Strike Authorization Vote FAQ

If you have further questions or need clarification please contact: nyu@actuaw.org

Why would we hold a strike authorization vote?

This is a standard process for our union while in negotiation and authorizes our elected Bargaining Committee to call a strike if circumstances warrant.   A 2/3 majority of those voting is required for authorizing a strike.  Our Bargaining Committee will continue to do everything it can to avoid a work stoppage.  Still, often the best way to avoid a strike is to be well prepared for one.  That’s why we need every ACT-UAW member to be prepared for the worst-case scenario.

If the vote passes, are we automatically on strike?

No, the strike vote gives the Bargaining Committee the formal authority to call a strike if the circumstances justify.

If I vote Yes, am I obligated to go on strike?

Voting “yes” in the strike authorization vote does not create an obligation to strike in and of itself.  If, however, the Bargaining Committee felt it was necessary to call a strike, such an action will be most effective through widespread participation.

If members vote Yes, how likely is it we will have to go on strike?

It’s hard to tell at this time. The contract expires October 30th, 2022, and we hope the University will move to reach a fair agreement with us by then.  However, if the Bargaining Committee believes that work stoppage is the only way to achieve a fair contract, a strike may become necessary.

What happens on strike?

Striking workers assemble at their typical place of work for picketing duty and also participate in rallies with elected officials, marches, or civil disobedience.

Would there be a strike training?

Yes – we would schedule ample training, so that we can learn from experienced UAW and other higher education strikers about how to make a strike most effective and maintain high participation levels.

Will I get in trouble with the University/my supervisor/etc. for supporting a strike?

Our strongest protection against this is supermajority involvement by members of the union.  If, however, any individual were to experience any retaliation we would bring every form of defense to bear in responding (litigation, grievances, collective public pressure/shaming.)

You also have Federal legal right to participate in “concerted activity.”  You can mobilize on the job, wear buttons and stickers, hand out literature and even engage in “informational” picketing!

Do we want to strike?

No – our goal and intention is to reach an agreement at the bargaining table and avoid a strike.  That said, if the University does not meaningfully engage in the bargaining process, we have to be prepared for alternative means of pressuring the University for a fair contract, including striking.

What would the University have to do to justify a strike?

Striking is our most effective tool for getting a fair deal from management but it is not taken lightly, and the Bargaining Committee would only recommend striking if it believed that it was the only way to achieve a fair deal.  If, for example, the University committed unfair labor practices, stopped bargaining in good faith, or in any other ways made reaching a fair deal not possible.

What issues would we strike over?

This is one of the most crucial questions in a work stoppage.  Members are very agitated over the lack of safety precautions and support for the transition to online instruction over the course of the pandemic, for example, but there is also great frustration about compensation, health insurance coverage, job security and the lack of professional quality workspaces.  You should feel free to communicate with your Bargaining Committee which issues are most important to you.

How does the Bargaining Committee decide to call a strike?

The decision will be based on feedback from members as well as the University’s posture in bargaining.  If the committee believes that striking is the only way to achieve a fair deal and members are in support it will call a strike.

When would a strike begin? How long would a strike last?

Timing and length are dependent on strategic considerations; both could vary depending on circumstances in bargaining.  For length, possibilities could include a week-long strike, or an ongoing strike with an indefinite end.  We would want to schedule at a time that could achieve maximum impact on NYU.

What would end a strike?

In the event of a strike the Bargaining Committee would continue to be available to meet with the University in order to resolve the issues on which contract negotiations had stalled.  The strike would end when the Union and the University reach an agreement that is ratified by a vote of the membership.

How would the Bargaining Committee communicate that a strike has been called?

The Committee would give advance notice (at least 24 hours, but likely longer) over email and would ensure that the word got around via calls and text messages.

What could happen on October 30th, if we have not agreed to a new contract?

There are four possible outcomes:

1. We could agree to extend the contract while we continue to bargain. (NYU must also agree to this including the length of the extension.)

2. We could begin the process of voting to go on strike.

3. We could continue to work without a contract, and NYU must honor all the terms of our expired contract and cannot make any unilateral changes to terms and conditions of employment without negotiating those changes with our union.  The exceptions to this rule are the no-strike/no-lockout and arbitration provisions of the contract.

4. NYU could choose to lock us out of jobs.  This is extremely unlikely as NYU would effectively be stopping the semester themselves.

If NYU and the Bargaining Committee agree to extend the contract while they continue to negotiate, can we still strike or be locked out by the University?

No.  During the limited period of an agreed extension, all provisions of the labor agreement remain fully enforceable, including our right to arbitrate grievances, and the prohibition of strike and lockout.  Extensions are either limited to a short duration or terminable by either party with some notice to the other party.  This is how the right to strike is retained as a powerful lever where extensions are agreed.