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

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

Not until this past year, when the Union efforts became more visible, did UVM give staff a decent raise. For the past 5 years, raises have been more in the range of 2%. This leads me to believe that UVM is only giving a better raise in order to get the Union voted down. Once that happens, I expect UVM to go back to its smaller raises. And even though "Name" is "optional," "Email" is required. Not very anonymous, is it?

You are mistaken about the UVM salary pool over the past five years. The correct information is as follows and also includes salary information for the current fiscal year (FY 06):

	UVM Salary Pool	UVM Across-the-Board Increases	Average National Salary Increases	Average Higher Ed Increases (Peer Institutions)
FY 01	4%	1.5%	4.3%	3.63%
FY 02	5%	2.5%	4.3%	4.08%
FY 03	3%	2.0%	3.5%	3.60%
FY 04	4.5%	2.5%	3.3	3.11%
FY 05	4%	3.0%	3.3%	2.10%
FY 06	4.5%	3.0%	TBD	TBD

Currently every employee who is not represented by a bargaining unit and who has not been advised about poor performance is entitled to receive the “Across-the-Board” salary increase, as provided in the University’s Staff Wage and Salary Guidelines. In addition, a merit/market increase percentage has been available, bringing the total spent for fiscal year increases (for UVM staff as a whole) to no less than the “UVM Salary Pool” percentage. Staff fiscal year increases regularly range from the “Across-the-Board” percentage to 9%. Human Resources staff monitor all staff fiscal year increases to ensure that each non-represented staff member (who has not been advised about poor performance) receives at least the “Across-the-Board” increase. The Financial Analysis & Budgeting Office monitors salary budgets to ensure that the full “UVM Salary Pool” is spent on staff fiscal year increases.

There are many factors that influence an employee’s annual salary increase, including job performance, the market for a particular skill set, exceptional merit, etc. For example, an employee who consistently receives an “Across-the-Board” salary increase may have unresolved performance issues or their salary may exceed the market value of the job. If there are significant market or salary compression problems in a particular unit, the department leadership may decide to use a portion of the salary pool in any given year to address those problems, and therefore may only be able to give the “Across-the-Board” increase to others in that particular year.

Staff members should always ask their supervisor the reason for the amount of the increase. If performance problems are at issue, the Employee Relations Office (656-4467) stands ready to assist with strategies for improving performance. If an employee is having personal difficulties that may be impacting job performance, free confidential counseling can be obtained by contacting the Employee Assistance Program (EAP) at 656-2100.

Finally, regarding your comment about anonymity, you are correct that the “Submit A Question,” section of this web site asks for an email address. The reason for this is to allow the Labor Relations Office to respond directly to the person asking the question, in addition to answering questions in this on-line forum. All employees are legally protected against retaliation for the appropriate exercise of their rights of free expression, including the expression of opinions – pro or con—regarding union representation. If you or anyone wishes to send an anonymous question in writing, it may be addressed to or left for Caryn Gronvold, in the Human Resources/Labor Relations Office in 232 Waterman. We encourage your questions and we will do our best to answer them. 08/01/05

Can the union negotiate salary increases? If so, what might the outcome be?

Salary increases are among the many items that would be negotiated between the union and the University. And, like anything else on the bargaining table, no one can say how these negotiations would turn out. Salary increases for represented employees could be higher than, the same as, or lower than the pay increases for non-represented staff, depending on the outcome of negotiations.

Can a union guarantee wage and salary increases in excess of what the University has been able to provide to date?

No. Neither the University nor the union can guarantee the outcome of salary negotiations. As stated above, salary increases for union employees may be the same, higher, or lower than increases for non-represented employees, depending on the outcome of negotiations. A union does not bring any additional money to the salary pool when it negotiates for a new contract.

How do salary increase pools for non-represented staff compare with increase pools for union employees?

For the budget year beginning July 1, 2005 (FY 06), the salary increase pool for non-represented staff is 4.5%. Of that amount there is a 3% across-the-board increase with an additional 1.5% to fund market, equity and merit. The United Electrical workers (UE) contract provides a 4.0% across-the-board increase in FY 06, with no provision for market or merit increases. The Teamsters contract provides a 3% across-the-board increase with an additional 1.0% pool to address merit. The full-time faculty and the part-time faculty represented by United Academics are currently in contract negotiations, thus FY 06 salary increases for represented faculty have yet to be determined.

How does UVM's FY06 salary increase pool compare with increases planned by other local and national employers?

Salaries for UVM's non-represented staff will increase by 4.5% on average. Survey results from large employers in Vermont show an estimated average staff salary increase of 3.5%. A similar survey of our national peers in higher education shows an estimated average salary increase of 3%. National survey data from a broad spectrum of organizations (public & private, union and non-union) show an estimated average salary increase of 3.5%

How does UVM’s FY06 salary increase pool compare with estimated increases in the cost of living or Consumer Price Index?

National sources estimate that the Consumer Price Index will increase by approximately 3% over last year. If that happens, the cost of buying essential goods will increase by approximately 3% as compared with a 4.5% salary increase pool for non-represented staff.

How will union dues affect my pay?

If the union is successful in petitioning the Vermont Labor Relations Board for an election and the union wins the election, you may be required to pay dues or the collective bargaining service fee (also known as an "agency fee"), depending on the outcome of negotiations.

Union dues for represented employees (faculty and staff) at UVM average approximately 1% of annual salary. Should you choose not to join the union and pay dues, you may be required to pay the “collective bargaining service fee” which can be as much as 85% of the dues. If you agree to pay dues or you are required to pay the collective bargaining service fee, the appropriate amount can be deducted from each paycheck if the union negotiates a payroll deduction plan for collecting dues and fees.