetary value of Penn’s provided dining and housing, dividing by 63 hours a week for approximately 40 weeks, yields a meager salary of $7.14 an hour, which falls below the minimum wage.

But this is, after all, a moot point, as RAs and GRAs are not paid in the form of wages. Penn, instead, treats the benefits as they would an external scholarship: As opposed to reducing the expected contribution, the University subtracts the total value of RA and GRA benefits from the financial aid these students may have already received in the form of grants.

In this way, depending on the amount of financial aid a student receives, they could see no net financial benefit from being an RA or GRA as their financial aid, which is calculated independently of holding an RA or GRA position, is replaced by valued benefits. As a result of this methodology, students who receive little to no financial aid benefit the most from being a RA or RGA, while those who require the perceived added benefits the most reap no absolute financial rewards.

This, in turn, may discourage lowincome students from applying to be an RA or GRA, as they will not receive any extra aid for the, as previously established, inordinate amount of work required. The resulting lack of socioeconomic diversity in the resident advisor staff is problematic for obvious reasons, as RAs and GRAs are often who students first turn to in times of need.

Additionally, since RAs and GRAs are paid in the form of benefits, which can be calculated as a lump sum, there are no avenues through which they can receive extra pay or benefits for extra hours worked, events organized, or exceptional support provided to students. Moreover, Penn’s College House and Academic Services does not permit RAs and GRAs to travel home for fall break, Thanksgiving recess, spring recess, or other breaks. Any absence for more than two consecutive days is prohibited except in “extreme emergencies.”

By framing the current state of affairs in this way, it is clear why students at peer institutions, who operate in much the same way, have moved towards unionization. The current system at Penn not only exploits RAs and GRAs through lump sum benefits and an extreme lack of breaks, but paradoxically disadvantages low-income students.

As more student employees unionize across higher education, as well as within the Ivy League, Penn RAs and GRAs have a unique opportunity to mobilize in the context of a growing movement that is undeniably gaining traction. By doing so, they can cement collective bargaining power, which would allow them to redress a lengthy list of glaring issues with the operation of the current system of RA and GRA employment.

Under the auspices of union membership, RAs and GRAs can demand compensation in the form of wages, outside the current benefits offered by the University, formal allowances, vacations during major breaks in the academic calendar, request leaves of absence for more flexible reasons, and much more.

While unionization will strengthen the ability of all RAs and GRAs to advocate for their rights and interests as student workers, such an organization would also play a crucial role in protecting and attracting low-income students who are being taken advantage of the most under the current system of benefits. Columbia, Barnard, and Dartmouth, among a growing list of universities, have shown that unionization is possible, and that often a large proportion of student workers are in favor of such organizations.

Should a similar sentiment exist among RAs and GRAs at Penn, now is the time to organize and unionize. Both for yourself, but also for student workers everywhere.

PHOTO BY BEYOND MY KEN | CC BY-SA 4.0

Barnard College in New York City.

VINAY KHOSLA is a College sophomore studying history and political science from Baltimore. His email is vkhosla@sas.upenn.edu.