We, the Postdocs and Research Associates (RAs) at the University of Pennsylvania, present the following contract demands to improve our working conditions and better support Penn’s mission to conduct world-class research, foster diversity, and attract and retain talents. These demands are based on bargaining surveys completed by a broad and diverse group of coworkers across the University.
These demands reflect the specific needs of postdoctoral workers & RAs and a vision for our research community. They take into account the recent national shift towards a longer postdoctoral stage and the need for an academic pipeline supporting greater diversity among rising research faculty. We aim to ensure fair pay and benefits for all; to provide greater stability for non-citizen researchers; to support career development; to provide paid leaves of absence for those who become parents; to ensure that workers with families can afford childcare and associated costs; and to build a truly inclusive, accessible, and diverse research community free from bullying, harassment and discrimination.
By addressing these priorities, Penn has the opportunity to set a new national standard for postdoctoral working conditions and improve the daily lives of current postdocs and RAs. Offering fair compensation, comprehensive benefits, and a strong support system will allow Penn to be more competitive in recruiting and retaining the most talented, diverse group of researchers. Consequently, this will enhance Penn's ability to continue producing groundbreaking discoveries, foster innovation, and sustain its place as one of the world’s most prestigious research institutions.
1. Ensure competitive salaries and raises
We strive for improved pay for all postdocs and RAs commensurate with the value of our work and the high cost of living in Philadelphia, including significant increases to pay minimums and experience-based annual salary increases tied to experience and inflation.
2. Establish an independent grievance procedure and protections from harassment and discrimination
We strive to establish grievance procedures that are conscientious, neutral, easily-accessible, and independent from the University of Pennsylvania’s offices. We strive to establish grievance procedures that are easy to understand and will operate on timelines fair to postdocs and RAs. This will protect against unjust termination, harassment, bullying, and discrimination, and will ensure the enforcement of rights and benefits won in our contract and guaranteed to us under the law. We strive to establish protections from retaliation against anyone who reports incidents or engages in the grievance procedures.
3. Increase support and protections for international researchers
We strive to win increased protections and support for the international members of our community including improved visa options, appointment lengths, access to information regarding visa options, support for visa and Green Card processing and renewal, immigration assistance, funding and paid leave for visa-related fees and travel, timely processing and return of immigration related documents, and access to resources/staff/training to assist in immigration.
4. Improve healthcare access for all
We strive for improvements to the quality and affordability of medical, disability, life, reproductive health, mental health, dental, and vision coverage that includes dependent coverage. We strive to expand the network of healthcare providers and decrease out-of-pocket costs.
5. Expand retirement investment plans and other benefits
We strive for the right to better plan for our futures and retirements through expanded access to retirement plans including matching contributions from Penn. We additionally strive for other benefits that would improve workers' daily lives, such as improved transit and parking benefits, gym access, relocation benefits, tuition benefits for researchers and dependents, and free financial and tax advice.
6. Ease the burdens of parenthood for workers
We strive to expand access to high-quality childcare options on and off campus, including daycare, afterschool programs, and summer care. We strive to win significant childcare subsidies. We strive to ensure fully paid parental leave programs for all parents, regardless of who they are or how they choose to welcome children into their families.
7. Protect freedom of speech, academic freedom, and intellectual property rights
We strive to secure protections against discipline, dismissal, and intimidation for postdocs and RAs due to their exercise of protected freedoms of speech and academic pursuit. We strive to protect our intellectual property and establish control over our grants and publications.
8. Expand protected time off and leave
We strive to expand access to and duration of protected time off including medical leave, familial leave, bereavement leave, paid time off and other leaves of absence with guaranteed reinstatement of the same position upon return from leave.
9. Establish clear and fair work expectations
We strive for an efficient and transparent hiring procedure that clearly details our work expectations and an onboarding procedure that provides us access to resources we need to perform our work. We strive for transparency in funding sources, durations, salaries, benefits, and visa options. We strive to ensure that postdocs and RAs work reasonable hours dictated by clear expectations.
10. Recognize and promote union rights and representation
We strive to maximize the ability of our union to engage in effective representation, including a variety of standard provisions on union representational rights and contract enforceability, as well as ensuring that all new employees receive adequate orientation about rights and benefits under our contract.