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updated 05.22.12

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.

Below is a sampling of the kinds of questions and answers we encounter. You will find more questions and answers listed in the menu to the right under "Topics."
I have heard that some employers have consented to sign Neutrality Agreements during union organizing campaigns. This sounds to me like it might be a fair approach because it would guarantee that employees who are interested in forming a union would be free from coercion or threats. Would UVM ever consider signing such an agreement?
As an institution of higher education, the University welcomes open and spirited debate about unionizing and the collective bargaining process. Neutrality Agreements, by definition, restrict the information that an employer can provide during an organizing campaign. As a result, senior administrators, vice presidents, deans, directors, managers and supervisors would be prohibited from expressing their viewpoints on the subject of unionizing.

A Neutrality Agreement would prevent UVM leadership from speaking to the question of how unionizing might affect current governance structures and administrative functions or how salaries, benefits, and working conditions could be affected during the collective bargaining process. Certainly the decision of whether or not to form a new union is one of the most important choices employees can make, and an educated, informed decision depends upon free access to as much information as possible.

The University of Vermont currently has four bargaining units represented by three different unions. In all four cases, the certification of these units was determined by a secret ballot vote of UVM employees after active organizing campaigns. During each campaign, everyone had the right to speak his or her mind on the subject, and many did. The University has never been found guilty of harassing, coercing, threatening or discriminating against any employee because of his or her union activity.

For these reasons, it is unlikely the University would be willing to sign a Neutrality Agreement.
   
Many of us are concerned about job security and we have been told that a union could protect us from the threat of job loss through reorganization or downsizing. Isn’t this one key reason why we should join a union?
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.
   
  more under WORK CONDITIONS >

 

An Introduction

Welcome to the University of Vermont Informed Choice website.
In the world of employment we are all confronted with choices. Whether it is choosing a place to work, a retirement plan or a health care provider, we all need information in order to make informed choices.

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