Guidance for Distinction Between Academic Activities and Labor

Dear Faculty,

As we navigate a strike by student workers of the Harvard Graduate Students Union – United Auto Workers, we are writing to provide clarity on the distinction between a graduate student’s “Labor” (employment) and their “Academics” (student status) as it relates to research assistantships. It is critical that we distinguish between these two roles so that we are respecting the student workers’ collective bargaining rights while also facilitating their ability to fulfill their responsibilities to make academic progress.

  1. What Constitutes “Labor” (i.e. work that may be withheld)

    A student worker’s labor is defined as any task assigned by a supervisor that is not solely academic or is defined as any task that fulfills the Principal Investigator’s (PI) contractual obligations, including to external sponsors. Student workers participating in a strike may withhold services such as:

    1. For student workers employed as Instructional Support: Leading course discussion sections, grading assignments, holding office hours, or prepping materials for a course they are assigned to assist.
    2. For student workers employed as Research Assistants: Performing directed research tasks that contribute toward support of general functions and activities within a research lab or program (such as: general lab maintenance, equipment calibration, ordering supplies, data management, or other research work that is not part of the student’s academic progress to degree), administrative reporting for their PI, or other research work that is not a part of the student’s academic progress to degree.

  2. What Constitutes “Academics” (i.e. activities that are expected to continue)

    Academic activity is defined as any task performed primarily for the student’s own intellectual development and for degree completion. Activity conducted toward the dissertation under the guidance of faculty advisors is part of a student’s academic training and is not considered employment. This relationship should continue regardless of a strike.

    Faculty should expect students to continue the following to maintain “satisfactory academic progress”:

    1. The Dissertation/Thesis: Academic activity, including research, in support of the student’s dissertation should continue.
    2. Credit-Bearing Milestones: Examples include engaging in coursework, preparing for and/or engaging in qualifying exams or other assessments, preparing the dissertation prospectus, meeting with the dissertation advisory committee, defending the dissertation, etc.
    3. Research Credits: Fulfilling the requirements for any course (e.g., 300-level research credits) for which they receive a grade or Satisfactory/Unsatisfactory mark.

  3. Guidelines for Engagement

    The Capacity Principle: A strike pauses a student worker's “Employee” capacity, not their “Student” capacity. An employee’s wages can be withheld for labor not performed, but faculty may not use academic sanctions (like withholding academic mentorship) as a response to a student worker who is withholding their labor while on strike.

    The Standard of Progress Test: If a student worker claims they are “striking” from the lab entirely, ask: "If this student were on a fellowship rather than a research assistantship, would they still be expected to perform this task for their degree?" If yes, it is an academic requirement.

    Documentation: Academic expectations and milestones should be clearly communicated in the graduate program’s handbook, consistent with school guidance. If a student falls behind on academic progress, this should be handled through standard departmental academic review processes, separate from any labor dispute.

    Student workers were informed on Monday, April 20 how to report their time in PeopleSoft should they decide to participate in the strike. If you have questions regarding specific tasks or student roles, please contact academic_unionization_admin@harvard.edu.

    Best Regards,

    Jessica Soban
    Deputy Provost

    Paul Curran
    Managing Director, Labor and Employee Relations

Share on: