It has been one year since a majority of Postdocs and Research Associates voted overwhelmingly in favor of unionizing with the goal of securing a contract that will improve our working conditions. Now, after eight months of bargaining, Penn administrators are delaying our ability to win better pay, better security, and better support by providing no response to a dozen proposals that Postdocs and Research Associates have introduced in bargaining. These include non-economic proposals like Intellectual Property and Accommodations, as well as all of our economic proposals, such as Retirement, Healthcare, Childcare, Leaves, and Pay and Compensation. Postdocs and Research Associates deserve to be treated with respect, including at the bargaining table, and we all expect Penn administrators to come to bargaining better prepared to make real progress in the weeks and months ahead.
During this past Wednesday’s bargaining session:
- Penn admin passed us a fifth counterproposal on Workload, in which they added language that would make it virtually impossible for Postdocs and Research Associates to protect ourselves from instances of egregious overwork. Postdocs and Research Associates on the Bargaining Committee emphasized the need for enforceable protections against overwork by citing the personal testimony provided in previous bargaining sessions, data from national surveys, and similar protections included in six other existing postdoc contracts. Management was dismissive of the testimony and survey data, and justified their position that Postdocs and Research Associates do not deserve any protections from the most egregious forms of overwork because we are “temporary trainees.” Postdoctoral scholars remain committed to securing protections against the most extreme forms of overwork in our contract.
- We presented a counterproposal on International Worker Rights that would set a new standard of support by including provisions to ensure Postdocs and Research Associates receive up to $5,000 per year to cover costs related to visa fees and renewals, 20 days of dedicated paid time off to use for visa renewal, and accommodations for remote work while we await work authorization documents, among other provisions. These provisions are designed to make Penn a more fair, just, and equitable workplace by easing the financial burden of obtaining necessary work requirements.
- We reached a tentative agreement on Trainings.
- Penn admin introduced a package proposal that included Grievance and Arbitration and No Strike/No Lockout.
- The next bargaining sessions are set for August 11th at 1pm. You can RSVP to attend as an observer using this link.
The text of all proposals and counterproposals can be read using the RAPUP-UAW 2025-2026 Bargaining Tracker that will be published on our website and updated after each bargaining session.
In solidarity,
Juhi Farooqui, Postdoctoral Fellow, Medical Ethics and Health Policy (member of RAPUP-UAW Bargaining Committee)
Allison Cohen, Postdoctoral Fellow, Pathobiology (member of RAPUP-UAW Bargaining Committee)
Estela Noguera-Ortega, Research Associate, Radiology (member of RAPUP-UAW Bargaining Committee)
Geordan Stukey, Postdoctoral Researcher, Physiology (member of RAPUP-UAW Bargaining Committee)
Patrick Monari, Postdoctoral Researcher, Psychology (member of RAPUP-UAW Bargaining Committee)
Deborah Minzaghi, Postdoctoral Researcher, Dermatology (member of RAPUP-UAW Bargaining Committee)
Tess Bernhard, Postdoctoral Researcher, Graduate School of Education (member of RAPUP-UAW Bargaining Committee)
Naomi Zucker, Postdoctoral Fellow, Nursing (member of RAPUP-UAW Bargaining Committee)
On behalf of the RAPUP-UAW Organizing Committee