The bargaining committee recommends voting YES to ratification. This agreement includes historic compensation improvements and establishes important new workplace rights for all Postdoc and Associate Researchers. We believe the agreement will not only improve our lives as researchers, but can also help make Columbia a more equitable, inclusive, and competitive research institution.<\/span> <\/p>\n Key highlights of the agreement include:<\/span><\/p>\n[\/vc_column_text][\/vc_column][vc_column width=”1\/12″][\/vc_column][\/vc_row]\n <\/p>\n\n\n Compensation<\/a><\/p>\n\n\n\n Leaves of Absence<\/a><\/p>\n\n\n\n Childcare<\/a><\/p>\n\n\n\n Benefits<\/a><\/p>\n\n\n\n Vacations<\/a><\/p>\n\n\n\n Holidays<\/a><\/p>\n\n\n\n Travel<\/a><\/p>\n\n\n\n Training and Orientation<\/a><\/p>\n<\/div>\n\n\n\n Grievance and Arbitration<\/a><\/p>\n\n\n\n Non-Discrimination<\/a><\/p>\n\n\n\n Side Letter on Abusive or Intimidating Behavior<\/a><\/p>\n\n\n\n Appointments<\/a><\/p>\n\n\n\n Discharge and Discipline<\/a><\/p>\n\n\n\n International Employees<\/a><\/p>\n\n\n\n Job Posting<\/a><\/p>\n\n\n\n Employment Files<\/a><\/p>\n\n\n\n Health and Safety<\/a><\/p>\n\n\n\n Workload<\/a><\/p>\n\n\n\n Workspace and Materials<\/a><\/p>\n\n\n\n Professional Development<\/a><\/p>\n\n\n\n Copyright and Intellectual Property<\/a><\/p>\n\n\n\n Research Integrity<\/a><\/a><\/p>\n<\/div>\n\n\n\n Recognition<\/a><\/p>\n\n\n\n Severability<\/a><\/p>\n\n\n\n Union Access, Rights and Activity<\/a><\/p>\n\n\n\n Union Dues<\/a><\/p>\n\n\n\n Union-Management Committee<\/a><\/p>\n\n\n\n No Strikes\/No Lockout<\/a><\/p>\n\n\n\n Management Rights<\/a><\/p>\n\n\n\n Effective Date and Duration<\/a><\/p>\n<\/div>\n<\/div>\n\n\n[vc_row full_width=”stretch_row_content”][vc_column width=”1\/12″][\/vc_column][vc_column width=”10\/12″]\n 14.5% to 20% increase to minimum salaries\/stipends\u2014historic increases to minimum salaries for Postdocs, including Fellows, to $60,000, and $66,100 for Associate Researchers, effective July 1, 2020.\u00a0 For researchers near or already above the new minimums, the University shall establish a bonus fund that would provide lump sum payments -worth 1.5% to 3% of salary, respectively, within 60 days of ratification.\u00a0 This article also establishes contractually-guaranteed salary increases of at least 2.5% based on anniversary or reappointment date during 2021-22 and 2022-23.\u00a0 Postdoctoral Research Fellows will now be guaranteed the same minimum annual compensation as Postdoctoral Research Scientists\/Scholars.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n This article codifies and expands on existing access to paid leaves of absence, including medical leave, parental leave, and bereavement leave. After one year of employment, researchers will now have access to six (6) weeks of fully-paid parental leave unless explicitly restricted by an external funding agency, in addition to 6-8 weeks of paid child birth leave. Researchers will also now have the right to reasonable requests for longer bereavement leave when, for example, a leave may involve international travel.<\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n Postdoctoral Research Fellows will now have access to a benefit comparable to the $4,000 benefit enjoyed by other Officers of Research.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n This article ensures that Postdoc and Associate Researchers continue to receive health and other benefits on the same basis as all Officers of Research and prevent changes to benefits unless the University is changing benefits for all similarly-situated employees at Columbia, such as other Officers of Research, Officers of Administration, etc.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n Researchers shall earn 2 days per month of paid vacation, up to 23 days (28 days after 20 years of service), which must be used by June 30 of the year following the year in which it was earned; unused vacation days can be paid out upon\u00a0 termination of appointment.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n Researchers shall be entitled to 14 paid holidays per year, including 2 (Medical Center) or 3 (Morningside) personal days; ensures right to use personal days for religious purposes; establishes right to alternate day off if project requires researcher to work on a holiday.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n The University shall provide travel advances, direct travel funding, or timely reimbursement of expenses for required travel; researchers shall also continue to be covered by Travel Accident Insurance.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n The University shall pay associated fees and provide paid time for employees to attend required or supervisor-approved, work-related trainings, orientations, workshops and courses.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n This article establishes a timely and fair process for resolving alleged violations of our contract, which gives us equal footing to enforce the terms we negotiate.\u00a0 While the contract encourages informal resolution of disputes, researchers and the Union also have the right to take an unresolved dispute to a neutral arbitrator if a dispute cannot be resolved at earlier steps of the process.<\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n This article would establish new rights for researchers to address discrimination and harassment, including the right to take an unresolved complaint to a neutral arbitrator if dissatisfied with the University\u2019s decision on the matter. The University Equal Opportunity and Affirmative Action office, which handles investigations of alleged discrimination and harassment, would now advise researchers of their right to union representation during any investigative process, codifies the University to determining and implementing appropriate interim measures to protect a researcher during investigations, and commits the University and Union to meet and make good-faith efforts to resolve complaints. This article also includes a contractual commitment by the University to making best efforts to process and resolve complaints in a timely manner. For cases involving Title IX, the Union could appeal to neutral arbitration after the completion of the EOAA process; for cases not involving Title IX, the Union could appeal after 75 days even if the EOAA process is not complete. Disputes as to whether Title IX applies would be resolved by a mutually-agreed upon neutral.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n The University has made a historic commitment to \u201censuring a workplace free from abusive or intimidating behavior,\u201d commonly known as bullying Within six months of ratification, the University will form a working group, which would include CPW-UAW, to develop recommendations to the University for addressing complaints of such behavior. This letter also prohibits retaliation against any employee who reports such behavior.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n Ensures that appointments are normally one year to Associate Research Scientist\/Scholar, Postdoctoral Research Scientist\/Scholar, and Postdoctoral Research Fellow positions as defined in the current Faculty Handbook; ensures that all researchers receive written appointment notice including basic information about the position, including summary of anticipated duties, URL for benefits information and URL for the Union contract; and commits university to make best efforts to process paperwork in order to avoid delayed pay.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n Improves researchers\u2019 security by establishing \u201cjust cause\u201d protections against arbitrary discipline or termination. With \u201cjust cause\u201d protections, the University would have to establish good cause for a researcher to be fired or disciplined.\u00a0<\/span><\/p>\n <<Back to List<\/strong><\/a><\/a><\/span><\/p>\n This article would establish new rights for international researchers: the right to reasonable paid time off to attend immigration-related proceedings; the University will make reasonable efforts to allow a researcher to work remotely if unable to return to the US for reasons outside their control; the University will hold a position open for at least 60 days in cases where the researcher has been unable to obtain work authorization; the University will make best efforts to work with the Union to help a researcher who has proper visa and work authorization documentation but has been barred entry to the US.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n Ensures that the university will continue following current policy regarding posting of available positions for Postdoctoral and Associate Researchers encouraging transparency and equal opportunity for candidates.<\/span><\/p>\n <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n Establishes researchers\u2019 right to access, copy, and add comments to employment files maintained by the University.<\/span><\/p>\n\n
<\/a>See below for a complete summary. You may click hyperlinks to read full language for each topic and can read the entire tentative agreement here<\/a>.<\/strong><\/h3>\n
Compensation and other Benefits<\/strong><\/h6>\n\n\n\n
Workplace Rights<\/strong><\/h6>\n\n\n\n
Union and University Rights<\/strong><\/h6>\n\n\n\n
\u00a0<\/h5>\n
Compensation<\/a><\/b><\/span><\/h5>\n
Leaves of Absence<\/a><\/b><\/span><\/h5>\n
Childcare<\/a><\/b><\/span><\/h5>\n
Benefits<\/a><\/b><\/span><\/h5>\n
Vacations<\/a><\/b><\/span><\/h5>\n
Holidays<\/a><\/b><\/span><\/h5>\n
Travel<\/a><\/b><\/span><\/h5>\n
Training and Orientation<\/a><\/b><\/span><\/h5>\n
Grievance and Arbitration<\/a><\/b><\/span><\/h5>\n
Non-Discrimination<\/a><\/b><\/span><\/h5>\n
Side Letter on Abusive or Intimidating Behavior<\/a><\/b><\/span><\/h5>\n
Appointments<\/a><\/b><\/span><\/h5>\n
Discipline and Discharge<\/a><\/b><\/span><\/h5>\n
International Researchers<\/a><\/b><\/span><\/h5>\n
Job Posting<\/a><\/b><\/span><\/h5>\n
Employment Files<\/a><\/b><\/span><\/h5>\n