University of Colorado Workers Demand Collective Bargaining Rights

The University of Colorado's Board of Regents is on the cusp of a decision that could significantly impact the lives of its 48,000 faculty, staff, and graduate workers. As one of the state's largest employers, the university's ability to attract and retain top talent has far-reaching consequences for Colorado's economy and beyond. The question at hand is whether the regents will grant collective bargaining rights to these workers, a move that would bring the university in line with its peer institutions and provide a much-needed boost to employee stability and voice.

At its core, this issue is about fairness and equity. When the university can't offer competitive wages and benefits, it's not just the employees who suffer – the entire state feels the ripple effects. The university's researchers, graduate students, and instructors are the backbone of Colorado's economy, driving innovation and educating the next generation of leaders. By denying them collective bargaining rights, the university is essentially handicapping its own ability to recruit and retain the best and brightest. This has serious implications for the state's economic development, as well as its ability to compete with other states for top talent.

But the stakes go beyond just economic development. The current climate of academic politics is fraught with tension, as universities across the country face increasing pressure from authoritarian forces seeking to undermine intellectual freedom and academic autonomy. The second Trump administration's aggressive tactics, including the use of federal research funding and accreditation as leverage, have created a culture of fear and self-censorship on campuses nationwide. Collective bargaining is a crucial tool in pushing back against this trend, as it provides employees with a guaranteed voice and protection from retaliation.

The University of Colorado's own experiences illustrate the need for collective bargaining. The recent deployment of ChatGPT, despite faculty and student objections, is a prime example of the university's tendency to prioritize administrative convenience over shared governance. This approach has created a power imbalance, where decisions are made without adequate input from the people most affected. Collective bargaining would help to redress this imbalance, ensuring that employees have a seat at the table and a say in the decisions that shape their working lives.

The regents have a unique opportunity to address this issue, thanks to a proposal from Regents Elliott Hood and Ilana Dubin Spiegel to recognize bargaining rights for all CU employees. With the support of Regent Wanda James, they need just two more votes to pass the measure. However, some regents, including Democrats Callie Rennison and Nolbert Chavez, have expressed hesitation, citing concerns about the legislative process. But as former regent Jim Martin's recent column conceded, the debate is not about whether collective bargaining is sound policy – it's about who should have the power to grant it.

In reality, the legislative route has already been tried and failed. In 2022, a broad coalition advanced legislation to extend bargaining rights to public university employees, only to see it stall. The regents have a chance to take matters into their own hands and do what's right for the university's workers. By granting collective bargaining rights, they can help to create a more stable, equitable, and inclusive work environment – one that benefits not just the employees, but the entire state of Colorado. As academic adviser and CU employee Sam Whitaker so eloquently put it, "When hard decisions must be made, that is the time to have more voices in the room, not less." The regents would do well to heed this wisdom and take a bold step towards a more just and democratic university community.