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  • Research Associates and Postdocs United at Penn–UAW (RAPUP-UAW) Bargaining Survey

  • I support Research Associates and Postdocs United at Penn–UAW (RAPUP-UAW) in bargaining collectively to reach a fair contract. This survey allows research associates and postdocs to provide information about our priorities to the elected bargaining committee, composed of our fellow postdocs and research associates. The committee will use the surveys to prepare a bargaining platform on which we will have the opportunity to vote. After democratic approval of our bargaining platform, the bargaining committee can negotiate with confidence for the needs of all research associates and postdocs in a contract. I understand that no one will pay dues or fees until after a contract has been democratically approved by research associates and postdocs.

  • Please note how much you personally prioritize each of the following rights/protections in a contract for all research associates and postdocs, from low (1) to medium (3) to high (5).

  • JOB EXPECTATIONS

  • Job Descriptions and Notification: Require timely notification of job-related information, including clear job descriptions with appointment length, duties, evaluation criteria, pay, benefits, and workplace rights
  • Job Security: Protect against unjust termination or last-minute withdrawal of funding/appointments, establish an enforceable minimum appointment term, and increase appointment lengths
  • Paid Time Off/Leave: Increase paid time off, vacation time, holidays, and leave for family, medical, bereavement, visa renewal, or other reasons; ensure rollover of unused days between years
  • Workload: Ensure the right to address unreasonable workloads

  • PROFESSIONAL DEVELOPMENT

  • Job Training/Orientation: Provide adequate job training/orientation for new hires that is specific and relevant to postdocs and research associates
  • Mentorship and Career-Related Resources: Ensure adequate mentorship and resources for career development and teaching

  • WORKING ENVIRONMENT

  • Disability Access: Increase disability access, accommodations, and services
  • Health and Safety: Ensure the right to address unsafe or unhealthy work environments
  • Space and Equipment: Ensure adequate space and materials for assigned duties
  • Remote Work: Ensure access to necessary materials for remote work and reasonable accommodations for those who require remote work

  • WORKPLACE RIGHTS

  • International Researcher Rights: Strengthen rights and financial support for international researchers regarding immigration, visa lengths, visas and green cards, taxes, relocation, housing, and employment services
  • Academic Rights: Establish clear intellectual property rights, including the ability to be listed as a primary author and protected against listing without consent
  • Grievance Procedure: Establish a procedure to enforce the contract that includes the ability to take contract violations to a neutral arbitrator
  • Non-Discrimination, Harassment, and Abuse: Strengthen protections against all forms of discrimination, harassment, and abuse, including power-based harassment and bullying
  • Freedom of Speech and Academic Freedom: Strengthen protections for freedom of speech on and off campus, as well as protections for academic freedom, including the subjects of teaching and research

  • Please note how much you personally prioritize each of the following economic items in a contract for all research associates and postdocs, from low (1) to medium (3) to high (5).

  • WAGES AND EMPLOYMENT

  • Ensure regular experience-based pay increases (i.e., Year 1 vs Year 2 pay)
  • Raise base salary
  • Ensure regular pay increases for cost of living changes
  • Ensure timely payment of wages and stipends
  • Guarantee advance pay and/or timely reimbursement for work and training-related expenses
  • Increase discretionary funding available for conferences and professional development
  • Establish reimbursement for immigration-related fees

  • CHILDCARE AND DEPENDENT COVERAGE

  • Guarantee paid parental leave and expanded caregiving leave policies
  • Increase affordable access to childcare and family care, including subsidies
  • Provide affordable insurance coverage for dependents
  • Establish financial support for people seeking to adopt or undergo fertilization procedures

  • HEALTH BENEFITS

  • Expand network coverage (i.e., more in-network providers near campus, lower fees for out-of-network providers)
  • Lower out-of-pocket medical costs
  • Improve access to medical specialists
  • Provide improved, paid dental insurance
  • Provide improved, paid vision coverage
  • Provide improved, paid mental health coverage

  • HOUSING

  • Establish moving allowance and/or relocation reimbursement
  • Provide housing benefits, such as forgivable home loans, comparable to those of other Penn employees

  • OTHER BENEFITS

  • Establish access to retirement benefits with matching employer contributions
  • Increase access to disability insurance
  • Establish access to Penn’s educational benefits for all researchers and dependents (i.e., free tuition)
  • Protect and/or increase access to benefits and visas while on leave
  • Provide access to high-quality and free tax, investment, and immigration assistance
  • Expand public transportation subsidies
  • Increase subsidized access to on-campus gyms and other community wellness resources
  • I would like to get more involved with RAPUP-UAW in our efforts to win a strong first contract for all research associates and postdocs at Penn!
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