After nearly 19 months of negotiations, Harvard Law School’s clinical staff and university administration have made limited progress toward finalizing their first labor contract, highlighting deep divisions over core employment and academic issues. According to a report, despite more than 100 proposals being exchanged, only six out of 43 have been agreed upon so far. gave Harvard Crimson. Clinical workers, represented by Harvard Academic Workers–United Auto Workers (HAW-UAW), continue to push for stronger protections around academic freedom, job security, and compensation. While both sides maintain that talks are ongoing, the slow pace reflects the complexity of drafting an agreement from scratch.
Limited progress on procedural provisions
The six agreed provisions largely cover procedural and administrative matters, including access to personnel files, union rights, and information exchange procedures. As reported. Harvard Crimsonthese areas are considered standard and do not address the most pressing concerns of the medical staff.Most of the underlying issues — including discipline, layoffs, layoffs, and non-renewal policies — remain unresolved, leaving the union without a comprehensive first agreement.
Academic freedom and job security at the center
In the latest round of negotiations earlier this week, union representatives presented revised proposals on academic freedom and employment protections. These include safeguards against arbitrary dismissal and strict conditions for dismissal, which will only be permitted in a “manifestly genuine” financial emergency.Union leaders said Harvard Crimson that job insecurity can directly affect academic freedom, as physicians may feel constrained in their teaching or advocacy roles without adequate safeguards;The academic freedom proposal, first introduced in October 2024, has now been expanded to align with American Bar Association standards requiring law schools to uphold teachers’ First Amendment rights.
Faculty fragmentation complicates negotiations.
Union representatives point to a wider structural divide between clinical and theoretical faculty, which they say complicates negotiations. As highlighted in Harvard Crimson According to the report, clinical educators — who combine teaching with legal practice — feel that their contributions are often undervalued in traditional academic hierarchies.This perceived disparity has become an important backdrop to discussions about academic identity and institutional support.
Salary disputes remain unresolved.
Compensation is another important sticking point. Harvard previously proposed a minimum starting salary of $68,000 for clinical fellows, while the union has countered the demand for $86,500 with a structured framework for raises. The university has not yet responded to the revised salary proposal. Harvard Crimson Reported
Both sides signal willingness to continue negotiations.
Harvard officials have said they are committed to negotiating in good faith, noting that developing an agreement from scratch can be a lengthy process. Meanwhile, the union leaders reiterated this. Harvard Crimson That they are not meant to be confrontational, but to recognize the value clinical educators bring to students and the communities they serve.
