Irvine, CA – 15 days into a historic strike, Academic Researchers and Postdoctoral Scholars at UC have reached tentative agreements that address key concerns, including wage increases that reflect the cost of living. Academic Researchers and Postdocs will remain on strike in sympathy with Academic Student Employees and Student Researchers while the membership votes on whether or not to ratify the agreements. Student Researchers last made a compensation proposal to UC 12 days ago and UC has not yet responded.
“We are proud to have reached agreements that address the soaring cost of living, and reflect the value of our contributions at UC,” said Neal Sweeney, President of UAW Local 5810. “These agreements represent a new, best-in-class model that will improve quality of life – and the quality of research – for scientists across the US. It is now time for UC to make serious proposals to Academic Student Employees and Student Researchers and to reach fair agreements that recognize the contributions these workers make.”
What’s next:
- Postdocs & Academic Researchers are still on strike – in sympathy with striking ASEs & SRs, and until the membership ratifies the agreements.
- Details for the ratification process will be announced soon.
- Now that UC does not have AR & Postdoc bargaining, we expect they will start making substantial offers to Academic Student Employees and Student Researchers.
Postdoc Contract Highlights Include:
- Compensation that addresses cost of living:
- Most Postdocs will receive a 20-23% salary increase (up to $12,000) by October 2023; over the course of 5 years as a Postdoc at UC, the current lowest paid Postdoc would see a 57% salary increase;
- For 2024-2027: 7.2% annual increase for Postdocs on the scale (3.5% scale increase and 3.7% experience step), 3% annual increase for above-scale Postdocs
- Faster timelines to receive experience-based step increases
- Increase from 4 weeks to 8 weeks of Parental and Family Leave paid at 100% for all Postdocs
- Childcare subsidies that will start at $2,500/annually and increase to $2,800 annually – the first time Postdocs have won a childcare subsidy after 12 years of fighting.
- Lengthened initial appointments from 1 year to 2 years to ensure job security and longer visas.
- New Respectful Work Environment Article including industry-setting protections against abusive conduct and bullying that are fully grievable and arbitable.
- New Immigration Article with guaranteed leave time for immigration appointments and protections if immigration laws change.
- Protections for workers with disabilities that go beyond the ADA, guaranteeing interim accommodations while the interactive process is ongoing.
- Commitment to implement free transit passes within 3 years, and a commitment to bargain if free passes have not been implemented in that timeframe.
- E-bike discount of at least 15%.
Academic Researcher contract highlights include:
- Compensation that addresses cost of living
- A typical Academic Researcher will receive 29% in salary increases (between scale and merit increases) over the life of the contract.
- An Assistant Project Scientist hired in July 2022 would see their compensation increase by $3,078 by July 2023, by an additional $6,395 by July 2024, and by $19,423 by the end of the contract.
- A Junior Specialist hired in July 2022 would see their compensation increase by $5,459 by July 2023; if they continued as an Assistant Specialist their salary would increase by an additional $6,668 by July 2024, and by a total of $20,620 over the life of the contract.
- 8 Weeks of Parental and Family Leave paid at 100%, up from 70% pay.
- Better job security: Longer appointments before merit review, and fewer exceptions to 1-year minimum appointments.
- All ARs are now eligible to apply for PI status and UC commits to meet with the Union to discuss the expansion of Bridge Funding Programs at each campus.
- New Respectful Work Environment Article including industry-setting protections against abusive conduct and bullying that are fully grievable and arbitable.
- Protections for workers with disabilities that go beyond the ADA, guaranteeing interim accommodations while the interactive process is ongoing.
- Commitment to implement free transit passes within 3 years, and a commitment to bargain if free passes have not been implemented in that timeframe.
- E-bike discounts of at least 15%.
- An improved Union Security article to keep our union strong, and a better Grievance and Arbitration process to enforce the contract.
