Summary
The Living Wage Campaign's proposal addresses very specifically five essential components of our compromise:

1. Joint Committee for Fair Compensation: The University will enact the formation of a Joint Committee for Fair Compensation to investigate and potentially oversee implementation of its recommendations to the administration. The proposed committee, which will be comprised of students, faculty, community leaders, administrators and workers, will first meet no later than 15 May. It will not operate as a representative of the Staff Union in accordance with applicable state law, but as a representative of the University and community of trust.

2. Pay and Benefits for Classified Staff: The University will fully fund the directive to pay to all of its direct, including part time and temporary, employees a living wage, to be determined by the JCFC. It will also continue to provide non-wage benefits of value equal to or greater than their current worth.

3. Pay and Benefits for University Contractors: Under the direction of the JCFC, the University will implement a policy ensuring wage parity between classified staff and employees of University contractors. Additionally, it will ensure the provision of benefits equivalent with those of classified staff.

4. Freedom to Organize and Freedom of Expression: The University will publicly reiterate its 1997 pledge to allow the Staff Union at the University of Virginia to meet with organized employees, consistent with state and federal law. Consistent with state and federal law, it will protect the job status of employees who speak publicly about job conditions, living wage, and any other issues.

5. Funding Prioritization of Current Employees and Reporting of Contracts The University will fully fund costs associated with the implementation of the terms this proposal, including seeking earmarked donations, if necessary. It commits to the prioritization of its existing workforce, in which current workers will not be fired or replaced upon implementation of a living wage. The University will publicly report at least semiannually the status of all its contractors.

1. Joint Committee for Fair Compensation

A. There shall be a committee, the Joint Committee for Fair Compensation (JCFC), which shall be selected and seated for its first meeting no later than 15 May 2006, to investigate the living wage. The Committee shall produce a full, final, and public report by the first of October, 2006. In its report, the Committee shall recommend steps to oversee the implementation of its recommendations. The administration will respond with either a report detailing the full implementation of the Committee's recommendations or a point-by-point response detailing the reasons for not taking those steps which it has not taken within twenty calendar days.

B. The expenses of the Committee will be paid by the University, including but not limited to travel expenses, administrative expenses, staff time, and faculty time off. The Office of the President shall be responsible for the allocation of sufficient funds to the Committee, with the cooperation of the Board of Visitors, which allocation will not be less than $7,500 for the term between 5 May and 20 October 2006.

C. The Committee shall be empowered to seek legal, economic, and other advice from whatever experts it sees fit, and to maintain, at its own discretion, the confidentiality of its proceedings, and all other rules of internal process as it shall deem necessary (including choosing its own chair) except as otherwise provided herein, consistent with the law; to use its funds, at its exclusive discretion, to publicize its activities and educate the University community and the public at large regarding the issues with which it is charged; and to examine any and all records of the University, consistent with applicable law, without cost against its own budget.

D. The composition of the Committee shall be as follows; each member shall have an equal vote. —Three students, to be selected by the Office of the President from a list of five provided by the Living Wage Campaign —Three members of the faculty, to be selected by the Office of the President from a list of five provided by the Living Wage Campaign. —One University employee, either classified or contracted, to be selected by the office of the President from a list of two provided by the Living Wage Campaign. —Two members of the Charlottesville community, to be selected from a list of four provided by the Living Wage Campaign. —Two administrators, one chosen by the Office of the President and one chosen by the Living Wage Campaign

E. Consistent with prohibitions in state law against collective bargaining, or "meet-and-confer" sessions (§40.1-57.2), the JCFC shall not be the representative of the Staff Union at the University of Virginia or any other constituency, except the University Community as a whole, to whom the Committee shall be responsible. Administrators will not be required to meet with the JCFC, but if they choose to, they shall meet with the Committee only when a quorum of that Committee is present.

2. Pay and Benefits for Classified Staff

A. For directly hired classified staff, including full-time, part-time, and "temp" workers, in both the Academic Division and the Medical Center, as well as all other foundations and subsidiary or affiliated organizations under the control of the University of Virginia, not including the College at Wise, the University shall use local funds to implement a living wage that shall be determined by the JCFC, but said wage rate should not be less than $10.72 per hour, before the inclusion of benefits into the calculation, and shall be annually adjusted to changes in the cost of living in Charlottesville, as given below. This shall be implemented by the beginning of the next fiscal year in July 2006.

B. The University shall fully fund the change in wage rates through the affected University departments, in a manner that maintains the current number of employees at their current employment status (full-time, part-time, or temp).

C. The JCFC shall be charged with exploring the fair compensation of student workers.

D. After January 2007, the wage floor and compensation packages for direct employees will be adjusted annually to inflation and the cost of living in Charlottesville according to the CPI for Urban Wage Earners and Clerical Workers in the Northern Virginia CPI.

E. The University will continue to offer all of its current educational and career advancement programs for its classified staff, and will keep its benefits at their current level or better.

3. Pay and Benefits for Employees of University Contractors

A. The University shall provide a basic benefits package to contracted and subcontracted employees in both the Academic Division and the Medical Center, as well as all other foundations and subsidiary or affiliated organizations under the control of the University of Virginia, except for the College at Wise, at the same rates it provides its classified employees with those benefits packages, effective July 1, 2006.

B. The University of Virginia shall commit itself to ensuring the parity of compensation between its classified employees and the employees of its contractors and subcontractors in both the Academic Division and the Medical Center, as well as all other foundations and subsidiary or affiliated organizations under the control of the University of Virginia, except for the College at Wise. The JCFC shall be charged with exploring the various ways of doing this, including but not limited to the following: i. Requiring a minimum rate of pay as a condition in all new and renewed University contracts ii. Providing a direct supplement to contracted and subcontracted workers that makes up the difference between their actual pay rate and the rate paid to classified employees. iii. Ending entirely the outsourcing of University functions to contractors and subcontractors The JCFC shall explore the legal ramifications of these and other alternatives.

C. After January 2007, the wage floor and compensation packages for contracted and subcontracted workers will be adjusted annually to inflation and the cost of living in the City of Charlottesville according to the CPI for Urban Wage Earners and Clerical Workers in the Northern Virginia CPI after January 2007.

D. The University will expand all of its current employee education and career advancement programs and offer them to the employees of its contractors and subcontractors, effective July 1, 2006.

4. Freedom to Organize and Freedom of Expression

A. The University will publicly reiterate its 1997 pledge to allow the Staff Union at the University of Virginia to meet with organized employees, including allowing staff to join the union, consistent with state and federal law. The University Board of Visitors will affirm this policy by passing an affirmative resolution at its next meeting. The Vice President of Human Resources, in consultation with the President and the Board, will set appropriate policies, including disciplinary measures, to support this initiative, which will become effective July 1, 2006, and will be communicated to all employees.

B. The University publicly commits itself to the job security of its employees who speak publicly about their working conditions and other issues, including but not limited to the living wage, consistent with state and federal law.

5. Funding, Prioritization of Current Employees and Reporting of Contracts

A. The University will fully fund costs associated with the implementation of the terms of this agreement, including seeking earmarked donations, if necessary.

B. The University commits to the prioritization of its existing workforce, which means that current workers will not be systematically fired and replaced upon implementation of the provisions of this agreement. The proportion of outsourced employees will not increase, as a percentage of total University employees, which information shall be published by the University at least semiannually.

C. The University will publicly report at least semiannually the status of all its contractors. The report will include who the contractors are, the size of their contracts in absolute terms and in relation to the amount of all contracts issued during the period, the duration of the contract, whether the contractor is majority owned by women or people of color, the lowest hiring rate of the contractor and any and all additional information that the JCFC shall require, provided that three months' notice is given. All new and renewed contracts will stipulate that the contractor is to provide this information when so requested by the University.