How a Union Contract Improves the Research Experience

Below is a comparison of UW Researchers, UC Academic Researchers and UW Postdocs’ working conditions. If you have additional questions or would like to learn more, contact us at contact@uwresearchersunited.org.

	UW RESEARCHERS WITHOUT UNION CONTRACT	UC ACADEMIC RESEARCHERS WITH CURRENT CONTRACT	UW POSTDOCS WITH CURRENT CONTRACT
Compensation	There are no guaranteed salary increases or cost of living adjustments. Minimum wages for researchers in all titles have not increased the past 3 years.	AR salary scales will increase by an average of 6% per year; between salary scale and merit increases, the typical AR will receive a wage increase of 24% over the life of the contract.	Guaranteed minimum pay for all Postdocs is at least $53,760 per year (2021 NIH minimum) and increases with each year of experience. Minimum salaries have increased 13% in the past 3 years.
Appointment Length	No minimum appointment length. Researchers can be appointed and reappointed on a monthly basis.	Initial appointments must be for a minimum of 1 year. After the first merit review, reappointments must be equal to length of time in a pay step (2-3 years at a minimum), providing increased job security and longer visas.	Minimum one-year appointment (and re-appointment). Workload cannot exceed what is reasonably necessary to complete the project.
Promotions and Career Development	No enforced requirements for performance reviews, and no guarantee of professional development support. There is no automatic review or promotion mechanism – it is up to the employee, supervisor, manager, or appointing authority to initiate the process.	All ARs must receive merit reviews on time (every 1-3 years); UC must provide the AR with notice of its decision and an explanation, and approved promotions and merit increases must be effective on July 1 in the year of review.	Experience-based minimum salary scale for up to five years as a Postdoc. All Postdocs have the right to develop an IDP, covering goals and expectations, self-assessments, and progress reviews. Postdocs have the right to serve as PIs on grants (with approval) and the right to use paid time for professional development activities.
Layoff, Corrective Action, Dismissal	Researchers can be disciplined or dismissed arbitrarily, or “at will.” UW can lay off Researchers at any time and for no reason without notice or compensation.	ARs may only be disciplined or dismissed for just cause. UC must provide justification for layoffs. PIs may, in lieu of layoff, opt to temporarily reduce their salary to preserve benefits.	UW must prove just cause in order to take corrective action against or dismiss a Postdoc and must provide advance notice. Postdoc appointments cannot be involuntarily reduced or eliminated due to lack of funding within the first year of appointment. International Postdocs who face dismissal are entitled to visa assistance and financial support if travel to the U.S. is necessary for an arbitration hearing.
Dispute Resolution and Non-Discrimination	No neutral, fair dispute resolution process at UW. Researchers can bring discrimination/harassment complaints to University-run offices (Title IX), but there are no appeals process and no career protections.	All workplace disputes (including discrimination/harassment) are resolvable by a fair and expedient grievance procedure and, ultimately, appeal to a neutral arbitrator. Researchers who report a discrimination/harassment claim are protected to ensure their research and career progress can continue.	All claims that the contract has been violated can be pursued through a fair, transparent grievance procedure. This includes, where necessary, the right to appeal to a neutral third party arbitrator for resolution. Postdocs have the right to choose a secondary mentor. A new peer-led sexual harassment training helps address discrimination/ harassment before it starts.
Bridge Funding	Very few, if any, Researchers can access bridge funding due to a lack of dedicated funding.	A joint Union-UC committee has been formed with the express purpose of finding mechanisms to fund a bridge funding program for Academic Researchers. In lieu of layoff, an AR with PI status may request to temporarily reduce their salary to preserve benefits and extend funding.	Postdoc’s appointments must be honored for the duration of their minimum one-year offer letters. In lieu of loss of funding or layoff, Postdocs may only be laid off under certain conditions (e.g., if the university can demonstrate there is a lack of appropriate funding for the Postdoc’s appointment).
Rights of International Researchers	There is no automatic review or promotion; No protection against university delays in visa processing. Without just cause and discipline and dismissal rights, non-US citizen researchers immigration statuses can be precariously affected by unilateral employment changes.	UC is accountable for delays in visa processing for which they are responsible, including for lost compensation. All employees have just cause.	University and Postdoc Union meet four times a year to discuss issues arising from immigration status and visas. UW must make good faith efforts to process visas in a timely fashion. UW must pay travel expenses for Postdocs found to have been dismissed unjustly.
Vacation and Leave	15 days vacation minimum. UW has unilateral authority to approve or deny vacation. No guarantee of time off on UW holidays.	24 days of vacation and 13 UC holidays per year. Vacation requests may not be unfairly denied.	Postdocs are entitled to 21 paid vacation (work) days and 3 paid bereavement days per year, in addition to any unpaid leave. Postdocs are not required to work on public holidays and also have 1 paid personal holiday per year. Leave is tracked and transparent.
Health and Safety	UW unilaterally determines and enforces health and safety standards. Training, access to workspace, equipment and facilities were at the discretion of the individual supervisor. Researchers can be disciplined for refusing to perform tasks they believed to be unsafe.	Health and safety standards are enforceable through a strong grievance process. If an AR believes a task to be unsafe, they may delay performing it until a campus health and safety inspector evaluates the task and appropriate accommodations are made.	Postdocs have the right to workspace and materials necessary to complete their work, and can refuse to work in spaces that present an imminent danger to health and safety.

NOTE: This is only a summary. Please refer to the actual contracts at uaw5810.org and uaw4121.org for detailed information.