UW:

All postdocs are eligible for up to 12 weeks Paid Family/Medical as per WA state law. Because Paid Family/Medical Leave is codified in the CBA, UW postdocs can file a grievance if they are denied inclusion in the program.

Starting in 2023, all UW postdocs will receive 21 days of paid vacation time per year at the beginning of their appointments, in addition to paid time off for civil duties, reasons of faith or conscience (2 days), bereavement (3 days), and personal holiday (1 day). (Link to TA)

UW:

Postdocs receive 1 day of paid sick time off for each month of the appointment. Sick time off is preloaded annually and available at the beginning of the month following the start of the appointment. (Link to TA)

UW:

Postdocs’s current CBA includes a childcare fund of $50,000 to assist in childcare expenses, and have negotiated an increase to $75,000 per year pending final ratification of a new agreement.

UW:

Postdoc initial appointments are a minimum of one year and reappointments are the same unless certain conditions are met. (CBA Article 4)

UW:

Rights

Postdocs are protected against discrimination and harassment on the basis of multiple identity categories. Postdocs have the right to work in an environment that “fosters mutual respect and professionalism,” access to peer advocates who are trained in trauma-informed grievance handling, access to neutral third-party arbitration and explicit protection against retaliation.

Training

Union and UW jointly develop training specifically for ASEs and Postdocs that is peer-developed, peer-led, data-driven, and prevention-based. Goals are to shift culture and create new community norms, as well as explain what constitutes discrim/harassment and intersectionality of behaviors. Practically designed to empower individuals to be connected with union (and other) resources to take action.

UW and union jointly develop and disseminate equity survey once per year and use data to develop better systems to fight discrimination and harassment.

Per the CBA, UW hires (with Union agreement) up to 3 postdocs to develop and administer the program.

Reporting

CBA includes negotiated, survivor-centered grievance procedure for addressing discrimination and harassment issues (as well as any other contractual violation), including interim measures, access to neutral third party arbitration and union representation by a trained peer advocate during the course of a grievance.

UW:

Grievance Procedure

Negotiated by postdocs and UW Admin. Applies to every provision of the CBA.

Postdocs may be represented at all stages of the grievance procedure by other postdocs who are elected as union representatives.

Steps of Grievance Procedure: Postdocs are encouraged to resolve issues informally (and often do). Postdocs may choose to file a grievance with their first level faculty supervisor; if not satisfied with response, may appeal to their Department Chair, Dean, and/or Labor Relations (or start the grievance procedure at this step). If not satisfied with this response, postdocs can appeal to neutral third party selected by both union and employer. UW supervisors/admin are *not* the final decision-makers, which helps ensure fair settlement at lower levels.

Appointments may only be terminated for just cause (an important and well-defined due-process standard to prevent against arbitrary decisions by the employer).

UW:

Postdocs are covered by applicable health and safety policies. CBA specifies that postdocs cannot be required to work in an environment that poses imminent threat to health and safety.

Postdocs may work with trained peer representatives through the grievance process to address health/safety concerns and appeal to neutral third party arbitrator if necessary. Postdocs have the right to a seat at the university-wide Health and Safety Committee.

UW is obligated to provide access to facilities, services, PPE, materials, tools and equipment required for the position, at no cost to the employee.

UW:

CBA provides a number of rights and protections that are especially relevant to international student employees:

• Appointment Security. Minimum one year appointment unless prevented by visa or funding.
• Dispute Resolution. ASEs are protected against arbitrary dismissal (the university can only discipline or dismiss you for “just cause” – a set of legally defined rights that include due process and protection against disparate treatment). International scholars also may be reimbursed for travel costs if a dismissal is found by a neutral arbitrator to have been enacted without just cause.
• Representation. Postdocs have the right to appeal University decisions to third party arbitration (to create accountability and discourage discriminatory treatment); and to be represented and advised by a peer union member who is trained in enforcing the collective bargaining agreement (so that you don’t have to manage difficult situations alone or rely on the employer for guidance);
• Leave/Vacation. Paid vacation and leave time off for traveling outside the U.S., caring for family members, personal illness, etc.
• Fees. As part of ongoing successor negotiations Postdocs have tentatively won waivers for the J-1 SEVIS Fee and OPT Filing Fee (subject to final ratification).

International Solidarity Work Group has worked with UAW experts and national network of UAW members to advocate for change. This has resulted in several improvements in recent years, including:

• Successfully fighting U.S. Government travel ban through protest and litigation;
• Expanding the Optional Practical Training (OPT) program after a lawsuit threatened to reduce it;
• Passing the Washington DREAM Act;
• Supporting multiple immigrant rights organizations to expand our advocacy for non-citizens

UW:

All postdocs receive fully subsidized transit pass (normally $84/quarter).

Parking provided on the same basis as full-time staff, and any changes that affect postdocs are subject to bargaining.

Postdocs retain a permanent position on the University Transit Committee.

UW:

CBA specifies that “A reasonable portion of paid work time shall be allocated to professional development activities.”

University provides access to professional development / career counseling programs. May cover expenses for activities such as conferences, career fairs, and workshops depending on availability of funding.

University and union meet twice a year to discuss improvements to postdoc professional development.

UW:

Postdocs have access to the Disability Services Office, may request accommodations to this office directly rather than through their immediate supervisor. May request a union representative in accommodations process and have the right to timely communications from UW.

State-required pregnancy accommodations are all enforceable through neutral third party arbitration.