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  • Rockefeller UPROR-UAW Bargaining Survey

  • I support UPROR-UAW in bargaining collectively to reach a fair contract. This survey will be used by the elected bargaining committee to prepare a bargaining platform based on postdoctoral researchers' indicated priorities that will be democratically approved. Using this bargaining platform, the bargaining committee can negotiate with confidence for the needs of all postdoctoral researchers. No one pays dues or fees until after a contract has been democratically approved by postdoctoral researchers.

  • HHMI-employed Postdoc?
  • Format: (000) 000-0000.

  • GENERAL QUESTIONS:

  • 1. What is the length of your current appointment?
  • 2. Are you on a visa?
  • 3. Have you resided in RU housing?
  • Are you expecting additional dependents in the next year?
  • If so: Have you utilized the CFC and/or Bright Horizons emergency care?
  • 5. Do you have student loans?

  • Please rate the importance of including each right/protection in a contract for all postdoctoral researchers.

    Circle one per row; 5 is most important, 1 is least important 

  • Job Expectation

  • Job Descriptions and Notification: Require timely and transparent notification of information related to job descriptions and benefits
  • Job Security: Protections regarding unjust termination and arbitrary changes to contract length
  • Paid Time-Off/Leave: Increase paid time off, vacation time, holidays, leave forfamily, medical or other reasons; ensure roll-over of unused days
  • Workload: Ensure the right to address unreasonable workloads

  • Professional Development

  • Orientation and job training: Provide orientation, health/safety information, etc. for new hires
  • Mentorship standards: Ensure adequate mentorship from your supervisor
  • Teaching/mentorship and collaboration opportunities: Provide opportunities to teach, mentor students, and collaborate with others etc.
  • Career development/conference opportunities: Provide opportunities to further yourcareer by attending conferences, seminars, courses, etc.

  • Working Environment

  • Accessibility: Increase accessibility and related services to accommodate all workers, including those with disabilities
  • Health and Safety: Ensure the right to address unsafe or unhealthy work environments
  • Space and Equipment: Ensure adequate space and materials necessary for work
  • Remote Work: Ensure access to necessary materials and support for remote assigned duties, including computers, software, cloud storage, etc.

  • Workplace Rights

  • Academic Rights: Establish clear intellectual property rights and agency over authorship
  • Grievance Procedure: Establish a procedure to enforce the contract that includes the ability to bring complaints before a neutral third-party arbitrator to issue a final decision
  • Non-Discrimination, Harassment, and Abuse: Strengthen protections against all forms ofdiscrimination, harassment, and abuse including power-based harassment and bullying
  • Appointment length: Increase appointment length
  • Visa and immigration support: Strengthen support for immigration-related issues,including visa renewal, timely support for visa assistance, paid time off for visa renewal,tax filing support, etc.)

  • WAGES AND BENEFITS

  • In order to facilitate the bargaining process effectively, it is important that we decide not only which of the following economic items should be our bargaining goals, but also which of them should be our highest priorities.

  • Childcare and Dependent Coverage

  • Guarantee and improve paid parental leave
  • Ensure predictable standards for the cost and quality of childcare
  • Increase transparency and access to decision-making processes involving childcare-related changes
  • Improve affordability of insurance coverage for dependents

  • Wages and Employment

  • Raise base salary
  • Guarantee annual increases that reflect rising cost of living
  • Guarantee experience-based pay increases
  • Guarantee advance pay for work, training, and immigration-related expenses (e.g. visarenewals, conferences)

  • Health Benefits

  • Provide equitable access to insurance coverage options between Associatesand Fellows
  • Expand network coverage
  • Lower out-of-pocket costs (e.g. premiums, co-pays, etc.)
  • Provide improved vision and dental insurance
  • Provide improved mental health coverage
  • Provide improved family planning and fertility treatment coverage (e.g. free oocytecryopreservation, increased adoption assistance, etc.)

  • Housing

  • Increased transparency regarding unit availability, waitlist, and pricing
  • Guarantee access to housing for the duration of appointments
  • Guarantee access to affordable, short-term emergency housing
  • Lower cost of housing (e.g. rent limits)
  • Capped rent increases proportional to salary increases
  • Guarantee equitable relocation financial assistance
  • Ensure non-legally recognized partners can also live in RU housing
  • Increase support for off-campus housing
  • Establish formal channels for housing grievances (e.g. timely repairs)

  • Other Benefits

  • Guarantee retirement benefits with combined employer- and self-contribution
  • Improve life insurance/accident/disability coverage
  • Improve and ensure financial assistance for student loan repayment
  • Provide access to free tax and retirement planning assistance
  • Transit support, including increased access to parking and MTA/Citibike subsidies
  • Should be Empty: