Stanford University
Stanford Report, December 7, 2005

Vantage Point: University offers generous benefits to employees

BY DIANE PECK

Diane Peck

Diane Peck

The university is currently in negotiations with Local 715, the union that represents Stanford's technical, service and maintenance employees. Our contract has not expired. When the last contract was settled, we agreed to reopen negotiations this year on a limited set of benefits issues. The university is bargaining in good faith with the union, attempting to reach agreement on these issues. During the negotiations, Local 715 has issued a number of press releases, fliers and statements about the benefits the university provides to bargaining unit members. We disagree with their characterization of our benefits. The purpose of this article is to present an accurate summary of our benefits.

Stanford bargaining unit members receive the same excellent health and welfare and insurance benefits as all other benefits-eligible Stanford employees.

These benefits include:

  • Stanford pays 100 percent of premiums for employee coverage in the lowest cost health insurance plan. In addition, the University pays 82 percent of the cost of premiums for members of the employee's family. Very few employers provide this level of coverage.
  • Employees may choose among five other health plans and pay the difference in cost.
  • Stanford pays 100 percent of premiums for employees in two different dental plans.
  • Access to a vision care plan at a very low group rate.
  • $10,000 of life insurance at no cost with the option to purchase additional life insurance.
  • Free long-term disability benefits which provide 66 2/3 percent of pay should the employee be disabled.

    • In addition, we provide exceptional benefits to help employees prepare for retirement:

  • A retirement savings plan that provides a university contribution of up to 10 percent of the employee's base salary each year. Stanford's contribution is higher than most other universities and California companies.
  • A pension plan for employees who were in the Staff Retirement Annuity Plan (SRAP) before January 2001 and who elected to continue their participation in that plan.
  • Medical benefits for retirees (a benefit provided by only 25 percent of California employers).

    • Stanford is among the most progressive employers and is committed to helping employees care for their families and prepare for a better future. For example, we provide:

  • $800 per year for each employee to take job-related training and education classes.
  • A childcare subsidy of up to $5,000 per year to help parents offset the cost of childcare.
  • $5,250 annual tuition reimbursement for the employee's own college education.
  • Up to $15,000 per year tuition benefit for each child who is attending an accredited college/university. No Bay Area employer offers such a benefit.

    • We believe our benefits are among the most generous of any Bay Area employer. Each year, more than 50,000 people apply for jobs at Stanford, in large part because they want to work for an organization that has such great benefits.

    We believe that the issues that have been raised during negotiations should be resolved between the parties at the table, and we are committed to continue bargaining in good faith with the union to do so. We sincerely hope the union does not resort to a strike action in the midst of these good faith negotiations. However, should that happen, we are committed to continuing operations.

    Diane Peck is executive director of human resources.

    SR