Update on HAW-UAW Negotiations

Dear Members of the FAS, HDS, HMS, and SEAS Faculty,

We are writing with an update on negotiations for an initial contract between the University and the Harvard Academic Workers-United Autoworkers (HAW-UAW). The HAW-UAW union represents non-tenure-track academic and staff workers performing research and teaching at the Harvard Faculty of Arts and Sciences, the Harvard John A. Paulson School of Engineering and Applied Sciences, Harvard Divinity School, and Harvard Medical School. HAW-UAW members are essential to advancing Harvard’s teaching and research mission. We value their contributions and remain committed to negotiating in good faith toward an agreement.

Negotiations between the University and HAW-UAW began in September 2024, following the union's certification in April 2024. For context, negotiating an initial contract often requires significant time due to the absence of pre-existing language from which to work. To date, the parties have had 52 sessions and reached tentative agreements on 19 articles with several additional bargaining sessions scheduled over the next several weeks. Our negotiations remain focused on several outstanding issues that would be part of a contract, including:

Compensation, Benefits, and Working Conditions (Time Caps)

  • The University has proposed a five-year contract that includes a compensation increase of 3.5% in the first year, 3% in each of the next three years, and a 3.25% increase in the fifth year for a total compounded increase of 16.8 % over the life of the contract. In addition, the University offered a 1.0% of salary bonus to all members of the bargaining unit upon ratification of the contract. 
  • The University agreed to pay parity in the minimum salary for all postdoctoral researchers in FAS, SEAS, and HMS. Postdoctoral researchers would receive a significant increase (almost 10% for FAS postdocs) in their minimum salary. 
  • In addition to healthcare coverage and other benefits these employees already receive, the University has agreed to new benefits including funding for professional development, access to dental insurance for teaching assistants, additional personal and vacation days, and more flexibility for use of sick days.
  • The University has agreed to end its automatic release of instructional personnel after a stated number of years, a practice referred to as “Time Caps.” Ending time caps was identified as one of HAW-UAW's top priorities when entering negotiations. The University has also proposed new promotional pathways for Lecturers and Preceptors, with no corresponding workload increases.

Next Steps and Resources

You are receiving this email because a potential HAW-UAW strike may impact your department or unit directly.

Despite continued progress at the bargaining table, HAW-UAW has set a strike deadline of Tuesday, November 10. The University believes a strike is unwarranted and remains committed to reaching a mutually agreeable contract. However, should a strike occur, we will maintain continuity in teaching, learning, and research.

The HAW-UAW website is updated regularly with the University's proposals, negotiation updates, strike preparation guidance, and information to help you plan for potential disruptions to your courses, research, and unit operations. Local guidance will be provided by your School or unit.

We continue to bargain in good faith, recognizing the vital role of our academic workers and our duty to preserve our academic mission. With appreciation for that role and the work they do, we remain committed to reaching an agreement.

Sincerely

Jessica Soban

Deputy Provost

Paul Curran

Managing Director, Labor and Employee Relations

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