Bellow is some statistics about the salary information of McGill Postdocs. This is a snapshot of postdocs that were working at McGill in November 2022.

McGill divides it’s postdocs into several groups (See here). This data is based from McGill’s “Postdoctoral researchers – group C”. These are postdocs who are paid from grants that their supervisors secured. As opposed to postdocs who receive their own external scholarships (mostly tr-agency postdoctoral fellowships), or paid from another insutition, such as the RI-MUHC (not Mcgill).

Tri-agency postdoctoral fellowships are between 40,000 and 45,000$ per year. However, these fellowships are not subject to the same taxes and government deductions and results in a larged take home pay. The take home pay of a tri-agency postdoc is equivant to a group C postdoc earning between 52,000 and 57,000. Many tri-agency postdocs also receive a top-up amount from their supervisors grants.

For Postoctoral Researchers (Group C) (About 400 postdocs)
The minimum salary is $34,611 / year
The median salary is $47,993 / year
The average salary is 50,088 / year

Breakdown by faculty:

FACULTY	MEDIAN	AVERAGE
Faculty of Agric Environ Sci	45500.00	49070.23
Faculty of Arts	45172.40	46453.11
Faculty of Engineering	45500.00	49157.61
Faculty of Medicine & Hlth Sci	50000.00	50970.89
Faculty of Science	50000.00	50159.64

Yearly Salary	By hour (35 hours a week)	PERENTILE ( percentage of postdocs that a yearly salary <= x)
34611 (Absolute min)	19.02	0.04
35000	19.23	0.08
36000	19.78	0.11
37000	20.33	0.12
38000	20.88	0.13
39000	21.43	0.14
40000	21.98	0.22
41000	22.53	0.22
42000	23.08	0.25
43000	23.63	0.28
44000	24.18	0.31
45000	24.73	0.41
46000	25.27	0.45
47000	25.82	0.48
48000	26.37	0.51
49000	26.92	0.52
50000	27.47	0.64
51000	28.02	0.65
52000	28.57	0.68
53000	29.12	0.69
54000	29.67	0.70
55000	30.22	0.74
56000	30.77	0.75
57000	31.32	0.76
58000	31.87	0.78
59000	32.42	0.79
60000	32.97	0.86
61000	33.52	0.87
62000	34.07	0.88
63000	34.62	0.89
64000	35.16	0.89
65000	35.71	0.91

AMURE’s postdoc bargaining team needs your support. The University is refusing to address our most important issues:

• Fair wages
• Professional development
• Paid parental leave
• Sick days

MCGill’s offer of a minimum salary of $37,500 and 39,000 in 2023 would mean that postdocs would have the lowest Minimum salary out of all full-time McGill positions. Every single other McGill position has a higher minimum salary.

The median salary for postdocs is $48,000, but for comparison, laboratory technicians, research assistants and research associates have a minimum salary above $50,000 a year. While our offer is even below this amount, we feel that this agreement will be the first step for fair salaries of postdocs.

Please support the bargaining demands of postdocs by signing this petition. SIGN THE PETITION -> LINK

Below is a summary of the offers that have been made by the union and the offer that has been made by McGill.

	UNION OFFER	MCGILL OFFER
TRAINING AND DEVELOPMENT	A similar program to what is offered to professors. A spending account of approximately 600$ per postdoc per year.	Training and development funds of only $62 / postdoc / year.
SICK LEAVE	The same as other McGill employees (9 sick days)	The minimum amount by law (2 days /year)
PARENTAL LEAVE LEAVE	The same leave for everyone. 100% paid leave for one year.	Different leave depending on your funding source. Parental leave indemnities would be below the poverty line for most postdocs who are not paid from tri-agency grants.
RAISES	June 1st 2021: 4% (retroactive) June 1st 2022: 5% (retroactive) June 1st 2023: 5% June 1st 2024: 5%	June 1st 2021: nothing June 1st 2022: nothing On Signing: 2% + 1% lump sum. June 1st 2023: 2.5% June 1st 2024: 2.5% June 1st 2025: 2.5% June 1st 2026: 2.5%
MINIMUM SALARY	On Ratification: $38,000 June 1st, 2023: $42,000 June 1st, 2024: $46,000	On Ratification: 37,500 June 1st, 2023: $39,000 June 1st, 2024: $40,500 June 1st, 2025: $41,500 June 1st, 2026: $43,000

Bargaining Updates
Bargaining for post-docs continues to progress. In July, McGill countered AMURE’s original proposal of monetary issues, which included a salary increase. However, McGill’s offer fell short of the bargaining committee’s expectations, so we presented a counter-offer at our most recent bargaining session on October 3.

For research assistants and associates, bargaining with McGill has officially begun. The bargaining committee has met several times with McGill to discuss non-monetary issues. These include internal hiring priority, that free French courses be made available to research assistants and associates, that all McGill communications (including departmental websites) be made available in French, and that the period before which research assistants and associates are entitled to an indefinite term contract be reduced from 5 to 3 years. Negotiations are going smoothly and are proceeding at a quicker pace than expected. We hope to schedule a meeting with AMURE members in the next month to vote on a monetary proposal, similar to the meeting held on September 6 for the non-monetary proposal.

AMURE Tip of the Month
A reminder to AMURE members that McGill’s Educational Assistance Policy and its Staff Dependent Tuition Waiver Policy also apply to full-time research assistants and associates who have completed 60 worked days. That means that you are entitled to a tuition waiver for any credit courses you are enrolled in at McGill as a special student or that you are taking as part of a McGill degree, diploma or certificate program. Your dependents are also entitled to a tuition waiver equivalent to two-thirds of the Quebec tuition fee once enrolled in a degree, diploma, or credit certificate program at McGill. You can learn more about these policies here and here.

Bargaining Updates
In May, the post-doc bargaining committee submitted to McGill its proposal of monetary issues, which included a salary increase. McGill countered the offer in July. Our next meeting with McGill will be around the end of September.

For research assistants and associates, the first bargaining session with McGill is scheduled for September 9. We will soon organize a meeting with AMURE members to obtain approval for the non-monetary proposal the bargaining committee plans to submit to McGill.

AMURE Tip of the Month
A reminder to AMURE members that all employees are entitled to a work environment free from harassment, threats, coercion, or discrimination on the basis of race, sex, pregnancy, sexual orientation, gender identity or expression, civil status, age, religion, political convictions, language, ethnic or national origin, social condition, or disability. Psychological harassment can be in the form of repeated and hostile or unwanted conduct, verbal comments, actions, or gestures that affect dignity or psychological or physical integrity. Sexual harassment refers to any unwanted or imposed sexual advance, be it written, verbal, iconographic, or through body language. If you have experienced harassment at McGill University in any form or have any questions, please contact us to ensure your rights are protected. You can also refer to the collective agreement, McGill’s policies on sexual violence and harassment and discrimination, McGill’s Office for Mediation and Reporting, and the CNESST website for more information regarding your rights on this matter.

Petition to Save McGill’s Conservatory
In response to McGill’s decision to shut down the music Conservatory program, the MCLIU union has launched a “Stand with Music” campaign to save the Conservatory. The program, which has been running since 1904 for almost 118 years, provides training to young students from all across the Greater Montreal area. The Conservatory’s program is scheduled to no longer exist by the end of this summer. The MCLIU has launched a petition calling on McGill University to reverse their decision and maintain the Conservatory’s music program. You can support this cause by signing their petition.