As you may be aware, the University is making an effort to provide accurate and thorough information to staff about topics of interest concerning union representation.

Listed below is a sampling of recent questions and answers. You will find more questions and answers, organized by topic, listed under "Questions by topic." You can also find these topics listed to the right under "Topics."

All employees are worthy of respect from their colleagues when they do their best to accomplish the tasks of their job. Recognition for a job well done should not be withheld. However, respect is not something that can be written into a union contract.

Respect for individual differences and an appreciation of the gifts people bring to the job are part of everyday goodwill and civility. A union cannot guarantee that it can align good manners, respect and trust with individual behaviors. Respect comes from individual human interactions and depends on open and direct communication, competent supervisors, routes of redress that are clear, and opportunities for training and professional development. When UVM staff believe they are not receiving due respect in their work, there are many resources available including discussing the matter with their supervisor and/or their unit’s Human Resources Representative, with Employee Relations, or with the Employee Assistance Program (EAP). There are many ways employees can express their concerns including open forums, Staff Council meetings, University Training and Development offerings, just to name a few.

Respect means careful listening to the views of others. There are those in every organization who do not listen well, but considering how communications work here at the University, we are fortunate to have an extraordinarily open process in which every person has the right to participate.

Downsizing or reorganization may occur for any number of reasons, but usually because an organization needs to bring its expenses in line with expected resources or when there is a strategic shift in direction. A union typically cannot stop downsizing from occurring. Downsizing is usually viewed as a management decision and many unionized employers have undertaken significant downsizing. No union can guarantee that an employer will not lay off employees. Sometimes, despite best efforts, involuntary layoffs may have to occur. Downsizing and reorganizations occur in unionized settings as well as non-unionized settings.

During a collective bargaining process, guidelines for downsizing, such as priorities for layoffs, severance, reinstatement rights and other matters can be discussed. These guidelines are negotiable and no one can predict how they will look in a contract. However, UVM already has these processes in place for non-represented employees and they have been sensitive to the needs of University staff.