OUR CONTRACT

On January 19th, 2025, over 1000 GSWs and Postdocs voted to ratify the first ever union contract at Caltech.

This was the result of a democratic bargaining process, involving months of collective action by GSWs and postdocs at Caltech. Among other historic wins, this contract achieved

  • Significant wage increases to reflect top pay for top work
  • Industry-leading protections from harassment, discrimination, and abuse
  • Unprecedented protections for international GSWs and postdocs
  • Essential rights for health and safety on and off campus
  • Improved access to healthcare and childcare support for GSWs and postdocs

You can read more about each of the articles in the contract below.

The comprehensive agreement reinforces the shared commitment between Caltech and UAW 2478 to educate, train, and support the best and brightest scientists and engineers, and to ensure that all members of the Caltech community are supported in advancing groundbreaking research and discoveries. 

This collective bargaining agreement took effect on April 1, 2025, and will remain in effect through July 14, 2027.

Read the full contract here

What we’ve won and why it matters:

 

ECONOMICS

WHAT WE WON WHY IT MATTERS

Wages

Since the start of our union campaign in 2022 to Fall 2025, GSWs and Postdocs have won unprecedented wage increases: 25.3% for GSWs and 12.8% for Postdocs in base pay alone

    • GSW base stipend increases to $48,244 in Fall 2025 and $50,000 in Fall 2026
    • Postdoc base salary increases to $72,723 in Fall 2025 and $75,268 in Fall 2026, with an additional 2% raise each year for those above base pay
    • All GSWs and Postdocs receive a ratification bonus of $800 to be paid out in May

Financial support for international scholars

      • $500 allocated per international scholar for reimbursement of visa renewal fees and associated costs

Childcare support

      • Maintains CCAP and Dependent Care Flexible Spending Account for GSWs and Postdocs
      • Contractually enshrines the Parent Support Program for GSWs, providing up to $10,000 per year for applicants with demonstrated financial need
      • Establishes a $125,000 Postdoctoral Scholar Childcare Financial Hardship Fund, with a Caltech commitment to raise funds at least up to that dollar amount

Healthcare

    • Nearly halves GSW health insurance premium costs from 16% of the total cost of the plan to 10%
      • saves $442 for an individual annually and $794 per dependent annually at the current rates

GSWs and Postdocs need and deserve better financial compensation. The comprehensive economic package outlined here reflects the needs of our community, especially in the wake of the LA wildfires. We have already seen increases in rent prices as the need for housing has grown. The improvement to compensation over the next two years as well as the $800 ratification bonus that we will receive in May will help offset these difficulties. Our contract makes strides in the right direction, and our continued collective engagement positions us to build a better Caltech for all. 

Even with the progress made here, there are some in our community who’s needs haven’t fully been met by this contract. The flight for better working conditions is happening not only on our campus, but across higher ed. As the movement continues to grow, the improvements each campus makes benefit us all in our shared goal of an equitable and sustainable academia. In two years, when we begin our next contract fight, we will have the advantage of the strength of our first contract and the progress made by other academic unions to further meet the needs of the most vulnerable in our community.

INTERNATIONAL WORKER RIGHTS

WHAT WE WON WHY IT MATTERS
    • Visa fee and travel reimbursement of up to $500 once per contract period 
    • 7 days paid time off for visa proceedings, 3 of which can be used for appointments within the US
    • Two-year minimum initial appointments for new Postdocs
    • Necessary paperwork for H1-B visas would no longer be allowed to be withheld by advisors in bad faith (i.e. without cause)
    • Strong rehiring protections if you have trouble maintaining visa status: the Institute will hold your job position up to 90 days
    • The Institute will not begin with disciplinary action in the event of a Social Security no-match letter
    • A commitment from the Institute to maintain its support for CPT/OPT and Academic Training programs
    • Translation of the contract in up to 3 different languages

International scholars make up a majority of GSWs and Postdocs at Caltech. Our dedication to research powers the university, but Caltech administration turns a blind eye to many of the realities we face. For example, though the majority of Postdocs work at Caltech for more than 1 year, before our contract, most international Postdocs start with an initial 1-year appointment letter. As a result, they only receive 1-year J visas and need subsequent visa renewals when their contracts are extended. An international Postdoc described the uncertainty and stress surrounding visa renewal as “always happening at the last minute” and “feeling like you are begging for your survival,” while noting that there is an even shorter 90-day grace period for people on H1B visas. The worker said, “it was hard to even commit to friendships with people because I didn’t know if we were [still] going to be here.” Our contract now enshrines a minimum 2 year initial appointment letter for Postdocs. 

Renewing visas is a financial burden and time commitment — sometimes days or weeks of travel are required to renew paperwork outside the US; time off is not guaranteed and the travel is almost always self-funded. Some of our international GSW and Postdoc colleagues have decided they would rather not go home than deal with trying to get time off for visa renewal; many have not seen their family for years, even skipping funerals of loved ones. Some have even said that their advisors suggested delaying their timely visa renewal so as to not leave the lab. Our contract now contains industry-leading, enforceable, paid 7 days time off for visa renewal and up to an additional $500 reimbursement for related expenses.

GRIEVANCE AND ARBITRATION

WHAT WE WON WHY IT MATTERS

GSWs and Postdocs may file a grievance in accordance with this article if their Union contract is violated, following the steps below and ending in either neutral, third party arbitration or mediation.

  • In mediation, a neutral, trained mediator works to help both parties come to a consensus on their own.
  • In arbitration, a neutral, trained arbitrator serves as a judge who is responsible for resolving the grievance.

Starting at Step 2, you can choose whether to have union representation in your meetings with Caltech administration.