Postdoc Unionization Information

A union is an organization that serves as an agent representing a bargaining unit (a group of employees with common interests) for negotiating their employment terms, such as pay, benefits, and working conditions. The negotiating process is known as “collective bargaining.”

Union representation can be achieved through either voluntary employer recognition or a secret-ballot election. In a secret-ballot election, if a majority of eligible voters choose union representation, the union then exclusively represents all employees in the bargaining unit in dealings with the university.

A union contract or collective bargaining agreement (CBA) is a legally binding contract between the union and the employer, setting forth the terms and conditions of employment, such as wages and working conditions, arrived at through negotiations.

A private election is a process in which eligible individuals vote on whether they wish to be represented by a union. A private election is overseen by a neutral third party, usually an arbitrator, rather than a traditional National Labor Relations Board (NLRB)-facilitated election. Unlike voluntary recognition, it allows for a democratic process in which employees submit secret ballot votes indicating whether they wish to be represented by the union.

A Private Election Agreement (PEA) sets forth the terms and conditions of an election overseen by a neutral third party other than the National Labor Relations Board (NLRB), usually an arbitrator, to determine whether eligible postdocs want to be represented by the union for purposes of collective bargaining. A PEA allows postdocs to submit secret ballot votes indicating whether they wish to be represented by the union. While the election is not run by the NLRB, the procedures are similar, though the agreement permits the parties to tailor the election to their particular needs, separate from additional requirements imposed by the NLRB. PEAs have been used by a number of universities. Yale and Local 33 agreed to a PEA.

The election was held on April 29 and April 30, 2026, with polling locations at the School of Medicine, on Science Hill, and on West Campus.

In accordance with the Private Election Agreement between Yale and Local 33, the American Arbitration Association (AAA) facilitated the election.

All Yale postdoctoral associates and Yale-employed postdoctoral research fellows employed (i.e., paid) by Yale at the time of the election were eligible to vote. The vote outcome is binding on all eligible postdocs regardless of whether they participated in the election and on those who enter union-represented positions in the future.

A majority of eligible, voting postdocs needed to vote in favor of union representation. This is the same standard used in elections facilitated by the National Labor Relations Board (NLRB).

The university will now recognize Local 33 as the exclusive bargaining representative for eligible postdocs and will negotiate in good faith with the union over the terms of a collective bargaining agreement in line with the framework the parties agreed to.

Yale and Local 33 agreed that to authorize an election, a majority of the eligible postdoc population must sign cards indicating their desire for Local 33 to represent them. This is a higher standard than what is used in elections facilitated by the NLRB; to authorize those elections, only 30 percent of the population must sign cards.

Local 33 presented the threshold number of signatures to a third-party arbitrator, thereby authorizing the election.

A union representing postdocs will share many similarities with the Yale Graduate Workers union. For example, its members perform academic work, hold time-limited roles focused on training for future careers, and often rely on grants or external funding. Both units will be represented under the “UNITE HERE” umbrella. Therefore, a contract with postdocs will be similar to the Graduate Workers’ contract.

However, Graduate Workers at Yale are also classified as students, while postdocs, though still in training, are recognized solely as employees. This means that some provisions and policies affecting postdocs will differ, and their interests in compensation, benefits, job security, and other negotiated topics will be specific to them.

Under federal law, staff members cannot be forced to join a union. However, the union will represent every person in the bargaining unit regardless of union membership. The terms of any negotiated contract will be binding on all current and future employees included in the bargaining unit.

All postdocs with the academic rank of postdoctoral associate will be included in the bargaining unit. Only postdoctoral fellows employed by Yale would be included. Clinical fellows and associates employed by Yale School of Medicine (YSM) and/or Yale New Haven Health (YNHH) will be excluded from the union.

No, eligibility is based on employee status, not immigration or visa status.

Union dues are regular payments made by union members to support the union’s operations and activities, covering costs of collective bargaining, contract administration, and grievance resolution.

No, postdocs who do not wish to join the union will not be required to pay union dues. However, they will be required to pay an agency fee, which is typically a lower amount than union dues.

Probably, but with some limitations. A union will be the exclusive voice for employment matters, potentially restricting other communication avenues on these issues.

Local 33 requested voluntary recognition from the university as the representative of Yale-employed postdoctoral associates and fellows. Yale declined the union’s request for voluntary recognition but suggested it would consider a private election, a process overseen by a neutral third party. Unlike voluntary recognition, a private election ensures democratic participation by allowing all eligible postdocs to vote on union representation by secret ballot.

Topics typically include wages and other terms and conditions of employment, such as health insurance and leave policies.

Core managerial rights and matters unrelated to employment terms are usually non-negotiable, such as research methodologies and program decisions.

Outcomes are unpredictable. The contract results from negotiations, so benefits can increase, decrease, or remain the same.

The process often takes a year or longer. During this time, the status quo remains (i.e., no changes occur). Yale’s goal is to reach an initial postdoc contract in under a year.

Typically, management (in this case, the university) and labor (Local 33) each appoint a bargaining team. For management, labor relations and/or the organization’s legal department usually lead, supported by operations staff and experts. The union team usually includes union organizers and unit members.

As is customary when a union election is announced, there will be a pause on changes to the terms and conditions of postdoctoral employment, such as minimum compensation and benefits, until a union contract is ratified. Questions may be referred to the Labor Relations team.

Union contracts typically last three to five years.

All unit members will be bound by the contract, prioritizing collective over individual needs. Ratification follows union bylaws.

Disputes are resolved through grievance and arbitration provisions. If unresolved through dialogue, an arbitrator’s (neutral third party’s) decision on the issue is legally binding.

The postdoc contract will result from negotiations, so compensation and benefits can increase, decrease, or remain the same. Once the contract is finalized, the university will communicate any changes and provide guidance to faculty and supervisors.

Following contract approval, the university will provide information and guidance to supervisors of postdocs.