he National Labor Relations Board delivered a win for labor this month, ruling that graduate students at private colleges are also employees. The action overturned a 2004 decision involving Brown University that until now allowed administrations to insist that collective bargaining would imperil students’ academic pursuits. A number of media outlets have helped circulate a particularly damning quote that describes the Brown decision as having “deprived an entire category of workers of the protections of the Act, without a convincing justification.” If you haven’t read the decision in full, you should. The quote is just one of many statements that will resonate with any academic who sees herself as a worker.
But one sentence in particular is especially relevant to the coming inevitable struggles between precarious academic laborers and administrators. “Labor disputes,” the board notes simply, “are a fact of economic life.” Such an unequivocal statement about the academy as a place of labor is a surprising and rare admission; far more common are descriptors of academic work as a “labor of love,” “an intellectual pursuit,” and “a life of the mind.” Unlike many academics, the NLRB decision refuses to romanticize academe. This romanticization of academic labor is one of the most effective ways to obscure its actual costs. In contrast, the NLRB posits the equivalent of: “Hello! Would you please treat the academy as just another realm of economic life?!” This is exactly what we should do.
Let’s start with the subject of the NLRB decision: graduate student workers at private colleges. What would it mean to treat graduate students’ working conditions as “facts of economic life”? For starters, it would mean calling graduate students’ “stipends” what they actually are — paychecks. It would mean attaching actual terms to these paychecks, so that if graduate students work more hours in the lab or teach beyond their class load, they are compensated for their additional labor. It would mean approaching things like health insurance, dental care, and family leave as benefits that should be available to all employees rather than as benevolent gifts that the administration can give or take away depending on the political climate.