The Graduate College

Information About Graduate Student Unionization

Close-up of the outside of the waterman Building

The Vermont Labor Relations Board has determined that graduate students may hold an election to determine whether to be represented by the United Auto Workers for purposes of collective bargaining. This page is intended to provide information and resources to graduate students so they can make an informed decision about whether or not to be represented by a union. We will update these resources on a regular basis. We encourage all students to consider this information carefully and vote in this important election.

On October 30, 2023, the United Auto Workers, Local 2322 file a Petition for Election of Collective Bargaining Representative with the Vermont Labor Relations Board. Petition for Election (PDF).

On February 20, 2024, the Vermont Labor Relations Board issued a determination that graduate student assistants, fellows, and trainees could hold an election for purposes of collective bargaining. Findings of Facts, Opinion and Order(PDF).

On February 28, 2024, the Vermont Labor Relations Board issued a Notice of Representative Election setting the election for March 26 and March 27 2024 (from 9:00 a.m. until 3:00 p.m. each day) at the Davis Center, Chikago Landing. Notice of Election (PDF). The university is also required to post the names of eligible voters in the election. Voter Eligibility List (PDF).

The frequently asked questions listed below address concerns the community may have in light of graduate students’ organizing efforts.

Background and Basic Terms

I understand that UVM Grad Students United, UAW 2322 has a campaign to unionize certain graduate students. What does this mean?

From what we understand, this union, which is affiliated with the United Auto Workers (UAW), is seeking to become the exclusive bargaining representative of all graduate students holding Academic Appointments as Graduate Research Assistants (GRAs) and Graduate Teaching Assistants (GTAs) on matters affecting what UAW considers the employment relationship between the university and such individuals. If they obtain enough signature cards from such students, they may file a petition with the Vermont Labor Relations Board seeking an election in which eligible GRAs and GTAs would vote on whether or not they want to be unionized.

What is the VLRB?

The Vermont Labor Relations Board is a state agency created to enforce the State Employees Labor Relations Act (SELRA), a state law to protect the rights of state employees and employers, including the university.  The law protects the rights of employees to choose or reject union representation.

What is a union?

A union, or labor organization, is any organization or association of any kind in which employees participate and which exists for the purpose, in whole or in part, of dealing with employers on wages, benefits, hours, grievances or other terms or conditions of employment as defined by the relevant statute. In the private sector, the relevant statute is the National Labor Relations Act. In our case, the relevant statute is the Vermont State Employees Labor Relations Act. A union that represents a majority of employees in an “appropriate bargaining unit” serves as the representative of that bargaining unit on all such matters involving wages, hours of work and other terms and conditions of employment. An appropriate bargaining unit is a group of employees who share a clear and identifiable community of interest sufficient to be represented by a union.

A union that has been certified by the Vermont Labor Relations Board (VLRB) attempts to negotiate a contract (also known as a collective bargaining agreement) with the employer on behalf of the bargaining unit to establish the terms and conditions of employment, including such things as wages, hours of work, benefits and other working conditions.  A union also represents its members when disputes arise over the terms of the contract.

What is UVM’s position on unionization for graduate students?

UVM views the faculty-graduate student relationship as primarily and predominantly an educational relationship. Some graduate students are offered Academic Appointments as Graduate Research Assistants (GRAs) and Graduate Teaching Assistants (GTAs). While such Academic Appointments carry tuition remission and a stipend to help defray the costs associated with graduate education, their essential goal is for students to make steady progress toward their graduate degree as members of the academic community and gain valuable professional experience in preparation for careers in academia, government, industry or business, or the non-profit sector. By its nature, a collective bargaining agreement can only address aspects of the university and student relationship that might fit into a narrow definition of “terms and conditions of employment.” The unique relationship of graduate students with their faculty and departments is thus not well suited to representation by a union.

For these reasons, UVM believes a robust shared governance approach, relying heavily on the relationship between the Graduate College and Graduate Student Senate, provides the best possible model for addressing graduate student issues. A shared governance model also enables the Graduate College and Graduate Student Senate the flexibility to bring appropriate Faculty Senate minds and voices, as well as unit and program-level academic leaders, into conversations impacting graduate studies.

The new leaders of both the Graduate College and Graduate Student Senate are committed to these efforts now more than ever. This work has already yielded meaningful results and it deserves further time to bear its fullest fruit. For these reasons, UVM opposes unionization for graduate students. Third-party representation is an important and consequential decision, impacting graduate education at UVM for generations. It is vitally important that all eligible graduate students understand what is at stake.

Union Campaign and Elections

How is a union selected?

Under our state law, the first step in an organizing campaign is for organizers (who could be students and/or employees of the union) to ask students in a potential bargaining unit to either sign a membership card or an “authorization card.” Either card serves the same purpose of allowing the union to use the cards to support a showing of interest for purposes of filing with the VLRB. We understand this effort to obtain signed cards is going on now. The union needs at least 30% of the individuals in an appropriate bargaining unit to sign cards in order to file a petition with the VLRB for an election. The VLRB must determine all issues of “unit determination, certification and representation” and no union shall be recognized by an employer “until the Board has determined the appropriate unit to be represented and has formally certified its determination.” (Section 941 of the State Employees Labor Relations Act).

If the union can collect enough membership cards (or authorization cards) to constitute a valid “showing of interest,” the union can file a “representation petition” with the VLRB requesting a secret-ballot election to determine if the union should be the exclusive representative of a group of employees which the union considers to be an appropriate unit. The VLRB considers authorization cards from 30% of such a proposed unit to be a valid threshold for processing a representation petition. The VLRB will hold hearings, if necessary, to determine whether the union’s proposed unit is appropriate or not. If the unit is appropriate, the VLRB would conduct a secret ballot election to determine if the employees in the unit wish to be represented by the union or not.

What are my rights if a union organizer or a fellow student asks me to sign a membership or an authorization card?

You are free to engage in union activity or not; you are free to sign a union card or you are free to choose not to sign such a card. Your rights are protected by law. It is your decision whether or not you want to sign a membership or an authorization card, and all students have the right to sign, or refuse to sign, without coercion from anyone and without retaliation.  The law protects your right not to engage in union activity as well as your right to engage in such activity. Because signing the card has important implications, you should understand the significance of what your signature represents before you sign it. A union card is more than just a general show of support: it carries long-range implications for students, both current and future, and for the university. Just as with any important decision, students should learn as much as they can before deciding on a shared governance versus a union approach. A union would likely affect different students in different ways and to different degrees, so it is important for each student to evaluate what they think is in their best interest.

Is this organizing effort sponsored by the University?

No, it is spearheaded by the United Auto Workers seeking to become the representative of the graduate student assistants.

The University has been asked “what do I do if I have previously signed a union authorization card but I have changed my mind and wish to withdraw my authorization card or signature. How can I do so?”

As mentioned above, you are free to choose not to sign such a card. Your rights to sign or not sign are protected by law. To revoke your authorization card or signature in support of the union, you must contact the union representative and request in writing for the union to “revoke your prior authorization card in support of the union.” If the union files a petition with the labor board, you may also wish to send a copy of the email you send to the union to the Vermont Labor Relations Board at VLRB.info@vermont.gov.

Students who have additional questions about their individual rights to revoke prior signatures may contact the Vermont Labor Relations Board at (802) 828-2700 or VLRB.info@vermont.gov.

When is the election?

The election will be held over two days, March 26, 2024, from 9:00 a.m. until 3:00 p.m., and March 27, 2024, from 9:00 a.m. until 3:00 p.m.

Where is the election?

The election will be held at the Davis Center, Chikago Landing (second floor directly across from the entrance to the Davis Marketplace), 590 Main Street, Burlington, Vermont 05401.

How do I know if I am eligible to vote in the election?

List of eligible voters (PDF).

I am away from campus on March 26 and March 27. Can I still vote in the election?

Yes. Any eligible voter who will not be present at the time and place set for the election may secure an absentee ballot by making a written request to the Board, setting forth the reason why they will be unable to cast a ballot at the designated times. The eligible voter may email their request to Judith.Dillon@vermont.gov, or VLRB.Info@vermont.gov, or deliver it to the Vermont Labor Relations Board at 6 Baldwin Street, Suite 307, in Montpelier, Vermont 05633-6101. Ballots must be received at the Vermont Labor Relations Board no later than the close of business, 4:30 p.m., on March 25, 2024. If there are any questions concerning this absentee ballot voting procedure, eligible voters may contact the Labor Relations Board by telephone at (802) 828-2700.

Who will know how I voted?

This will be a secret ballot election. Do not sign the ballot and do not place any identifying or other marks or comments on it. The only marking should be the indication of your choice with an “X.”

What will my ballot look like?

The ballot will contain the following questions and instructions:

QUESTION 1:
Do you wish to be in a collective bargaining unit comprised of all full-time and regular part-time graduate teaching assistants, graduate research assistants, graduate assistants, and pre-doctoral trainees, pre-doctoral trainees/fellows, and all other graduate students in other titles employed in an academic position?

Yes /___/

No /___/

QUESTION 2:
Do you wish to be represented for exclusive bargaining purposes by the United Auto Workers, Local 2322?

Yes /___/

No /___/

You should answer both Questions 1 and 2. You will indicate your choice by placing an "X" in the proper box. You will then fold your ballot and place it in the ballot box provided at the election site.

When will the vote be counted?

The votes will be counted immediately after the second day of the election, March 27, 2024.

How will the outcome of the election be determined?

If fifty percent or more of the votes cast on Question 1 respond “no,” then no tally will be made of Question 2, and the employees will be deemed to have voted not to be organized into the bargaining unit.

If the majority of votes cast on Question 1 respond “yes,” then the results of Question 2 on the ballots will be tallied to determine whether the employees wish to be represented by the United Auto Workers, Local 2322.

After an Election

If a union won an election at UVM, would I have to join it?

You cannot be forced to join the union and pay dues but, importantly, you would nevertheless be represented by that union. This is true whether you voted for or against the union in any election or whether you didn’t vote at all. It is also important to understand that, even if you don’t join the union, the terms of any collective bargaining agreement that may be negotiated with the union are binding on all members of a bargaining unit regardless of whether they join the union or not. You would not be able to “opt out” of being represented by the union.

What would the union dues be at UVM if students voted for a union?

Every union sets its own dues structure. Some do it by setting dues based on fixed amounts per month; others use a percentage of compensation.

It is our current understanding that the union will set its dues at a flat rate of 2% of each paycheck with a one-time initiation fee of $20. At the current institutional minimum 12-month stipend level of $32,000, this would amount to $640 in annual dues. Students receiving higher stipends, e.g. via grants, would pay correspondingly higher dues.

Yearly Stipend	Yearly Dues	Semesterly Dues
$32,000	$640	$320
$35,000	$700	$350

If the union should win an election, what would happen next?

UVM would be required to recognize the union as the exclusive bargaining representative of all graduate student union members. This would mean, among other things, that it would not be able to work with any other body or organization, including the Graduate Student Senate, on issues such as the stipends of GRAs and GTAs, hours of effort, and professionally enhancing support systems unless otherwise authorized by the contract.

It also would mean that the parties would have to meet their obligation to negotiate in good faith for that initial collective bargaining agreement.

Will I be a union member for as long as I am a pursuing my graduate degree?

No. Graduate students will move in and out of the union based on state law’s definition of the bargaining unit and if they are providing instructional or research services for the University in any given academic term.

What will be the role of the Graduate Student Senate should the union win an election?

The Graduate Student Senate will continue to be the university’s shared governance partner for issues impacting graduate students except for those that are mandatory subjects of collective bargaining. The university will continue to value GSS’s input and feedback for the majority of graduate student rights and responsibilities.

Collective Bargaining

What does state law say regarding negotiations?

Collective bargaining negotiations involve the effort of the parties to reach a contract on bargainable topics. More specifically, Section 981 of the State Employees Labor Relations Act states:

For the purpose of this chapter, to bargain collectively is the performance of the mutual obligation of the employer and the representative of the employees to meet at reasonable times and confer in good faith with respect to all matters bargainable under the provisions of this chapter; but the failure or refusal of either party to agree to a proposal, or to change or withdraw a lawful proposal, or to make a concession shall not constitute, or be evidence direct or indirect, of a breach of this obligation.

How do I know what changes a contract will bring?

There is no way to predict this. For example, the Union could seek to negotiate the same stipend for all graduate students. This could result in lower stipends for students in some areas and impact the university’s ability to recruit outstanding students. With a union, the university may not be able to offer stipends above the minimum stipend level, as we do currently, to recruit and retain top students.

Another example: a collective bargaining agreement (CBA) could also limit whether or not research performed on assistantships could be used for academic purposes, including dissertations. These changes could limit research opportunities and options for some students.

The union has advertised that its goals include getting us a dental and vision plan, child care support, and other benefits. Are those items guaranteed in negotiations? Is anything required to be in a collective bargaining agreement?

No, the SELRA does not require that any particular right or provision be part of a contract. The law requires good-faith negotiations over subjects of bargaining. However, the law specifically does not require a particular concession or agreement on a particular proposal. The union may propose those items and others but the university would be under no legal obligation to agree to such proposals.

What items might be covered in a union contract?

The statute describes what matters are appropriate for bargaining. Section 904 of the Act states:

(a) All matters relating to the relationship between the employer and employees shall be the subject of collective bargaining except those matters that are prescribed or controlled by statute. The matters appropriate for collective bargaining to the extent they are not prescribed or controlled by statute include:

a. Wages, salaries, benefits and reimbursement practices relating to necessary expenses and the limits of reimbursable expenses:

b. Minimum hours per week;

c. Leave compensation and related matters;

d. Reduction-in-force procedures;

e. Grievance procedures, including whether an appeal to the Vermont Labor Relations Board or binding arbitration, or both, will constitute the final step in a grievance procedure;

f. Terms of coverage and amount of employee financial participation in insurance programs.

What items are not appropriate for a union contract?

The following items are not appropriate for bargaining:

a. University, college, and departmental missions, programs, objectives, activities, resources and priorities;

b. University academic or student procedures, rules and regulations, including academic assessment, academic progress, and student codes of conduct;

c. The appropriate number, qualifications, scheduling, responsibilities and assignments of GRAs and GTAs;

d. The process by which GRA and GTA performance is evaluated;

e. Academic calendars and curricular matters;

f. Methods, modalities and manner of course instruction, including the selection and assignment of faculty and all positions that support teaching and research, including GTAs and GRAs;

g. Decisions regarding research methodology and the application, selection, funding, administration, usage, accountability and termination of grants and contracts that fund research activities;

h. Decisions about academic standards, including the creation, elimination, combination or modification of academic, outreach, service and research programs;

i. Establishment of tuition, fees and generally applicable student charges related to the costs of attendance.

In negotiations, can UVM propose its own provisions or changes from the status quo in collective bargaining negotiations?

Yes. Both UVM and the union representatives are free to propose any items or provisions for the contract, including changes from the status quo involving wages, hours and other terms and conditions of employment.

I have concerns about my academic standing and the judgments made by my faculty supervisor about my work. Is that a bargainable topic?

No, a union would have no role in your academic progress, your academic standing, or how you are assessed as a graduate degree candidate. Academic matters are not subjects for negotiations.

What about the cost and conditions of UVM housing? Are those required bargainable topics?

No, housing does not relate to working conditions. Such matters are obviously important to students and to the university, but they are not bargainable issues.

What happens if UVM and the union do not reach an agreement at the bargaining table?

If the parties can’t reach an agreement at the table, the law provides that they engage next in required mediation. The mediator does not make decisions or recommendations on issues in dispute but works with the parties, together and separately, to find common ground. However, if no agreement can be reached with the help of a mediator, the parties must choose an independent factfinder and engage in a hearing on the disputed items. After a hearing and submission of any briefs, the factfinder makes their report and recommendations to the parties on the disputed issues. The recommendations are not binding, so if the dispute continues, then the parties present their “last best offer” as to all remaining disputed items to the Vermont Labor Relations Board. The VLRB would then decide which package to choose (or potentially select the factfinder’s report) as the basis for a final agreement.

How long does it usually take for a university to negotiate a first collective bargaining agreement with a union representing grad students?

There is no timetable in the statute and the time it takes to settle a first contract differs from place to place. However, because all language and provisions are new, it normally takes a full year or more for the parties to reach an agreement on a first contract from the time they start bargaining. If the parties reach an impasse and have to utilize mediation, factfinding, and labor board procedures described above, it could take closer to two years.

How are student interests represented in these negotiations?  Will I get input into what should be negotiated into the contract?  Who will the leadership of the union be?

It is up to the union to determine who serves in the leadership, who serves on the negotiating team, and how it solicits and/or considers input from its members. Normally only dues-paying members get to vote on the officers and bargaining team members.

If a union wins an election, will my stipend increase?  What about benefits?

The law only requires negotiations over compensation, i.e., payment for work provided by the union members to UVM. Stipends that are strictly financial aid support, and not linked to GTA or GRA roles, would not be subject to collective bargaining.  For stipends that are linked to GTA or GRA roles, and therefore subject to bargaining if a union won an election, there is no guarantee about any particular amount for a stipend. Such matters, as they are for other unionized employees, are subject to negotiations.

The union could seek to negotiate the same stipend for all graduate students. This could result in lower stipends for students in some areas and impact the university’s capacity to recruit outstanding, diverse students. With a union, the university may not be able to offer stipends above the minimum stipend level as at present to recruit and retain top students.

If my stipend comes from external funding, could it still be impacted?

A student’s source of funding has no bearing on whether they will be represented by the union and covered by the CBA. Faculty members who fund students on their grants and contracts, including an RO1, would need to adhere to the terms of the CBA and would not have the flexibility to modify these terms for individual students, projects, or stipends.

Could a union result in students having to keep track of their hours?

Yes. A CBA could require students to track their hours, including lab hours. Students may also be asked to distinguish time spent on activities for an academic appointment versus their academic research. For many graduate students, especially the vast majority of UVM’s Ph.D. students who are in STEM fields, discerning between these two types of academic hours is often not possible.

Could UVM make exceptions to provisions in the contract to accommodate the needs of individual graduate students?

Because the university would be required to deal only with the union on such matters, as a general rule, no. UVM would be bound by the provisions of the collective bargaining agreement.  Unless such exceptions are provided for in the contract or otherwise agreed to by the union, they are not permitted.  For example, if a contract set parameters on the work hours for a research assistant, an individual graduate student would not be able to make personal arrangements with their advisor or PI to work outside those parameters, unless the contract provided for exceptions or unless the union and the university agreed to such arrangements.

Could a union limit the role of UVM's Graduate Student Senate (GSS) and other shared governance entities at the university?

Yes. If elected as the exclusive bargaining representative, the union will be the sole voice of graduate students in the bargaining unit. As a result, the university and faculty may be limited or prohibited from dealing with graduate students on councils and other governing bodies. Graduate student representative serving on GSS, for instance, could lose the ability to speak, vote and engage in decision-making on behalf of their fellow students on certain topics.

Would students in the bargaining unit be allowed to strike to pressure the University to accede to their proposals?

No. Strikes are illegal under the SELRA, unlike the private sector and unlike certain Vermont labor statutes affecting teachers.

The Faculty and Graduate Student Relationship

As a faculty member, are there rules about how to discuss the union’s campaign and election with my students?

Because of the authority faculty have to direct and assess student’s academic and research work, the law will view a faculty member’s relationship with their students as a “supervisor” relationship.

The guidance at this link can help faculty understand the best way to discuss the unionization campaign, election and bargaining process.

How might a collective bargaining relationship impact Graduate Faculty’s interactions with their students?

We can’t say for sure what will change and what will stay the same, but it is reasonable to expect that the presence of the union could make for a more regulated environment, in which traditionally individualized academic relationships are instead governed by rules and requirements in the union contract.

We are concerned that our capacity to tailor options and accommodate individual students’ needs would likely be impacted by a collectively bargained contract. A union may limit the ability of the University and faculty to work directly with graduate students and agree upon individualized conditions, accommodations, and experiences – the very hallmarks of a graduate education, especially Ph.D. training. Such limitations might make it harder for faculty and the University to work directly with students to address their concerns and questions and make swift decisions that can address each student’s needs, wants, goals, and career pathways and guidance, which are not uniform.

Faculty may be limited in their ability to work directly with a graduate student whose performance is not meeting the faculty member’s expectation. Most union relationships provide the student the right to have a union representative present in such conversations and require appropriate notice and time to respond to performance concerns. Thus, it is likely that such discussions between faculty and student could only occur after establishing as a threshold matter whether the issue is principally a matter of academic performance or is related to the student’s assistantship appointment and, therefore, subject to the collective bargaining agreement’s rules. Once that determination is made, the discussion can proceed following whichever process applies to the discussion.

Faculty also may be limited in their ability to grant exceptions and special requests, such as a change or accommodation to the schedule, hours, assignment or other aspects of a graduate student’s teaching or research.

Could a union impact my ability to work with my faculty advisor to tailor my graduate school experience?

Yes. Unions negotiate contracts on behalf of the entire bargaining unit—not on behalf of its individual members. A union may limit the ability of the university and its faculty to work directly with graduate students and agree upon individualized conditions, accommodations or experiences that are the hallmarks of a graduate education.

Will a union give students more say in how decisions about academic appointments are made?

Currently, students can work with their faculty advisor and their program to make decisions about their own academic appointments.

With a union, the university would not be permitted to discuss academic appointments directly with students. As a result, students lose the ability to have an individual say in their specific program when it comes to appointments. The union has the exclusive right to speak on the behalf of graduate students when it comes to academic appointments and assignments could be determined in ways that are less adaptive to individual student needs.

It is worth noting that the union cannot negotiate how many academic appointments the University offers.

How would a union improve my academic environment?

It is difficult for UVM to predict what impact a CBA will have on the academic environment. The primary reason UVM has challenged the petition is to help gain clarity on this very issue. Neither the VLRB nor Vermont courts have identified bargainable “terms and conditions” for graduate students whose teaching and research are part of their academic training and professional development as they progress toward their degree. We respectfully believe that our students and faculty know best how to address these complicated issues.

With no way to predict what the union would propose, or any way of knowing what would and would not be included in a contract, it is of concern that UVM’s ability to tailor options and accommodate individual students’ needs would likely be impacted by a collectively bargained contract. The university may have to comply with constraints which make it harder to work directly with individual students to address their concerns and questions and to make swift decisions that can address the diversity of students’ needs, wants, and goals.

Will a union give me the right to decide what tasks are parts of my academic appointment?

Not necessarily. A union might seek to bargain over assignments, but the VTLBR or courts may have to decide whether they would have the ability to do so. Even unionized faculty at UVM do not have a say in how their classes are assigned.

Could a CBA result in a loss of flexibility over hours spent on academic appointments?

Yes. A CBA could require students to spend a fixed number of hours on academic appointments each week as opposed to having the flexibility that they may now have.

In addition, students cannot opt out of any rule that is set by the CBA, including rules that govern tracking and reporting hours or attendance expectations, and the university would be bound to observe them. So-called “direct dealing” is prohibited in a unionized environment. As a result, the university could be prohibited from working directly with students to address any concerns that they may have about their own hours or schedule.

For students whose GRA research intertwines with their dissertation research – which is the typical scenario – a move to limit research hours could slow the progress of scholarly work.

What impact could a union have on research activities, such as attendance at conferences, engaging in field work, or research conducted at other activities?

We don’t know.  To the extent such activities are part of a research assistantship, funding for attendance at conferences, travel, and other activities could be subject to negotiation with the union.

Graduate Student Stipend and Benefits

What financial support does UVM provide for graduate students who serve as GTAs or GRAs?

Teaching and research assistants receive a full tuition scholarship in addition to a stipend and student health insurance.

Currently, the minimum 9-month stipend is $20,888 for Master's students and $24,000 for doctoral students. The minimum 12-month stipend is $27,850 for Master's students and $32,000 for doctoral students. Several Colleges have already adjusted the minimum 12-month stipend for Master’s students to $32,000 this year; all others will reach that minimum by fall 2024. Colleges and departments can offer more than the minimum stipends prescribed by Graduate College.

What other benefits do graduate assistants receive from the university?

UVM has a long tradition of providing graduate student on stipended Academic Appointments with an individual health insurance package. Currently, students who receive full-time or fractional assistantships are eligible to enroll in the Student Health Insurance Plan. Full-time academic appointees do not pay insurance premiums associated with the plan; half-time academic appointees receive scholarship aid to cover 50% of their insurance premiums.

Students with 9- or 12-month appointments receive 12 months of individual health insurance coverage. Students on semester-long (4.5 months) appointments receive such coverage for 5 months (fall-term appointments) and 7 months (spring-term appointments), respectively.

Dental Coverage:

The Student Health Insurance Plan (UVM SHIP) covers extraction of impacted wisdom teeth, and the treatment of gum infection or an injury to an otherwise healthy tooth. Students enrolled in the UVM SHIP who need dental insurance have the option of enrolling in a Delta Dental Plan directly with Delta Dental VT at (802)658-7839. UVM subsidizes the cost of the plan for stipended students at a rate of $44/month. UVM does not manage this plan and students are required to enroll directly with Delta Dental.

Vision Coverage:

There is limited vision coverage with UVM SHIP. The plan provides coverage for one vision exam per year at an optometrist, and there is a Davis Vision Discount benefit for discounts on frames and lenses.

UVM does not manage this plan and students are required to enroll directly with VSP Vision Care (link available through University Health Plans).

Student Health Services on Campus 

In addition to the health insurance plan, all graduate students have access to UVM’s Center for Health & Wellbeing (CHWB), which they should consider their first stop. CHWB provides a wealth of services, including many of the routine health services graduate students need most often at no additional expense to students.

Types of Service Covered by CHWB unit:

Student Health Services: Individual medical with physicians, physician assistants, nurse practitioners, nurses, dietitians, and behavioral health providers.
Counseling and Psychiatry Services (CAPS): Short-term counseling, group counseling, and case management.
Education and Outreach: Living Well at the Davis Center programs, health education and outreach services, alcohol and drug education, recovery supports, sexuality and sexual health programming, and radical self-care programs.
Athletic Medicine: Preventive education, medical care, treatment and rehabilitation for injuries and illnesses incurred by student athletes.
Public health promotion, information, and control of communicable disease.

What Mental Health and Wellness Support is Available to All Graduate Students?

Counseling and Psychiatry Services (CAPS) provides mental health care and leads public health programs on campus. The goal of CAPS is to help students access tools and resources to support them and their unique experience of health and wellbeing both inside and outside the classroom.

CAPS Services available: Phone Triage, Individual Counseling, Group Counseling, Psychiatry, Case Management and Referrals as well as “Let’s Talk Drop-in Consultations” (One-on-one conversations with a counselor in locations across campus. No appointment needed and first come, first served. ).

More information can be found at the following link: https://www.uvm.edu/health/CAPS

How Does UVM Support Graduate Students With Children?

UVM offers the Graduate Student Parental Accommodation to all graduate students who are new parents.

Consistent with the University of Vermont’s efforts to be inclusive and support all graduate students as they balance their academic and personal life, the university provides accommodations for graduate students who become new parents, whether by childbirth or adoption, so that they may contribute to their family responsibilities while continuing to make progress towards their degree.

The purpose of the guidelines is to make it possible for a student to maintain registered in full-time student status while facilitating the return to full participation in courses, research, and/or teaching. Because the student remains enrolled as a student and continues to pay tuition, a Parental Accommodation Period is not a formal leave of absence: it is instead a modification of deadlines and academic expectations to accommodate the student’s new parental responsibilities.

Fall 2023: Graduate College Dean Hoock is leading efforts to develop guidelines that will even more clearly, transparently, and robustly assist any graduate students who are new parents. Recognizing the challenges of balancing the demands of both graduate study and parenting a new child, these forthcoming, enhanced guidelines will aim to further improve the academic environment for graduate student parents. We expect to share the new guidelines with the community very soon.

Update [November 2023]: After consulting with student leaders, including the Graduate Student Senate and the Graduate Student Parents Club, Dean Hoock led the Graduate Executive Committee in adopting a significantly expanded, more clearly articulated Graduate Student Parental Accommodation. For graduate students on academic appointments, this includes an eight-week period of Parental Accommodation during which their stipends continue and they maintain eligibility for UVM health insurance and utilization of the Center for Health and Well Being. Previous restrictions, such as a single accommodation period within 12 months, no longer apply.

How have stipends and benefits changed in recent years?

The University of Vermont has continually increased its financial support for graduate students to attract and support the very best, diverse students from around the world. The Graduate College and Graduate Student Senate have worked closely together over the past three years to make great strides in further improving the stipend support level for GRAs and GTAs. In the past 2 years, minimum stipend levels have increased by 16.3% and 24% for doctoral and master’s students, respectively. By FY25, minimum Master’s stipends will have increased by 48.8% over five years.

These advances are in addition to UVM’s strong commitment to student affordability, which has resulted in holding tuition flat for the past 5 years and reduced the graduate comprehensive fee by $250 over the same period.

Update [January 2024]: As of 2024/25, academic units will cover the Comprehensive Fee for all graduate students on academic appointments, in addition to the stipends at the agreed institutional minimum levels or above and the tuition scholarships pertaining to such appointments. This amounts to an effective 6.9% increase in the value of the current minimum Ph.D. stipend ($32,000/12 months).

What is the value of Graduate Aid Packages for UVM Graduate Students on Academic Appointments?

A typical Ph.D. student with appointments as a Teaching and Graduate Assistant in, say, CAS or CEMS receives at least a four-year graduate aid package that includes tuition, fees, health insurance premiums, and a 12-month stipend at the University’s minimum level or above. At the minimum stipend level, for an out-of-state student, this appointment is worth approximately $75,374. Over four years, the appointments are worth a total of $301,496.

A Ph.D. student funded for four years on 12-month stipend:

Stipend	$32,000
Tuition: for 23 credits @ OOS rate:	$39,560
100% of Single Student Health Insurance Plan Premium:	$75,374 p.a.

What happens now if a graduate student disagrees with their faculty advisor? Is there a process for resolving these disputes?

he Graduate College is ultimately responsible for grievances regarding policies and procedures related to graduate education. A grievance typically begins within the student’s department by an appeal to a program director or chair.

If local attempts do not resolve the grievance, the student can present the grievance in writing to the dean of the unit in which the program resides, and thereafter to the Dean of the Graduate College. Grievances must state clearly and precisely the basis for appeal and provide supporting evidence that a student’s rights have been jeopardized. The Graduate College dean is the final arbiter of Graduate College regulations.

Specifically excluded from the Graduate College appeals process are grievances that contest grades on grounds other than due process. Grade appeals go through the academic unit of the faculty teaching the course, not the Graduate College or the academic program of the student making the appeal. The procedure for grade appeals may be found on UVM’s Institutional Policies website, listed above.

Also excluded are claims of discrimination or harassment, including sexual misconduct, which are handled through very specific procedures by the Office of Equal Opportunity.

Neither the grade appeal process nor the legally required processes administered in the Office of Equal Opportunity are likely to be altered as a result of collective bargaining.

Students who are unsure how to proceed also have access to the Ombudsperson for Graduate Students, who provides  independent, confidential, informal, and impartial assistance to graduate students on matters affecting their graduate education.

Graduate College