Petition against inequalities among PhD students with a UNIL contract, in collaboration with the Public Services Union (2023, ongoing)
Our petition specifically demands full-time employment for all graduate assistants (unless otherwise requested by those concerned) with 70% of their time dedicated to their thesis; doubling the Indemnity 1 for SNSF PhD students to bridge the salary gap with assistants; and a single contract rather than the current multiple contracts. In October 2023, the Direction responded to our petition, agreeing to consider only one of our five demands, arguing that the other requests were either beyond its jurisdiction or already implemented. The only request they agreed to apply is the continuation of contracts for PhD students whose funding ceases for reasons beyond their control, such as the unexpected departure of their thesis supervisor from UNIL.
Reduction of economic precarity for PhD students with scholarships such as the Swiss Government Excellence Scholarships (2023)
The meetings with the scholarship holders, some deans, the Graduate Campus, and the Direction took place over several months. The negotiations were successful, resulting in the following options to ensure less precarious living conditions for PhD students with scholarships: a proposal for a part-time UNIL contract or the possibility of receiving a supplementary scholarship from UNIL (creation of Directive 3.23 from the Direction). Between 15 and 20 PhD students benefit from these measures each year.
Survey on private research funding at UNIL, in collaboration with the Research Service and the Graduate Campus (2022)
Our survey demonstrated that only public funding can fund the work of researchers. Private funding can only cover supplementary events.
Facilitated access to a Unisciences page for PhD students without a UNIL contract (2021)
Just like other researchers, PhD students without contracts contribute to raising UNIL’s visibility when they participate in conferences or publish articles. In return, UNIL should help them become more visible in the scientific community. Our initiative has enabled these PhD students to have easier access to creating a Unisciences page, which they then manage themselves.
Petition for the automatic extension of all precarious contracts, related to the impacts of the COVID-19 pandemic on teaching and research (2020)
The campus closure due to the COVID-19 pandemic had a significant impact on research and teaching activities at UNIL. Our petition, supported by 589 people, specifically requested the automatic extension, on demand, of two months for all fixed-term contracts for intermediate staff and administrative and technical personnel, as well as the postponement of recruitments planned for the autumn semester of 2020 to the spring semester of 2021. Subsequently, the Direction of UNIL simplified the contract extension procedure and granted more than 470 extensions, ranging from two to three months, between the initial lockdowns in 2020 and March 2021.
Hosting of the Forum de la relève suisse – University.Now (2019)
For two half-days, researchers from the intermediate staff of Swiss and foreign universities exchanged views on their respective working conditions.
Introduction of transparent criteria for stabilisation requests as Senior Lecturers (MER) and the mention, upon hiring as a maître assistant, of the possibility of stabilisation (2018)
In 2019, the Direction revised Directive 1.6, which includes the provision to indicate, from the time a MA position is advertised, whether the position can be stabilized.
Introduction of an emergency fund for PhD students, now called the « PhD Student Solidarity Fund » (2018)
This fund, now called the « PhD Student Solidarity Fund, » has since helped between 10 and 15 PhD students in need each year (struggling to pay rent, medical bills, daycare costs, etc.).
Establishment of a dedicated harassment support structure to assist victims, identify situations, and inform collaborators; UNIL advertising campaign to combat workplace harassment; introduction of awareness training for PIs; and clarification of entry points for individuals experiencing harassment or discrimination on campus (2017)
Between 2017 and 2018, ACIDUL repeatedly added to the agenda meetings with the University’s rectorate to address harassment issues and the need for UNIL to combat them. In 2018, initial measures were implemented, including drafting a directive on harassment and organising actions on campus.
In 2022, a steering committee was established to create a framework for combating harassment and discrimination at UNIL. Two members of ACIDUL’s committee and the general secretary actively participated in numerous meetings of the steering committee and in recruiting the personnes de confiance.
In 2023, AIDE UNIL was launched. ACIDUL continues to participate in the monitoring committee.
Request for ACIDUL’s access to distribution lists for PhD students and intermediate staff at UNIL (2015)
Creation of the Directive de la Direction regulating the procedure for hiring graduate assistants and first assistants (2012)
This directive follows the joint position taken by ACIDUL-FAE in 2010.
Regular updating of ACIDUL’s information brochure (since 2011)
Introduction of research engineers in each faculty to support young researchers in their career development (2011)
Systematisation of cahier des charges for assistants (2009-2010)
Replacement of the intrusive and inconsistent « health questionnaire » of the Retraites populaires with a « health declaration » (2007)