Over the last two weeks, our elected bargaining committee held our fifth and sixth negotiation sessions with the Sinai administration. We want to be direct with you about where things stand.
The bottom line: Our current contract expires today, June 30th. With that deadline bearing down, Mount Sinai has not brought a single proposal to the table that improves working conditions for postdocs. In most areas, they are actively trying to roll back or eliminate benefits we already have. When we pushed to meet as many times as it takes before the contract runs out, Sinai told us they are not available again until July 7 - a full week after our contract expires.
The administration is proposing to cut anniversary raises from 3% to 1.5%, eliminate the emergency support fund, introduce a probationary period for new postdocs, and remove intellectual property rights from our contract. At the same time, they have been highly resistant to engaging on housing, parental rights, and any other improvement we've proposed for our contract.
It is more essential than ever that we build pressure on Sinai to reach a fair agreement and show the administration that postdocs are essential contributors to the research community here. Take a moment to RSVP to join us at the bargaining table on Tuesday, July 7th at 2:00PM in Hess room 8-101!
Here is an overview of where things stand after last two sessions:
Summary of SPOC-UAW Local 4100 Proposals (06/12/2026 Session):
Childcare: We reasserted the Childcare Dependent Care Flexible Spending Account (FSA) Program, proposing Sinai contribute $6,000 rather than our previously proposed $7,000 in the interest of reaching an agreement. We believe it is reasonable for Sinai to make contributions as a targeted and meaningful way to address inequities that postdocs with children face.
Compensation: We reasserted $85,000 as a minimum for first year postdocs - this is already a compromise as it is roughly $3,000 below what the federal government considers appropriate compensation for a newly minted PhD researcher in New York City. We also reasserted 4% anniversary raises to adjust for cost of living and preserve purchasing power.
Emergency Support Fund: We expressed our surprise that Mount Sinai wants to completely eliminate the Emergency Support Fund. The fund was not negotiated as a temporary program, and the need still exists to address real financial emergencies postdocs face. We proposed for Sinai to contribute $175,000 annually, taking into account our reduced proposal on the Childcare FSA.
Holidays: In the interest of reaching an agreement, we made movement for a postdoc to take the compensated additional personal day within 10 months of the holiday that they worked on.
Housing: We proposed a postdoc be eligible to apply for Mount Sinai housing within the first twenty-four (24) months of their employment, movement from our previous position of being able to apply for housing at any time.
Leaves of Absence: We reasserted our proposal for sixteen weeks of paid parental leave. Postdocs have shared with us that 6 weeks was not sufficient for this leave, but Sinai has not engaged with us on why they think 6 weeks is enough. Regarding visa renewal leave, in an effort to reach an agreement, we moved below the average we had calculated from 15 to 13 paid days. We reasserted language that a postdoc should only be required to answer to lawful requests from the Office of International Personnel related to the their visa status.
Relocation Assistance: We did not not agree with Sinai’s proposed receipt-based reimbursement system. We proposed that postdocs provide proof of relocation to receive a one-time relocation payment of $2,900.
Resignation and Exit Interviews: We accepted that Postdocs who voluntarily resign are expected to give two weeks notice to their PI and department administrator when practicable and appropriate. Sinai tells us that they offer exit interviews and we have asked for more information regarding their interview process.
Appendix: Panel of Arbitrators and Grievance and Arbitration: We rejected Sinai’s proposal to remove language to select a panel of three (3) arbitrators who shall hear grievances on a rotation. We believe it is important select arbitrators who have experience dealing with grievances in the higher education sector.
Summary of Sinai Proposals (06/22/2026 Session):
Childcare: Sinai again did not negotiate re: the Dependent Care Flexible Spending employer contribution. Sinai’s proposal would leave Childcare benefits as-is, not providing any improvement to supporting postdocs with families.
Probationary Period: Sinai continues to push for a up to 8 month probationary period for new postdocs. This would fall hardest on international postdocs, who are at their most vulnerable right after relocating, sometimes with dependents, to a new country and workplace.
Compensation: Sinai is proposing to cut our anniversary raises from 3% to 1.5%, and to freeze the minimum salary for first year postdocs. Not only does this not keep pace with the cost of living in New York City. In real terms, it is a pay cut every year.
Emergency Support Fund: Sinai is still proposing to eliminate our emergency support fund entirely - a fund that exists to help postdocs facing real financial emergencies, and that was never negotiated as a temporary program.
Holidays: Sinai reasserted that when postdocs work on a holiday, they must take the personal day they are compensated with within 60 days of the holiday that they worked on.
Housing: Sinai removed our proposed guidelines regarding an extended eligibility window for applying to housing, proposing to only extend the application period for postdocs with unforeseen hardship and extenuating circumstances. Sinai has agreed to allow deferring the employment start date up to 7 days to accommodate any late housing move in dates, and agreed to relocate postdocs whose housing unit becomes uninhabitable in accordance with NYC housing guidelines.
Intellectual Property: Sinai has proposed to remove Intellectual Property from contract violations eligible through the Grievance and Arbitration process.
Leaves of Absence: Sinai has agreed that postdocs shall be granted prenatal leave in accordance with applicable law, but continues to reject our proposal to increase the number of weeks granted to postdocs for parental leave. For visa renewal leave, Sinai reasserted that this leave should be limited to 8 paid days off. They also continue to insist on burdensome new restrictions and requirements for postdocs who take this leave.
Relocation Assistance: Sinai reasserted the proposed receipt-based reimbursement system, with a maximum relocation payment of $1,600, increasing $100 each year.
Resignation and Exit Interviews: Sinai moved to an expectation of 14 days notice for Postdocs' resignation, and included that Postdocs may request an exit interview. Sinai has yet to provide details regarding the exit interview process.
Appendix: Panel of Arbitrators and Grievance and Arbitration: Sinai has struck our previously agreed to appendix describing the panel of arbitrators that would preside over grievances that go to arbitration. Instead of agreeing on experienced arbitrators who have experience in our sector, they are proposing to select arbitrators through the American Arbitration Association’s rule for Labor Arbitrations.
We expressed disappointment at the end of our last session that Sinai was insisting on making working conditions worse, and emphasized the urgency for Sinai to return to the bargaining table with a proposal that would actually improve the lives of postdocs. We cannot agree to a new contract that is worse than the current status quo and does not address our core priority improvements.
The fastest way to win a fair contract is to show Sinai that a majority of postdocs are paying attention and standing together. The next bargaining session will take place on Tuesday, July 7th, at 2:00 PM - please RSVP to join here!
Feel free to reach out with any questions, and fill out this form to help with the campaign.
Solidarity,
Mahima Rasquinha,
SPOC-UAW 4100 Bargaining Committee