Working Conditions

Below is a comparison of UW Researchers, UC Academic Researchers and UW Postdocs. The left column summarizes UW Researchers’ current working conditions without a union. More details are available from UW HR. For comparison, we summarize working conditions for two unionized workforces: UC Academic Researchers (an equivalent job to UW Researchers) and UW Postdocs. There is no column for “UW Researchers with a union” because that is something we get to decide on collectively! Please tell us what matters most to you – fill out a bargaining survey today.

	UW Researchers (without a contract)	UC Academic Researchers	UW Postdocs
Salary Increases	Minimum salary is $42,313 (RSE-1). There are no guaranteed salary increases or cost of living adjustments. “Within-grade” increases (no job title change) are allowed for (1) change in duties, (2) meritorious performance, (3) parity with peer institutions, (4) retention/active recruitment, (5) parity within department/division peers. “Position reviews” (change of both salary and title) are more involved and can take 60 days or more; see “career development” section.	Guaranteed salary scale increase of 4-7% in the first year of the contract and 3-5% in each of the following three years. These are explicitly separate from any merit increases or promotions. Merit reviews are required every 1-3 years, and are the basis for salary increases and promotions. UC must provide researchers with notice of its decision and an explanation.	Experience-based minimum salary scale starting at $53,760 annually. Postdocs must be paid no less than their experience level step on the union contract salary scale.
Health Benefits	Researchers may choose from several subsidized health insurance plans. There is no guarantee UW will continue subsidizing these particular plans, maintain the current subsidy rate, or offer plans covering any specific health condition.	UC ARUs can choose from several subsidized health insurance plans.	Postdocs may choose from several subsidized health insurance plans, and UW will pay 85% of health insurance premiums. The point-of-service costs of the Classic Uniform Medical Plan may not be changed for the purpose of shifting health care costs to plan participants.
Retirement Benefits	Choice of UW Retirement Plan (with 5-10% matching depending on age) or DRS Defined Benefit Plan. May also opt into UW Voluntary Investment Program and/or Washington State Deferred Compensation Program.	UC must maintain current employee contribution rates and cannot change pension plans or tiers without bargaining.	Choice of UW Retirement Plan (with 5-10% matching depending on age) or DRS Defined Benefit Plan. May also opt into UW Voluntary Investment Program and/or Washington State Deferred Compensation Program.
Paid Parental Leave	Eligible for the Washington State Family and Medical Leave Program (RCW 50A.04) after working 820 hours in WA. The benefit includes 12 weeks partially paid leave to bond with a new child and up to 16 weeks partially paid leave for birth parents. Researchers can use sick and vacation days as a supplemental benefit during leave.	No limits on use of accrued sick and vacation days used for family and medical leave (including parental leave), and parental leave can be used in a flexible manner. A new Union-UC committee has been established to explore expanding paid family leave. Up to five sick days can be used for Bereavement Leave and the University shall not unreasonably deny a leave of more than five days.	Eligible for the Washington State Family and Medical Leave Program (RCW 50A.04) after working 820 hours in WA. The benefit includes 12 weeks partially paid leave to bond with a new child and up to 16 weeks partially paid leave for birth parents. Postdocs can use sick and vacation days as a supplemental benefit during leave.
Childcare Assistance	Priority access at UW Childcare facilities and Bright Horizons as well as access to backup care.		Postdoc childcare fund of $45,000 disbursed bi-annually in 2021. Priority access at UW Childcare facilities and Bright Horizons as well as access to backup care.
Career Development	No requirement for performance reviews, and no guarantee of professional development support.		Supervisors shall provide Postdocs with at least one written review each year. An outline for an optional individual development plan is available.
Promotion	There is no automatic review or promotion mechanism -- it is up to the employee, supervisor, manager, or appointing authority to initiate the process. A “position review” (potential change of salary, job description, and/or job title) requires a performance evaluation within the last 12 months, and pre-approval by the supervisor, department/division head, and appointing authority (dean, vice president, or UWMC CEO/COO).	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; no clear route to advance beyond Postdoc.
Principal Investigator Status	Each school or college determines the rules for who may be a PI. Typically, PI status for Researchers is requested from the relevant Dean’s office, and is granted for a period of 5 years.		Upon prior approval of UW, Postdocs may apply to serve as PI on external contracts or grants with the approval of their supervisor.
Job Security and Appointments	Researchers are at-will employees.	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 paystep (2-3 years at a minimum), providing for increased job security and longer visas.	All appointments must be for at least one year.
Soft Money and Institutional Support	No soft money support currently available for Researchers.	A joint Union-UC committee has been formed with the express purpose of finding mechanisms to fund a bridge funding program for researchers.
Rights of International Researchers	UW does not support H1-B visas for Researchers.	UC is accountable for delays in visa processing for which they are responsible, including for lost compensation.	University and Postdoc Union meet four times a year to discuss issues arising from immigration status and visas. Employer must make good faith effort to process visas in a timely fashion. UW must pay travel expenses for Postdocs found to have been dismissed unjustly.
Discipline/Dismissal	Researchers are at-will employees meaning they can be disciplined or dismissed without just cause.	Researchers may only be disciplined or dismissed for just cause. UC must provide justification for layoffs. In lieu of layoff, a supervisor may opt to temporarily reduce a researcher’s salary to preserve benefits.	Postdocs may only be dismissed for just cause, or when their appointment ends. Postdocs must be notified at least 60 days prior to layoff.
Paid Sick Leave	12 days sick leave per year (accrued 1 day/month). No limit on how much can be accrued.	Accrued 1 day/month. No limit on how much can be accrued.	12 days sick leave per year (accrued 1 day/month). Up to 12 days roll over.
Bereavement Leave	3 days paid bereavement leave per death.		3 days paid bereavement leave per death.
Vacation/Personal Time Off	15-26 days vacation per year (accrued monthly, depending on length of service at UW), plus 1 “personal holiday” and 10 UW holidays per year.	24 days of vacation and 13 UC holidays per year. Vacation requests may not be unfairly denied.	21 days vacation per year (lump sum, granted first day of the month following appointment anniversary), plus 1 “personal holiday” and 10 UW holidays per year.
Dispute resolution and non-discrimination	Workplace disputes (including discrimination/ harassment) are handled completely within the University’s offices without a firmly required timeline. University can provide accommodation but is not required to.	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.	A formal grievance procedure with escalation levels and time limits exists for workplace disputes, including discrimination/harassment. If necessary, interim measures will be implemented to allow Postdocs to work in an environment free from discrimination during the grievance procedure.