This past week, in bargaining sessions from July 29 - 31, Caltech and the Caltech Graduate Researchers and Postdocs United (CGPU-UAW) reached tentative agreements on six important provisions:
- Appointments: The article sets the minimum duration for graduate student and postdoctoral scholar appointments. It provides details on information that must be given in appointment letters and the procedures for reappointing or releasing postdoctoral scholars from an appointment.
- Discipline and Discharge: The article defines the standard for disciplining and discharging unit members for conduct that relates to their job performance. Importantly, the Institute retains discretion on decisions regarding academic standing and student status.
- Management and Academic Rights: The article makes clear that the Institute retains all management rights not otherwise limited by the Agreement and enumerates several examples of management rights, including sole discretion to direct administrative and academic operations; to set the academic calendar; to hire, reassign, and train instructional and research staff and faculty; to determine and modify tuition and fees and financial costs associated with housing; and to determine health and safety standards. The article also makes clear that academic rights remain the sole discretion of the Institute.
- No Strike – No Lockout: In the article, the parties agree that so long as the contract is in place, the Union will not go on strike and the Institute will not lock out unit members. The article also provides for an expedited procedure to resolve any prohibited strikes or lockouts.
- Prohibition and Procedures Against Discrimination, Unlawful Harassment, and Abusive Conduct: The article codifies the parties' common interest and shared commitment to providing a working environment of respect, dignity, equity, inclusion, and trust, which is free from discrimination, mistreatment, abuse, and coercion. The article includes a broad and progressive list of prohibited conduct and lays out a procedure that provides unit members with an expedited process to raise grievances, which if not resolved can proceed to mandatory mediation and arbitration, but also provides a concurrent track for the Institute to follow its required processes and procedures.
- Reasonable Accommodations and Accessibility: The article outlines the Institute's interest in and commitment to providing unit members with disabilities with equal access to Institute programs, activities, and services. The article outlines how requests for reasonable accommodation will be addressed through an interactive process, including notice procedures and how unit members can appeal a denial of a requested reasonable accommodation The article also provides mechanisms for the Institute and Union or unit members to discuss issues related to lactation spaces, bathroom equity, and use of preferred names and pronouns.
Since bargaining began in late May, the parties have reached tentative agreements on 21 provisions, including those outlined above and documented in previous updates, including provisions related to job expectations and scheduling work, holidays, travel, retirement, health and safety, workspace and materials, professional development and training, and freedom of speech and expression.
Bargaining is expected to resume in person in late September.