We, the Faculty on Term Appointments, Instructors in Science Laboratories, and Mellon Postdoctoral Fellows at Wellesley College, present the following contract demands to (1) improve our working conditions, (2) support our ability to live in the Greater Boston Area, and (3) better support Wellesley College’s mission to provide an excellent liberal arts education to women who will make a difference in the world. These demands are based on bargaining surveys completed by a supermajority of eligible employees.

These demands reflect our specific needs and a vision for our community. They take into account the historic shifts towards long-term non-tenure track appointments, the specific challenges of living in the Greater Boston Area, and the need for recognition and compensation commensurate with the experience and value that we bring to Wellesley College. We aim to ensure fair pay and benefits; to support career progression and development; to provide greater job security and stability; to recognize the impact that we bring to the college via teaching and service; to ensure that those of us with families can afford childcare and associated costs; and to build a truly inclusive, accessible, and diverse community free from bullying, harassment and discrimination.

We believe that the achievement of these goals will facilitate the recruitment and retention of the most talented, diverse group of faculty, and therefore enhance our ability to educate students committed to a culture of inclusive excellence at Wellesley College.

1. Establish pay commensurate with the value of our work and high cost of living

We strive for improved pay for all, commensurate with our qualifications, the value of our work, and the high cost of living, including a significant increase to base salary, guaranteed experience-based annual salary increases, and guaranteed annual cost-of-living adjustments.

2. Streamline reappointment and establish a clear, simple promotion ladder

We seek streamlined, unambiguous reappointment guidelines that offer a clear structure for promotion and increased job security.

3. Support and retain new employees

We strive for a hiring process that balances short-term staffing needs with job security by ensuring transparency in job postings and the retention of highly-qualified, high-performing faculty with more quickly-attainable long-term appointments. 

4. Improve job descriptions, titles, and expectations

We strive for our job descriptions, including our titles, to be reflective of our experience and expertise as highly-qualified, teaching-focused faculty.

5. Recognize and protect shared governance

We strive to protect the voting status of all bargaining unit members in Academic Council, protect and ensure representation on the committees of Academic Council, and re-evaluate the scope of our committee work.

6. Create a more family-friendly workplace

We strive for fully-paid parental leave, priority access to and significant financial support for childcare on and off campus, after school programs, tuition benefits, summer childcare stipends, and affordable health insurance coverage for dependents.

7. Establish and protect workload limits

We strive to guarantee teaching load limits, increase access to lab preparation units, and clearly define fair and equitable workloads for everyone.

8. Improve healthcare for all

We strive for improvements to the quality and affordability of medical, mental health, dental, and vision coverage, including dependent coverage, as well as access to local healthcare providers.

9. Enhance retirement and other benefits

We strive for the right to better plan for our futures through improved access to retirement and other benefits including life insurance, disability insurance, mortgage assistance, legal services, and free financial planning and tax advice.

10. Guarantee opportunities for professional growth

We strive to guarantee regular sabbaticals for research and pedagogical development, conference travel pay, a regular mentorship structure, and internal research and pedagogical awards.

11. Establish strong contract enforcement rights and recognize and promote union rights and representation

We strive to establish a fair grievance and arbitration process by which we collectively enforce the rights and benefits in our union contract via a neutral third party. We strive to maximize the ability of our union to engage in effective representation, including a variety of standard provisions on union representational rights, as well as ensuring that all new employees receive adequate orientation about rights and benefits under our contract.

12. Win a strong contract for everyone, with attention to diversity, equity, and inclusion

We strive to ensure workplace rights and fair treatment, including fair compensation, for women, faculty of color, faculty with disabilities or long-term illness, and other members of marginalized or underrepresented groups.