UAW 5810 Contract Summary for LBL Postdocs

 
Major Increases in Postdoc Compensation

New minimum salary scales and guaranteed wage increases resulting in raises as high as 12.5% for current LBL postdocs. This includes:

  • New minimum pay scale with experiential step increases, starting over 10% higher than the lab’s current minimum scale.
  • 4% increase to Computational Science minimum pay scale, with 4% experiential step increases
  • Guaranteed across the board 3.4% salary increase on Oct. 1, 2016 for all postdocs
  • Guaranteed across the board 2% salary increase on Oct. 1 in future years
New Paid Parental Leave

4 weeks of 100% paid parental leave for all postdocs. We also added language that enables postdocs to use this leave in various ways if they choose to – flexibility which will allow each postdoc to shape parental leave to benefit both them and their family. This new parental leave benefit is in addition to all of the other leave and personal time off options: 24 days of personal time off each year, 12 sick days each year that accumulate if unused, and paid leave via short-term disability insurance.

Increased Leave Options

24 days Personal Time Off, and 12 sick days, both received up front rather than accrued. Current LBL postdocs will receive 22 days Personal Time Off on November 1st 2016, and have any accrued vacation paid out no later than February 1st 2017.

Improved Access and More Affordable Health Benefits

Guaranteed healthcare for all postdocs, including affiliates. Phase-in of new healthcare plan offerings which includes a low-cost PPO plan and HMO plan with far lower premium share.

Career Development Opportunities

Guaranteed access to career development programs on the same basis as UC postdocs on any UC campus. Rights to pursue career development goals on paid time and to create an Individual Development Plan with your PI(s).

Longer Minimum Appointment Lengths

We have expanded job security for postdocs by building multi-year appointment provisions into our new contract. Postdoctoral Scholar Employees will receive minimum one-year initial appointments and a minimum two-year reappointment. Postdoctoral Scholar Fellows and Paid Directs will receive appointment lengths to match the length of their fellowship funding: e.g. a postdoc with a three-year fellowship will receive a three-year appointment.

Important Improvements to Non-Discrimination Protections

We have won a greatly improved process for resolving claims of sexual harassment and discrimination, including:

  • Strict timelines for UC/LBL investigators to deliver an initial assessment and a comprehensive report,
  • Protections for postdocs who report a claim to ensure their research and career progress are not derailed,
  • Expanded definitions of protected classes to include gender identity and gender expression and a strong statement that all forms of retaliation are prohibited.

In addition, the Union and UC will jointly develop postdoc-specific training to prevent sexual harassment and other forms of discrimination.

We also now have stronger rights to lactation rooms and all-gender restrooms.

Protection from Unfair Termination and Unjust Layoff

Under the contract, postdocs are protected from unfair termination and unjust layoffs, enforceable through the grievance procedure and ultimately by appeal to third party arbitration.

Enforceability and Transparency

All terms and conditions of the contract, including LBL past practices, are enforceable through the grievance procedure and ultimately appeal to third party arbitration. Increased transparency, including additional rights to request information about LBL practices and policies.

Union Membership Dues or Fair Share Fees

Part of this agreement is a mechanism for the Lab to deduct either Union membership dues or fair share fees when the Lab is able to do so. Membership dues and fair share fees are a vital economic resource to the Union for contract enforcement and increasing the power of postdocs both within and outside of their workplace.