Informed Choice :: Questions & answers about union organizing at UVM.

Informed Choice home :: Questions by topic :: updated 08.01.05

	Is it entirely accurate to say that negotiations always begin with a blank slate, and therefore the benefits we currently enjoy might be in or out?
	Yes. Other than rights established by federal and state statute, all terms and conditions of employment, including compensation and benefit plan components are open for negotiation in a unionized environment. This is especially true when negotiating a first contract with a new bargaining unit. Collective bargaining is a give-and-take process which requires both parties to bargain in good faith. Whether your current benefits will stay the same or change cannot be predicted prior to the conclusion of the bargaining process and adoption of the collectively bargained contract. 08/01/05

	With a union, will the University’s benefits be enhanced?
	During collective bargaining, benefits can be affected. Benefits could be enhanced, reduced or stay the same, as a result of negotiations. It is accurate to say that in a unionized environment, benefits are negotiable. It is not accurate to say that benefits cannot be reduced or eliminated with a union.

	Do benefits negotiations begin with the current level of benefits?
	The law does not require that bargaining begin from the current level of benefits. During collective bargaining for a first contract all terms and conditions of employment, including benefits, are on the table for negotiation.

	Do unionized organizations provide better benefits than those without unions?
	Whether a unionized employer has better benefits can only be determined by comparing them head to head and point by point. Negotiations concerning salary and benefits will require a give and take of resources which may add up to fewer benefits with higher salaries or vice versa. Balancing the total compensation package with a finite source of funds is the essence of negotiations. No one can predict the outcome in advance of the actual negotiations.

	How does the University’s benefits package compare with those offered by other Vermont employers?
	While UVM cannot compete point for point with every employer on every piece of the benefits package, the total array of UVM benefits is highly competitive. For example, University employees’ cost contribution to health insurance premiums is often substantially lower than what other Vermont employees are required to pay. The University also offers tuition remission, free basic dental coverage, a generous retirement savings plan, unlimited accrual of sick leave and post retirement benefits, including health insurance coverage. All of these benefits are part of the University’s total compensation package, and it is unlikely, when taken as a whole, that the UVM benefits package is surpassed by employers elsewhere in Vermont.

Listed below is a quick review of the benefits package currently offered to the University’s non-represented employees:

Health Insurance

Both University health insurance plans, Blue Cross/Blue Shield (BC/BS) and (MVP) provide complete hospital and medical coverage with employee premiums based on your base pay. Co-pay for BCBS $10 for an office visit and $20 for specialist visit. Co-pay for MVP is $15.

Prescription Drugs

After a $100 deductible a three [3] tiered [generic/preferred/non-preferred] prescription drug plan provides low cost prescription coverage for generic drugs, with flexibility for preferred and non-preferred drug coverage.

Dental Insurance

Base dental coverage for you and your family is provided at no cost. You may elect to increase your coverage limits by selecting the high option plan and paying the difference between the base and high option plans.

Wellness and Employee Assistance Programs

The University offers incentive programs for participation in wellness programs such as weight loss, walking/exercise programs, health workshops, heath screening and health risk appraisal to name a few. All employees have access to the University’s free and confidential Employee Assistance Program (EAP).

Retirement Savings Plan

The University contributes 10% of base salary, with employee’s minimal 2% contribution, after three years of continuous service. There is no vesting period.

Long -Term Disability Coverage

The University’s long-term disability insurance (LTD) plan will pay 60% or 70% of your monthly base salary (depending on the plan/premium you select) should you become totally and permanently disabled.

Group Life Insurance

All full-time staff are eligible to enroll in the University’s group term life insurance plan. There are many different options available to you, your spouse and children.

Post-Retirement Benefits

Based on years of service and age, post-retirement benefits include continuation of medical, dental and life insurance benefits along with tuition remission benefits.

Paid Medical Leave

UVM allows for unlimited accumulation of paid medical leave days at the rate of 1 day per month of service.

Paid Vacation

The amount of vacation depends on length of service and type of employee. Non-exempt employees earn between 10 and 25 days per year with additional personal days. Exempt employees earn between 17 and 27 days per year.

Paid Holidays

The University recognizes 12 holidays during the year by providing designated days off with pay.

Tuition Remission

Full time staff members who enroll in UVM courses for credit or audit may request a waiver of the tuition charge up to a maximum of 15 credits per academic year. Employee spouses may audit up to a maximum of 15 audit hours per year.

After completing one year of full-time employment, a dependent child, who meet the eligibility requirements, are eligible for full remission of tuition (except fees, book, room & board) for enrollment in the UVM regular session or evening division as long as the student is pursuing an acceptable full-time undergraduate course of study leading to a degree.

Workers’ Compensation

The University pays the cost of insurance that protects employees for work-connected injury or illness.

Alternative Work Schedules

Flexible scheduling, job sharing, work at home and other alternative work schedules are an option for many employees.

Total Compensation: The Surprising Value of UVM Benefits

UVM employment provides an impressive array of benefits that make wages and salaries only part of the total compensation picture. Depending on the choices we make, our benefits enhance compensation substantially.

The University offers these benefits and pays the lion’s share to attract and retain a fine faculty and staff. Many individuals chose to work at UVM because specific benefits are extremely important to them. Tuition remission, the retirement savings plan, and the health insurance plan are especially notable.

Depending on the benefit choices each person makes, additional costs are paid for by the University or shared with the individual:

Social Security and Medicare taxes are shared 50-50 by law.
State unemployment and workers’ compensation are paid for by UVM.
Medical coverage is paid for largely by the University, and the premium paid by the employee is based on a percentage of salary.
Dental, life, and long-term disability insurance are shared expenses depending on the choices made by the person.
Tuition remission is paid for by UVM.

Take a closer look at benefits and the costs associated with them viewing three different illustrations of individuals’ total compensation packages.

Example 1:
Sarah, non-exempt, non-represented employee earning $20,000 per year

Example 2:
Ronald, exempt, non-represented employee earning $35,000 per year

Example 3:
Chris, exempt, non-represented employee earning $50,000 per year

Considering the value of UVM’s benefits, it makes good sense to maximize your own benefits package and increase your total compensation. Feel free to consult the Benefits staff at any time to make sure your own benefits work hard for you.