Search This Blog

Google Website Translator Gadget

September 27, 2007


Do you know that Uconn Health center PostDoc unionization helped the postdocs to improve their postdoc experience, their life and their science better, these are the proudest postdocs in US. Here is the latest contract they have signed, and you can read the full details of the contract. It is signed by the postdocs through the local University Health Professionals (a union affiliated with AFL-CIO) and the Uconn Health center, the employer.

Ok, go ahead and compare your institute's policies, benefits and greatness with the UCONN Health Center, do your home work to find who is the best?, hope this helps lot of postdocs sitting on the fence to not know which side to jump to get some clear ideas?.

"An ambiqous mind is no better than a mind that is ceased to function"
quote by Dr.Muni, 09-26-2007




July 1, 2006 - June 30, 2010

Article 1

1.1 The State of Connecticut through the Board of
Trustees for the University of Connecticut Health Center,
Farmington, (hereinafter known as the Employer) recognizes
the American Federation of Teachers, AFL-CIO, (hereinafter
known as the Union) as the sole and exclusive bargaining agent
for the purposes of establishing salaries, hours and other
conditions of employment for the professional employees on
the regular payroll in the bargaining unit which excludes per
diem employees, University Hospital Resident Physicians and
Dentists, Graduate Assistants, Faculty, and
Managerial/Confidential Exclusions as defined in C.G.S. 5-270.

1.2 The Board of Trustees reserves its right under the
State Collective Bargaining Statute, Section 5-270 to exclude
additional positions which are or which may become managerial
during the life of this contract. Such exclusions shall be made
in accordance with the process delineated in the Memorandum
of Agreement regarding management exclusions.

1.3 The Department of Human Resources shall send
to the Union every six months a list of all individuals and their
titles who are managerial or confidential exclusions.

1.4 Whenever in this Agreement eligibility for a
benefit is premised on an employee’s having an assignment
authorization of fifty (50) percent or more (such as but not
necessarily limited to personal leave, tuition waiver, payment
for jury duty, disability insurance):

a. The employee must actually be paid the
percentage of time specified in the assignment authorization.

b. The assignment authorization must be in effect
for sixty (60) days. Therefore, an employee whose assignment
authorization is increased from below fifty (50) percent to fifty
(50) percent or more shall not be eligible for the benefit until the
assignment authorization has been in effect for sixty (60) days;
an employee whose assignment authorization is decreased, shall
not have such benefits reduced or eliminated until the reduction
has been in effect for sixty (60) days. In the case of benefits

which coincide with the calendar month, the change shall take
place on the first of the month which follows a period of 60
days or a major portion thereof.
The above does not apply to vacation, sick leave
and seniority. Sick leave and vacation shall continue to be
prorated as specified in the Agreement. Seniority shall continue
to be prorated based on assignment authorization percentage.
An employee’s previously accrued leave shall
not be increased or decreased as a result of a change in
assignment authorization; however, eligibility for leave and/or
the rate of accrual shall be modified as provided in Section 1.4.
With respect to personal leave:

a. An employee shall lose personal leave time
accrued upon a decrease of assignment authorization to below
fifty (50) percent.

b. An employee whose assignment authorization is
increased to fifty (50) percent or more shall receive pro rata
personal leave.

Article 2

a. Employees who join the Union shall pay dues
and initiation fees (if applicable) in accordance with the terms
of this Article.

b. Employees who do not join the Union shall pay
agency fees in accordance with the terms of this Article.

c. Compliance with Article 2.1a and 2.1b is a
condition of employment.

d. The Health Center may deduct contributions in
the amount specified from the gross paycheck of each person in
the unit who authorizes in writing payments to fund-raising
drives sponsored by the Health Center.

2.2 The Employer shall deduct from the biweekly
wages Union dues and initiation fee, or agency fees, as
established by the Union. Such deductions will begin no later
than the first pay period following the completion of the
employee's first thirty (30) days of employment. The initiation
fee shall be paid in five (5) consecutive biweekly installments.

2.3 An employee who fails to become a member of
the Union, or an employee whose membership is terminated for
non-payment of dues; or who resigns from membership shall be
required to pay an agency service fee under Section 2.4.

a. Employees who do not join or who terminate
their membership in the Union shall be required to pay agency
fees equivalent to and on the same basis as the applicable union
dues and initiation fees.

b. The Employer shall deduct agency fees
equivalent to and on the same basis as dues and initiation fees
from employees who do not join the Union. The Union shall
publish its procedures for reimbursing to non-members that part
of the agency fee deducted for purposes not related to collective
bargaining, contract administration and grievance adjustment.

2.5 Should an employee's status change from parttime
to full-time, or from full-time to part-time, the amount of
Union dues or agency service fee shall change accordingly.

2.6 The amount of dues or agency service fee
deducted under this Article shall be remitted to the Union as
soon as practicable after the payroll period in which the list of
employees for whom any such deduction is made. Each month
the Employer shall give to the Union a list of employees who
have paid dues or fees for that month.

2.7 No payroll deduction of dues or agency service
fee shall be made from workers’ compensation or for any
payroll period in which earnings received are insufficient to
cover the amount of deduction, nor shall deduction be made
from subsequent payrolls to cover the period in question.

2.8 The Employer shall continue its practice of
payroll deductions as authorized by employees for purposes
other than payment of union dues or agency services fees,
provided any such payroll deduction has been approved by the
Employer in advance.

2.9 The Employer agrees to furnish the Union each
month with the names of newly hired employees.
a. Reports and computer runs developed
specifically for the Union will be furnished at the going rate.

2.10 Union dues shall not be deducted for any other
employee organization.

2.11 The Employer shall deduct contributions in the
amount specified from the gross paycheck of each person in the
unit who authorizes contributions to the Union's Political Action
Fund. The Union will hold the Health Center harmless and
indemnify it from any claims, actions or proceedings resulting
from this deduction.

2.12 The Employer assumes no obligation, financial
or otherwise, arising out of the provisions of this Article, and
the Union hereby agrees that it will indemnify and hold the
Employer harmless from any claims, actions or proceedings
hereunder. Once the funds are remitted to the Union, their
disposition thereafter shall be the sole and exclusive obligation
and responsibility of the Union.

Article 3

3.1 The provisions of this Agreement shall be
applied equally to all employees in the bargaining unit without
discrimination as to age, sex, marital status, race, color,
religious creed, national origin, sexual orientation, physical
handicap unrelated to job performance, or membership or
participation in any employee organization, or any other
characteristic protected by law.

3.2 All references to employees in
Read the full contract details at the above or following link:

Uconn Health center:
University Health Professionals:

September 15, 2007

Why I like Union?:-

Leslie Madsen Brooks writes about union and how she is such a strong pro-union person...!

Before I get to the teachers' union news, you should know: I grew up in a union family and I'm unabashedly pro-union. Here's why: Mom and Dad were each members of at least three unions: the national, state, and local teachers' unions. They walked the picket lines and Dad even appeared in the newspaper chanting at a school board meeting. During the tenures of California governors George Deukmejian and Pete Wilson, we experienced some lean, if not uncomfortable, times in our household. Mom and Dad argued frequently about money, and I learned the importance of having a strong union and group of negotiators to maintain our household and our annual modest camping trips around California and neighboring states.

The Under Represented Woman in Academina: Postdocs and Woman issues!

Kendall Powell of writes about how badly woman are represented in the academia in this July 4th special report.

Special Report
NaturejobsPublished online: 4 July 2007; doi:10.1038/nj7149-098a
Beyond the glass ceiling
Women and under-represented minorities are earning historically high numbers of science doctorates in the United States. So why aren't they making it to the professorial ranks? Kendall Powell investigates.
Kendall Powell

If academia is to offer varied role models and perspectives for a diverse population of students, it must become more welcoming to women and ethnic minorities, leaders of diversity efforts say. Industry has already learned the value of diversity. In a 2003 amicus brief in support of the University of Michigan's affirmative-action admissions policies, 65 Fortune 500 firms argued that efforts to increase diversity improve innovation, productivity and global competition.Women and minorities suffer from the effects of isolation once they enter the upper ranks of academia. Both groups perceive academia as an unfriendly environment, and both suffer from an implicit bias against them in the hiring process.For women, the clash of their biological clock with the tenure clock, along with the effort of balancing work and family duties, is a huge barrier to advancing up the academic ladder. For minorities, financial and geographical constraints make academia a less attractive choice than industry. Attempts to remove barriers and to mend holes in the pipeline have met with mixed success.

Biological News-EVO -Karma, a POSTDOC BLOGGER!

The life of a postdoc.
Being a can be bloody hard. Not knwoing what will be next andwhether there will even be a next job is probably the most depressingthing. Funding is never easily obtained even though postdocs are thebackbone of research these days. It seems that the number of PhDscontinues to increase, whereas the faculty positions for us to go intohave not. link
I think that a revolution in the way academia is run is desperatly needed.First, I would suggest that some security is provided to postdocs, bythat I mean a salary provided by the government so that postdocs cancontinue working until they are awarded a grant or fellowship. Thiswould save us from claiming unemployment and at the same time give usthe financial support we need to continue our work.

All about the good, the bad and the ugly things in life but mainly stuff about evolution, diversity of life, life forms and morphogenesis, phylogenies, trees and insects. Lots of biological news and comments. Cool discoveries of new species etc...

Blogger NOMoreMalletrivia Writes about Postdocs Plight?



Postdocs are highly-trained professionals ...
Highly trained at avoiding the real world, that is, at least according to a report on a series of reports about postdocs that I just read. As I've said before, I just don't get why people would be content to spend 5+ extra years in school beyond their undergrad degree to get a PhD, start a postdoc appointment at about $38K/year [on average], stay a postdoc for 5 years [on average] and then have a 15% chance of getting a tenure-track faculty position. And, despite these dismal stats, over a third of postdocs are apparently "pretty set" on their plan of working in a research university.Are all these people wearing rose-tinted, high-optimism-inducing, reality-distorting glasses ? It seems like they're victims of some form of brainwashing that induced the unshakeable belief that the only pleasant work environment is in academia, or that you can only do good science in academia, or that only second-rate people end up in industry, or a bunch of other similarly nonensical ideas.Sure seems like a lot of these postdocs are scientists capable of considering alternative hypotheses, except when it comes to important things, like their own lives ...

Featured Post

Univerisity of Washington PostDocs Forming Union- Latest University PostDocs to Unionize!

University of Washington, yet another top notch higher education/research institute known for an impressive history and record setting, rig...

UNION yes!!!

UNION yes!!!
Hello Grads-Say Yes to Union!

Here is the PostDoc Wheel of PRO/UAW, this is like the Wheel of Dhamma of Lord Buddha's that is a symbol of justice and liberation. The latest news from PRO/UAW is very promising to the 5000 or more postdocs in different campuses of University of California System.

The Union for Postdoctoral Researchers at the University of California
PRO/UAW is the Union for over 5,000 Postdoctoral Researchers at the University of California. By signing up a majority of Postdocs, we can exercise our legal rights to bargain with UC. Postdoc representatives we choose will survey us to determine priorities and will then negotiate a contract with UC. We can negotiate for improvements in wages, hours, benefits, and terms and conditions of employment. Postdocs will then have an opportunity to democractically approve the agreement that UC and our bargaining team reach, before it becomes a binding contract.