Contract Gains by Other Academic Unions
Below are examples of the types of gains that are possible with a strong union contract. Click on each for more information.
What Have Workers at Other Universities Won?
University | What did they win? |
NYU Contract Faculty (full time faculty) (CFU-UAW Local 7902) 
| Pay increase: Including a minimum $14,000 raise to AY25-26 and 3.5% annual raises each subsequent academic year. Job security: After two successful reappointment reviews, there is a presumption of reappointment in the absence of major misconduct or poor performance. This applies retroactively to faculty who have already completed two reviews. Shared governance: Protected the right to continue membership in the academic senate, serve on promotion committees and be involved in curriculum decisions. |
Barnard Contingent Faculty (BCF-UAW Local 2110) 
| 2022 - 2026 Contract Highlights Pay Increases: 40% increases over life of contract (from $10,000 to $14,000 per 3-point course) for part-time faculty. Full-time faculty will see raises of 18.6% from $70,000 to $89,000/year over the life of the contract Timely appointment and more transparent offer letters: Appointments must be made by June 1 prior to the academic year Healthcare: expansion of faculty eligibility for health insurance and 25% increase in subsidies |
NYU Adjunct Faculty (ACT-UAW Local 7902) 
| Pay Increases: 34% pay increase for most adjuncts in the first year (from $149.25 per contact hour to $200), and guaranteed subsequent annual pay increases totaling 56% over the life of the contract Pay for out-of-class work for the first time at NYU: between $1,000 to $2,000 depending on course credits Health Insurance: all adjuncts and their families will be offered subsidies for health insurance based on contact hours /year Appointments: Detailed appointment letters, faster reappointment rights, and stronger protections against low enrollment and curriculum change |
New School Part-Time Faculty (ACT-UAW Local 7902) 
| Pay Increases: 30% - 155% pay increases over the life of the contract, and guaranteed year-over-year increases Pay for out-of-class work: All faculty will receive a $400 stipend for out-of-class work per course per semester, which will increase to $800 per course over the life of the contract Job security: Faculty are "annualized" (at which point the University must reappoint a faculty member and offer a minimum number of contact hours each year) a semester sooner Multi-year appointments: Increased to 6 years from 3 years |
University of California Postdocs (UC – UAW LOCAL 5810) 
| 2022 - 2027 Contract Highlights Salary: In 2022 contract, UC Postdocs became highest-paid Postdocs in the US, with up to 57% increases Paid Family Leave and Childcare: 8 weeks fully paid leave and childcare subsidies of $2,500 /year ($2,800 by 2026) Appointment security: duration of initial appointments must be at least 2 years, from no minimum before contract Job security: Just Cause protections - UC must prove "just cause" in order to discipline or dismiss Postdocs Health benefits: All Postdocs + dependents receive comprehensive health benefits at about 10X lower costs than peer universities |
USC Graduate Students (GSWOC-UAW Local 872) 
| Pay increase: 12% increase from $35,700 to $40,000 minimum stipend and guaranteed 3% yearly increases Job security: Just Cause protections, which guarantee that GSWs cannot be disciplined or terminated without just cause Child/dependent care: Up to $1800 per child and $2500 per dependent per semester, totaling up to $8600 per child per year Harassment/discrimination protections: The right to file a grievance, independent arbitration after Title IX, and enforceable interim measures on clear timelines International worker protections: Legal fund for GSWs who lose visa status, paid time off for visa proceedings, rehiring protections |
What Did USC Graduate Student Workers (GSWs) Win?
Before Graduate Student Union (November 2023) | Secured by the GSWOC-UAW Local 872 |
Arbitrary dismissals and lack of job security | Just Cause protections, which guarantee that GSWs cannot be disciplined or terminated without just cause |
Minimum GSW pay of $35,700/academic year with no guaranteed annual stipend increase | 12% increase from $35,700 to $40,000 for the minimum stipend (and 4.5% for those above the minimum) + 3% annual guaranteed stipend increases across the board |
Lack of real recourse for cases of harassment and discrimination | The right to file a grievance, enforceable interim measures on clear timelines, the right to independent arbitration after Title IX, and peer-led trainings. |
Minimal support for international GSWs | A legal fund of up to $1000 to provide support to international GSWs who lose visa status, paid time off for visa proceedings, and rehiring protections for workers who lose and regain visa status |
No paid child or dependent support to GSWs | Childcare fund of up to $1800 per child per semester, and a dependent healthcare fund of up to $2500 per dependent per semester, totaling up to $8600 per child per year |
No transparency in budget or contract descisions | A seat at the table in contract negotiations and a democratic voice in decision-making |
What Did Keck Medicine Employees at USC Win by Unionizing?
What Keck Maintenance and Technical Employees (NUHW) and Nurses (CNA) Asked For | What They Won Through Collective Bargaining |
Transparent salary schedules | Complete transparency in hourly pay for all job classifications included in the union. Salary schedule increases every year. Minimum increases of 10.9% and maximums of 68% for the 3 years (NUHW) and pay increases of up to 27.7 percent over the life of the contract (CNA). |
Pay increases to match and surpass inflation | Minimum of 3% raise annually with up to a 10% cap in the first year and no cap in the second or third year. Pay rate dependent on the number of years of continuous service + a one-time employee appreciation bonus ranging from $925 to $1850 for every employee (NUHW) and $625 to $7500 signing bonus, $5000 relocation allowance if moving from outside California (CNA). |
Pay increases with promotion and for professional development | $2000 to $5000 bonuses for professional development through a clinical ladder policy (CNA). Minimum of 5% pay increase per "classification or classification level to a higher rated position" (NUHW). |
Free health Insurance | Enrollment in Anthem MyChoice HMO Plan with no premium contribution at all levels including dependent family members and children for each year of the contract. |
Clear grievance policy | Detailed grievance procedure including third-party arbitration in the event that it is necessary. Safe and healthy work environment and protections form workplace violence. |
Free and available parking | A single free parking pass at Valley Lot and allowance to use "designated Hospital employee parking areas free of charge" if Valley Lot is full. |
Patient advocacy | Working conditions are patient care conditions. Maintain safe and appropriate staffing (CNA). Workers recommend adequate staffing levels by establishing and participating in the Quality of Care Committee (NUHW). |