We are WSU Postdoctoral scholars who are forming a union with the goal of improving the working conditions and experience of research at WSU. Our work contributes substantially to the research missions of WSU and forming a union will enable us to negotiate a collective bargaining agreement that legally protects and makes transparent the terms and conditions of our employment.

By forming a union, we strive to create a stronger and more equitable University, just as tens of thousands of other unionized employees at campuses like ours.

Postdoctoral scholars at WSU, or “postdocs”, are individuals in a defined period of mentored training following the achievement of their terminal degrees.

A union is an organized group of employees who work together to improve the working conditions of all through the power of collective bargaining. We, the postdocs at WSU, are the union. By forming a union at WSU, we gain the right to negotiate terms and secure benefits in a legally binding contract with the university that cannot be unilaterally changed. We gain more power to influence other decisions that affect us: for example, see how unionized postdoctoral scholars secured a childcare subsidy fund, free transit passes, and other improvements.

Collective bargaining is a process, protected by state law, that equalizes the power relationship between employees and their employer.

Under collective bargaining, WSU postdocs elect peer representatives (fellow postdocs at WSU) to negotiate as equals with the WSU administration. These negotiations result in a proposed contract called a tentative agreement which guarantees the terms and conditions of employment for postdocs. All postdocs will then be asked to vote to democratically approve the tentative agreement. If approved, the tentative agreement becomes a legally-binding contract.

Through collective bargaining, other academic workers across the country (such as graduate student employees, other postdocs, academic researchers, and faculty) have successfully negotiated improvements in their wages, benefits, job security, leaves, protections against harassment and discrimination, and many other terms and conditions of their employment.

Without collective bargaining, WSU has unilateral power to change our working conditions. We cannot bargain as equals over salary, health insurance, overtime policies, a fair grievance procedure for addressing harassment/discrimination or other issues, and more.

A union fundamentally addresses the power imbalance which exists between postdocs and university administration by making us part of the contract negotiation process. As a collective bargaining unit, postdocs are protected against the university making any unilateral changes to existing contracts. Moreover, collective bargaining units work to improve working conditions by bargaining for greater pay, benefits, and more equitable working conditions university wide.

With collective bargaining, postdocs set our own priorities and our own agenda—and we elect peers as representatives to negotiate on equal footing with WSU administrators for improvements such as salary increases, anti-discrimination and harassment protections, parental leave, and much more.

To compare terms and conditions of unionized postdocs at the University of Washington with WSU non-unionized postdocs, please see this detailed side-by-side comparison.

Postdocs have successfully formed unions at the University of California, University of Washington, University of Massachusetts, University of Connecticut Health Center, Rutgers University, University of Alaska, Columbia University, and University of Oregon.

Nationally, postdocs have negotiated improvements to their wages, health insurance benefits; have established fair processes for stopping harassment and discrimination; have negotiated guaranteed short and long-term family and medical leaves; funds for childcare support; coverage of fees for international postdocs, and much more.

Read more about what postdocs have won at other universities:

• UAW 5810 at the University of California
• UAW 4121 at the University of Washington
• UAW 4100 at Columbia University

UAW is the International Union of United Automobile, Aerospace and Agricultural Implement Workers of America (UAW). UAW has historically been one of the largest and more diverse unions in North America. In recent decades, 80,000 workers in higher education have joined, making UAW the single largest union of academic workers across the US.

We reached out to UAW about supporting our campaign to form a union at WSU for multiple reasons. UAW has expertise bargaining under Washington State laws on behalf of postdocs and a proven successful bargaining track record, as they also represent postdocs at University of Washington. UAW also represents the union of graduate student employees at WSU (WSU-CASE), which will enable our postdoc union and the graduate student employees union to more effectively collaborate to improve working conditions for us all. Having the same union represent multiple academic employees allows us to draw on years of UAW experience in representing employees in higher education, in Washington State and beyond.

Postdocs will not pay dues until after negotiating and voting to ratify their first contract. Once a contract is ratified, each individual postdoc can decide whether or not to become a dues-paying member. Dues provide the resources that enable fair and effective union representation. To learn how dues enable a strong and active union, read “Dues in Action” from the academic workers union at UW. UAW membership dues are just 1.44% of gross income and are automatically deducted.

Typically the value of increased salary and benefits greatly exceed the cost of dues. The minimum salary for unionized Postdoctoral Scholars at UW has increased by 33% since 2019. The initial bargained contract for UW Postdocs also negotiated a reduction in costs for childcare and transit.

Since 2015, WSU postdocs have only seen a single mass salary increase of 2.5%. WSU postdocs with extra financial costs (e.g., parents, caregivers, international employees) receive little if any additional support. Arguably we have paid more as a result of not having a union than we would pay in dues.

Under collective bargaining, WSU postdocs elect peer representatives (fellow postdocs at WSU) to negotiate as equals with the WSU administration. These negotiations result in a proposed contract called a tentative agreement which guarantees the terms and conditions of employment for postdocs. All postdocs will then be asked to vote to democratically approve the tentative agreement. If approved, the tentative agreement becomes a legally-binding contract.

Through collective bargaining, other academic workers across the country (such as graduate student employees, other postdocs, academic researchers, and faculty) have successfully negotiated improvements in their wages, benefits, job security, leaves, protections against harassment and discrimination, and many other terms and conditions of their employment.

Without collective bargaining, WSU has unilateral power to change our working conditions. We cannot bargain as equals over salary, health insurance, overtime policies, a fair grievance procedure for addressing harassment/discrimination or other issues, and more.

Union members democratically decide how union dues are spent. In UAW 4121, members approve a budget for the year. Individual expenses throughout the year are then approved by the Joint Council (leadership from both the ASE and Postdoc Units), which is elected systemwide and meets monthly. Meetings of the Joint Council and Executive Board are open to all members of the union. Additionally, elected trustees audit the union’s income and expenditures twice annually, and the Joint Council reviews and approves the union’s financial report every month.

Most of the work of enforcing the contract and representing membership is financially supported by the Local Union. The Local Union receives 28% of its dues to support the following:

• Educating new employees about their rights and the union
• Contract negotiations
• Advising members in difficult situations and supporting them through contract enforcement grievances
• Events, including educational seminars on topics like visa and immigration rights, healthcare, and taxes
• Advocacy for public policy that supports research and researchers

To see union dues at work, read these summary of contract wins by UAW Academic Workers or the ways UAW Academic Workers are taking on inequity in academia. At UW, Local Union members have recovered over $7 million just since 2014 through enforcing the contract, after receiving less than they were entitled to under the collective bargaining agreement (CBA).

Another 25.5% of dues goes to the International Union’s General Fund, which provides technical support for contract negotiations and contract enforcement and supports new organizing campaigns including WSU-Postdocs United / UAW. The remaining dues are allocated to the Strike and Defense Fund (44%) and Community Action Program (2.5%). Depending on the overall financial health of the Strike and Defense Fund (if the balance is $500M or greater), an additional allocation of dues called a “rebate” is given back to the Local and International Union.

Dues allocated to the International Union will support WSU postdocs during contract negotiations by providing:

• Technical and legal support for postdoc’s contract negotiations
• Experienced negotiators to help achieve postdoc’s’ goals at the bargaining table
• Researchers who can help independently analyze WSU finances to help make responsible decisions about bargaining proposals

International Union dues will also continually support WSU Postdocs outside of contract negotiations by providing:

• Legal advice and advocacy to impact policy makers, especially those in Washington, DC. For example, in 2017 UAW International filed an amicus brief in the Supreme Court case challenging the Trump administration’s travel ban. In 2016, UAW helped win the Optional Practical Training STEM extension.
• Effective response to federal policy. In July 2020, the UAW filed a declaration to support a lawsuit challenging the H-1B entry ban announced on June 22 highlighting the detrimental impacts on affected UAW Academic Workers. In April 2020, the President of the UAW International wrote to Congressional leadership urging action to protect researchers and research funding in the wake of the COVID-19 crisis.
• Guidance on grievance and arbitrations. For example, UAW International aided UW ASE in winning increased fee waivers and back pay.
• Advice on best practices for ensuring strong education and mobilization programs to keep members involved.
• Other services as requested by the Local.

In addition, dues help support new organizing campaigns. For example, the organizing staff and legal support for the WSU-PRU / UAW campaign is paid by current UAW members’ dues.

A portion of dues money also goes to support political action, including legislative and other policy advocacy on issues that matter to UAW members. For example, UAW advocates strongly for fair, comprehensive immigration reform, which would include more visa access and an improved green card process, and expanded federal support for research funding, among other topics. [NOTE: Legally, dues money cannot be used for federal campaign contributions, such as the presidential race—that money comes from members’ voluntary contributions separate from, and in addition to, dues, in a program called VCAP (Voluntary Community Action Program)].

These resources have been key to major victories for academic workers including:

• Defeating the directive to deport international students attending classes remotely
• The passage of RCW 41.56.513, which extended collective bargaining rights to Postdocs at WSU.
• The recent landmark NLRB decision extending collective bargaining rights to Teaching and Research Assistants at private universities, as well as the organizing resources that led to the subsequent representation election victory of Columbia University TAs and RAs.
• Extension of Optional Practical Training for international students
• The inclusion of Postdocs in the 2016 Department of Labor’s overtime ruling resulting in wage increases and new wage standards for Postdocs across the country.
• Paid family medical leave, which benefits workers statewide by establishing 12 weeks of paid leave
• An increase to the state minimum wage, which benefits workers statewide and strengthened the economy

Initiation fees, like dues, are set by UAW membership. Each postdoc will pay a one-time $10 initiation fee when they become a member.

All dues and the initiation fee would be automatically deducted. Postdocs only have the option to pay dues after we negotiate and ratify our first contract.

WSU Postdocs are the union and will democratically prioritize which improvements to pursue in contract negotiations. Unionization is not a process in which a third party entity “guarantees improvements,” but rather a process by which we decide whether to gain rights and power to negotiate as equals with the administration for the changes we want to make. A contract will also legally secure those improvements against unilateral changes by the administration.

The fundamental values of UAW are transparency and accountability. Recently, 14 former UAW leaders charged with corruption pled guilty. Their actions are appalling, highly unusual, and go against the fundamental values that UAW has upheld for over 80 years.

The former leaders involved were stripped of their positions and UAW membership. None of these leaders ever held elected positions with either UAW 4121, UAW 2865, or UAW 5810, the local unions representing academic workers on the West Coast

To address these issues, UAW implemented a number of reforms including the establishment of an external Ethics Officer, an Ethics Hotline, an Ethics Ombudsman office, a member led Ethics Advisory Committee, as well as a policy for the recovery of misused or misappropriated funds. The full details on UAW’s commitment to ethics, accountability, and reforms are available here.

Active member participation at all levels of the organization ensures transparency and elected leadership accountability. Local Unions elect members to serve as delegates to the International Convention to elect national and regional leadership, and set union policy. Additionally, Community and Political Action Committee meetings and conferences are held on a regular basis to involved members in making major organizational decisions.

Additionally, each UAW Local Union must audit its books every 6 months, and is audited by the International UAW every 3 years, and there is an outside, independent audit of the International UAW on an annual basis.

Every union decision is appealable by members to the Public Review Board, which is composed of individuals independent of UAW, or to the Convention Appeals Committee, which is composed of members chosen at random from among the delegates elected to the previous convention.

Union meetings will be peer-led and open to all postdocs and will allow us to share our concerns and perspectives. We will democratically nominate and elect peers to represent our interests in the bargaining process and beyond.

Through the bargaining committee, we will develop workgroups and proposals on topics that are relevant to our needs and experiences. Proposal development workgroups will be open to anyone interested, and will draw on bargaining surveys and other sources of input from all postdocs.

The PRPA is not an official democratic governing body and it cannot bargain as equals with WSU over terms and conditions of postdoc employment. In contrast, if we form a union, WSU administration would be legally required to negotiate with us over wages, hours, and working conditions of employment. The PRPA also does not receive any funding and does not have any budget to support postdocs, such as through professional development funds, while a union would be funded independently through membership dues to better support postdocs.

By forming a union, we strive to create a stronger and more equitable University, just as tens of thousands of other unionized employees at campuses like ours.

No. We hope to work together throughout the unionizing effort and in the future. Most of the leadership of PRPA is involved in the unionizing effort and see benefits to both organizations. We are hoping to form official connections between the Postdoc union and the PRPA to facilitate communications between both organizations and work effectively to improve postdoc lives and working conditions through both organizations.

The majority of the PRPA leadership is involved and supportive of the unionizing effort. We concluded that the PRPA is significantly limited in its capacity to advocate for postdocs and does not have the legal standing or power necessary to improve postdoc working conditions. The PRPA is an independent, mostly social organization, with no formal requirement to continue existing, no institutional support, no significant oversight, no budget, and no external assurances that it will democratically represent postdocs. When the current PRPA leadership began their positions in early 2022, they found that no records from previous administrations were maintained, and there had been a long period of no PRPA leadership at all. With the rapid turnover in postdoc positions, this lack of consistent record-keeping and possible dissolution of the PRPA means that it will be nearly impossible to consistently advocate for postdocs. Forming a union enables both external oversight, consistent record-keeping, and continuation of the union, through our partnership with UAW.

WSU Postdocs are asking colleagues to sign union authorization cards in order to certify our union and begin collective bargaining. These cards say that postdocs want the union they are forming (Washington State University Postdocs United/United Auto Workers or WSU-PDU/UAW) to represent postdocs in collective bargaining with WSU administration. It takes a majority of postdocs signing authorization cards in order to certify the union as the collective bargaining representative for postdocs at WSU. You can read more about the union formation process on the Forming a Union Fact Sheet.

Washington regulations require that each employee’s “printed name, signature, job title or classification and the date on which each individual’s signature was obtained” be present on cards, and state that cards are valid for one year after the date on which they are signed. Authorization cards are confidential and will not be shared with WSU admin.

Ready to sign a union authorization card? Click here.

Yes, authorization cards are confidential and will not be shared with WSU administration.

Exclusive representation means that the union postdocs are forming (WSU-PDU/UAW) is the union for all WSU postdocs. If the union is formed, postdocs will be able to elect a bargaining team, made up of postdocs at WSU, to negotiate with WSU administration and reach a tentative agreement. Without exclusive representation, WSU administrators could undermine the bargaining process by negotiating with an organization other than the democratically elected bargaining team chosen by WSU postdocs.

You can find detailed information on the “forming a union” fact sheet. Here is a summary:

1. Postdocs form a diverse organizing committee to gather information and make a plan to form a union.
2. A majority of all postdocs (50% + 1) sign authorization cards indicating they would like to form the union of WSU-Postdocs United/UAW.
3. Postdocs deliver their authorization cards to the Public Employment Relations Commission (PERC) which oversees public employee unionization efforts. PERC requests a list of postdocs from WSU to verify that all cards are valid and represent a majority.
4. If PERC finds that a majority of postdocs have signed cards, then…
5. Job titles in the unit are determined, and…
6. PERC certifies WSU (name) and postdocs can begin bargaining with the WSU administration.
7. Postdocs elect a bargaining committee of postdocs.
8. Postdocs fill out comprehensive bargaining surveys, hold discussions, request information from WSU administration, and gather feedback to draft their initial bargaining priorities.
9. Initial bargaining demands are sent to all postdocs for reviews, and postdocs vote on whether or not to approve them.
10. The bargaining committee negotiates as equals with WSU administration and provides regular updates to all postdocs. Postdocs participate in the process, including engaging in collective action about their demands.
11. Once a tentative agreement is reached at the bargaining table….
12. All postdocs vote on whether or not to ratify the agreement.

If postdocs do not ratify the tentative agreement reached between their elected bargaining team and WSU administration, then the bargaining team will return to the negotiating table. Contract ratification is often the subject of rigorous democratic discussion among UAW members, with “vote yes” and “vote no” campaigns in which members make the case for or against ratification.

Forming a union is a democratic process. Instead of holding a representation election, we intend to obtain union recognition by having a majority of postdocs sign union authorization cards. This process is colloquially referred to as a “card check.” When a majority of WSU postdocs have signed authorization cards, we will file a petition along with the cards with the Washington Public Employment Relations Commission.

Forming a union by demonstrating majority support through authorization cards is a more representative and more efficient way of forming a union than having an election would be. Under card check, a majority of the entire unit must sign authorization cards in order to be certified, whereas in an election only a majority of people voting determine the outcome. This could result in a minority of represented workers deciding for the entire unit.

Yes, Academic Student Employees (ASEs) and Postdocs at UW had union elections. A majority of each demonstrated their support for unionizing by signing authorization cards and filing petitions, but at the time those petitions were filed the law did not allow for certification upon such a filing and instead required the additional step of a representation election. For UW Postdocs, this step took approximately 6 additional months. For UW ASEs this step took approximately 2 additional years. In both elections, a large majority voted to form a union.

Since those elections in 2004 and 2017, the law governing union formation in Washington has changed to allow card checks at the 50%+1 threshold. Virtually every group of public employees (like us) who have formed a union since then have done so through card check.

Graduate and academic student employees at WSU unionized through a card check process. A majority of academic student employees signed a union authorization card, which they submitted to PERC to be recognized as a union. We are following the same approach to unionize.

Any postdoc can revoke or withdraw their showing of interest cards for the purpose of a card check by submitting a signed written request to PERC. As a group, postdocs can “petition to decertify or change unions” twelve months after certification of WSU-PRU/UAW. Once postdocs and WSU Administration agree on a first contract, postdocs will also have the right to “petition to decertify or change unions during a 30 day ‘window period’.” The 30 day window period is determined by the expiration date of each contract.

If you are a postdoc at WSU and would like to unionize, the best way to help is to sign your authorization card and send it to us!

If you have already signed your authorization card, you can help the unionizing effort by asking the postdocs you know at WSU (or even postdocs you haven’t met yet) to join the union and sign their authorization card. If you want to tell other postdocs about the unionization effort, but you don’t know how, send us an email and we will help you!

International postdocs have the same legal right to join a union as US citizens. In fact, international postdocs hold many of the leadership positions in UAW Academic Worker locals and are active in driving the advocacy agendas of Local Unions.

Visa requirements in no way compromise any postdoc’s right to belong to a union in a US workplace. No academic union members have ever reported any complications arising from being both an International academic worker and a unionized employee.

By forming a union, we strive to create a stronger and more equitable University, just as tens of thousands of other unionized employees at campuses like ours.

Yes! Academic worker unions have been formed by and are led by international scholars, who have been actively involved in union leadership, committees, work groups and other decision-making bodies. The UAW Local 4121 workforce is comprised of approximately 30-40% international students/scholars, and as such, the issues they face comprise many of their core demands: equity, anti-discrimination, job stability, adequate health care, and more. International scholars have regularly taken the lead in union advocacy, including contract bargaining, policy advocacy, and also direct action on these issues (see for example the successful campaigns to counter the effects of the Trump Travel Ban, to strengthen protections against discrimination and harassment, to extend STEM OPT funding, and more). This is in addition to the work done through the union to fight for rights of all immigrants and undocumented folks (see other examples on this page).

When International scholars at WSU sign authorization cards they have the same legal protections as U.S. citizens who sign cards, and signing an authorization card should not jeopardize or delay application for legal permanent residence.

Authorization cards that get submitted to Washington PERC (the state agency, Public Employment Relations Commission, that will verify and count postdoc union authorization cards) are confidential and not released by PERC to the Washington State University or other government agencies. See WAC 391-25-110.

Thousands of academic workers have signed union authorization cards at UW, and there are no known instances of delayed or rejected visa or green card applications due to signing a card or otherwise participating in unionization. This includes 1,000 UW Postdocs, 1,500 Columbia University Postdocs, and 5,000 University of California Academic Researchers, with a large portion of each workforce (roughly 30%) composed of international workers.

If you have questions about your particular situation, please contact We are also working closely with the UAW 4121 International Solidarity Workgroup who can provide additional resources.

Only individuals who are eligible to register to vote in the U.S. are eligible to contribute financially to this program. However international scholars may (and often do) get involved in other aspects of the political process.

You can find out more about how unionization has made a difference for International Postdocs at other universities such as University of California and University of Washington.

We believe that at WSU we succeed and fail as a community and hope that any relative security we experience does not prohibit us from advocating for those student workers who may face institutional barriers. Moreover, without the collective power that comes with a union there are no guarantees that individual positions or contracts are protected which means they can change at any time. Collective bargaining enables us to preserve best practices at WSU and establish them for everyone.

Additionally, collective bargaining is likely to still benefit you, such as through negotiating financial support for child care costs, professional development funds, reduced costs for campus facilities (parking and rec center), or any other concern that may arise during your employment.

Because collective bargaining agreements are approved by a democratic vote of all members, they will only be supported if they result in a net benefit for postdocs. Without collective bargaining, postdocs are required to accept whatever the university decides to provide us. This reinforces a status quo that has equity impacts at Washington State University.

Once a union is formed, WSU cannot unilaterally alter any terms and conditions of employment—including pay and benefits. Instead, changes to terms and conditions of employment are subject to collective bargaining, through which postdocs have the power to negotiate with WSU administrators as equals and democratically approve a binding, enforceable contract. This means we would have to democratically approve a contract that reduces our benefits or pay for such a thing to happen.

The duration of a collective bargaining agreement (CBA) is one of the topics of bargaining, so we will negotiate this term with WSU Administration and then vote. The duration can also vary from contract to contract: for example, University of California Postdocs have approved CBAs lasting from 1-5 years.

Postdocs will democratically decide how we want to negotiate pay, but no academic worker contract has ever stipulated that all workers must be paid the same. For example, at the University of Washington, postdocs democratically decided to keep a variable system of pay after forming their union. The contract sets a minimum standard and departments are free to pay above that standard. Both the base rate and the variable rates have seen substantial increases. Postdocs at UC negotiated a similar guarantee of a minimum salary, with the option for employers to pay more.

As a union, postdocs will have access to WSU financial information that affects postdocs, which will increase transparency and make it possible to be well-informed and conscientious during bargaining. All bargaining decisions will be made by postdocs, including what proposals to make in bargaining, and whether to approve any proposed contract.

By developing thoughtful bargaining proposals and advocating successfully for increased higher education and research funding, unions of academic workers have made significant improvements to their working conditions. As examples, bargaining and advocacy by UW postdocs in UAW 4121 has resulted in a 33% increase in wages since 2019, while over the same span the total number of postdocs has remained fairly constant. Similarly, UAW 5810 (the Union of Postdocs at UC) has bargained a 27% average wage increase for Postdocs since 2019, and over the same span the number of Postdocs employed by the University of California has remained about the same.

Finally, Postdocs have more power to protect jobs through collective action and the protections of a legally binding contract. Most collective bargaining agreements prohibit the employer from terminating positions due to arbitrary or discriminatory reasons, or to take action inconsistent with job offers accepted by the employee. Not only would postdocs be able to act collectively, but we would also have the full backing of unionized Academic Workers and the larger UAW International Union.

As a union, postdocs will be negotiating with the University, not with our PIs and supervisors, because it is the policies of the University that define the conditions of our employment. Moreover, postdocs will set the bargaining agenda and decide what improvements to prioritize in collective bargaining.

As such, a union contract would only create limitations if postdocs democratically choose to adopt them. And forming a union would mean that the WSU administration would not be able to make unilateral changes to working conditions that postdocs choose to preserve. This same process used at Universities around the nation have resulted in numerous improvements, and research suggests if anything a net benefit to relationships with supervisors as a result of unionization.

No. Washington State Law is clear: “No public employer, or other person, shall directly or indirectly, interfere with, restrain, coerce, or discriminate against any public employee or group of public employees in the free exercise of their right to organize and designate representatives of their own choosing for the purpose of collective bargaining, or in the free exercise of any other right under this chapter.”

UAW currently represents 80,000 Academic Student Employees, Postdocs, and Researchers in the US, and has represented tens of thousands more over the years. There has never been a recorded instance of an academic worker being retaliated against due to their involvement with a union.

The WSU Administration is free to express its opposition to WSU employees unionizing. UW Administration opposed the formation of the unions representing Academic Student Employees, Medical Interns and Residents, Postdocs, and Faculty. It is important to be aware of the record of university administrations attempting to discourage unions.

The WSU-PRU/UAW organizing committee will support postdocs concerned about possible retaliation. Contact us if you have concerns and questions.

Postdocs will democratically decide how we want to negotiate pay and other terms and conditions of employment, but no academic worker contract has ever stipulated that all workers must be paid the same. Collective bargaining is a creative process, where we bargain as equals in good faith with the WSU Administration to establish terms and conditions that work for all. Postdocs at UC and UW both negotiated pay scales that guarantee minimum salaries but stipulate that UC and UW may pay more.

The elected bargaining team may ask postdocs to vote to authorize a strike if necessary to win a fair contract. In order to authorize a strike, 2/3rds of voting postdocs must vote in favor.

UW Postdocs, UC Postdocs and UC Academic Researchers have negotiated strong contracts without striking, but were prepared to strike if necessary. In those cases a supermajority of Postdocs and Academic Researchers voted to authorize a strike. In 2022, UC Postdocs and Academic Researchers voted to strike in order to secure their most recent contract.

If postdocs decide that a strike is necessary to win a strong contract, there will be time to make contingency plans to ensure important experiments and research are not damaged.