Applauding the minimum wage increase

Beginning in July, the minimum wage for regular employees of the University will increase from $10.91 to $12.00, boosting the hourly wage of roughly 400 regular employees. The benefits of setting and increasing a minimum wage for employees at Duke are numerous. On one hand, regulating a minimum pay ensures that workers are not exploited by their employers with low wages in tight employment markets. Furthermore, it works towards a livable salary that allows for a higher standard of living for those integral to campus’ flourishing. To this end, we applaud the increase in the minimum wage at Duke as a step toward a fair pay approach to employment. However, there remain several gulfs to bridge.

Duke’s current minimum wage already exceeds the North Carolina and federal minimum wage of $7.25, and Duke prides itself on having always stayed above these minimums. But workers’ rights activists would argue for a higher wage, like the $15 wage Seattle passed last year for city employees. This reach for a “living wage” that is sufficient for a fulltime worker to meet their basic needs is highly contentious based on family structures and loftier economic arguments but, closer to home, the city and county of Durham both have a living wage policy paying employees $12.53.

The new wage hike, notably, does not apply to contract workers at campus food venues or housekeeping staff whose employers hold negotiated University contracts with wage stipulations. Contract employers are encouraged by the University to provide wages at or above Duke’s set minimum pay; however, not all comply, some paying workers only $8 per hour. Yet, many University employees—regular and contracted—are working to support families and should all benefit from a policy to increase the minimum wage. While changes may be infeasible in the immediate term given extant employment contracts, we strongly urge the University to fully support the expansion of the wage increase to all campus employees through negotiations and renegotiations of future contracts. The upcoming reopening of the West Union provides one such opportunity for extending higher wage standards in addition to the competitive benefits package the University offers with many positions that already includes robust retirement, health and dental care plans.

In assessing the minimum wage standards of Duke employees, it is important to consider another demographic: student workers. For some students, employment provides pocket money that supplements and finances collegiate activities—a Friday night dinner on Ninth Street, club sports dues and textbooks, for example. Yet, for many, campus employment is necessary for paying tuition. Currently, students who are employed on campus earn an hourly wage of around $10 in most positions. While students would benefit from increased pay, the current model for students that features a variety of positions is reasonable.

Duke’s history of encouraging higher wages for the regular employees who work to earn their living on campus is worthy of praise. In the interests of fully supporting these employees in a way that keeps pace with their economic needs while also recognizing the contractual status of the many other contract employees on campus, we applaud the wage increase and hope the University makes it a part of future contract negotiations, especially with the incoming West Union food venue employers.