May 6, 2024 Dear Postdocs and Associate Research Scholars,On April 25 and May 2, 2024, we hosted conversations to answer questions on unionization from our postdocs and associate research scholars. During these sessions, you expressed interest in better understanding the current offerings and support provided by Princeton University in comparison to those outlined in collective bargaining agreements (CBAs) negotiated by the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (UAW) for postdocs at other institutions.In response to this feedback, we have put together the table below (also attached) that summarizes some of the key areas of the CBAs for postdocs at two other institutions. This table also highlights some of the provisions and benefits to which postdocs and ARSs at Princeton are currently entitled. Comparison of UAW Postdoc Contracts and Princeton’s Current Support Columbia University Collective Bargaining Agreement (UAW)University of California System Collective Bargaining Agreement (UAW)Current Princeton PolicyCompensationPrior to contract, Columbia paid the NIH minimum. Contract establishes minimum salaries ($70,000 for Level 0 [under one year of service] and increasing thereafter) and annual raises, but otherwise the employer retains sole discretion to determine appropriate compensation.Prior to contract, the University paid the NIH minimum. Contract establishes minimum salaries (now $64,480 for Level 0 and increasing thereafter) and annual raises that apply unless a grant’s terms would control (i.e., higher minimum or restrictions on supplemental pay).Princeton established minimum postdoc salaries 20% above federal minimum ($65,000 for Level 0). Salaries are adjusted for additional years of experience. Many centers and departments choose to pay higher salaries.WorkloadPostdocs are exempt professional employees; work schedules are to be flexible, and postdocs are not entitled to overtime.Absent documented exceptions, postdocs are exempt professional employees; work week is normally at least 40 hours, with emphasis on meeting research needs and professional development goals.Work obligations for postdocs and associate research scholars are not set for particular hours or days, but are based on their research projects and goals.Health Benefits“Employees shall be entitled to healthcare and other benefits as per the University policies for Officers of Research and as required by law. The University reserves the right to modify benefits after notice to the Union, provided that such benefits are substantially equivalent to those provided to other similarly situated employees.”Confirms that postdocs remain eligible for the university’s Postdoctoral Scholar Benefit plans. Establishes a Joint Health Care Committee to recommend changes.UAW provides a summary of the benefit plan.Postdocs and ARSs are eligible for standard University benefits offered to other employees, including the full range of Princeton healthcare plans. LeaveConfirms that postdocs are eligible for leaves of absence per existing university policy and applicable law. Postdocs qualify for, among others, parental leave, New York State Paid Family Leave, childcare leave, military leave, jury duty, the New York City Earned Sick and Safe Time Act, and unpaid personal leave.Describes procedures for standard leaves of absence under university policy and California law. Documents eligibility for personal time off and sick leave.Postdocs and ARSs earn two vacation days per month. Princeton policy allows leaves including those related to military duty, temporary disability, long-term disability, paid family leave, arranging for care, and unpaid leave for a variety of reasons including personal reasons. This policy is described in the Rules & Procedures of the Professional Researchers and Professional Specialists.Parental LeaveSix to eight weeks birth leave and up to six weeks full-pay parental leave for employees who have worked at Columbia for at least one year.Postdocs qualify for up to eight weeks of paid family leave or up to 12 weeks of unpaid parental leave. Eligible for up to four months of Pregnancy Disability Leave.For employees who are pregnant or deliver a child, Princeton offers a variety of parental leaves.For parents, Princeton offers up to eight weeks of paid family leave for birth or adoption for employees who have at least one year of service. They can also take advantage of New Jersey’s state offering of an additional 12 weeks of partial pay through New Jersey Family Leave Insurance.ChildcareA side letter to the agreement states that postdocs are eligible for up to a maximum $5,000 lump sum payment. Per Columbia’s Human Resources website, this is a $5,000 maximum benefit regardless of how many children an employee has.Implements a Childcare Reimbursement Program of up to $2,500 per year for qualifying childcare costs, and establishes eligibility for postdocs to enroll in a federal Flexible Spending Account Program.Postdocs are eligible for Princeton childcare benefits; depending on your total household income you may be eligible for up to $6,500 in covered expenses per child (up to three children) to help meet childcare costs for pre-K children, as well as a Dependent Care Flexible Spending Account.Intellectual Property RightsConfirms that existing university policies apply.N/AAs employees, postdocs are covered by Princeton’s Patent Policy and Copyright Policy.Health and SafetyConfirms that the university will comply with existing health and safety laws and regulations.Confirms that the university will comply with established health and safety laws, regulations, and procedures. Describes safety dispute procedures and access to safety information.Princeton’s Office of Environmental Health & Safetyand Health and Safety Policies are dedicated to ensuring workplace safety and compliance with applicable laws and regulations. International EmployeesThe university agrees to temporarily hold open positions if an employee’s work authorization lapses, and the university agrees to timely process administrative paperwork. The university may reimburse some visa renewal fees.The university agrees that postdocs will not suffer a loss of pay due to the university’s failure to promptly provide work authorization paperwork to the appropriate external agencies; the university is not responsible for the actions, failures, or errors of external agencies or an employees’ ineligibility for work authorization.The Office of the Dean of the Faculty and the Davis International Center work collaboratively to support international employees. Princeton has an established practice of holding a position for a reasonable period to allow time for visa processing delays for newly hired employees or continuing employees who have traveled abroad.Professional DevelopmentThe university and the union agree to advertise existing professional development programs. Employees are encouraged to develop their own “Individual Development Plans” and receive annual written reviews.Employees are encouraged to develop “Individual Development Plans” and receive periodic progress assessments. The university will continue to provide the same types of professional development opportunities as were available pre-contract.Academic professionals are eligible to participate in HR programs, continuing education, and membership in professional organizations. Postdocs also have access to postdoc-specific professional networks and career and skill development programs on campus.NondiscriminationThe university confirms its existing nondiscrimination policies and legal obligations; employees may have union representation during an investigation and the union may request arbitration if a complaint is not resolved by university processes within a reasonable time frame.Confirms that the university will not discriminate based on protected categories and describes university Title IX grievance procedures; describes procedures for deconflicting contract grievances from Title IX investigations. Defines examples of abusive workplace conduct.Princeton University is committed to fostering an inclusive climate free of discrimination and harassment for all. The Office of the Vice Provost for Institutional Equity and Diversity manages Princeton’s nondiscrimination policies, programs, and resources. Princeton’s policies are designed to protect members of the community and ensure compliance with federal and state discrimination and harassment laws and regulations.DisciplineThe university has the right to discipline and discharge employees for just cause. The union may optionally contest discharge or suspension decisions through the contract grievance procedures. Where possible, the university and the union will meet with an employee charged with misconduct prior to their final discharge.The university agrees to provide a “Notice of Intent” prior to enforcing a suspension, salary reduction, or dismissal, giving the employee an opportunity to respond before action is taken, copying the union. A postdoc may request representation by someone other than a manager, supervisor, or confidential employee.Professional researchers may appeal decisions regarding: unpaid suspensions, suspension or termination for poor performance, or suspension or termination for misconduct or cause to a three-member appeal committee composed of the nonfaculty members of the Committee on Appointments and Advancements for Professional Researchers and Specialists (C7).Dispute ResolutionEstablishes procedure for union representation and an escalating series of dispute resolution steps from informal discussion to binding arbitration.Establishes procedures for union representation and contract grievances, including escalating dispute resolution steps, culminating in arbitration and optional mediation.Professional researchers may appeal decisions regarding: unpaid suspensions, suspension or termination for poor performance, or suspension or termination for misconduct or cause to a three-member appeal committee composed of the nonfaculty members of the Committee on Appointments and Advancements for Professional Researchers and Specialists (C7). We hope this information is helpful as you consider whether to unionize. In-person voting for the postdoc/associate research scholar unionization election will be held: Wednesday, May 8, and Thursday, May 9, 20249 a.m. to 1 p.m. and 2 p.m. to 6 p.m.Frist Campus Center, Room 302 Best,GJ------Gene Andrew JarrettDean of the FacultyWilliam S. Tod Professor of English SOURCES:Columbia University Collective Bargaining Agreement (UAW)University of California System Collective Bargaining Agreement (UAW)(Note: While we have made best efforts to summarize relevant CBA provisions in the chart above, it cannot capture every detail, and, therefore, we encourage you to review the CBAs. This summary should not be construed to provide legal advice.)
