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On Wednesday, August 20th, we held our 14th bargaining session with the University. The University countered on 8 articles and proposed changes to the University’s Intellectual Property Policy, while the Union presented our counterproposals on 7 articles and an appendix with the form that Unit Members will be able to use to file grievances (Appendix: Grievance Form). You can find them all on our online bargaining tracker, and a more detailed update below.
The University’s counters were on Employment Records, Health and Safety, Intellectual Property, Professional Development, Research Integrity, Training, Travel, and Workload. The Union’s counters were on Appointment Security: Appointments and Reappointments, Discipline and Dismissal, Grievance and Arbitration, International Researcher Rights, Travel, Union Rights and Access, and Union Security.
The last several bargaining sessions have all followed the same pattern: the University makes some small movements towards the Union’s position, but ignores the large gap between their proposals and the best standards for postdoc researchers. Many of these were set by Mount Sinai here in NYC, whose union contract contains many protections and benefits that Unit Members at Rockefeller deserve and demand the University meet or exceed so that Rockefeller can continue to lead. For example, the University’s proposal for our Intellectual Property article simply asserts that: 1) all of our rights regarding intellectual property will be outlined in the University’s Intellectual Property Policy; 2) Unit Members may not process complaints regarding intellectual property through the Grievance and Arbitration article of the contract; and 3) the policy and its related procedures may be amended from time to time by the University. This is essentially the same as no article at all: our intellectual property rights can be changed at any time by the University without needing to come to an agreement on the proposed changes with the Union, and without us having the ability to enforce those rights by appealing the University’s decision to a neutral third party. Further highlighting the need for us to secure strong contract language on these rights, the University also shared proposed changes to the University’s Intellectual Property Policy. We will continue to demand an Intellectual Property article that protects Unit Members’ rights to determine how their discoveries are used. In our Grievance and Arbitration article, we continue to propose timelines that give Unit Members the time they need to first attempt to resolve grievances informally, while also ensuring rapid resolution of the complaint once a formal grievance has been filed; however, the University remains unreceptive to addressing this important need.
With that said, there were productive discussions at the bargaining table. For example, in the Employment Records article, the Union articulated the need (in the year 2025) to move to an electronic records system for maintaining and providing access to Unit Members’ employment records (many of which are requested by international Unit Members while they’re abroad), and the University’s engagement with this discussion reflected an understanding of the importance of this proposal. Yet another discussion point was the Workload article, particularly regarding the number of hours a typical workweek should be. We should emphasize that these are not hard requirements, and many Unit Members will continue to work more than the number of hours proposed in this article. We simply aim to memorialize the current expectation outlined in appointment letters, which is 35 hours per week. There are weeks when this number really matters, and you need a strong article to point to that ensures your time is respected. Lastly, we are nearing a Tentative Agreement on the Travel article, which secures direct travel funding or timely reimbursement of expenses for required or approved travel as part of our duties.
As always, our power at the table is a direct reflection of your support. The open letter made a clear impact. Let’s keep that momentum going—observe a session, join an action, and help us keep the pressure on. Our next in-person session is scheduled for Friday, September 12, 2025, from 12:00 PM to 4:00 PM ET. Click here to RSVP if you’d like to attend this or a future session and see the process firsthand!
You can access the full text of these proposals using our online bargaining tracker.
The fight for fair and transparent working conditions continues, and your voice matters. We urge you to stay engaged, share your experiences, and stand with us as we push for the rights every Postdoc and Research Associate deserves.
Have questions or feedback? Don’t hesitate to reply to this email — your input strengthens our collective power.
In solidarity,
Deniz Abdüsselamoğlu
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On behalf of the UPROR-UAW Bargaining Committee
UPROR-UAW Proposals:
Appointment Security: Appointments and Reappointments
International Researcher Rights
University Proposals: