Informed Choice home ::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. 08/0105
   
What rights do I have if union representatives visit me at home? Am I required to speak with them?
You are free to speak with or refuse to speak with union representatives who visit you or call you at home. There is no law or policy that requires employees to speak with union representatives either at home or in the workplace, and you are free to respond accordingly. 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
   
What role will the Staff Council have should the union be voted in?

If a union is voted in, the union will be the legal and sole representative of all employees in the collective bargaining unit for all bargainable issues. In general, bargainable issues are those relating to wages, hours, and working conditions. Once a union is elected, Staff Council cannot play a role that would usurp or be a substitute for the responsibilities that a union would have as the sole representative of bargaining unit employees. Staff Council’s recreational and social activities could continue for represented employees, if there were enough interest and support for such activities. 08/01/05
   
My biggest concern is that I will be forced to be represented by a union because my peers have voted in favor of representation. Please describe what my options might be in the event this occurs. Can I say, "no thanks" and continue to fall under normal UVM polices and guidelines?
If the Vermont Labor Relations Board certifies that your position belongs in a collective bargaining unit, and the union wins the election, you will be represented by the union, whether or not you voted in favor of the union. Once a collective bargaining agreement is in place, all the employees in the bargaining unit -- including those employees who voted against union representation – will be covered by the terms of the agreement. Bargaining unit employees will not have the option to say “no thanks,” if the terms of the contract should conflict with the University’s policies, procedures, guidelines and provisions for non- represented employees. 08/01/05
   
As the administrative coordinator of my department, I am the budget director and deal with all staff and faculty personnel issues such as payroll issues, leave time, etc. Does this mean that I would be exempt from the union if it should happen to pass?

Under Vermont law, a “confidential employee” is an “employee having responsibility for, knowledge of, or access to information relating to collective bargaining, personnel administration or budgetary matters that would make membership in or representation by an employee organization incompatible with his or her official duties.” Persons who fall within this definition –either as a matter of agreement between the employer and the union or by Vermont Labor Relations Board ruling are not eligible to belong to a union because – as a principle of labor law—employees should not be required to work under conditions where they might be subject to divided loyalties. Moreover, “confidential employees” have access to proprietary information that could adversely affect the University’s ability to bargain contracts and/or conduct labor relations if such employees where members of a collective bargaining unit.

“Confidential” determinations are made on a case-by-case basis, and many factors may be taken into consideration. Such factors include, but are not limited to: the type of budgetary and/or personnel information handled; the frequency and percent of effort devoted to such work assignments; whether the employee has input during decision-making processes; whether the employee drafts policies, appointment letters, grievance responses, etc.; or whether the employee serves in ` a confidential capacity as an assistant to anyone in authority with labor relations responsibilities.

If the union agrees with the University’s assertion that a position is “confidential” or if a Board hearing determines that someone is a “confidential employee,” then the individual will be ineligible to participate in the election, and will not be included in the collective bargaining unit if the union wins the election. 08/01/05

 

 


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