The Labor and Employee Relations (LER) group advises leaders in all University colleges and departments on an array of issues including university policy and union contract interpretation, performance management, organizational structure, and labor/management relations. Our team approach to problem solving is designed to produce effective results consistent with the goals and objectives of each unit.
Collective Bargaining Agreements
- Teamsters (PDF) (Chauffeurs, Teamsters, Warehousemen and Helpers Union No. 597)
- United Academics full-time unit (AAUP/AFT) (pdf)
- United Academics part-time unit (AAUP/AFT)
- United Electrical Workers (PDF) (United Electrical, Radio and Machine Workers of America, Local 267)
Tracking, Checklists, and Resources
Employee Performance Review
The performance review is a communication tool designed to support each individual's contribution to the University. The review provides a way to measure skills and accomplishments with reasonable accuracy and uniformity. It provides a way to help identify obstacles to top performance. It should help identify areas for professional growth. It should not, however, be considered the supervisor's only communication tool. Open lines of communication throughout the year help to make effective working relationships.
Each employee is entitled to a thoughtful and careful review. The success of a performance review depends on the supervisor's willingness to complete a constructive and objective assessment, and on the employee's willingness to respond to constructive criticism and to work with the supervisor to overcome performance barriers.
Steps to Complete Review
Supervisors are expected to complete an annual online performance review for all staff employees.
Non-represented staff reviews must be completed online electronically or completed online by uploading the completed paper forms released by Human Resources, Diversity & Multicultural Affairs (HRDMA) in March 2016. Both processes cover the same content.
Represented/Unionized staff should have a review completed online by uploading documents outlined in the applicable collective bargaining agreement.
UVM supervisors are encouraged to use the principles of discipline in managing the needs of their area. Progressive discipline is corrective action designed to help individuals overcome behavior that has caused problems on the job. Its goal is to help individuals work productively in healthy relationship with others.
- Verbal Warning
- Written Warning
It is understood, however, that the University does not have to follow this progression in every case of employee discipline, and it may skip or repeat steps based upon the circumstances of any given case. When an employee's misconduct warrants a higher penalty, the University may move directly to Suspension or Termination.
Our Human Resource Services Labor and Employee Relations team provides expert guidance and assistance to supervisors and managers who are grappling with challenging situations. Please contact your servicing LER Professional directly (see our LER Points of Contact list embedded above), or email firstname.lastname@example.org for help. You may also call 802.656.3150 and ask to be referred to LER.
Family & Medical Leave (FMLA)
The Family and Medical Leave Act (FMLA) is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specific family and medical reasons. If you have questions about your rights and entitlements or if you are a supervisor who has received a request under FMLA, please contact email@example.com.
- Employee Rights Under the Family & Medical Leave Act (pdf)
- Leave of Absence Form (pdf)
- FMLA Tracking Spreadsheet (xlsx)
- Certification for Employee's Serious Health Condition (pdf)
- Certification for Family Member's Serious Health Condition (pdf)
- FMLA Designation Notice Template (pdf)
- FMLA Eligibility Rights and Responsibilities Template (pdf)
- FMLA Checklist (pdf)
- FMLA Procedure (pdf)
To see a list of comprehensive and up-to-date forms related to employment, visit Forms.
Labor & Employee Relations News
United Academics Unilaterally Declares Impasse, Fails to Offer Counter-Proposal
October 17, 2020
The University of Vermont is deeply disappointed by United Academics’ decision to unilaterally declare impasse in contract negotiations. The union sat on the university’s most recent offer for seven weeks, it failed to provide a counteroffer, and failed to follow agreed-upon ground rules.
The union continues to insist on salary increases for its members that will amount to 13% over three years. The average base pay for a full professor’s 9-month appointment is $127,380.
This comes at a time when the majority of UVM staff and all administrators have taken pay cuts, including additional cuts to administrator salaries.
The university’s position is grounded in the budget reality it faces. While its finances are generally stable, the institution—like many others across the nation—is facing significant budget shortfalls. The union knows the increases it is demanding could lead to staff layoffs.
While the university is extremely disappointed in the union’s leadership, it is confident that the majority of the faculty also want their union to act in good faith. The university is hopeful that continued negotiations facilitated by a mediator will assist in resolving the contract dispute.