Eligible voters are Instructors who perform predominantly research services, Senior Scientists, Assistant Scientists, and Associate Scientists employed by the Icahn School of Medicine at Mount Sinai during the payroll period ending March 22, 2025. Not eligible to vote are Instructors who perform clinical services and/or who predominantly perform teaching services for the Employer.

Yes. All eligible Instructors and Scientists (Senior Scientists, Assistant Scientists, and Associate Scientists) will be able to vote at the same times and locations: on Wednesday, April 9 and Thursday, April 10, between 10am-2pm and 3pm-7pm, at the Patricia and Robert Levinson Student Center.

If you are not sure whether you are eligible to vote (e.g., you do not know if your official start date is after March 22) you can still vote. If you are not on the voter list, or if your eligibility is challenged, you will vote subject to challenge. Your ballot will still be kept secret inside its envelope, but it will be placed in an outer envelope marked as challenged and only counted if the total number of challenged ballots would determine the outcome and it is determined that you were eligible to vote. 

Yes! We encourage everyone to vote. Challenged individuals can vote in the same way as non-challenged individuals, however challenged ballots will only be counted if they are determinative of the outcome (that is, if the number of challenged ballots cast is greater than the difference between non-challenged Yes and No votes) and it is determined that you were eligible to vote.

Yes. This is how most elections work in the US. We encourage every eligible voter to make your voice heard.  A strong “yes” vote in advance of bargaining creates more momentum and a mandate for negotiating a strong contract. 

The question on the ballot is “Do you wish to be represented for purposes of collective bargaining by Researchers Organizing Committee at Sinai-UAW, International Union, United Automobile, Aerospace, and Agricultural Implement Workers of America?” As Instructors and Scientists, we make up our union, ROCS-UAW, and the more of us who vote yes, the more power we will have to negotiate a strong first contract with the Mount Sinai administration.

The Patricia and Robert Levinson Student Center is located on the first floor of Annenberg, past the elevators near the Starbucks.

When you enter the polling location, enter the student center or join the line if there is one while maintaining a safe social distance. You will be asked for your name to determine whether you are on the voter list and whether you will be voting in the Instructor, or the Scientist election. If your name does not appear on either list, you can still vote but will be asked to cast your ballot subject to challenge (see answer above, “Should I still vote if I’m challenged?”). Then you will be directed to cast your ballot, after which you will exit the voting location.

The ballot count for both units (Instructors and Scientists) is expected to take place directly after the polls close. We hope to be able to announce a result shortly after that.

If we win our union election, Sinai will have a legal obligation to bargain with us over the terms and conditions of our work at the institute.

We have compiled an extensive FAQ here. If you can’t find the information you’re looking for, please email us at info@sinairesearchersunion.org.

The election agreement approved by the NLRB means that the vote will be only in-person and each voter has to cast their own ballot. If the majority votes “yes”, we expect that there will be more ways to participate, both in person and remote, in order for us to bargain as strongly as possible for improvements.

Forming a union with collective bargaining rights gives us the power to negotiate on equal footing with the Sinai administration and secure our terms and conditions of employment in a legally-binding contract. Forming a union and joining with tens of thousands of other UAW academic workers will also help us have a stronger voice on key policy decisions made outside the College that affect us as researchers, such as federal funding for scientific research and federal rules affecting visa and immigrant issues.  

By joining with unionized academic workers nationwide, we hope to make changes that will create more positive work environments for future researchers and improve career pathways for future scientists in the US and beyond.

Collective bargaining is a process, protected by US law, that equalizes the power relationship between employees and their employer. 

Under collective bargaining, Sinai researchers would elect representatives to negotiate on equal footing with the Sinai administration and put the terms of our employment into a legally-binding contract. Through collective bargaining, researchers and other academic workers across the country have successfully negotiated improved wages and benefits, stronger protections against discrimination and harassment, expanded family-friendly benefits like paid leave and childcare subsidies, and other important provisions.

Researchers started discussing the idea of forming a union in early 2024. In the spring, a group of researchers connected with the recently unionized postdocs in the Sinai Postdoctoral Organizing Committee-UAW at Mount Sinai to learn from their experience forming their union and negotiating a first contract. Since then, we have been working with the UAW to build a representative campaign to establish our own union at Sinai.

The UAW represents more than 100,000 academic workers across the United States, including more postdocs and graduate student employees than any other union. In the last eight years alone over 40,000 academic workers around the country have chosen to become part of the UAW, including nearly 15,000 of them from the east coast area and thousands here in New York City.

Read more here about UAW success helping academic workers negotiate concrete improvements to wages, benefits and workplace rights.

The UAW has particular experience with helping to negotiate and enforce strong academic researcher contracts. For example, postdocs and associate researchers at Columbia University in NYC voted by 68% to form their union with the UAW and ratified their first contract by 99% with a majority participating. UConn postdocs overwhelmingly approved their first contract in 2020.  Postdocs at the University of Washington voted by 89% percent to form their union with the UAW. Postdocs at Icahn School of Medicine at Mount Sinai voted to form their union with the UAW by 90%. The 7,000 postdocs at the ten University of California campuses approved their first UAW contract in 2010, and those at the University of Massachusetts approved their first contract in 2012.

In addition to drawing on the UAW’s wide experience bargaining contracts with academic administrations, we can exercise a stronger political voice through the UAW. With active members at more than 45 major campuses across the US, the UAW has become a strong advocate on policy issues that matter to us as academics, such as federal support for science funding and enhancing the rights of international research scientists.

Sinai researchers – staff scientists and instructors – make up our union. After ROCS-UAW has been certified or recognized by Sinai, we will start the process of negotiating a contract with the administration:

• We elect a bargaining committee from among Sinai researchers; we vote to ratify these goals.
• Based on surveys we have filled out, the committee will develop initial bargaining goals;
• The committee will meet with Sinai administration representatives to negotiate in pursuit of our bargaining goals;

• When our committee has negotiated a tentative agreement with Sinai they feel they can recommend, researchers will vote whether to ratify it as our first contract;

• The bargaining committee will be aided throughout by experienced negotiators and other UAW representatives;
• After the contract is ratified, the membership will elect representatives who help run the Local Union, ensure that Sinai does not violate the terms of the contract, and represent members with grievances and other workplace issues.

Researchers make up our union and will democratically prioritize which improvements to pursue in contract negotiations. With a union, researchers will negotiate as equals with the administration for the changes we want to make.

A contract will legally secure those improvements against unilateral changes by the administration. Currently, the administration can change policies and benefits unilaterally, without any obligation to consult those affected.

With a union, we will vote on our contract. If we are unsatisfied with a contract, we can vote against it and go back to the negotiating table to work out a better agreement.

Researchers have negotiated improvements to their salaries, benefits, family-friendly policies, and workspace and materials; have established fair processes for addressing sexual and other forms of discrimination and harassment; and have negotiated greater job stability and protections for international researchers. 

Read more about what postdocs and researchers have won at other universities:

• Columbia University Postdoctoral Researchers and Associate Research Scientists (UAW Local 4100)
• Icahn School of Medicine at Mount Sinai Postdocs (UAW Local 4100)
• University of California Postdocs (UAW Local 5810)
• University of California Academic Researchers (UAW Local 5810)
• University of Washington Postdocs (UAW Local 4121)
• University of Connecticut Postdocs (UAW Local 6950)

Membership dues are important because they provide the resources necessary for effective representation. In the UAW, we do not pay dues until we have gone through the bargaining process and voted democratically to approve our first contract. Dues are critical for providing us with independent resources that are not controlled by the University: we use them to ensure we have appropriate legal, bargaining, community and staff support to represent all researchers. UAW membership dues are currently 1.44% of gross monthly income and can only be increased by membership action (the membership in a few local unions, for example, have voted to increase dues above 1.44% to have more resources).

No one can be required to become a member of the Union after we have a contract. In most contracts, since everyone in the bargaining unit must receive all of the benefits of the contract, non-members are generally required to pay a comparable “fair share” fee, so the cost of representation is shared equally. The inclusion of a similar provision at Sinai would be something we decide as part of our bargaining agenda, subject to negotiation with the Sinai administration and contingent on ratification as part of our contract.

Most academic worker unions have such a provision in the contract because it means we have more power and more resources available to enforce our rights under our contract, campaign for the best possible future contracts with the administration, and help other academic workers form their own unions. In the UAW, there is a one-time initiation fee, which ranges from $10 to $50 and is determined democratically in local union bylaws approved by members.

The value of increased wages and benefits in the first contract typically outweighs the cost of dues, often leading to overwhelming majority approval of those agreements. For example, the Mount Sinai postdocs went from having one of the lowest minimum salaries for postdocs in NYC to the highest minimums for postdocs in the country in the first year of their contract, an immediate increase of between 10 and 24%, along with guaranteed annual increases and other improvements. The base wages for UC postdocs have gone up by more than 50% since they ratified their first contract in 2010.

It takes resources to have a strong union, from the earliest stages of forming a union for the first time, to bargaining and campaigning for the first contract, to enforcing rights under an existing contract, and advocating on policy issues that matter to membership. Dues provide those resources. See below for more information.  

Dues generally cover all of the day to day costs to have a strong union, including paying for legal representation, staffing, rent, equipment, and supplies.  

Most of the day-to-day work enforcing the contract and representing our membership is provided by the Local Union. Under the UAW Constitution, the Local Union automatically keeps 27% of dues money to support its expenses: staffing for representation, rent, equipment, supplies, etc. The rest of the dues is allocated to the International Union’s General Fund (26%), Strike and Defense Fund (44%), and Community Action Program (CAP) (3%). Sinai researchers would be supported by these funds as described below. Depending on the overall financial health of the Strike and Defense Fund (if its net worth is $500M or greater), an additional allocation of dues called a “rebate” is given back to the Local and International Union. So, in typical months, the portion of dues retained by the local union is roughly 37%.

For some great examples of UAW local unions helping workers defend their rights, see this summary of successful grievance handling at the University of Washington, or these stories about unionized postdocs fighting pregnancy discrimination at the University of California, or how graduate assistants at UConn took on sexual harassment.

The portion of dues allocated to the International Union would support Sinai researchers in the following ways:

• • Technical experts to help negotiate on equal terms with the Sinai admin, including:
    
    • • Health insurance experts who can take on Sinai’s consultants in order to pursue the best benefits for the best price;
      • Researchers who can help analyze Sinai’s finances;
      • Legal advice where necessary; and
      • Experienced negotiators to help achieve our goals, both at the bargaining table and in terms of developing an overall campaign to win a strong contract.
  • Support for new organizing campaigns (for example, the resources supporting Researchers Organizing Committee at Sinai-UAW come from existing UAW members’ dues).

Political action: 3 percent of dues go toward the UAW Community Action Program (CAP), which supports progressive community and political action, including legislative and other policy advocacy on issues that matter to UAW members. For example, the UAW advocates strongly for fair, comprehensive immigration reform and expanded federal support for research funding, among other topics. [NOTE: legally, dues money cannot be used for federal campaign contributions, such as the presidential race—that money comes from members’ voluntary contributions to the UAW Voluntary Community Action Program or V-CAP, which is separate from, and in addition to, dues.]

Researchers Organizing Committee at Sinai-UAW (ROCS-UAW) seeks to represent anyone who holds an Instructor or Staff Scientist (Associate Scientist, Assistant Scientist, or Senior Scientist) position at Sinai. The union includes all Sinai employees in any such positions. If you are a researcher at Sinai and have questions about your eligibility or want to sign up, please contact info@sinairesearchersunion.org.

With roughly 100,000 academic workers, the UAW has become a powerful organization advocating  to improve conditions for international scholars and students. For years the UAW has fought hard to ensure that the contributions of guest workers are elevated and that the terms and conditions of their employment are improved. Recently the UAW helped lead the fight against Executive Orders issued by former President Trump that targeted international scholars and students.

In October of 2020, UAW Academic Workers mobilized against a proposed rule by ICE to shorten visa stays for international scholars; thousands of public comments were submitted, including by the President of the UAW International. In July of 2020, thanks to direct action by UAW Academic Workers across the country, in addition to efforts by allies at universities and in government, ICE backed down from its directive to deport international students taking online classes due to COVID-19. In 2017, the UAW International filed an amicus brief in the Supreme Court case challenging the Trump administration’s travel ban. The UAW also helped lead the fight to enhance the Optional Practical Training (OPT) program as an important path for international student workers to work in the US after completion of their PhD.

UAW academic unions also provide more resources for researchers on visas at the local level. Columbia University postdocs  and associate researchers have used their union to fight for international researchers who could not return to the US during the COVID-19 pandemic to be able to work remotely and, more recently, put pressure on the Columbia administration and engaged allies in Congress to support researchers stranded abroad.

International researchers have the same legal right to join a union as US citizens. International researchers have been instrumental in organizing and running the University of California postdocs union (UAW Local 5810), the Mount Sinai postdoc union (UAW Local 4100), and the Columbia Postdoctoral Workers (UAW Local 4100) Unionization can result in protections that are especially valuable for international academic employees.

The length of time necessary to negotiate a strong first contract has depended on the strength of the campaign and the willingness of the employer to bargain in good faith. Sinai could help ensure a timely process by agreeing on a fair and efficient timeframe with regularly scheduled bargaining sessions and a strong commitment to reaching a fair agreement. 

At other major research institutions where postdocs have formed unions, researchers have been able to negotiate significant improvements despite facing opposition from their employers. Researchers at Columbia University, Mount Sinai, University of Connecticut, University of Washington, and University of California negotiated for 16 months, 15 months, 13 months, 13 months, and 18 months respectively. But it is also possible to negotiate much more quickly. For example, with a serious commitment to reach a fair agreement by the administration, 4,000 student employees at the University of Washington negotiated their first contract in just under two months.

With a union, all union decisions – including the decision about whether or not to strike – will be made democratically by researchers. With a union, researchers will collectively decide what to ask for in bargaining and whether or not a strike is necessary.

A strike is a very powerful tool for unionized workers, but a strike would only occur if union members decide a strike is necessary. The decision to strike is made collectively; under the UAW Constitution, two-thirds of workers participating in a strike authorization vote must vote yes in order to authorize a strike. While a strike is most effective if we all participate, it is an individual decision whether or not to do so.

At the University of California (UC), for example, postdocs and academic researchers in UAW Local 5810 have taken several majority votes to authorize strikes, in most cases allowing them to reach agreements with their administration without striking. In 2022, 48,000 academic workers at UC, including postdocs and academic researchers, along with student researchers and other student employees, chose to go on strike together to win improvements on pay, benefits, and workplace rights, making historic gains. Postdocs voted to ratify their contract by 89.4%. Most recently, in June 2023, postdocs and research scientists and engineers at the University of Washington went on an historic 9-day strike, ratifying union contracts by 98.7% and 98.5%, respectively. In December 2023, postdocs at the Icahn School of Medicine at Mount Sinai became the first postdocs at a private institution to go on strike. They ratified their first contract after 12 days by 98% and secured the highest postdoc salary in the country.