Problems at Work?

Are you or your colleagues being treated fairly in the workplace?

  • Are you being treated respectfully by your supervisor?
  • Are you being paid on time?
  • Have you been paid the full amount guaranteed by your appointment?
  • Have you received your health insurance reimbursement(s)?

If your answer to any of the above questions is no, you may be experiencing one of the many possible violations by NYU management of GSOC’s Collective Bargaining Agreement (CBA) — the contract that guarantees your rights as a graduate worker at NYU. The boss makes a lot of mistakes, intentional or otherwise; together, we correct them.

When management violates your rights in the workplace, the GSOC contract provides a mechanism for addressing such offenses: GRIEVANCE AND ARBITRATION(Article XX). You have a right to be made whole, with guidance and support from official GSOC representatives. Your union is here to support you.

If you suspect a violation of your workplace rights has occurred, get in touch with your department steward immediately and email the main GSOC inbox. It is important for you to document and report any incidents of suspected contract violations as soon as possible, since the majority of grievance cases must be officially reported within fifteen (15) business days of the violation, at Step 1 of the grievance procedure (see below).

Frequently Asked Questions

If I contact a steward or other GSOC representative, what kind of say do I have in how a grievance is pursued?

Reporting a potential violation of the contract to your steward or other GSOC representatives will not result in an automatic grievance report. Rather, we will work with you to decide on the best course of action, as made available to you through the grievance procedures dictated under the GSOC CBA; we will review the contract together to make sure that you are well-informed and decide how you want to proceed. At each and every stage of the grievance process, we will be there to support you.

If more than fifteen (15) business days have elapsed since the incident, should I still report the suspected violation to GSOC representatives?

Absolutely. While it’s important to document and report such incidents as soon as possible, a number of grievable offenses–such as incorrect pay–are chronic problems rather than singular “events.” As such, it may still be possible to report the contract violation and ensure that you are made whole, receiving compensation for unpaid labor or reimbursements on key benefits. 

Additionally, there is no time limit for reporting incidents of discrimination–“by reason of race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity and expression, age, disability, marital or parental status, veteran status, union activity or any characteristic or factor protected by the law”–and seeking through the grievance and arbitration procedures (Article XIV.B). It is always best to report the incident and discuss your options with your union representatives.

What if several of my colleagues are facing the same issue?

If the grievance involves more than one student worker, the Union can start a collective grievance procedure. Please see the contract for details, or contact us, if you have questions!

Grievance and Arbitration Procedure

  • Step 1: The first step is to informally discuss the grievable offense with the appropriate faculty member or administrator in the department/unit. The graduate worker should do this with a GSOC-UAW representative, and this process will only begin with the graduate worker’s permission. If the grievance is not addressed within 10 days to the worker’s satisfaction, we will help to appeal the grievance further.
  • Step 2: The second step is to formally contact the Dean of the relevant school–or their representatives–in writing. If the grievance is not addressed within 10 days to the worker’s satisfaction, with a written response from the relevant dean, we will help to appeal the grievance further.
  • Step 3: The third step is to formally contact the Provost–or their representatives–in writing. If the grievance is not addressed within 10 days to the worker’s satisfaction, with a written response from the Provost, we will help to appeal the grievance further.

If the grievable offense is not addressed by Step 3, the grievance can be escalated by the graduate student worker to arbitration proceedings, where a third-party from the American Arbitration Association will render a judgment on the case.