Wellesley College Strike History: A Fight for Fair Treatment
Wellesley College, a prestigious women’s liberal arts college known for its accomplished alumnae like Hillary Rodham Clinton and Madeleine Albright, faced a labor dispute in 2024 when its non-tenure-track faculty went on strike. This action stemmed from unsuccessful contract negotiations and highlighted a perceived disparity between the college's progressive image and its treatment of non-tenured faculty.
Unionization and Sticking Points
The non-tenure track faculty, represented by the United Auto Workers (UAW), unionized in January 2024 under the name Wellesley Organized Academic Workers (WOAW-UAW). Representing 30% of all faculty and 40% of the courses taught across the college, the union began bargaining with the college administration in May 2024. Annie Brubaker, a faculty member on the organizing committee, identified several key sticking points: workload, compensation, child care benefits, and medical leave.
Key Issues in the Dispute
Workload
A central issue was the faculty workload. Professors picketing expressed their desire to maintain a four-course-per-year workload. The college, however, proposed a tiered system where current bargaining unit members could retain their four-course teaching load, while new hires would be required to teach five courses. WOAW argued that this increase would hinder faculty engagement with students outside the classroom, impacting advising, mentoring, and independent project time.
Compensation
Compensation was another major point of contention. Non-tenure track employees reported a lack of access to benefits such as mortgage assistance and slower advancement compared to tenure-track faculty. Holly Walters, a lecturer in anthropology and religion, shared that after six years at the college, she struggled to afford living in Greater Boston due to insufficient income. WOAW sought to increase the base salary and salary growth for all NTT faculty, noting that the starting salaries had stagnated for years, creating a significant wage gap. The union highlighted that the average starting salary of a Wellesley graduate with a bachelor’s degree was roughly equal to the starting salary of an NTT faculty member with a Ph.D. at Wellesley. The college's offer of 2.75 percent annual raises, coupled with an increased course load for additional pay equivalent to their existing per-course rate, was deemed inadequate by the union.
Job Security and Reappointment Rights
WOAW-UAW also sought greater job security and fairer reappointment rights for its members. Under the existing system, NTT faculty were reviewed for reappointment every one, three, or five years, depending on their contract length. The college could deny reappointment for any reason, including "staffing reasons," without recourse for the faculty member. The union aimed to establish "just cause" as the standard for non-reappointment, requiring the college to provide a legitimate, documented reason for dismissal and opportunities for improvement. They also sought the ability to grieve a denial of reappointment. Furthermore, WOAW-UAW bargained for a guarantee that their faculty would not be replaced by artificial intelligence (AI), a proposal the college resisted.
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Benefits and Support
The union also advocated for improved benefits, including dependent care, tuition benefits, professional development opportunities, and a voice in faculty benefits policy. Childcare costs in the Boston area were a significant burden, comprising approximately 30% of a Wellesley NTT faculty member’s current pre-tax starting salary. WOAW-UAW proposed a $5,000 dependent care benefit for its members and the reinstatement of a tuition benefit for dependents, similar to what tenure-track faculty received. The union also sought to maintain access to professional development funds and opportunities, as well as paid time off for professional development leave. Prior to unionization, NTT faculty held seats on the Faculty Benefits Committee, but were asked to step down upon forming the union. WOAW sought to reinstate NTT members on the committee to ensure their representation in discussions about insurance plans and faculty housing policies.
Other Demands
Additional demands included rent control and relocation benefits to ensure stable and affordable living conditions for NTT faculty, modernization of NTT faculty titles to better reflect their roles, and equitable access to medical and parental leaves.
College Response and Student Impact
The college administration maintained that it had been working in good faith to negotiate a fair agreement. However, the union accused the college of engaging in unlawful conduct that thwarted progress at the bargaining table. In response to the strike, the college proposed offering students half credit for courses taught by striking professors, citing federal regulations on instructional hours. Students were given the option to enroll in alternative courses taught by tenure-track faculty. This decision sparked criticism from students and faculty, who questioned the feasibility of finding suitable replacement courses and the impact on grading and transcripts. The college stated it was considering including a transcript note for impacted students and that departments were addressing any course content that may not have been covered. Despite the disruption to their courses, many students expressed support for the strike, joining picket lines and providing food and supplies to the striking faculty.
Union Response and Allegations of Unfair Bargaining
WOAW-UAW refuted the college's claim of a bargaining deadlock, asserting that they had consistently moved towards the college's position and reached tentative agreements on several articles. The union accused the college of canceling bargaining sessions and refusing to answer questions about their proposals. They expressed a lack of confidence in mediation, arguing that the college had not demonstrated a willingness to compromise. The union emphasized its commitment to reaching an agreement through clear communication, data-based responses, and movement on proposals.
Historical Context and Parallels
The strike at Wellesley College echoed similar labor disputes at other academic institutions, reflecting a broader national trend of increasing unionization among academic workers seeking better pay, benefits, and job security. The situation also drew parallels to the social and political upheaval of the 1970s, when students mobilized to protest the Vietnam War and advocate for social change.
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