Letters to the Editor

Campaign for worker respect fails to face real issues

While all employees would undoubtedly appreciate a Worker Respect and Appreciation Campaign as suggested by the U-Council, I'm afraid that it misses the most crucial point raised at the April 24 PriCom meeting, a matter that is of utmost concern to every employee on campus: issues of adequate benefits and compensation.

True, there are those students who have no regard for the consequences of their actions (for themselves, let alone for those around them) but, for the most part, I do believe that the majority of the student body does not need to be prodded into respecting those who service them. Just about every employee can attest that the average Princeton student is courteous and respectful. There will be, as in any social context, those few that fall short of the mark.

I do believe, however, that students need to be aware of employees' lives beyond the confines of the University campus. The cost of housing in central New Jersey has risen anywhere from 8 to 12 percent in the past year alone. Utility costs, fuel prices and in turn, every other cost has risen dramatically. Employees continually find themselves falling further and further behind financially. Most of us work two jobs — some of us even three. I have personally known employees that have held two full time jobs for as long as they could possibly stand it. Yet the University has steadfastly refused to recognize the rising cost of living in determining salaries.

The University seems to have a compensation caste system for employees: one for administration, one for professionals and one for everyone else. For instance, the University offers an incredibly low mortgage rate that hovers more than a point below the average market rate but is only available to University administrators and professionals — and only within a ten mile radius of Princeton (a sort of reverse red-lining). It is not uncommon to hear of administrators receiving raises of 8 to 10 percent when everyone else will get literally 0 to 2.5 or 3 percent. Non-professional library salaries are compared to those at Mercer County College at negotiations. A professional entry level librarian at the College of New Jersey and Rider University can make 6 to 8,000 dollars more than in a library entry position at Princeton. There are many more examples of disparity in compensation.

In light of the revelation of the University's most recent investment return of 35.5 percent, as reported by the May 1 'Prince,' employees cannot fathom why the University disregards our salaries. A mere 0.5 to 1 percent increase in the spending rule (the amount of interest the University shaves off the overall endowment for its operating budget, which includes employee compensation) would most likely be more than adequate to meet the needs of employees. Employees are not asking for the moon or for handouts. Just fair compensation — enough for us to survive financially. WROC has shed light on all of the above — better than I have here — and other things as well. The University unions have for years attempted to negotiate recognition of these issues to no avail. We would appreciate it immensely if the 'Prince' and the U-Council would also recognize and support us where it really counts. Dan Gallagher Special Collections Assistant Music Library