Frequently Asked Questions

A strike authorization vote is the process by which bargaining unit members, in this case graduate researchers and postdoctoral scholars represented by CGPU-UAW, vote on whether to authorize the union to call a strike. A strike authorization vote does not necessarily mean that the union will call a strike.

Yes. CGPU-UAW union leaders held an online strike authorization vote on December 4 and December 5. The results of the vote were announced December 6.

A strike is a work stoppage caused by the collective refusal of employees to work.

Under the National Labor Relations Act, all employees have the right to strike unless they are otherwise subject to a collective bargaining agreement that contains an effective no-strike clause. This means that graduate students and postdoctoral scholars who are represented by the CGPU-UAW may strike up until a collective bargaining agreement is reached.

If a strike is authorized, the union leadership can call a strike at any point during contract negotiations.

A strike authorization vote is a tactic that unions often use to gain leverage at the bargaining table; it does not actually mean that members of a bargaining unit will go on strike. The length of time a strike authorization vote remains valid is determined by the union's own rules and bylaws, and we do not know if there is any expiration date to CGPU-UAW's strike authorization. The authorization gives a union the power to call a strike. Usually, a strike is not called if productive collective bargaining is continuing.

A strike can last a single day or continue for an indefinite period. Union leadership will likely decide the length of the strike.

No. While supervisors may provide their fact-based opinion or share facts about a strike (such as the facts contained in this FAQ), they may not solicit information, interrogate, or otherwise ask about any individual worker's intention to strike or participation in a strike.

Yes. We encourage CGPU-UAW members to become as informed as possible on the issues of the strike by reading these FAQs or by speaking to their supervisors. Supervisors may share facts about the strike or their fact-based opinions or relevant examples in response to any questions. Supervisors with questions about how to respond to a question from a CGPU-UAW member, may email unioninfo@caltech.edu.

In the event of a strike, we would anticipate a period where some or all of graduate students and postdoctoral scholars in the CGPU-UAW bargaining unit strike and refuse to fulfill their research or teaching appointment-based duties. This may include, without limitation: refusing to perform work related to teaching lectures, lab work, and holding discussion sections; refusing to grade submitted work or perform supplemental instruction; and refusing to perform appointment duties in the lab, including equipment maintenance, ordering and managing laboratory supplies, oversight of research projects, mentoring in the lab, and other duties as assigned.

For this reason, the Institute encourages contingency planning. Caltech will work to ensure continued research and education operations through the duration of any work stoppage.

No. Federal law protects not only the right to strike but also the right to refrain from doing so. Individuals' freedom of choice is important and will be protected.

If an individual performs their appointment duties, they will receive the same pay and benefits as they normally do.

Graduate students and postdoctoral scholars will not be paid for time they do not report to perform their work duties during a strike. Unless it was approved prior to the strike, graduate students and postdoctoral scholars who participate in a strike will not be allowed to use vacation leave or sick time to make up for the pay they lose because they do not report to work.

No. Under the law, and subject to the terms of applicable plan documents, the Institute may discontinue unaccrued fringe benefits (e.g. benefit contributions, holiday pay) for individuals who do not report to their appointments.

Though it will depend on the exact terms of the specific health plans, often this means that insurance benefits for employees on staff plans will end sometime during the month following the start of a strike. This also means that, for students who receive student health insurance but still receive subsidized rates based on their assistantship appointment, the Institute is not required, on a going forward basis, to continue to subsidize the health insurance premiums of graduate student teaching and research assistants who do not perform their appointment duties due to the strike.

Strikers are still eligible for accrued benefits, such as pre-approved vacation pay or pay for sickness or disability that began before and continues during the strike.

California law does not allow unemployment compensation for individuals on strike.

The Institute may discontinue access to appointment-related computer systems and card swipe access for individuals out on strike. However, individuals will retain computer access provided due to student status.

Yes. Students can and should continue their education during a labor strike. Faculty should expect to see students continue their role as students if a strike occurs. However, when students attend classes, they may not engage in any strike-related activity that interferes with Institute academic or administrative operations.

Yes. Graduate students on strike, like all graduate students, are still required to make academic progress even if they do not perform their appointment duties due to a strike.

The Institute will assist individuals who want to perform their appointment duties by providing security for and taking legal actions in order to protect those individuals, their property, and their right to perform their appointment duties. Non-striking individuals should avoid confrontations and should not invite or engage in any exchanges that might inflame the situation. If someone feels harassed or is being prevented from performing duties by pickets or individuals on strike, they should notify their supervisor.

Yes, other non-supervisory, non-managerial employees may elect to participate in a sympathy strike or refuse to cross the picket line. Please note, however, that these employees are not entitled to their compensation while they are on strike, which includes their salary and other unaccrued remunerations (benefit contributions, holiday pay, etc.). Individuals who do not report to perform their work duties due to a strike cannot use vacation, sick leave, or personal leave during a strike, unless such paid-time off was approved prior to the strike.

Further, subject to the term of the applicable plan and under the law, the Institute may discontinue unaccrued fringe benefits for individuals who strike. This means that, depending on the terms of the specific plan, for individuals who strike and remain on strike, health insurance coverage often ends sometime during the month following the beginning of the strike.

Supervisors may share that the Institute will be requiring managers and supervisors, which may include certain professional research staff, to work during the strike. Supervisors may also share facts about the strike—for instance, that a strike authorization vote has been taken and, if a strike has been announced, when it will occur. They may also share their fact-based opinions or relevant examples in response to any questions and encourage individuals to access information and resources online, including the Institute's Unionization Information Website and FAQs. As a reminder, though, supervisors should not ask any individual worker, including their graduate students or postdoctoral scholars, for their opinions about a strike or whether they intend to strike.

Should the union choose to strike, the Institute is developing a procedure to determine which graduate students and postdoctoral scholars have refused to perform assistantship duties due to the strike.

Supervisors may share facts about the situation—for example, that a strike authorization vote has been taken and that the graduate student workers and postdoctoral scholars have a right to strike. They may also share their fact-based opinions or relevant examples in response to any questions and encourage individuals to access information and resources online, including the Institute's Unionization Information Website and FAQs.

Supervisors can inform non-unit members in their labs that lab work will continue and inform undergraduates that attendance is required.

If professional research staff choose to stop work in sympathy, that is their right as well. However, they will not be compensated for the time during which they do not report to work due to a strike. For further information regarding compensation and benefits for employees engaged in a sympathy strike, please see the answer to the previous question.

A union is an organization that serves as the agent representing a specific group of employees. This group is called a "bargainingunit." A union negotiates wages, hours and other working terms and conditions on behalf of a bargaining unit.

Caltech Grad Researchers and Postdocs United (CGPU) is an organization of both Caltech graduate students and postdoctoral scholars affiliated with the UAW that has been elected and certified as the exclusive bargaining representative of Caltech graduate students and postdoctoral scholars on matters related to the terms and conditions of their appointments. Graduate students and postdoctoral scholars will be represented in separate bargaining units that are both represented by CGPU-UAW.

The International Union, United Automobile, Aerospace, and Agricultural Implement Workers of America (UAW) represents 400,000 active members globally, and has worked with hospitals, non-profit organizations, and automobile industry employees.

Yes. In fact, there was an election for two separate units, one for graduate students and one for postdoctoral scholars. Voting took place on January 31, 2024, and February 1, 2024. This election decided union representation of Caltech's graduate students and postdoctoral scholars.

The National Labor Relations Board (NLRB), the federal administrative agency that oversaw and administered the elections, reported that in the graduate student election, 1,045 of approximately 1,439 graduate students (approximately 73% of the number of eligible graduate students) voted, and in the postdoctoral scholar election, 290 of approximately 558 postdoctoral scholars (approximately 52% of eligible postdoctoral scholars) voted.

Of the tallied ballots, 799 (76%) of graduate students voted in favor of representation by CGPU-UAW. Of the tallied ballots in the postdoctoral scholars' election, 240 (83%) of postdoctoral scholars voted in favor of representation by CGPU-UAW. As such, the NLRB certified CGPU-UAW as the exclusive collective bargaining representative of the graduate student bargaining unit and the postdoctoral scholar bargaining unit.

Included: All graduate students enrolled at Caltech and appointed in teaching-related positions, including Graduate Teaching Assistants, and all graduate students enrolled at Caltech and appointed in research related positions, including Graduate Research Assistants (regardless of funding sources and those compensated through fellowships and/or training grants).

Excluded: All other employees, postdoctoral scholars, undergraduate students, visiting students, all other students, office clerical employees, managerial employees, professional employees, guards, and supervisors as defined in the National Labor Relations Act.

Included: All postdoctoral scholars employed by Caltech in teaching-related jobs as Postdoctoral Teaching Fellows, and all postdoctoral scholars employed by Caltech in research-related jobs, including as Postdoctoral Scholar Research Associates, and Postdoctoral Scholar Fellowship Trainees subject to the limitations in the stipulated election agreement (regardless of funding sources and those compensated through fellowships and/or training grants).

Excluded: All other employees, graduate students, all other students, postdoctoral scholars employed solely by JPL who do not have a Caltech appointment, visiting postdoctoral scholars, office clerical employees, managerial employees, professional employees, guards, and supervisors as defined in the National Labor Relations Act.

CGPU-UAW is the certified exclusive bargaining representative of all graduate students and postdoctoral scholars falling within the scope of the graduate student and postdoctoral scholar bargaining units (see answer above). As such, the union is responsible for negotiating on behalf of bargaining unit members with respect to the terms regarding wages, hours, and working conditions at the Institute. An individual cannot opt out of representation, even if they did not vote in favor of the union.

Yes, it can. As a member of a union, an individual may be charged dues, initiation fees, fines, and assessments, among other costs. Unions decide these costs according to their own formulas and usually seek to have dues and fees directly drawn from members' paychecks. In California, employees can be required to join a union and pay dues to get or keep a job.

Caltech and each elected bargaining unit are obligated to begin a process called "collective bargaining." Although collective bargaining does not require parties to reach an agreement, the goal of collective bargaining is for the parties to agree to a contract that defines the working conditions, hours, and wages for all individuals represented by the CGPU-UAW. The union is the only representative who can speak on behalf of those in each of the certified bargaining units concerning the terms and conditions of unit members' appointments at the Institute.

Now that the NLRB has certified CGPU-UAW as the exclusive representative of the graduate student and postdoctoral scholar bargaining units, it remains so indefinitely and will represent all current and future graduate students and postdoctoral scholars who will matriculate or join the Institute in a position included in the bargaining units.

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

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 both CGPU-UAW and Caltech would exchange written proposals for a collective bargaining agreement, also known as a labor contract for each bargaining unit. The negotiations for a first contract can take months and sometimes a year or more to complete.

During the collective bargaining process, federal labor law requires that Caltech and the union engage in good faith negotiation over terms and conditions of appointments. This means the parties meet, confer, and consider each other's proposals with a genuine desire to reach an agreement. However, the 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.

Yes, but this happens infrequently. Most often, a bargaining unit remains the same as in the NLRB's certification of representative. However, a bargaining unit (i.e., the group of people a union represents) can change if the union and the employer agree to change it. The bargaining unit can also change if either the union or the employer files a unit clarification petition, which is a formal request that the NLRB revise the parameters of the certified bargaining unit.

In a university setting, bargaining topics have included wages, work hours, health insurance, teaching assistant and research assistant 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.

Yes, depending on their appointment and how the bargaining unit is defined (see answer above), graduate students may enter and exit the bargaining unit during their time at Caltech. Graduate students who are part of the bargaining unit are subject to union representation.

Representatives of both Caltech and CGPU-UAW will sit at the bargaining table. Those individuals might include, on Caltech's side, labor relations professionals, administrators, and faculty members. The union will pick its own representatives.

At this stage, it is impossible to know what will be included in the collective bargaining agreements for each bargaining unit. Any promises of increases in pay or improvements to benefits are not guaranteed.

Although CGPU-UAW and the Institute have a legal duty to bargain in good faith, it is possible that the parties may reach an "impasse" or a point in collective bargaining where further negotiation would be fruitless as neither side will move from their respective positions. Determining when the parties have reached an impasse is rarely clear cut and often leads to litigation. Yet, if an impasse is reached, the parties could resort to economic tactics. For example, the Institute would have the right to implement unilaterally its last proposal and a union may choose to engage in a work stoppage such as a strike.

In addition to minimum annual graduate student pay of $45,000 for graduate students and $68,000 for postdoctoral scholars for AY 23-24, the Institute provides graduate students, postdoctoral scholars, and their families with access to robust health care coverage plans, including medical, dental, and vision insurance; financial resources and assistance for parents; retirement programs; and other benefits.

The Institute covers more than 80% of medical premiums each month and covers up to 37% of dental premiums for graduate students and an average of 71% of dental, vision, and disability premiums for postdoctoral scholars.

Additional details on graduate student and postdoctoral scholar benefits are separately detailed in their respective handbooks.

Yes. In addition to the standard benefits, over the last several years, the Institute has established additional funds and programs to augment annual pay (designed to support a single individual) for graduate student and postdoctoral scholar parents. Benefits and additional funds and programs for graduate student and postdoctoral scholar parents include:

• Graduate student and postdoctoral scholar parents are provided up to 6 weeks of paid pregnancy leave before a child's birth, and an additional eight weeks of paid leave, through family bonding leave, following the birth of a child or the placement of a child with a graduate student or postdoctoral scholar in connection with adoption or foster care.
• Graduate student and postdoctoral parents are also eligible to receive up to $5,000 annually to help defray childcare costs through Caltech's Childcare Assistance Program. Since spring 2022, through a partnership with Care.com, the Institute has subsidized up to 10 days of backup childcare annually for children from infancy to age 16.
• Enrolled graduate students are eligible to apply for reimbursement of healthcare costs (beyond Caltech health insurance student premiums) up to $140 per month (rate effective for costs as of September 1, 2020), per dependent.
• Graduate student parents are eligible to receive additional annual pay of up to $10,000 for the purpose of supporting family expenses. Funding for dependent care is awarded monthly.
• In 2022, the Institute extended its paid leave benefit to provide up to 8 weeks of full paid leave for the purpose of caring for or bonding with a new child. In instances when both parents are part of the Institute community, the benefit applies equally to both individuals.
• Postdoctoral scholars can set aside tax-free dollars to pay for eligible expenses to receive a tax saving benefit through Dependent Day Care Flexible Spending Arrangements (DCFSA).

Caltech provides a supportive and secure environment for all members of the Caltech community, including graduate students and postdoctoral scholars. We expect all members of the community to adhere to Caltech's community statement of ethical conduct, and to act with integrity and in a manner that reflect our community's shared values.

Caltech encourages any member of the community who becomes aware of misconduct or a policy violation to report it. Graduate students and postdoctoral scholars may contact the Office of Research Policy for any suspected research misconduct; the Title IX and Equity Office for identity-based discrimination or unlawful harassment; the Graduate Studies Office for abusive conduct or bullying, which is expressly prohibited in Caltech's Unlawful Harassment and Abusive Conduct policy; Human Resources for any workplace related grievance; and the Office of the General Counsel for all of the above. Individuals may also anonymously report concerns through an online reporting form managed by the Institute's Audit and Compliance unit or through the Title IX and Equity Office.

In an instance where there may be a violation of the Institute's Sex- and Gender-based Misconduct and Unlawful Harassment policies, members of the community may also access confidential resources who can help them to explore their options for addressing a grievance, misconduct issue or policy violation and to offer support while they decide what action to take.

Furthermore, postdoctoral scholars may reach out to the faculty representative for the postdoctoral affairs in their division, their division chair, or the vice provost for research. Graduate students may reach out to the Graduate Dean's Office or their division chair with any concern or problem they are facing. Detailed information about these resources is provided during orientation and are included in the Institute and student policies online.