Informed Choice home :: Questions by topic :: updated 07.01.05

	If I have a grievance with the University over my working conditions, would there be any difference under a union contract?
	There may be some differences since the union is free to negotiate a grievance procedure with the University that may or may not have differences with the current grievance procedures for non-represented staff. However, you should be aware that right now, even without a union, you have the right to take a grievance to the Vermont Labor Relations Board if you are not satisfied with the way the University dealt with the matter, and the Labor Board would decide the case. Over the years, a number of University employees, both represented and non-represented, have taken their cases to the Labor Board. Even with a union, all grievances must still go to the same Vermont Labor Relations Board for final resolution.
	Would a union give me better protection against the possibility of being fired?
	Right now the University is already bound by the “just cause” provisions of the State Employees Labor Relations Act (SELRA) and under these provisions, if you were fired, you could have your case heard by the Labor Board. This is somewhat unique since most non-unionized employees do not have this kind of protection. The “just cause” standard is generally considered to be the best protection for employees since the employer must prove proper grounds for discharge. It is unlikely that a union contract would offer any greater protections than the “just cause” standard that is already in place for University employees.
	My supervisor allows me to flex my work hours. Will I lose that option if I join a union?
	Currently, a manager or supervisor may, in his/her discretion, develop an alternative work schedule with an individual employee in accordance with University guidelines. There is no entitlement to such a schedule and the decision by the manager or supervisor is not grievable. Should you become a member of a collective bargaining unit, alternative work schedules may be a topic of collective bargaining, depending on the union’s platform for negotiations. No one can say what the union might propose, nor can anyone predict the outcome of negotiations.