The Rockefeller University

Last Updated: September 9^th

General Overview
Union Membership
Current Financial Support and Benefits for Postdoctoral Associates and Postdoctoral Fellows at Rockefeller University
Current Financial Support and Benefits for Research Associates at Rockefeller University
Grievances
Postdoctoral Researcher Experience
Collective Bargaining

General Overview

A union is an organization that serves as the agent representing a specific group of employees. This group is called a “bargaining unit.” A union negotiates on behalf of a bargaining unit to establish collective terms and conditions of employment, such as pay and benefits.

United Postdoctoral Researchers of Rockefeller-UAW (UPROR-UAW) is an organization of Rockefeller postdoctoral researchers, seeking to unionize Postdoctoral Associates, Postdoctoral Fellows, and Research Associates at The Rockefeller University and is affiliated with the UAW.

UPROR-UAW filed a petition to represent all postdoctoral researchers who provide services to Rockefeller University on August 15, 2024. On August 21, 2024, Rockefeller and UPROR-UAW executed the Stipulated Election Agreement, which was approved by the NLRB. The Stipulated Election Agreement describes which postdoctoral researchers are eligible to vote in the election to determine if they want to be represented by UPROR-UAW.

The election for eligible postdoctoral researchers to determine if they want to be exclusively represented in collective bargaining by UPROR-UAW will be held on Wednesday, September 18 and Thursday, September 19, 2024 from 9:00 AM to 1:00 PM and 3:00 PM to 7:00 PM at the Great Hall in Welch Hall, 1230 York Avenue, New York, NY.

The election will be conducted by the NLRB. Rockefeller will physically post and electronically distribute a Notice of Election to each eligible voter. Electioneering will be prohibited within 100 feet of the voting location.

The individuals eligible to vote in this election are all postdoctoral researchers employed by Rockefeller University in the following classifications: Postdoctoral Associate, Postdoctoral Fellow, and Research Associate.

All other employees, Senior Research Associates, individuals employed by the Howard Hughes Medical Institute, managers, and supervisors are not eligible to vote in the election.

Individuals with questions about their eligibility should contact the NLRB at 212-264-0300.

It is very important for all eligible postdoctoral researchers to vote in the election because the outcome of the election will be determined by a simple majority of the total votes cast.

If, for example, only 50 out of the approximately 300 eligible postdoctoral researchers vote, 26 voters could determine the outcome for all 300 postdoctoral researchers in the bargaining unit, and would also bind future postdoctoral researchers. An individual who does not support the union cannot opt out of representation if the union is certified.

Rockefeller’s current practice is for heads of lab and the administration to work directly with postdoctoral researchers, which provides flexibility for agreements made based on individual circumstances. The university administration’s commitment to work collaboratively with postdoctoral researchers has resulted in the attractive compensation and benefits package described within these frequently asked questions (FAQs). Unionization may lead to changes in the ways that Rockefeller and postdoctoral researchers can work directly together with respect to the postdoctoral experience. These potential changes impact not only current postdoctoral researchers, but may be binding on future postdoctoral researchers who will not have the opportunity to vote in the union election.

Union Membership

If UPROR-UAW wins the election, UPROR-UAW will be the only representative which can speak on behalf of postdoctoral researchers employed by Rockefeller University in the classifications Postdoctoral Associate, Postdoctoral Fellow, and Research Associate in the bargaining unit about their terms and conditions of employment at the University. Rockefeller University and UPROR-UAW would be obliged to begin negotiations, or “collective bargaining.” Although collective bargaining does not require parties to reach an agreement, the goal is for the parties to agree to a contract that defines the working conditions, hours, and wages for all individuals represented by the union. To learn more about how long the collective bargaining process could take, see the section on collective bargaining.

In the event a union is not elected by postdoctoral researchers, the University anticipates that the working relationship and ongoing conversations between postdoctoral researchers and the University in pursuit of their shared mission would continue. Under the labor law, the union could not immediately re-petition for an election.

No. Collective bargaining does not occur unless and until a union wins an election and is subsequently certified by the NLRB. A union’s agenda for negotiations is typically determined by union leadership in consultation with its members.

At this stage, it is impossible to know what issues might be included in a collective bargaining agreement. Any promises of increases in pay or improvements to benefits are not guaranteed. If a collective bargaining agreement is reached, the agreed-upon terms may be the same, better, or worse than those you currently have.

All postdoctoral researchers employed by Rockefeller University in the classifications Postdoctoral Associate, Postdoctoral Fellow, and Research Associate, who falls within the scope of the bargaining unit negotiated by the University and UPROR-UAW and approved by the NLRB, will be represented by UPROR-UAW if the union wins the election. In other words, every individual in any one of these positions and not otherwise excluded from the bargaining unit will automatically be represented by UPROR-UAW as the exclusive representative responsible for negotiating their compensation, benefits, and working conditions with the University.

If the election is for unionization, all postdoctoral researchers who hold a position that is in the bargaining unit will be bound by the terms of a collective bargaining agreement that will be negotiated by the union.

This applies to a postdoctoral researcher who does not vote in the election, votes against unionization, later decides they prefer not to be a union member, or joins the University after the election has occurred.

Yes, union membership typically costs members money according to a collective bargaining agreement and the union’s constitution and bylaws. The union may charge its members dues, initiation fees, fines, assessments, and other costs. Union dues and fees often are directly drawn from members’ paychecks. In New York, an employee can be required to pay union dues or “fair share” fees (often close to the cost of union dues) to get or keep a job. If provided for in a collective bargaining agreement, members must pay union dues or fair share fees, even if they voted against unionization.

UAW membership dues for bargaining unit postdoctoral researchers at Columbia and Mount Sinai are currently 1.44% of gross monthly income.

If a union is successful at Rockefeller, members would likely pay 1.44% of their monthly pay for union dues. Based on a $72,100 minimum annual salary (effective July 1, 2024), this would be at least $1,038 in annual membership dues.

Unions also may increase dues, so there is no way to be certain that a union dues percentage would remain the same during a postdoctoral researcher’s time in a union.

All postdoctoral researchers whose positions fall within the bargaining unit would be bound by the collective bargaining agreement. Even if they chose not to become a union member and pay dues, they may be required to pay the union a fair share or representation fee if provided for in the agreement.

Fair share fees, which are set by the union, typically cost about the same as or are close to union dues. For example,

At the Icahn School of Medicine at Mount Sinai, membership dues and fair share fees are both 1.44% of postdocs’ gross pay.
In Columbia postdocs’ collective bargaining agreement, it is a condition of employment that all postdoctoral researchers in the bargaining unit either elect to become a union member and pay 1.44% of gross income in union dues or object to membership and pay a “fair share” fee of 1.22% of gross income.

Once certified as the exclusive representative of a bargaining unit, a union remains in place indefinitely. The process to decertify (or remove) a union typically requires a vote and is a complex process that can take years to complete. For example, security services workers at Harvard University recently tried to decertify their union, but their request was dismissed by Region 1 of the NLRB. (See here for more information.)

In short, if elected, a union will represent all current and future postdoctoral researchers who are in a position included in the bargaining unit at the University unless and until decertified or removed.

At universities with graduate student and postdoc unions, the unionization process has impacted academic operations in different ways. For instance, at Columbia University, graduate students went on strike for 10 weeks in 2021; 48,000 graduate assistants at the University of California went on strike for over a month in 2022; and postdoctoral researchers went on strike at Mount Sinai in 2023. During these strikes, students and postdocs paused research and other significant functions, causing significant disruptions to their institutions’ and their own academic work and research operations. During a strike, there generally is no obligation for an institution to pay its striking employees under the labor law, and this has been the case at certain schools that have had recent strike activity.

No, the University generally would not be able to accommodate the individual needs of a postdoctoral researcher, unless the collective bargaining agreement allowed for an exception or the union otherwise agreed to the accommodation. Collective bargaining agreements have terms that are binding on all members of a bargaining unit and, thus, may restrict an institution’s ability to make exceptions to, or deviate from, the terms of the contract to accommodate individual circumstances without agreement from the union.

Yes, if UPROR-UAW becomes the bargaining representative for all postdoctoral researchers employed by Rockefeller, and a collective bargaining agreement is reached, all individuals within the bargaining unit are bound by the terms of that agreement, whether or not they object to any of its terms.

There is no way to know in advance of collective bargaining. A common misperception is that current pay levels, remuneration, and benefits serve as a floor and can only improve with collective bargaining. However, there is no guarantee that a union will obtain improvements in any area, including pay. All terms are open for new negotiation, so employees in a union could end up with terms and conditions that are the same as, better than, or worse than, those currently provided.

There are university collective bargaining agreements that do not address housing. For example, the postdoctoral researcher agreements at Columbia University, the University of Washington, and the UC system do not address housing.

Other collective bargaining agreements for graduate students explicitly reserve housing as a management right where the institution retains the discretion to modify or adjust the benefit as it sees fit:

Columbia Graduate Student collective bargaining agreement: Housing is expressly listed as a management right, giving Columbia the ability to “decide matters related to housing for Student Employees covered by this Agreement.” (p. 2)
Harvard collective bargaining agreement: Similarly, Harvard management has the right “to determine and modify policies and financial costs and charges associated with University housing.” (Article 17.1.P)
Brown collective bargaining agreement: Brown’s management has the right to “determine and modify benefits (provided that they are not terms and conditions of employment) offered and their costs to students” which would seem to include housing benefits. (Article V.A.15)

Based on collective bargaining agreements at other universities, a union would likely seek to negotiate a contractual grievance process for issues defined in the contract. There is no guarantee that the grievance process would be different from, or an improvement to, existing procedures. Depending on the terms of the collective bargaining agreement, the ability to informally or anonymously resolve a grievance might not be permitted. Union grievance procedures typically involve a formal multi-step process with strict timelines that the union and a university must follow. If the grievance is not resolved via the multi-step grievance procedure, the grievance can typically proceed to an arbitration. For more information concerning grievances, see the grievances section.

It is uncertain how the existence of a union on campus would affect the role of postdocs on university committees or advocacy groups on campus. We do know, however, that UPROR-UAW would be the exclusive voice for all individuals it represents in discussions with the University on pay, work hours, and other matters related to postdoctoral appointments.

If such activities are characterized as part of a postdoctoral researcher’s work appointment, funding for conferences, travel, and other activities could be subject to negotiation with the union. Some universities with postdoctoral researcher unions have travel-related provisions included within their contracts.

Not necessarily because state labor law is applicable to state universities while federal labor law applies to private universities. Whereas many state labor laws protect academic matters from the collective bargaining process, federal labor law does not address these issues for higher education. As a result, unions have more latitude to attempt to be involved in academic matters (e.g., research assistant assignments) at private universities and may ask to do so.

Current Financial Support and Benefits for Postdoctoral Associates and Postdoctoral Fellows at Rockefeller University

Starting salaries for Postdoctoral Associates and Postdoctoral Fellows are a minimum annual salary of $72,100 for FY 2025 (effective July 1, 2024), and many are paid well above this amount.

Over the last 5 years, the minimum salary for Postdoctoral Associates/Fellows has increased by approximately 23%. Postdoctoral Associates and Postdoctoral Fellows typically receive pay increases in line with university increases, with allowances for variation based on postdoctoral performance.

For information about Research Associate compensation, see here.

Rockefeller provides Postdoctoral Associates/Fellows and their families with access to robust healthcare coverage (medical, dental, and vision), financial assistance resources, assistance for parents and those looking to build a family, and other benefits. These benefits are summarized below and in other FAQs.

Healthcare plans available to postdoctoral researchers and their families.

For Postdoctoral Associates, the University covers 91.5% of medical premiums and 75.5% of dental premiums for individuals.
For Postdoctoral Fellows, the University covers 100% of medical and dental premiums.
The monthly contributions paid by Rockefeller postdoctoral researchers for medical insurance are on par with, and in some cases, less than, the monthly contributions paid by postdocs at some of our unionized peer institutions. See Columbia Associate Research Scientists/Scholars and Columbia Postdoctoral Research Fellows.

Paid leave benefits. Rockefeller University has generous paid leave benefits.

For FY 2025, Postdoctoral Associate/Fellows have a total of 36 days/year of paid time off, comprising 20 vacation days and 16 university-recognized holidays.
Postdoctoral Associate/Fellows have immediate access to all 20 paid vacation days and do not need to wait to accrue these days, as is required of the unionized postdocs at Columbia and Mount Sinai.
The University has a generous sick leave policy for Postdoctoral Associate/Fellows.
Postdoctoral Associate/Fellows have access to up to 24 weeks of parental leave, of which 6 weeks are at full pay.
Postdoctoral Associate/Fellows are eligible for 100% salary continuation for short-term disability. In addition, Postdoctoral Associates are eligible for 60% salary continuation, up to $20,000 per month, for long-term disability. This benefit is significantly greater than the long-term disability benefit negotiated by unionized postdocs at Columbia University.

University Perks: Rockefeller Postdoctoral Associates and Postdoctoral Fellows have access to numerous valuable university benefits and perks, including:

24/7 access to fitness facilities;
Access to a tennis court, squash court, basketball court, and two pickleball courts;
Free on-campus access to physical therapist; and
Access to mental health resources (e.g., free on-campus mental health professionals)

Rockefeller provides to its Postdoctoral Associates and Postdoctoral Fellows the most generous housing benefits in New York City and perhaps the nation. All Postdoctoral Associates/Fellows are eligible for Rockefeller housing for the entire duration of their academic appointment at the University. Most postdoctoral researchers choose to live in doorman buildings on university premises that are a 1-minute walk to the research campus via a private pedestrian bridge, and the remainder are within a 5-10 minute walk from campus, eliminating commuting costs, which can be over $1,500 per year. Rental rates for Rockefeller housing units are generally lower than the rates offered by other NYC institutions. Over 85% of Rockefeller postdoctoral researchers reside in university housing, a figure that is one of the highest in the nation.

Postdoctoral housing programs at other institutions in NYC (e.g., Columbia, Mount Sinai, NYU, Weill Cornell Medicine, Memorial Sloan Kettering) are more limited and often further from campus, typically include access by lottery or waiting lists, are “take it or leave it” offers (including for shared units), and/or time-limited housing eligibility.

Yes. In addition to parental and medical leave offered to new parents, Rockefeller offers both financial and programmatic support to Postdoctoral Associates/Fellows who are parents and to those who seek to build a family. The University assists parents in finding appropriate childcare arrangements and offers discounted tuition rates at its on-site Child and Family Center.

The Child and Family Center tuition costs that are paid by Postdoctoral Associates and Postdoctoral Fellows are considerably less than the tuition costs for university-partner care centers paid by postdoctoral researchers at other peer universities.

The average tuition cost per child at the Child and Family Center is $42,982. Postdoctoral Associates/Fellows who enroll their children in the Child and Family Center pay a portion of this tuition equal to 15% of their individual salary or family income, with a maximum cost to Postdoctoral Associates/Fellows of $25,000 per child per year (with the exception of infant care, for which the maximum cost is $27,700). The University also provides a 20% sibling tuition reduction to parents enrolling multiple children in the Child and Family Center.
Rockefeller has a federal Dependent Care Flexible Spending Account available to Postdoctoral Associates, with up to $5,000 in a pre-tax account for additional childcare costs.
In comparison, postdoctoral researchers at Columbia University and Mount Sinai are largely responsible for the full cost of childcare tuition. Columbia provides financial assistance to some postdoctoral researchers who apply for it, and the terms of the postdocs’ collective bargaining agreement provide for an annual childcare lump sum payment of $5,000 per eligible postdoc. Mount Sinai also provides financial assistance for the cost of childcare tuition upon application, and, under their collective bargaining agreement, Mount Sinai postdocs can participate in the federal Dependent Care Flexible Spending Account Program.

Rockefeller also provides backup childcare and tutoring support.

Rockefeller Postdoctoral Associates/Fellows have access to up to $20,000 per child for the reimbursement of reasonable and necessary fees in connection with the adoption or surrogacy process. In comparison, Columbia University offers a smaller adoption reimbursement of $7,500 per child and a lifetime maximum surrogacy reimbursement of $30,000.

Yes, Rockefeller University administers a hardship fund for Postdoctoral Associates/Fellows who are experiencing a personal financial hardship or emergency. The hardship fund has been funded by private donors to alleviate some of the external barriers to success and to provide a lifeline to those in need. Postdoctoral Associates/Fellows may apply for funding up to $10,000 by submitting a written application with documentary support.

Funds have been made available to international Postdoctoral Associates/Fellows in need of financial assistance to travel home to care for sick relatives or make final arrangements after the death of a loved one; to support a Postdoctoral Associate/Fellow experiencing loss of family income; to pay for significant immediate out-of-pocket healthcare costs; and for other demonstrable hardships and emergencies. These funds have been paid to Postdoctoral Associates/Fellows in advance rather than as a reimbursement payment after the fact.

In addition, Rockefeller offers a one-month salary advance program with repayment over a 6-month period to Postdoctoral Associates/Fellows. The salary advancement program is intended to provide short-term assistance to a Postdoctoral Associate/Fellow experiencing financial debt.

Yes, the University provides comprehensive immigration services to international Postdoctoral Associates/Fellows. Its dedicated staff prepares and files immigrant and nonimmigrant petitions and advises on a variety of visa classifications. The University does not charge Postdoctoral Associates/Fellows for the preparation of adjustments of status or for filing employment-based petitions. While Postdoctoral Associates/Fellows have pending applications and petitions with the U.S. Citizenship and Immigration Services (USCIS), the University will continue to provide Postdoctoral Associates/Fellows with the benefits they have elected.

Current Financial Support and Benefits for Research Associates at Rockefeller University

Postdoctoral Associates/Fellows, after 5 years of experience, may become Research Associates. Most Research Associates move on to other positions or new career opportunities within 3-4 years in this rank. Currently, the mean salary for first year Research Associates is approximately $84,039.

Rockefeller provides Research Associates and their families with access to robust healthcare coverage (medical, dental, and vision), retirement benefits, financial assistance resources, insurance, assistance for parents and those looking to build a family, and other benefits. These benefits are summarized below and in other FAQs.

Healthcare plans available to Research Associates and their families.

The University covers 91.5% of medical premiums and 75.5% of dental premiums for individuals.
The monthly contributions paid by Research Associates for medical insurance are on par with, and in some cases, less than, the monthly contributions paid by postdocs at some of our unionized peer institutions. See Columbia Associate Research Scientists/Scholars and Columbia Postdoctoral Research Fellows.

Paid leave benefits. Rockefeller University has generous paid leave benefits.

For FY 2025, Research Associates have a total of 36 days/year of paid time off, comprising 20 vacation days and 16 university-recognized holidays.
Research Associates have immediate access to all 20 paid vacation days and do not need to wait to accrue these days, as is required of the unionized postdocs at Columbia and Mount Sinai.
The University has a generous sick leave policy for Research Associates.
Research Associates have access to up to 24 weeks of parental leave, of which 6 weeks are at full pay.
Research Associates are eligible for 100% salary continuation for short-term disability, and 60% salary continuation, up to $20,000 per month, for long-term disability. This benefit is significantly greater than the long-term disability benefit negotiated by unionized postdocs at Columbia University.

Retirement benefit: The University provides a generous retirement benefit to Research Associates.

University contributions range from 6% to 14.3% of a Research Associate’s regular gross salary depending on years of service and regardless of the Research Associate’s age.
This retirement benefit for Research Associates is more favorable than the negotiated employer contributions made by Columbia University to its Associate Research Scientists/Scholars.

Supplemental life insurance and AD&D benefit:

Research Associates are eligible to participate in the University’s supplemental life insurance plan, under which they may elect optional coverage up to 5 times their yearly base salary to a maximum life insurance amount of $450,000.
Eligible Research Associates may participate in the University’s Voluntary Accidental Death & Dismemberment benefit.

University Perks: Rockefeller Research Associates have access to numerous valuable university benefits and perks, including:

24/7 access to fitness facilities;
Access to a tennis court, squash court, basketball court, and two pickleball courts;
Free on-campus access to physical therapist; and
Access to mental health resources (e.g., free on-campus mental health professionals)

Rockefeller provides generous housing benefits to its Research Associates. Most Research Associates choose to live in doorman buildings on university premises that are a 1-minute walk to the research campus via a private pedestrian bridge, and the remainder are within a 5-10 minute walk from campus, eliminating commuting costs, which can be over $1,500 per year. Rental rates for Rockefeller housing units are generally lower than the rates offered by other NYC institutions. Over 85% of Rockefeller postdoctoral researchers reside in university housing, a figure that is one of the highest in the nation.

Yes. In addition to parental and medical leave offered to new parents, Rockefeller offers both financial and programmatic support to Research Associates who are parents and to those who seek to build a family. The University assists parents in finding appropriate childcare arrangements and offers discounted tuition rates at its on-site Child and Family Center.

The Child and Family Center tuition costs that are paid by Research Associates are considerably less than the tuition costs for university-partner care centers paid by postdoctoral researchers at other peer universities.

The average tuition cost per child at the Child and Family Center is $42,982. Research Associates who enroll their children in the Child and Family Center pay a portion of this tuition equal to 15% of their individual salary or family income, with a maximum cost to Research Associates of $25,000 per child per year (with the exception of infant care, for which the maximum cost is $27,700). The University also provides a 20% sibling tuition reduction to parents enrolling multiple children in the Child and Family Center.
Rockefeller has a federal Dependent Care Flexible Spending Account available to Research Associates, with up to $5,000 in a pre-tax account for additional childcare costs.
In comparison, postdoctoral researchers at Columbia University and Mount Sinai are largely responsible for the full cost of childcare tuition. Columbia provides financial assistance to some postdoctoral researchers who apply for it, and the terms of the postdocs’ collective bargaining agreement provide for an annual childcare lump sum payment of $5,000 per eligible postdoc. Mount Sinai also provides financial assistance for the cost of childcare tuition upon application, and, under their collective bargaining agreement, Mount Sinai postdocs can participate in the federal Dependent Care Flexible Spending Account Program.

Rockefeller also provides backup childcare and tutoring support.

Rockefeller postdoctoral researchers have access to up to $20,000 per child for the reimbursement of reasonable and necessary fees in connection with the adoption or surrogacy process. In comparison, Columbia University offers a smaller adoption reimbursement of $7,500 per child and a lifetime maximum surrogacy reimbursement of $30,000.

Yes, Rockefeller University administers a hardship fund for postdoctoral researchers including Research Associates who are experiencing a personal financial hardship or emergency. The hardship fund has been funded by private donors to alleviate some of the external barriers to success and to provide a lifeline to those in need. Research Associates may apply for funding up to $10,000 by submitting a written application with documentary support.

Funds have been made available to international Research Associates in need of financial assistance to travel home to care for sick relatives or make final arrangements after the death of a loved one; to support a Research Associate experiencing loss of family income; to pay for significant immediate out-of-pocket healthcare costs; and for other demonstrable hardships and emergencies. These funds have been paid to postdoctoral researchers in advance rather than as a reimbursement payment after the fact.

In addition, Rockefeller offers a one-month salary advance program with repayment over a 6-month period to postdoctoral researchers. The salary advancement program is intended to provide short-term assistance to a postdoctoral researcher experiencing financial debt.

Yes, the University provides comprehensive immigration services to international Research Associates. Its dedicated staff prepares and files immigrant and nonimmigrant petitions and advises on a variety of visa classifications. The University does not charge Research Associates for the preparation of adjustments of status or for filing employment-based petitions. While Research Associates have pending applications and petitions with the U.S. Citizenship and Immigration Services (USCIS), the University will continue to provide Research Associates with the benefits they have elected.

In addition to benefits that are made available exclusively to Research Associates as described above, Research Associates have terms and conditions as well as career opportunities that are potentially different from other postdoctoral researchers. Research Associates are appointed annually and some are considered to be more independent members of the lab relative to Postdoctoral Associates and Postdoctoral Fellows since they have greater autonomy over their research.

Additionally, some Research Associates take on administrative duties within their labs, creating additional career opportunities for these individuals. Leadership roles in this field, such as department heads or research directors, often require both scientific expertise and administrative skills. Research Associates who perform an additional administrative function in the lab are uniquely poised to seek and receive these managerial positions later in their careers. Moreover, familiarity with administrative processes enables better communication and collaboration between Research Associates and administrative staff. This can lead to more effective project management, grant writing, understanding of financial management, and proper allocation of resources—all skills that enhance a Research Associate’s resume and make them ideal candidates for leadership roles in academia.

Grievances

Rockefeller University provides a supportive and secure environment for all community members, including postdoctoral researchers. All community members are expected to adhere to the University’s Code of Conduct, and conduct themselves ethically, honestly, and with integrity in all dealings in a manner that reflects our community’s shared values.

Unless otherwise required by university policy or law, because of our flexible and collaborative environment, Rockefeller is currently able to discuss a conflict with a postdoctoral researcher and their respective supervisor to reach a mutually agreed upon solution. Our goal is to provide our community with as much individualized support as possible. In the event of a conflict, we work directly with the postdoctoral researcher to figure out the best path forward to resolution based on the individual’s specific needs.

Also owing to the flexible and collaborative university environment, postdoctoral researchers also have the option to anonymously report concerns or possible violations by following the policy guidelines outlined here or by contacting Human Resources.

Rockefeller is committed to maintaining, to the greatest extent possible, postdoctoral researcher confidentiality throughout the grievance process, consistent with the law.

Additionally, confidential counseling with third-party social workers professionally obligated to maintain confidentiality is available to support individuals explore their options for addressing a grievance, misconduct issue, or policy violation, and by assisting postdoctoral researchers as they determine the best course of action based on their own needs and individual circumstances. All employees, including Postdoctoral Associates, Postdoctoral Fellows, and Research Associates, are encouraged to contact 212-327-7257 to access this confidential counseling.

A negotiated grievance process included in a collective bargaining agreement might not provide the same level of anonymity or confidentiality as is possible under the current grievance process. Processing grievances through a union, rather than directly with a supervisor or with Human Resources, may mean that more people will be made aware of, and will be involved in, handling the grievance.

Yes. Using the grievance process currently in place, the University has successfully resolved concerns brought forward by postdoctoral researchers in a manner that both addressed the conduct complained of and protected the postdoctoral researcher’s confidentiality. The University’s current grievance processing mechanisms are designed to and have successfully addressed the underlying issues in a grievance and helped postdoctoral researchers keep focused on the science.

Postdoctoral Researcher Experience

Rockefeller strives to meet the individual needs of its postdoctoral researchers. We believe a unionized structure could change the nature of postdoctoral researchers’ experience at Rockefeller by imposing a uniform set of rules for all postdoctoral researchers with restrictions that prevent advisors from being able to customize their approach to meet their postdoctoral researchers’ individual needs.

Over the past several years, Rockefeller University has devoted energy and resources to develop more opportunities for postdoctoral researchers to grow academically, have more financial support, and have more feedback in academic affairs, residential life, and co-curricular activities within their departments, including:

In 2023 and 2024, the University offered a workshop, titled “Managing Science and Scientists,” in which 49 postdoctoral researchers participated. The workshop, taught by professors from Harvard Business School and Berkeley Haas, included topics such as building and leading effective teams in labs, attracting research funding, creating an environment of inclusion and promoting diversity in teams, and knowing when and how to take advantage of translational and entrepreneurial opportunities. This program has been very favorably reviewed.
The Dean’s Office recently hired a Graduate and Postdoctoral Program Coordinator to serve as the primary point of contact in the Dean’s Office for postdoctoral researchers at Rockefeller and to assist in connecting postdoctoral researchers with the appropriate university resources based on their needs.
This year, the University created an endowment, funded by a gift in honor of a former Rockefeller faculty member, for an annual Postdoctoral Investigators Retreat, organized by the Postdoctoral Association (PDA), that will provide an opportunity for Rockefeller postdoctoral researchers to meet their peers in other labs and to present their science.
In 2023, the Dean’s Office invested approximately $10,000 in programming for postdoctoral researchers as part of postdoc appreciation week.
Human Resources enhanced its HR Wellness Initiatives program to promote community, awareness, and social interactions across the Rockefeller community. Once a month, Human Resources hosts mindfulness programming and other social events aimed at improving general mental health on campus and helping students and postdoctoral researchers to connect with the larger university community.

Postdoctoral researchers have multiple means—both formal and informal—by which they interact directly with the administration to collaborate and discuss issues important to them. This work has been enabled through the Postdoctoral Association (PDA), the Postdoctoral Advisory Committee (PAC), and the Dean’s Office.

The PDA was originally created by the Dean’s Office and aims to foster social and scientific interactions among postdoctoral researchers on campus and to serve as the collective voice of the postdoctoral community to the Rockefeller administration. The PDA receives an annual budget of $80,000 from the Dean’s Office to support its initiatives.

The PAC is composed of members of the PDA, the Dean and three other representatives from the Dean’s Office and one representative from Human Resources.

The PDA meets approximately once a month with the Dean and other members of the PAC, and it meets at least once a year with the President and members of the President’s office. Through the collaboration of the PDA, PCA, and Dean’s Office, postdoctoral researchers’ interests and issues are regularly brought to members of the university administration and acted upon.

In addition to their formal involvement in the University’s advisory bodies, postdoctoral researchers also benefit from informal, direct access to leadership and faculty advisors. Many members of the administration, including members of the Dean’s Office and Human Resources, regularly meet with postdoctoral researchers; some also have an open-door policy, so that individuals or groups of scholars may meet with them informally.

Collective Bargaining

Collective bargaining is the process by which a union and an employer negotiate for all members of the bargaining unit: the terms and conditions of employment, including pay, benefits, terms of appointment, and hours. A union has the exclusive authority to bargain on behalf of all union members, collectively.

Based on collective bargaining negotiations at other universities, it is likely that collective bargaining would take place over a series of meetings at which representatives of UPROR-UAW and Rockefeller University would exchange written proposals for a collective bargaining agreement, also known as a labor contract. Negotiations for a first contract can last from months to a year or more to complete. Negotiations for Columbia’s collective bargaining agreement for its postdoctoral researchers took about four years.

Federal law requires that an employer and a union engage in good faith negotiation over terms and conditions of employment. The parties must meet, confer, and consider each other’s proposals with a genuine desire to reach an agreement. This duty to negotiate in good faith does not require compromise or agreement on any proposal and does not require the parties to reach an overall agreement.

Bargaining topics with universities have included pay, work hours, health insurance, and research appointments, disciplinary procedures, grievances and arbitration, leaves of absence (e.g., medical, parental, bereavement), vacation, health and safety, union access and rights, intellectual property rights, and workload.

Representatives of the university and of the union would sit at the bargaining table.

If the union is elected as the representative of the postdoctoral researchers employed by Rockefeller University, UPROR-UAW and the University would have a legal duty to bargain in good faith. If, despite good faith negotiations, the parties reach an “impasse” and cannot reach an agreement, this might lead to litigation over whether an impasse as defined under the labor law has been reached, and the parties could resort to economic tactics. For example, UPROR-UAW might engage in a strike, and the University has a right to unilaterally implement its last proposal.