IMPORTANT UPDATE BARGAINING – CONTRACT OFFER

This email is to share the news that we have a tentatively agreed contract with Columbia University to be voted on by the membership. The offer has been tentatively agreed (TA) to by CPW’s Bargaining Committee (BC) as a condition to bring it to the membership. To clarify, Columbia University demanded that the BC TA the attached offer, or it would not be offered. Based on this, the BC has agreed to present a factual description of the offer, and to present it to the membership for a vote to decide whether to accept this offer.

This means that we must now vote on this contract offer – there will be an email link with more details and information sent out later today (Wednesday) including a link to vote, and we will discuss this offer further at our upcoming membership meeting Thursday, October 26th, 2023 @ 6:30 pm (RSVP here)

The full contract offer is linked here – please read through it to prepare to vote. Note that this contract includes all the previously agreed and TA’d updates to our contract that we have previously discussed (including power-based harassment protections, improved rights for fellows and international students, relocations, a hardship fund, etc), as well as some updates from today.

Here are key updates from today:

  • An updated compensation package, with postdoc minimums ranging from 70K and 75k depending on experience, and ARS minimums ranging from 77K and 79k depending on experience, with 3 percent yearly increases for both. The contract would be in effect from the date it is ratified until June 30, 2026.
  • Other demands that the union has made, including a housing stipend and expansion of childcare support beyond the 5K per family, are not included in this offer. In addition, it does not include any institutional money to support postdocs.
  • Note that if agreed, this contract starts at ratification (it is not retroactive) and so you will not get retroactive payments. The new salaries will go into effect if and when the membership ratifies the contract.
  • This TA also includes withdrawing bargaining-related unfair labor practices (ULPs) that we have filed against Columbia. This means people will not be able to use a ULP to pursue retroactive pay increases, or file a new grievance on this topic (all previously filed grievances are still and will remain active).

This contract now goes to the membership for a vote. If members vote yes, this contract will be ratified and go into effect. If members vote no, then we will be going on strike on November 1, 2023, and everything goes back to the table – including ULPs that were previously filed.

Please read this packet very carefully. Also, please come to the membership meeting on Thursday, October 26, 2023 at 6:30PM in person and on Zoom. You can register for the meeting here. You will receive another email tomorrow with a link to vote.

READ THE DOCUMENT HERE

In solidarity,

CPW Organizing Committee

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

Strike Resources: The Basics & Responding To Columbia’s FAQ

With the first day of strike set to November 1st, you or your colleagues may be wondering about the policies and FAQ sent to PIs by Columbia recently, as well as Friday’s email from the head of HR, Dan Driscoll.

The aim of the University administration is to create doubts and instill fear, a well known tactic that we already overcame during the union election in 2018. Check some of the rumors they created back then [for example, here or here] and judge by yourself if any of them became true after we voted to form a union). 

We want to clarify and provide a response to some of the questions posed in Columbia’s emails, as well as establish some of the basics about striking for those afraid to ask! First, a reminder there are other answers available through the Strike F.A.Q. that were built with the questions we have been receiving and using the experience of other union locals (including postdoc unions) that have faced these same questions. Below are some questions that have come up before and answers – could you share them with your colleagues?

Below some highlights but click here to read responses to all questions raised by Columbia:  

Question CU answerOur Answer
What is a strike?A strike is a work stoppage caused by the collective refusal of unionized employees to work.A strike is a legally protected action that a union may take, whereby workers withhold their labor from an employer in order to use their power to negotiate their demands. A strike can happen if there is economic disagreement on contract demands, or the employer has committed an unfair labor practice (ULP).Strikes are the most impactful acts of collective power that a union can engage in to demand that employers respect the law and to get fair contracts. Historically, strike actions have given us the eight-hour workday and weekends just to mention a few of their successes.”More recently postdoctoral strikes at the University of Washington, and the University of California granted incredible wins on both those contracts. Check FAQ for more information.
Can the Union penalize CPW-UAW Local 4100 members who return and perform their appointment duties during the strike?A Union may discipline members for returning to perform their appointment duties during a Union sanctioned strike based on the Union’s rules and constitution.  Unions cannot discipline individuals who have ceased being union members, i.e., individuals who have resigned their union membership. Columbia Postdocs and ARSs who are union members determine the rules and regulations of CPW-UAW Local 4100, including guiding the process for discipline when it comes to union-related matters. There is no rule in our local penalizing strikebreakers. For such a rule to be established a majority of union members would need to vote in favor of establishing it.  
Will they still have computer access during a strike?The University may restrict or discontinue access to computer systems and card swipe access for individuals engaged in a strike.As our strike is a ULP strike (case no. 02-CA-320655), the employer (Columbia University) is not legally entitled to lock striking employees out of its property. If the University decides to discontinue access to its property (computers, card swipe access, etc.) for individuals engaged in a strike, it could be unlawful on their part since this is a ULP Strike.
Can the University hire replacements for the strikers?Yes. The University may hire temporary or permanent replacements for individuals engaged in a strike.In the case of a ULP strike (which is our case), striking employees cannot be discharged, nor can they be permanently replaced. It is legal for the University to hire temporary replacements – but striking employees are entitled to their job back after a strike.
What obligations does Columbia University have in relation to visa sponsorship if there’s a strike?Columbia University must notify the Department of Labor’s (DOL) Employment and Training Administration (ETA) within three days of the strike. The DOL then determines whether the strike is covered under the “Effect of Strike” regulation, which would unfortunately impact Columbia’s ability to file visa sponsorship-related petitions for certain visa statuses.  Additional guidance will be provided by ISSO if required at that time. The Department of Labor (DOL) regulation that Columbia Administration email mentions, is a rule to prevent employers from hiring H1B holders to replace striking workers (check the DOL page for a full explanation). It is despicable for the employer to use what is a pro-labor provision to scare workers. What this means is that if the DOL determines so, in order to prevent Columbia from hiring new workers to substitute postdocs/ARSs on strike, Columbia may not be able to file NEW Visa applications for the duration of the strike. If you have a valid visa you have nothing to worry about and can go on strike.International workers on visas have the same rights as domestic workers under the law to participate in union activities, including strikes. In practice, University of California and University of Washington postdocs did not experience major issues on their strike, except minor processing delays for a reduced numbergroup of postdocs. If you have specific concerns, and would like to discuss your status, timeline for Visa renewal and best steps for your situation, reach out at postdocunion@uaw4100.org. 
I’m seeking to obtain/extend or have a pending H-1B or E-3 visa/application.  What about O-1, TN or PR?  How does a strike impact these processes?Once the Department of Labor (DOL) certifies the strike, Columbia cannot submit a new Labor Condition Application (LCA) or use an existing LCA for H-1B or E-3 employees in the same job classification and location. The LCA is required for these petitions. Those in O-1 or TN may also be affected.  Permanent Resident applications may be affected if in the preliminary stages of the PERM process.  Additional guidance will be provided by ISSO if required at that time.International workers shouldn’t worry if they are currently on a visa. International workers on visas have the same rights as domestic workers under the law to participate in union activities, including strikes. If you are renewing your visa depending on the stage you are on, there may be some processing delays for the duration of the strike. Again, University of California and University of Washington postdocs did not experience major issues on their strike, except minor processing delays for a reduced group of postdocs. If you have specific concerns, and would like to discuss your status, timeline for Visa renewal and best steps for your situation, reach out at postdocunion@uaw4100.org. 

READ THE FULL STRIKE F.A.Q. HERE

If you have any unanswered questions, please contact this email address ASAP. In the meantime, this Strike Planning Worksheet will help you and your labmates to work together on how to stop work and start picket duties on November 1st, the first day of Striking. Also, feel free to print this flyer asking for PIs to sign a letter in support of our demands to help prevent a strike – as well as sharing with them the list below of our current contract demands to correct any misinformation.

Your colleagues will need your help in running a successful strike – and the Bargaining Committee will continue to negotiate for a fair contract before and during the strike, so that we can win the contract we need as soon as possible.

Read the Contract Demands Here

Not a member yet? You’ll need to be to qualify for strike benefits!

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

Sign Up For Strike Duties! Walk the Picket Line!

November 1st is just around the corner. Are you strike-ready? Are your co-workers?

Now is the time to sign up for Picket Line Strike Duties! Using the form below, you can sign up for four-hour picket line duties at the different planned strike locations.

Here’s How It Works:

  • Time: Every day, there will be two four-hour shifts: one in the morning beginning at 9:30am, one in the afternoon starting at 1:30pm. You are free and encouraged to stick on the picket line for longer, but if you only do four hours per day, over one week you will have fulfilled 20 hours of Strike Duties – this is necessary to qualify for UAW Strike Assistance. If those four hours cannot match up with a planned shift, reach out to your steward or by email.
  • Place: We will have rotating picket lines at each campus so that no one group has to travel to an unfamiliar campus every time. Look at the form closely and mark according to which campuses you can make it, and at which time. The campuses are CUMC (Medical Campus), MS (Morningside), ZI (Manhattanville), and Lamont (Lamont-Doherty Campus).

We will begin planning for picket line duties for the second week once the first week has started. Note that you will also need to sign in and out to verify you made it!

What About the LAST BEST OFFER on Tuesday?

We are expected to receive a Last Best Offer from Columbia by the end of Tuesday’s session – beginning then, we will need not only to sign up for picket shifts, but to start a Vote on whether to accept the contract or go on strike.

We should still sign up for picket line shifts, because if the offer is not good enough (which is likely) we need to be ready. To get everyone set up, we’ll need a committed group phonebanking on Wednesday, Thursday, and Friday night – can you join? RSVP Here to Help Phonebank the Vote and Strike Duty Sign-up

What About that Email Columbia Sent Yesterday?

Keep your eyes peeled for an email to go out this weekend responding more in depth to Columbia’s scare tactics. In the meantime, members have been updating the FAQ to reflect current concerns. Just keep in mind that if Dan Driscoll’s email left you feeling scared, discouraged, or confused – that was administration’s intention with that email. We stand stronger when we stand together, and together, we will respond.

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

October 5th, 24th NEGOTIATING SESSION

August 14th, 10:00 AM @ Studebaker (Manhatanville), Room 469

Informal Organizing Committee notes

ARTICLE 2: APPOINTMENTS – Tentatively Agreed

  • We’ve successfully finalized Art 2, a significant improvement for Fellows’ rights. ✊️✊️ This allows us to enforce that postdocs whose salary is funded by a Fellowship are only classified as independent contractors (i.e receive a stipend) if the agency requires it.
  • Side Letter for Art. 2: We’re not thrilled with the title/recognition article. Our contract only mentions the titles covered by the union and references CU Faculty’s Handbook (which they can change at will) which means that technically CU could start appointing workers to a new title to perform our duties. For the sake of moving contract negotiations forward, we tentatively agreed. Although we lack concrete evidence that CU is attempting to carve out our unit, it’s crucial that we remain vigilant to ensure that new titles aren’t exploited to strip postdocs/ARSs of their union rights.

ARTICLE 4: CHILDCARE: 

  • Finally, the university presented calculations showing the tax advantage of the FSA account over the lump sum for childcare that our colleagues at SWC have. 
  • We modified our proposal to keep the FSA account but with an extended age eligibility of 13 years and an additional $5,500 for any additional child. 
  • CU Admin response? rejects the age increase and additional per-child support, and only increases the FSA benefit by $1000 (to a total of $5,000 per family) 😤

ARTICLE 3: BENEFITS

  • The university is adamant about not providing a housing stipend. However, they’re considering some kind of bonus (likely a one time upon ratification). 
  • They modify their Hardship Support Fund increasing the amount to a total of $500,000 for a five year contract and agree to the Union and OPA to evaluate the usage of the fund at the end of each academic year. 

ARTICLE 5: COMPENSATION

  • They are reevaluating their salary offer to recognize seniority. 
  • They will likely reject the lump sum COLA adjustment offering a flat 3% increase per year. 

ARTICLE 29: CONTRACT DURATION

  • The University is currently proposing a 5 year contract term, an attempt to delay future improvements.
DO YOU WANT TO KNOW MORE?

Read the notes from the other sessions!

Follow our next emails with updates on future steps and debriefing sessions!!

Reach out to us to get involved!

Follow us on social media! Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

Share this info with your friends and colleagues!

Best Final Offer from Columbia next Tuesday + Membership meeting Thursday

This upcoming week is going to be critical in our contract campaign, leading up to this membership meeting:

TUESDAY: likely to be our final bargaining session before our strike deadline. We expect to receive a “Final Best Offer” from Columbia. This means that the University presents an offer that they will not change any further, ending standard bargaining. The union can then decide to accept this offer, or to escalate (strike).

  • 📝 RVSP here to join (session is at 10.30am in Studebaker (Manhatanville campus), room 469)
  • 👕 In solidarity, we are planning a “day of visibility” on Tuesday, so please WEAR YOUR CPW SHIRT and/or PINS on Tuesday!

TUESDAY EVENING/WEDNESDAY: To decide this, once we receive a final best offer we will open an online membership vote on this final best offer. 

  • All union members will get to vote either YES, to accept this contract offer and end bargaining, or NO to refuse this offer. 
  • If the majority of members vote No the next step is to escalate to a strike as our colleagues in the UC and UW starting on November 1.

📩 Keep an eye out for an email with a link to vote 📩 

THURSDAY: Join us for an important membership meeting to discuss the latest updates in bargaining, vote on Columbia’s best and last offer, and make preparations for a strike if needed.

Don’t miss this opportunity to have your voice heard and shape the future of our union.

Notably, we do not yet know what the contents of this final offer will be. Click here for a recap of recent developments and currently open bargaining topics.

At our next session on Tuesday, October 24th, CU will likely present their “Best Final Offer” for us to vote on if we don’t like it, get strike ready!

Please try to attend the session or keep an eye on our Slack channel for updates and Zoom links for caucus meetings.

Stay energized and engaged!

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

Strike Resources: Talking To Your PI

With the first day of strike set to November 1st, you or your colleagues may be wondering how visa status impacts the ability to go on strike.

The good news is that there are some resources and answers available through the Strike F.A.Q. that was built using the experience of other union locals that have faced these same questions. Below are some questions that have come up before and answers – could you share them with your colleagues?

When we strike, what should I communicate to my PI?

  • If you haven’t already done so, please share these form emails [DRAFT CPW EMAIL] with your PI/supervisor. They will provide background information.
  • Encourage them to take actions to help end a strike quickly
  • Speak to their department chair
  • Contact labor director of Labor relations Mary Ann Carlese (mc3436@cumc.columbia.edu) and/or the lead negotiator for the administration and Vice President of Human Resources Daniel Driscoll (dd2733@columbia.edu)
  • Invite them to join us on the picket line

When we strike, what should I tell my collaborators, both internal and external, to Columbia?

We encourage you to communicate in advance that a strike is a possibility and to discuss what this will mean for your work together.

Encourage them to contact the director of Contact labor director of Labor relations Mary Ann Carlese (mc3436@cumc.columbia.edu) and/or the lead negotiator for the administration and Vice President of Human Resources Daniel Driscoll (dd2733@columbia.edu) and communicate the impact this is having on shared work.

When we strike, will advance notice be provided?

Yes.

We have already sent a message to faculty informing them of how they can help prevent a potential strike, and have announced our strike deadline publicly. We may not know until the end of the day of our final scheduled bargaining date, October 5th, whether or not we will be going out on strike, but Columbia is fully aware of what they can do to prevent it from happening. Should the strike be called, we will send out an email and text to all postdocs and ARSs and inform building, floor, and lab point members to instruct their colleagues on when and where to join the first picket line.

Will the University ask me to attest whether I am working or not?

The University may ask postdocs and ARSs to “attest” as to whether they worked, or not, during a strike. These are forms that Universities sometimes use to assess whether or not to deduct pay for work not performed during a strike. It is unlawful to ask workers to fill out strike attestation forms before a strike or before a relevant payroll period. There is power in numbers: workers should fill out these forms truthfully and accurately, but only after the work has been struck.

Do I have the legal right to participate in a strike?

Yes. It is unlawful under US Federal law to fire or discipline workers for participating in a lawful strike. This protection also applies to international and undocumented postdocs and ARSs. Ultimately, our greatest protection is robust mass participation: there is strength in numbers.

READ THE FULL STRIKE F.A.Q. HERE

If you have any unanswered questions, please contact this email address ASAP. In the meantime, this Strike Planning Worksheet will help you and your labmates to work together on how to stop work and start picket duties on November 1st, the first day of Striking.

Your colleagues will need your help in running a successful strike – and the Bargaining Committee will continue to negotiate for a fair contract before and during the strike, so that we can win the contract we need as soon as possible.

Read the Contract Demands Here

Not a member yet? You’ll need to be to qualify for strike benefits!

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

Strike Resources: Visas and the Right to Strike

With the first day of strike set to November 1st, you or your colleagues may be wondering how visa status impacts the ability to go on strike.

The good news is that there are some resources and answers available through the Strike F.A.Q. that was built using the experience of other union locals that have faced these same questions. Below are some questions that have come up before and answers – could you share them with your colleagues?

Do I have the legal right to participate in a strike?

Yes. It is unlawful under US Federal law to fire or discipline workers for participating in a lawful strike. This protection also applies to international and undocumented postdocs and ARSs. Ultimately, our greatest protection is robust mass participation: there is strength in numbers.

Am I allowed to strike if I am an international worker?

Yes, international and undocumented workers have the same rights as domestic workers under the law to participate in union activities, including strikes.

For more information, please see this International and Immigrant Worker FAQ written by our allies at UAW 5810 and translated into Spanish, Chinese, and Korean. Please note as well, it includes a Memo from UAW’s Legal Counsel.

What makes a strike effective?

Postdocs and ARSs perform the majority of research at the university. When postdocs and ARSs withhold our labor, Columbia will be forced to correct its unlawful behavior or cease to function. The more postdocs and ARSs who participate, the more collective power we will have.

Mass participation on picket lines will also create a crisis for Columbia and increase pressure to respond to our demands. When hundreds of workers demonstrate our solidarity publicly while withholding our labor, labor movement allies and legislators with influence over the University will add their weight behind us to compel Columbia to bargain in good faith.

READ THE FULL STRIKE F.A.Q. HERE

If you have any unanswered questions, please contact this email address ASAP. In the meantime, this Strike Planning Worksheet will help you and your labmates to work together on how to stop work and start picket duties on November 1st, the first day of Striking.

Your colleagues will need your help in running a successful strike – and the Bargaining Committee will continue to negotiate for a fair contract before and during the strike, so that we can win the contract we need as soon as possible.

Read the Contract Demands Here

Not a member yet? You’ll need to be to qualify for strike benefits!

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

Strike Deadline: Fair Contract Now or we Strike on Nov 1st

We will strike on November 1st if we don’t reach a fair agreement that meets our needs. Our members demand that the administration bargains in good faith now!

Here is why:

Over six months, we have been fighting for issues that the overwhelming majority of postdoc and ARSs workers agree are fair and essential, winning some demands thanks to the actions outside of the bargaining table that demonstrated our resolve:

OUR WINS AND PROGRESS:LITTLE MOVEMENT ON CORE DEMANDS:
✅ Neutral third party arbitration for cases of bullying once the new power-based harassment policy is established.📛 Minimum salaries that keep up with historic inflation, and recognize experience.
✅ Hardship fund to cover medical emergencies of postdocs/ARSs (still trying to increase the amount).📛 Yearly raises that keep up with inflation, including a yearly lump sum to make up for the high cost of living.
✅ $1,250 to cover Visa renewals, increasing support for International researchers.📛 Increased support for postdocs/ARSs with children.
✅ $1,500 relocation payment for new employees.📛 A housing stipend to offset the ballooning rent burden in NYC.
🔁 Limits on classification of fellows as independent contractors and $3,500 to compensate for loss of benefitsColumbia can afford these improvements if institutional money is used to supplement research budgets.

READ MORE DETAILS HERE

If you have questions about a potential strike please check out these frequently asked questions and also feel free to reply to this email.

From the start, the administration has been employing unlawful stalling tactics, negotiating in bad faith for months: 

  • Blocking salary raises after June 30 to pressure us into accepting an insufficient contract despite our union’s attempt to reach a mutually satisfactory solution.
  • Failure to provide information justifying their opposition to our contract demands.
  • For 20 sessions failed to engage in our contract proposals by denying us the right to discuss important topics for a majority of postdocs/ARSs like housing support or childcare.
  • After 23 sessions Columbia only countered compensation four times and only increased their economic offer by less than $3,000/year with new proposed salaries that constitute a pay cut from our previous contract when adjusted for inflation.
  • In August, an overwhelming 98% of members voted YES to authorize a strike.  
  • In light of all this, the Bargaining Committee filed an Unfair Labor Practice against the University.
  • The Bargaining Committee is trying its best to avoid acting on this vote, even agreeing to having a federal mediator present in the last few sessions.

The truth is we can’t wait any longer: we want Columbia’s administration to engage with our bargaining proposals fairly. We will begin a strike on November 1st if the administration doesn’t work in good faith to reach a fair agreement that meets the needs of our members. We believe that giving the administration this deadline is necessary to ensure that they listen to the voices of CPW-UAW members.

This way we will protect the rights and well-being of our members and all postdoctoral researchers across the country.

Keep an eye out for further updates soon!

Our organizing committee is actively working on plans to make the strike as effective as possible – get involved to shape what a strike will look like for columbia postdocs & ARSs!

Check this FAQ and reach out if you have any additional questions or concerns.

We are setting up a hardship fund and garnering support from the wider community, local political leaders and media.

Reach out if you can help!

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

Columbia is Stalling. Time’s Up. Get Ready to Strike.

This bargaining update is coming to you a little bit late, because our bargaining team was bitterly disappointed and furious at Columbia’s behavior at the bargaining table once again. To understand where we are, it’s important we remember how we got here.

On April 20, when we first arrived for bargaining with a full slate of proposals, Columbia came empty-handed – saying they wanted to hear our full slate of proposals before responding.

Then they only delivered a piecemeal economic response on May 23, which has gone up only $2,600-2,862/year in 3 months, saying they needed us to limit our focus on which economic demands mattered – in other words, to concede on some of our demands before we could even hear a response. If any economic proposal had not mattered to members, the bargaining committee would not have proposed it. Every proposal reflects the concerns of members.

Then they stalled by demanding concessions on our Intellectual Property and Professional Development proposals before we could see another economic response. In order to show our good faith, we made adjustments to those proposals and proceeded. Then they stalled by demanding concessions on our Diversity and Inclusion proposals before seeing another economic response. In order to show our good faith, we made adjustments and moved on.

And finally, this past Thursday – as in the session before – they rushed us into agreeing to some language that could carve up our unit – leaving some members without protections or benefits – before seeing an economic response. Columbia’s bargaining team insists we settle on revising our contract’s unit language, which determines who is and is not covered by our contract, before seeing any economic offers. There is no legal framework for this insistence, and it is deceitful: while maintaining this position, they also continuously push us to make economic concessions in the meantime, dangling the carrot of an economic response for seven hours.

It’s even more clear now than it was before: Columbia has no intention of bargaining in good faith. That’s why we’ve filed an Unfair Labor Practice against them. It’s why we petitioned President Shafik back in June to intervene – and then picketed her inauguration last week after she refused.

And it’s why we’re going to strike.

There will be an Organizing Meeting tomorrow, Tuesday 10/10 at 6pm to discuss Next Steps for the Strike and will Set a Date by Wednesday. Let us know if you’d like to attend! – In the Meantime, Read over This Expanded Strike F.A.Q.

The Bargaining Committee Needs YOU For a Successful Strike.

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.

“Now would be good”: A Summary Our Historical Practice Picket!

Yesterday, hundreds of Postdocs and ARSs gathered for our practice picket at President Shafik’s inauguration ceremony. In fact, the number of people picketing exceeded those who were seated in attendance for the inauguration!

We began gathering at 9:30 am at the main gate on 116th Street and Broadway. People signed in, grabbed t-shirts and signs, practiced chants, and caught up with colleagues. Around 10:30, we marched up and down College Walk and chanted until the beginning of the ceremony. We garnered a lot of attention from several members of the press, examples here and here, as well as other Columbia members who were curious about our demands and were overwhelmingly supportive.

During the ceremony, the speakers could not ignore our presence, although they attempted to minimize it, jokingly claiming that “no Columbia event is complete without protests”. The introduction of the co-chairs of Columbia’s board of trustees prompted boos for an entire minute. Finally, when the President was giving her speech, our chants became overwhelming, and as we walked out of her speech, she could not help but respond, see below:

Click the Image Above to Watch the Video!

In the end, our voice was heard, and more importantly, we showed that we are well organized and prepared to strike if the university does not give us the contract we deserve.

We want to sincerely thank everyone who attended this event, and hope to see you at upcoming actions as we keep increasing the pressure. It’s been historically proven time and time again, that actions such as this have a direct impact at the bargaining table.

In solidarity,

Your Friendly Neighborhood Bargaining & Organizing Committees.

HAVE AN ISSUE? GET IN CONTACT!

Want to stay informed? Check out our website and follow us on Twitter, Instagram, TikTok, Facebook, and join our and Slack​.