Impact of a Union on the Workplace
Can the university increase wages or improve benefits during a union campaign?
Once a union election process begins, the National Labor Relations Act requires an employer to maintain the “status quo,” which restricts the university from making changes to current wages, benefits or working conditions. If the union gets voted in, the National Labor Relations Board (NLRB) requires employers to bargain in good faith with the elected union over mandatory subjects of employment, which includes changes to wages. Consistent with this obligation, USC has historically maintained a practice of negotiating in good-faith with the union regarding any wage adjustments, including discretionary merit increases, and has not provided discretionary wage increases to union-represented faculty or staff until the parties reach full agreement.
If the union wins the election, how will this impact current pay and benefits for those who will be represented by the union?
Once a petition is filed, USC as the employer is legally required not to make changes to wages, benefits or terms of employment. Specifically, we must follow our current practices in terms of all working conditions and pay.
If the union is elected, changes to benefits, working conditions and pay must be negotiated, and would not be made until a collective bargaining agreement is reached.
According to an analysis from Bloomberg Law, it takes, on average, 465 days to reach a first-time contract.
How would unionization affect my salary and benefits?
Unionization does not guarantee changes to salaries or benefits. All wages, benefit plans, and other terms and conditions of employment would be subject to collective bargaining. Bargaining outcomes could result in compensation and benefits staying the same, improving, or changing in other ways. Union members also may pay union dues or agency fees, which could impact overall compensation.
Could unionization affect transparency around compensation or workload?
In some cases, collective bargaining agreements include provisions related to transparency in areas such as salary structures or workload expectations. The scope of any such provisions would depend on what is negotiated in collective bargaining.
Would unionization change faculty governance?
Terms and conditions of employment must be addressed through the collective bargaining process. While USC’s current governance structure is shaped by the Academic Senate, Faculty Councils, and other committees, unionization may alter the role of shared governance bodies. For instance, in a recently bargained for contract between the United Auto Workers and NYU, the parties tentatively agreed that “the terms and conditions of employment of Contract Faculty Members must be addressed through the collective bargaining process instead of shared governance. As such, Contract Faculty Members may no longer use shared governance to directly deal with New York University on the terms and conditions of their employment, nor may Contract Faculty Members exercise functions in shared governance reserved for management.” Under this tentative agreement, NYU faculty “may not participate in shared governance…on matters relating to financial affairs of the University or its schools, colleges, and departments, including, but not limited to, the cost of tuition and the size and scope of the student body, or on matters relating to terms and conditions of employment of Contract Faculty Members or any other employees, including but not limited to compensation, benefits, working conditions, reappointment, promotion, tenure, leave, dismissal, and grievance.” 2026-3-24 NYU Counterproposal Shared Governance.docx – Google Docs
Could unionization limit the flexibility and autonomy of faculty?
Having a union means there will be a third party between the university and the petitioned-for faculty. One of the advantages we have, without a union, is that there are very few rules that are set in stone, and we are able to work things out on an informal person-to-person basis. Where there is a collective bargaining agreement, there are typically lots of rules that are written down, and some of the flexibility that we enjoy today becomes a matter of contract and rule.
How would unionization impact my relationship with my department?
It is difficult to say. USC has long encouraged our faculty to share their concerns directly. We recognize and value the voices of our faculty, and we respect them and their ideas. We believe our faculty can speak for themselves, personally, as well as through their faculty committees. We have sought to be transparent in those interactions. Union contracts can reduce the flexibility and discretion of departments, programs and faculty in having those conversations and dealing with individual situations. Union contracts tend to propose one-size-fits-all mandates, irrespective of the different needs and circumstances of individual faculty.
If UAW wins, can I still agree with my department chair on special accommodations or assignments to meet my personal situation?
If UAW is certified, USC would not be permitted to bypass the union and deal directly or negotiate with represented faculty over matters that are subjects of negotiation. Individual or special arrangements about matters that are addressed in the bargaining agreement, like working terms and conditions, may not be permitted.
Unions are a third-party representative. If the union is certified as the exclusive representative for all petitioned-for faculty, UAW would speak for faculty in all discussions with the university regarding terms or conditions of employment, like wages and benefits. Ultimately, the union contract would apply to everyone in the bargaining unit, even if an individual faculty disagreed with or was disadvantaged by one or more of its terms. With a union, the university would not be permitted to engage directly with individual faculty members on special accommodations or other deviations from a union contract regarding any working conditions, wages or benefits, as it would be prohibited as “direct dealing.”
Could unionization provide more consistency in faculty policies and processes?
Whether a collective bargaining agreement establishes more consistent policies would depend on the terms negotiated in collective bargaining.
If UAW wins, but faculty later decide they no longer want to be collectively represented by UAW, what happens?
Once a union is voted in to represent a bargaining unit, it will stay in place indefinitely unless and until the union is legally “decertified.” “Decertification” is the legal procedure to end union representation and is subject to a set of technical legal rules and can be difficult to successfully accomplish. NLRB statistics show that, in the past five years, most attempts at decertification across the United States have been unsuccessful. If the UAW is voted in, it cannot be decertified for a minimum of one year. During that one-year period, if the union and USC agree on a final agreement, that agreement would serve as a bar to any attempt to decertify the union for up to an additional three years.
While difficult to accomplish, other USC employees have been successful in decertifying their union representation after years of dissatisfaction. In fact, after decertifying a union, one USC employee publicly stated, “Now, we can finally communicate freely with our employers without having a third party in between us tying our hands and stealing our money. We can now put all this behind us and begin the process of reconciliation and start working together to bring the best outcome for our [USC] Family.”
Impact of a Union on the University
Could unionization affect USC’s strength as a leading research institution?
USC’s status as an R1 research institution depends on our ability to compete for world-class talent and large-scale grants. One of the advantages we have, without a union, is flexibility to tailor offers and support to individual faculty members, on a person-to-person basis. Where there is a collective bargaining agreement, there are typically lots of rules that are written down. And some of the flexibility that we enjoy, including recruiting leading faculty and researchers who drive innovation, becomes a matter of contract and rule.
How might unionization impact USC’s budget and resources for academic priorities?
Unionization could affect how the university allocates resources, depending on the outcomes of collective bargaining. In our experience, contract negotiations require time and administrative support, and any agreed-upon changes to compensation, benefits, or working conditions would be incorporated into the university’s overall budgeting process. The specific impact would depend on the terms of a negotiated agreement.
General Questions – University’s Position and About Unions
What is USC’s position on union organizing?
USC respects the right of unions to try to organize staff employees and has a long history of good relations with the unions that represent them. But faculty are different. USC believes that faculty are regarded as managerial under the National Labor Relations Act (NLRA) and, in any case, do not need a union to speak for them. (See below FAQ: “Can supervisors and managers form a union under the NLRA?”)
- USC faculty have a system of shared governance in which (unlike almost all of our peer universities) all faculty participate equally. All USC faculty — tenured, tenure-track, and RTPC, full- and part-time — can and do have an equal vote in electing Academic Senate officers. Four of the last six Academic Senate presidents have been RTPC faculty.
- Faculty can speak for themselves and through their elected faculty officers to resolve issues, without needing a third party as their exclusive collective bargaining representative — and without faculty having to a pay a percentage of their salary as union dues.
- One of the advantages of being at a private university is that there is greater flexibility in responding to individual needs and situations. Union contracts tend to have a one-size- fits-all model.Over the years, the university has consistently responded to faculty recommendations without any union representation.
Over the years, the university has consistently responded to faculty recommendations without any union representation.
- In 2017, in an effort to recognize teaching faculty, several changes were instituted:
- Multi-year contracts were granted to instructional RTPC faculty (3-years for Associates, 5-years for Full Professors)
- Instructional RTPC faculty could be nominated for continuing appointments and granted a “with distinction” title
- Non-reappointments on multi-year contracts were made to require a minimum of one semester of notice.
- The minimum salary for all full-time faculty, including RTPC faculty, has been raised every year for the past three years.
What are unions?
Unions are organizations that represent employees in negotiations with their employer concerning their terms and conditions of employment. Unions are financed by their members through initiation fees and monthly dues.
What is a bargaining unit?
A bargaining unit is a group of similar employees who are collectively represented by a union.
The Union Organizing Process
What is the National Labor Relations Board or NLRB?
The National Labor Relations Board, often called the NLRB or the Board, is a U.S. government agency that enforces the National Labor Relations Act (NLRA), the federal labor law covering most private employers. The NLRB holds secret ballot elections to determine if the members of the proposed bargaining unit wish for a union to be their exclusive representative to bargain with the employer on the terms and conditions of employment. The NLRB also addresses unlawful acts or unfair labor practices committed by either employers or unions.
Can supervisors and managers form a union under the NLRA?
No. Under the NLRA, supervisors and managers are not permitted to form a union.
The Supreme Court has recognized that in a typical mature private university, authority is divided between the central administration and collegial bodies composed of faculty. Accordingly, under the NLRA, faculty are deemed managerial if members are included in faculty bodies that make effective recommendations on academic programs, enrollment management policies, finances, academic policies, and personnel policies and decisions.
At USC, all our faculty — tenured, tenure-track, and RTPC, full- and part-time — can participate in shared governance and so are regarded as managerial. All USC faculty are eligible to and do serve on the faculty bodies that make effective recommendations in those areas, including, for example, the university-level faculty committees on Curriculum, Teaching and Learning, Research, Academic Review, Finance and Enrollment, Academic Policies and Procedures, Benefits, and Professional Responsibility. All faculty — tenured, tenure-track, and RTPC, full- and part-time — can and do run for office in the Academic Senate, and all faculty in the university can vote to elect those officers.
Also, many of our faculty act as supervisors, and so a union cannot organize them for that additional reason. Under the NLRA, faculty are regarded as supervisors if they use their independent judgment to effectively recommend hiring, promoting, disciplining, terminating, adjusting the grievances of, or otherwise responsible for directing others, including, for example, TAs, RAs or lab staff. And faculty generally are eligible to participate in faculty appointment and promotion committees for peers in their respective faculty classifications.
About RTPC Faculty Unionization at USC
What union is seeking to represent USC’s RTPC faculty?
It is the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, UAW (better known as the United Auto Workers).
What was the outcome of the USC-UAW NLRB hearing?
After deliberating for over a year, the local office decided that a secret ballot election can proceed to determine whether the United Automobile, Aerospace and Agricultural Implement Workers of America (also known as United Auto Workers or UAW) will act as the union for full-time, part-time, and adjunct RTPC faculty at USC, excluding part-time and adjunct faculty in the School of Cinematic Arts and excluding all faculty in the Keck School of Medicine and excluding all faculty employed by the Children’s Hospital Los Angeles. The election also excludes all tenured and tenure-track, visiting or emeriti faculty from all schools.
How will I know if the UAW is the right union to represent me?
We encourage everyone considering union representation to do their own research into the structure, leadership, and platform of the organization seeking to represent them to ensure it aligns with their personal values.
Will all faculty be in the same bargaining unit? And why does that matter?
The union is proposing that it would represent all full-time, part-time, and adjunct RTPC faculty at USC in one bargaining unit, excluding (a) part-time and adjunct faculty in the School of Cinematic Arts, (b) faculty in the Keck School of Medicine, and (c) faculty employed by the Children’s Hospital Los Angeles. The unit would not include tenured, tenure-track, visiting or emeriti faculty from any schools. If elected to represent that unit, the union would become the exclusive representative for all faculty in the unit and for all individuals hired into those roles in the future. As a result, negotiations over pay, benefits, and working conditions shift from individual arrangements to collective bargaining. If UAW is certified, USC would not be permitted to bypass the union and negotiate directly with represented faculty over matters that are subject to union negotiations.
Election Process
How will the election be conducted?
The election is by a confidential secret ballot vote decided by a majority of eligible votes cast. No one will know how you voted.
There will be two days of voting during the week of April 20th, with one location each at UPC and HSC (exact date, times, and locations pending).
Is a quorum needed for the vote?
No. The vote is decided by a majority of eligible votes case, even if that is only a fraction of the proposed bargaining unit. For example, if there are 2900+ faculty petitioned for in the bargaining unit and only 100 faculty vote, and of those 100, 51 vote in favor of a union and 49 vote against a union, then the union wins the election and all 2900+ faculty will be exclusively represented by the union.
Who is eligible to vote?
All full-time, part-time and/or adjunct Research-track, Teaching-track, Practitioner-tack, and/or Clinical-track faculty (collectively referred to as “RTPC Faculty” and/or “Non-Tenure Track Faculty”) employed by the University of Southern California in Los Angeles County.
Those that are excluded from the unit and are therefore ineligible to vote are:
All tenured or tenure-track faculty; all faculty in the Keck School of Medicine; all faculty employed at Children’s Hospital Los Angeles; all part-time and/or adjunct faculty in the USC School of Cinematic Arts; all visiting faculty; all emeriti faculty; all RTPC faculty permanently employed outside Los Angeles County; all non-faculty employees; and all managers, guards, and supervisors as defined in the Act, as amended.
If a faculty member previously signed a union authorization card (online or on paper), does that mean the faculty member must now vote “yes” for a union in the election?
No, previously signing a union authorization card does not bind them to voting a specific way. The vote will be held by a secret ballot. No one will know how anyone voted. We encourage everyone to vote, regardless of whether or not they signed an authorization card.
Who determined that voting must be in person?
The university requested that voters be permitted to vote either in-person or by mail to facilitate participation by all. Unfortunately, the local office of the NLRB determined that the election should be in-person only. We are sorry that this is the case and understand the time commitment that may be required to vote.
Are faculty allowed to voice their opinion about the union through social media or by emailing other faculty?
Faculty are free to voice their opinion through their personal social media, personal email, through word of mouth, and other means of communication. University distribution lists are for university business only and faculty should not use university or school list-servs or distribution lists for soliciting either in favor of or against the union. Faculty are also prohibited from engaging in union activities during their working time.
What, if any, of my personal information is provided to the union?
USC protects your personal and confidential information and does not share it with anyone unless required by law. Because the union filed for an election to represent RTPC faculty, the NLRB requires us to give some of your personal information to both the union and the NLRB including your full name, home address, job title, department/unit, and shift. If it is on file, we also are required to provide your personal email and personal cell phone.
In compliance with the law, we submitted this initial information to the union and the NLRB on March 25, 2026.
The union may use this information to contact you, possibly by phone, text message, or by visiting your home. USC does not control how the union uses your personal information. If the union wins the election, the law may permit it to have access to your faculty file.
We regret this intrusion into your private information. Again, we would never share this information without your express permission unless required by law.
Since an election will be held, can the union contact me? Can I opt out of being contacted?
The union may actively campaign and solicit faculty to vote for unionization. Outreach from union organizers is generally outside the university’s control.
However, union organizers are not permitted in non-public areas, including inside our non-public buildings. If you observe any individual without a legitimate university purpose in non-public areas, please ask them to leave and/or call DPS.
Moreover, if you do not wish to speak with union organizers, you are free to tell them that. If union organizers insist on speaking with you or proceed to follow you, you can advise them to leave you alone and/or call DPS.
Will I have the opportunity to hear from the university?
Yes. The university will primarily reach out to you through the Office of the Provost, including with details about informational webinars that you are invited to attend.
After the Election
How long will it take to know the results of the election?
The local office of the NLRB will tally the votes and announce the results. However, please note that election results may be contested by either the union or the employer.
What happens if the United Auto Workers loses the election?
The election is decided by a majority of eligible votes cast, even if that is only a fraction of the eligible full-time, part-time and adjunct RTPC faculty. If the majority of voters vote “no” to a union, the union will not represent our RTPC faculty and may not seek another petition for 12 months. Our university will continue to prioritize building our collegial and professional working relationship with our RTPC faculty.
What happens if the United Auto Workers wins the election?
If the UAW wins the election and the vote is not challenged, the university and the UAW begin a process known as “collective bargaining” with the goal of seeking agreement on a contract defining the terms and conditions of “employment” for faculty in the proposed bargaining unit.
Can I opt out of union representation if UAW is voted in to represent all faculty?
Under “union security” clauses seen at other institutions, there have been instances where faculty who wish to “opt out” of the union must pay agency fees, which can be equal to regular union dues.
Can faculty opt out of the union by not voting in an election?
No. If you are included in the bargaining unit and the union is voted in, the union will become your exclusive bargaining representative — whether or not you voted — and regardless of how you voted. The union would also be the exclusive bargaining representative for future USC faculty whose programs or departments are in the bargaining unit, even though they did not have a chance to vote.
Dues
What does the union want in return for its efforts?
The United Auto Workers expects to be paid by those it represents.
In bargaining concerning other units at USC, and at other private universities, the UAW has consistently proposed and negotiated “union security” clauses requiring all bargaining unit members to pay dues and initiation fees or agency fees as a condition of employment.
Based on other faculty unions across the nation, we understand union dues range between 1.4% and 2% of the salary of each faculty member within the bargaining unit.
If the UAW wins the election, would all RTPC faculty have to pay union dues, even those who voted “no?”
If the union is elected, it’s likely you would be expected to pay dues – even if you voted no, even if you didn’t vote at all and even if you don’t like the contract that’s negotiated. There are circumstances where you may not have to become a member of the union but in those cases, the union typically demands that some sort of fee is paid by you nevertheless (typically called an “agency fee”).
Who decides how much union dues are?
Unions have sole discretion to decide how much to charge in dues and whether or not to raise dues. Employers do not have a say what amount the union charges, and union dues are not bargained during the collective bargaining process.
How would union dues or fees be collected?
If negotiated into a contract, which is typical, union dues and fees could be collected directly from your paycheck.
Are union dues tax deductible?
No. Union dues are not tax deductible and are collected post-tax.
Collective Bargaining
What is collective bargaining?
Collective bargaining is a process by which a union and an employer negotiate the terms and conditions of employment, such as pay and benefits, for all members in the bargaining unit. The union has the exclusive authority to bargain on behalf of all bargaining unit members, collectively, for pay, terms of appointment, benefits and other “working conditions.” Once this process begins, the university will be prohibited from directly negotiating terms and conditions with individual members of the unit, which is considered “direct dealing” and a violation of the NLRA.
How does collective bargaining take place?
Collective bargaining is typically conducted in a series of meetings at which representatives of both the union and the university exchange written proposals for a union contract. Union negotiations can be long and complex and can take months and sometimes years to reach an overall agreement. During this time, the parties are to engage in good faith negotiations over the terms and conditions of employment. We cannot predict how long negotiations will take.
Would all RTPC faculty members be able to be at the table during negotiations?
This is unlikely. Usually, collective bargaining is conducted by paid union representatives and a small subset of bargaining unit members selected by the union to assist the union’s representatives. Often, the union awards bargaining team positions to individuals who most actively supported unionization and may invite a few others to watch and provide support. You could ask the union how this selection process works.
Who would negotiate a contract on behalf of the members?
Union representatives (typically, paid union employees) work with a small subset of bargaining unit members, who are selected by the union, to sit at the bargaining table and negotiate on behalf of all members of the bargaining unit.
How can I be certain my concerns and everything I was promised would be in the agreement?
No one knows ahead of time what would be in a collective bargaining agreement. You could end up with less, more or the same as you have now. If someone is promising that certain things will be in the labor contract, you could ask for those promises in writing.
What happens if the union and an employer are unable to reach agreement?
Any contract requires the agreement of both sides. Sometimes, after good faith bargaining, no agreement can be reached. If that occurs, the university may make its final proposal, often called a “last, best and final offer.” In response, the union may ask its members to vote on the proposal. If the bargaining unit rejects the offer, there is no agreement, and the parties are at what is typically called an “impasse.” When there is a good faith impasse, the university may unilaterally implement its last, best and final offer and the parties may continue to bargain in an effort to reach agreement.
When would a new contract become effective?
A union contract does not become effective until bargaining is complete and there is final agreement on all provisions by both sides. Sometimes that is years after the union petition is filed with the NLRB and after some of the employees who voted in favor of the union have left the university. Sometimes, even after a great deal of good faith negotiating, a contract is not reached at all. If a contract is negotiated and agreed upon by both sides, the contract is fixed in place, usually for years at a time, and must be followed even though conditions may change.
What happens if I don’t like what the union negotiates?
Once a union contract is in place, all covered faculty must abide by its terms. Even if a faculty member chooses not to pay union dues, that faculty member is still governed by the collective bargaining agreement.