Since September 1, 2007, Stanford University has recognized the importance of paying a living wage to all service workers at the university, whether they are directly employed by Stanford or by suppliers and contractors. This applies to services performed on the core campus premises (including the Stanford Linear Accelerator Center) that Stanford might otherwise perform with directly hired hourly paid employees, and to supplier/contractor employees not represented under a collective bargaining relationship.
Stanford recognizes that a living wage and other benefits enhance the quality of an individual's work experience. Through these guidelines, Stanford seeks to establish minimum pay, access to healthcare benefits and compensated time off for service workers. These guidelines are not intended to prevent suppliers/contractors from providing wages and benefits in excess of the minimums created here.
The wage guidelines are two-tiered, with an identified minimum living wage established if the employer provides a health plan, and a higher minimum living wage required if no health benefits are provided. The guidelines establish at least 10 compensated days off annually for full time employees who have worked for the supplier or contractor for at least 1 year. This includes holidays and other paid time off such as vacations, sick and personal days.
In addition, suppliers and contractors shall comply with state and federal law in providing employees with a safe working environment that is free from unlawful discrimination and harassment.
When Stanford changes suppliers or contractors, it will encourage the new supplier or contractor to fill any existing vacancies by interviewing and considering for hire qualified employees of the previous supplier or contractor.
Stanford further recognizes that federal law provides that "employees shall have the right to self-organization, to form, join, or assist labor organizations, to bargain collectively through representatives of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid or protection and shall also have the right to refrain from any or all of such activities..." Stanford will continue to honor these rights.
The wage and benefit levels set under these guidelines will be reviewed on an annual basis and adjusted as appropriate based on recommendations from University Human Resources. The recommendations will be submitted to the President for his final decision.
Minimum Living Wage Rates
|Effective Dates||With Health Benefits||Without Health Benefits|
|10/1/2022 - 11/30/2023||$18.55||$21.08|
|10/1/2021 – 9/30/2022||$17.26||$19.61|
|10/1/2020 – 9/30/2021||$16.44||$18.68|
|10/1/2019 – 9/30/2020||$15.88||$18.05|
|10/1/2018 – 9/30/2019||$15.31||$17.40|
|10/1/2017 – 9/30/2018||$14.55||$16.54|
|10/1/2016 – 9/30/2017||$14.06||$15.97|
These guidelines apply to suppliers and contractors whose employees provide any services, including but not limited to, maintenance, grounds keeping, housing and food services and general administrative jobs directly to Stanford University* when all of the following conditions are met:
- The workers are employees of suppliers/contractors with agreements with Stanford University.
- Such workers are regular or temporary employees of the supplier/contractor.
- Such workers are not represented under any existing collective bargaining relationship.
- The aggregate value of the contract(s) exceeds $100,000 per year.
This means that single suppliers/contractors with several small contracts that are individually smaller than $100,000 but when totaled are at or above $100,000 will be covered by this policy.
*Excludes tenants or other entities doing business on university-owned land. This includes Stanford Hospital and Clinics and Lucile Packard Children's Hospital.