All postdoctoral researchers and Research Associates at Northwestern University (including international scholars) have the full right to organize, form a union, and advocate for better working conditions. Any threats from faculty or administration aimed at discouraging union support are illegal and can be investigated and prosecuted by the National Labor Relations Board (NLRB). As employees under the National Labor Relations Act (NLRA), postdocs at both private and public universities are entitled to join or support a union and engage in collective bargaining.

Under the NLRA, workers have the right to:

• Read, share, and discuss union materials, as long as it’s done in non-work areas during non-work hours.

• Wear union buttons, T-shirts, stickers, hats, or other union items at most workplaces.

• Sign a card requesting that your employer recognize and negotiate with the union.

• Sign petitions or file grievances regarding wages, hours, working conditions, and other job-related issues.

• Ask fellow employees to support the union, sign union cards or petitions, or file grievances.

Employers cannot legally do the following under the NLRA:

• Threaten to fire employees or take away their benefits for joining or supporting a union or engaging in protected group activity.

• Threaten to cut programs or departments if workers choose union representation.

• Question employees about their union beliefs or activities in ways that interfere with, restrict, or pressure them in exercising their rights under the NLRA.

• Offer benefits to employees to discourage union support.

• Discipline, lay off, transfer, or assign employees harder tasks due to their involvement in union activities or protected concerted actions.

Employers often engage in both legal and illegal tactics to prevent workers from organizing unions. If you believe your rights have been violated, NUPU-UE can assist you with filing a complaint with the NLRB. Complaints must be filed within six months of the alleged illegal actions. The NLRB can require employers to stop interfering with workers' rights, provide back pay, or reverse any retaliation for union activities.