Indeed, given the recession and the pressures it has brought about, everything in the contract may well be up for discussion during the negotiations this winter and spring. For now, say administrators and union representatives, the lines of communication are open.

The First Contract Between Harvard and HUCTW

(Effective July 1, 1989 and due to expire June 30, 1992)

*The union is an agency shop. Workers who choose not to become union members pay "fair share" fees to the union. Currently, this fee is $15.86 a month, which is the same amount that union members pay for their dues.

*Workers receive structural salary increases totaling 16 percent over 3 years.

*Each January, employees with at least one year of employment receive progressive increases in salary.

*The University can offer merit rewards from 0 to 3 percent per year.

*Pensions are independent of Social Security payments and are adjusted whenever inflation rises above 3 percent.

*Employees with more than 20 years of service received a one-time bonus of $1000.

*$50,000 per year is made available to subsidize child care for all workers in the bargaining unit.

*The University pays for 85 percent of the total cost of health plans.

*Short-term disability pays 70 percent of salary for up to six months. Short-term disability also allow birth mothers to get two months paid leave at 70 percent of salary.

*New fathers and adoptive parents get one week leave at full pay.

*Support staff is eligible for a second free class after two years of work, and $25,000 per year is also available to support education.