{"id":4050,"date":"2020-07-01T11:39:58","date_gmt":"2020-07-01T15:39:58","guid":{"rendered":"https:\/\/columbiapostdocunion.org\/?page_id=4050"},"modified":"2023-10-04T18:23:39","modified_gmt":"2023-10-04T22:23:39","slug":"pre-ta_cpw-uaw-status-of-negotiations-for-first-contract-june-2020","status":"publish","type":"page","link":"https:\/\/columbiapostdocunion.org\/home-2\/contract-negotiations\/pre-ta_cpw-uaw-status-of-negotiations-for-first-contract-june-2020\/","title":{"rendered":"Pre-TA_CPW-UAW Status of negotiations for First Contract (June 2020)"},"content":{"rendered":"[vc_row full_width=”stretch_row_content”][vc_column width=”1\/12″][\/vc_column][vc_column width=”10\/12″][vc_column_text]<\/a>We have completed tentative versions of 20 articles for our first contract.  We are still negotiating over 8 main articles, with a varying number of outstanding issues within each article.  If the administration team will make proposals that truly acknowledge the value we bring to Columbia, we believe we can reach a fair and full agreement in the near future.  However, their intransigence on numerous issues continues to present obstacles.  See below for an outline of our agreements so far (click on the article for details) and remaining issues.<\/span>[\/vc_column_text][\/vc_column][vc_column width=”1\/12″][\/vc_column][\/vc_row]\n[vc_row full_width=”stretch_row_content”][vc_column width=”2\/12″][\/vc_column][vc_column width=”9\/12″]\n\n\n
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Tentative Agreements <\/strong>(TAs)<\/h4>\n\n\n\n

Discipline and Discharge<\/a><\/p>\n\n\n\n

Employment Files<\/a><\/p>\n\n\n\n

Health and Safety<\/a><\/p>\n\n\n\n

Intellectual Property and Copyright<\/a><\/p>\n\n\n\n

Job Posting<\/a><\/p>\n\n\n\n

Research Integrity<\/a><\/p>\n\n\n\n

Severability<\/a><\/p>\n\n\n\n

Training and Orientation<\/a><\/p>\n\n\n\n

Travel<\/a><\/p>\n\n\n\n

Union-Management Committee<\/a><\/p>\n\n\n\n

Workload<\/a><\/p>\n\n\n\n

Workspace and Materials<\/a><\/p>\n<\/div>\n\n\n\n

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Tentative, Tentative Agreement <\/strong>(TA if resolve full package)<\/h4>\n\n\n\n

Grievance and Arbitration<\/a><\/p>\n\n\n\n

Appointments<\/a><\/p>\n\n\n\n

Recognition<\/a><\/p>\n\n\n\n

Holidays<\/a><\/p>\n\n\n\n

Vacation<\/a><\/p>\n\n\n\n

Professional Development<\/a><\/p>\n\n\n\n

No Strikes\/No Lockout<\/a><\/p>\n\n\n\n

Union Access, Rights and Activity<\/a><\/p>\n\n\n\n

International Researchers<\/a><\/p>\n<\/div>\n\n\n\n

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Unresolved<\/strong> (scroll down for a summary) <\/h4>\n\n\n\n

Compensation<\/p>\n\n\n\n

Insurance and Other Benefits<\/p>\n\n\n\n

Leaves of Absence<\/p>\n\n\n\n

Non-Discrimination<\/p>\n\n\n\n

Union Security<\/p>\n\n\n\n

Management Rights<\/p>\n\n\n\n

Duration of Contract<\/p>\n<\/div>\n<\/div>\n\n\n[vc_column width=”1\/12″][\/vc_column][\/vc_row]\n\n\n[vc_row full_width=”stretch_row_content”][vc_column width=”1\/12″][\/vc_column][vc_column width=”10\/12″]\n

SUMMARY OF UNRESOLVED ISSUES<\/strong><\/h2>\n
\n\n \n \n \n <\/colgroup>\n\n\n\n
ISSUE<\/strong><\/span>

<\/th>		CPW-UAW POSITION<\/strong><\/span><\/th>COLUMBIA ADMIN POSITION<\/strong><\/span><\/th><\/tr><\/thead>
Compensation<\/strong><\/td>\n\n \t
  • 7\/1\/20\u2014All researchers go to new minimum salary to enhance competitiveness or receive 3.5% increase, whichever greater. <\/li>\n
  • 7\/1\/21 and each year after\u2014Increase to minimum salaries each year comparable to NIH % increase<\/li>\n
  • Pay equity for Fellows<\/li>\n
  • Anniversary increases of 3.5% each year<\/li>\n
  • Longevity increases<\/li>\n<\/td>\n
    		• \n
  • 7\/1\/20\u2014new minimum of $60,000 for Postdocs, including Fellows; and $66,100 for ARS.\n
  • No increase to minimums after 7\/1\/20<\/li>\n
  • No 7\/1\/20 increase if above minimum<\/li>\n
  • 2% anniversary increases after 7\/1\/21<\/li>\n
  • No longevity increases <\/li>\n<\/td>\n<\/tr>\n
    • Non-Discrimination<\/strong><\/td>\n\n
  • Our proposal would ensure that grievances\/complaints regarding discrimination and harassment be investigated and addressed in a timely manner, with interim measures during any investigation<\/li>\n
  • Clear notification by the University to any complainant about the Union and access to representation<\/li>\n
  • Right to appeal to neutral arbitration no later than 60 days after raising grievance\/complaint<\/li>\n
  • Commitment to include protections against \u201cbullying\u201d developed by campus-wide working group in University policy and our contract.<\/li>\n<\/td>\n
    		• \n
  • For cases that do not involve Title IX, the University proposal would allow the right to appeal disputes to a neutral arbitrator, but only after completing the University process first, or 180 days, whichever is sooner<\/li>\n
  • Right to union representation, but no commitment by the University to notify employees<\/li>\n
  • Interim measures not grievable<\/li>\n
  • Campus-wide working group makes recommendations on \u201cbullying\u201d<\/li>\n<\/td>\n<\/tr>\n\n
    • Leaves of Absence<\/strong><\/td>\n\n
  • All employees eligible for 8 weeks paid parental leave upon appointment<\/li>\n<\/td>\n
    		• \n
  • 5 weeks paid parental leave after one year of employment <\/li>\n<\/td>\n<\/tr>\n\n
    • Insurance and Other Benefits<\/strong><\/td>\n\n
  • Our proposal would maintain current benefits and employee contribution rates<\/li>\n
  • Establish joint Union-University committee to explore savings on health insurance benefits<\/li>\n
  • Ensure equal benefits access for Fellows<\/li>\n<\/td>\n
    		• \n
  • The University proposal retains right to change our benefits if changing for all officers of research<\/li>\n
  • Lacks any system for discussion of benefits during life of contract<\/li>\n
  • Does not change Fellow benefits<\/li>\n<\/td>\n<\/tr>\n
    • Management Rights <\/strong><\/td>\n\n
  • Columbia can exercise management rights as long as it doesn\u2019t violate our contract <\/li>\n<\/td>\n
    		• \n
  • The University would retain explicit right to subcontract <\/li>\n<\/td>\n<\/tr>\n\n
    • Union Security<\/strong><\/td>\n\n
  • Consistent with every other union contract at Columbia, we have proposed a \u201cunion shop,\u201d a fair provision where all employees would be obligated to share the cost of representation by paying dues or fees. A union shop is the best way to ensure that we have adequate resources to represent ourselves effectively through our local union into the future<\/li>\n<\/td>\n
    		• \n
  • The University proposes an \u201copen shop\u201d provision making it more difficult for us to generate adequate resources for representation (office space, staff, grievance filing, arbitrator fees, etc.)<\/li>\n<\/td>\n<\/tr>\n\n
    • Duration<\/strong><\/td>\n\n
  • What contract length we would support depends on economic and other commitments from Columbia <\/li>\n<\/td>\n
    		• \n
  • Three-year contract ending June 30, 2023<\/li>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/figure>\n[\/vc_column][vc_column width=”1\/12″][\/vc_column][\/vc_row]\n\n\n[vc_row full_width=”stretch_row_content”][vc_column width=”1\/12″][\/vc_column][vc_column width=”10\/12″]\n

    <\/a>Click on each title to read the Tentatively Agreed contract language<\/strong><\/h3>\n
    Discipline and Discharge<\/a><\/b><\/span><\/h5>\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. <\/span><\/p>\n

    <<Back to List<\/strong><\/a><\/a><\/span><\/p>\n

    Employment Files<\/a><\/b><\/span><\/h5>\n

    Establishes researchers\u2019 right to access, copy, and add comments to employment files maintained by the University.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Health and Safety<\/a><\/b><\/span><\/h5>\n

    Codifies in our contract the University\u2019s legal obligations regarding health and safety, thereby improving researchers\u2019 ability to protect ourselves from working in unsafe or hazardous conditions including: the right to grieve health and safety problems; the right to relevant health and safety training; provision of proper equipment; protections from being assigned work that poses an immediate danger; provision of proper equipment; protection against retaliation for raising health and safety concerns; and the establishment of a joint Union-University health and safety committee.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Intellectual Property and Copyright<\/a><\/b><\/span><\/h5>\n

    Clarifies that Postdoc and Associate Researchers have rights under the University IP and Copyright policies. Establishes grievable protections against retaliation for pursuing or participating in complaints. Joint Union-Management Committee may explore possible procedures to address authorship disputes.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Job Posting<\/a><\/b><\/span><\/h5>\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

    Research Integrity<\/a><\/b><\/span><\/h5>\n

    Clarifies that Postdoc and Associate Researchers have rights under the Research Integrity policy. Establishes grievable protections against retaliation for pursuing or participating in complaints.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Severability<\/a><\/b><\/span><\/h5>\n

    Ensures that if any provision of the contract is found to be unlawful, the rest of the contract remains in effect and the parties will negotiate with respect to the provision found to be unlawful.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Training and Orientation<\/a><\/b><\/span><\/h5>\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

    Travel<\/a><\/b><\/span><\/h5>\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

    Joint Union-Management Committee<\/a><\/b><\/span><\/h5>\n

    Establishes a joint committee to meet at least twice per year to discuss matters affecting Postdocs that are not related to any active grievances.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Workload<\/a><\/b><\/span><\/h5>\n

    Establishes protections against arbitrary, unreasonable work schedules as professional, salaried employees; while our workweek is normally at least 40 hours, schedules must be \u201dreasonable and related to the research needs\u201d and should allow for weeks less than 40 hours.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Workspace and Materials<\/a><\/b><\/span><\/h5>\n

    Commits the University to provide <\/span>workspace, facilities, equipment, materials and access to the internet and other network resources necessary to perform assigned duties; also ensures \u201ctimely reimbursement\u201d for any employee approved to purchase required materials, equipment or services.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Appointments<\/a><\/b><\/span><\/h5>\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

    Recognition<\/a><\/b><\/span><\/h5>\n

    Codifies recognition of the Union and describes the unit represented by the Union, consistent with our National Labor Relations Board (NLRB) case in 2018; commits the University to continue discussing how the parties can engage in collective bargaining over terms and conditions of employment for individuals who receive no salary or stipend remuneration from the University.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Holidays<\/a><\/b><\/span><\/h5>\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

    Vacations<\/a><\/b><\/span><\/h5>\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  termination of appointment.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Professional Development<\/a><\/b><\/span><\/h5>\n

    The University will maintain support for training and professional development programs. In furtherance of professional development and career goals, <\/span>researchers will have the right to work with their PI\/mentor to develop and discuss an Individual Development Plan (IDP) and the right to receive at least one written performance evaluation within each 12-month period.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    No Strikes\/No Lockout<\/a><\/b><\/span><\/h5>\n

    During the life of the contract, the Union and University agree they will resolve disputes under the contract through the process in the contract.  To that end, the union agrees that it will not encourage or sanction a strike and the University agrees it will not lock out employees while the contract is in effect.<\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    Union Access, Rights and Activity<\/a><\/b><\/span><\/h5>\n

    This article would help us have a strong union: ensures that Columbia provide our Union with basic information about employees in the bargaining unit; provides Union time and space to orient new employees about their rights under the contract and membership in our Union; provides reasonable time for Postdoc and Associate Researcher union representatives to handle grievances; and provides reasonable time to attend Union meetings.  <\/span><\/p>\n

    <<Back to List<\/a><\/a><\/strong><\/span><\/p>\n

    International Researchers<\/a><\/b><\/span><\/h5>\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

    Grievance and Arbitration<\/a><\/b><\/span><\/h5>\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.  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><\/strong><\/span><\/p>\n[\/vc_column][vc_column width=”1\/12″][\/vc_column][\/vc_row]\n<\/p>","protected":false},"excerpt":{"rendered":"

    [vc_row full_width=”stretch_row_content”][vc_column width=”1\/12″][\/vc_column][vc_column width=”10\/12″][vc_column_text]We have completed tentative versions of 20 articles for our first contract.  We are still negotiating over 8 main articles, with a varying number of outstanding issues within each article.  If the administration team will make proposals<\/p>\n","protected":false},"author":3,"featured_media":0,"parent":1294,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"footnotes":""},"_links":{"self":[{"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/pages\/4050"}],"collection":[{"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/comments?post=4050"}],"version-history":[{"count":2,"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/pages\/4050\/revisions"}],"predecessor-version":[{"id":7134,"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/pages\/4050\/revisions\/7134"}],"up":[{"embeddable":true,"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/pages\/1294"}],"wp:attachment":[{"href":"https:\/\/columbiapostdocunion.org\/wp-json\/wp\/v2\/media?parent=4050"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}