A majority of Postdocs and Research Associates at Northwestern are international workers, making up over 70% of the workforce. As international employees, we play a vital role in advancing Northwestern's research and teaching missions. Despite the central role we play in making the University’s research and teaching missions a reality, we often face additional challenges, stress, and economic responsibilities related to our visa status that disproportionately affect our personal and professional lives. Demands that would alleviate some of these burdens are central to NUPU’s platform.

NUPU is committed to fighting for:

• Reimbursements for visa/immigration-related fees

• Protected time off for visa renewal/immigration appointments

• Increased contract lengths to reduce visa renewal frequency

• Protections against arbitrary termination that would affect our visa status

• Guaranteed timely processing of immigration paperwork

• Increased support for international workers transitioning to life in the United States (tax, housing, legal assistance)

Postdocs & Research Associates deserve to feel safe, respected, supported, and comfortable in their work environments, as well as to have clear expectations regarding how people should operate in the workplace. We also deserve to feel secure in our positions and enabled to perform our research without fear of contracts not being renewed or prematurely terminated. Safety is necessarily predicated on effective accountability procedures in the event of workplace abuse and strong adherence to a set of shared rules.

To ensure workplace safety and gain clear workplace expectations, NUPU will demand:

• Protections against abuses of authority, discrimination, harassment, retaliation, and exploitation

• Protections against arbitrary contract termination or discipline (“just cause” standard)

• Robust, independent grievance procedures for any violations of the contract

• Protections against being required to work beyond what is reasonably necessary to complete a project

As Postdocs & Research Associates, we are preparing to make the next step in our careers and plan for our future. Whether it be faculty jobs, industry positions, or other occupations, we deserve mentorship, support, and opportunities to develop skills and invest in our professional aspirations. Furthermore, many of us have additional considerations in our personal lives: starting families, thinking about our financial future, and caring for family members and other loved ones. Given how much of our time and labor that we provide for Northwestern’s current and future research success, we deserve a similar investment from Northwestern in our lives. 

In order to support our future success and stability, NUPU will fight for:

• Protected time to spend on participate in career development activities

• Ensure a comprehensive professional development program available to all Postdocs & Research Associates

• Ensure ample mentorship and opportunities to develop technical and professional skills

• Guaranteed minimum time off, paid sick days, and paid holidays

• Access to retirement benefits for all Postdocs/Research Associates, regardless of funding source or service time

Northwestern's minimum salary for Postdocs has long trailed behind peer institutions, and only recently have they increased minimums to the NIH minimum scale after nearly a decade of stagnant wages. Even NIH minimums have failed to keep pace with inflation since 2020, and fail to take into account regional differences for researchers working in high cost-of-living areas like Chicago and Evanston.

Additionally, postdocs at Northwestern's peer institutions (who have legally recognized postdoc unions) have won minimum salary rates significantly above NIH standards:

• Mount Sinai Minimum Salary -- $73,588

  • • • Guaranteed increases per year of experience ($78,000 at Year 2)

      • Guaranteed annual 3% raises to offset inflation

• Columbia Minimum Salary -- $71,050 (postdocs), $77,000 (associate research scientists)

  • • • Guaranteed increases per year of experience

      • Guaranteed annual 3% raises to offset inflation

• University of Washington Minimum Salary -- $68,460

  • • • Guaranteed annual 2% raises even to those paid above minimums to offset inflation

• University of California Minimum Salary -- $66,737

  • • • Guaranteed increases per year of experience ($80,034 at Year 5)

      • Guaranteed annual 3.5% increases to the minimum salary per step to offset inflation

In all of these contracts, these pay scales are simply minimums, and it is clearly stated in the contract that the University may provide compensation to individuals above the minimums stated above. 

It is NUPU’s position that Northwestern should pay for these increases using institutional funds, as many other peer institutions above have done when increasing salaries above NIH minimums, as opposed to being covered entirely by individual PI budgets. Northwestern has the financial resources and mechanisms to directly supplement our salaries, as demonstrated by NUGW's 2023 Financial Report.

Given our high level of education/expertise, the value we bring to the University, and the rapidly increasing cost-of-living in Chicago/Evanston, NUPU will fight for:

• A significant increase to the minimum salary rate for Postdocs and Research Associates

• Guaranteed stepwise increases in minimum salary per year of postdoctoral experience (working at NU or other institutions)

• Annual adjustments to minimum salary to account for rising cost of living (COLA)

The rising cost of living is a significant challenge for Postdocs and Research Associates, with medical and childcare expenses being major contributors. For parents, the high cost of childcare takes up a large portion of our salaries, creating additional financial strain and time pressures that can affect our ability to focus on high-level research. The nature of research itself also often demands long hours and intense focus, leading us to push ourselves to the limit. In this high-pressure environment, comprehensive healthcare and wellness benefits are essential—not just as a safety net, but as a proactive measure to ensure we can sustain our work without compromising our physical or mental health.

To help alleviate these pressures, NUPU will fight for:

• Comprehensive healthcare benefit options that meet the diverse needs of our community

• Extended parental and medical leave for new parents

• Additional funding and opportunities for subsidized childcare

• Establishment of emergency funds to assist with unexpected medical or family crises

• A more streamlined process for requesting/approving medical leave

• Expanded mental health support and wellness benefits