Approved April 14, 2025

Key Impactful Changes:

• Updates to Compensation and Classification: These changes impact employee pay. Article 36 (Wages): This agreement outlines the following changes to employee wages: 

Base salary increases for bargaining unit employees: 

• A 4% increase retroactive to July 1, 2024, for employees on the payroll on that date and still employed on the date of ratification.
  • A 3.75% increase effective July 2025.
  • A 3.5% increase effective July 2026.
  • Increases to the minimum hiring rate:
    • To $20.80 effective the first pay period following ratification.
    • To $21.58 effective the first pay period in July 2025.
    • To $22.34 effective the first pay period in July 2026. 

Annual longevity bonus payments based on years of UVM service: 

•  5 to 9 years of service: $500
  • 10 to 14 years of service: $750
  • 15 to 19 years of service: $750
  • 20 and above years of service: $1,000 

Article 23 (Classification, Reclassification and Equity Adjustments): This agreement details the following: 

• The revised article establishes clearer procedures and adds specific timeframes for processing job description changes and reclassifications. This is intended to create a more predictable and efficient process.
• The revised article outlines a more detailed process for addressing pay equity concerns, including steps and timelines for review and response. It also addresses how new hires are brought in at higher rates of pay than current employees.
• Allows the University to implement the Job Architecture Project and resolves the Career Path Development Progression Side letter.
• Enhanced and Clarified Employee Benefits: Several articles introduce improvements to employee benefits. Article 41 (Dental Insurance) significantly reduces the waiting period for dental insurance eligibility for full-time staff from six months to the first day of employment. Article 46 (Short and Long Term Disability Insurance)introduces a new voluntary short-term disability plan option and increases the monthly maximums for both basic and optional long-term disability coverage, providing greater financial security for employees facing extended absences. Article 43 (Tuition Remission) clarifies eligibility criteria for dependents and emphasizes the use of PD funds for courses not covered by tuition remission. Additionally, Article 30 (Sick Leave Bank) increases the maximum amount of sick leave bank time an employee can utilize in a calendar year from 300 to 450 hours, offering more potential support during prolonged illnesses.
• Updates to Leave Provisions: There are notable changes to various leave types. Article 27 (Holidays and Administrative Closures) clarifies holiday observance and introduces additional compensation for non-exempt employees required to work on holidays or during administrative closures. Article 29 (Paid Sick Time and Unpaid Medical Leaves) clarifies the intended use of sick time and introduces the stipulation that personal leave will not be unreasonably denied. Article 34 (Bereavement Leave) expands the definition of individuals for whom bereavement leave can be granted, including leave for loss of pregnancy and up to three days for other close individuals with supervisor approval.
• Significant Modifications to Probationary Period: Article 11 (Probationary Period) undergoes several impactful changes. The probationary period length is now defined as 120 calendar days instead of four months. The article clarifies how temporary work credit applies and introduces new provisions regarding probationary period extensions, the impact of paid leave on the probationary period, and the rights of representation during this period. These changes necessitate updates to our performance management processes for new employees.
• Strengthened Union Rights and Information Sharing: Several changes enhance the union's ability to represent its members. Article 7 (Right to Information) includes new subsections (7.6, 7.7, and 7.8) that detail the University's obligations regarding providing employee lists to the Union, facilitating the sharing of information related to EO cases with the Union, and clarifying the University's limitations on information provision. Article 8 (Union Activities and Visitation) modifies how stewards are paid for grievance processing and reduces the maximum cumulative paid time off for all stewards while introducing a mechanism for negotiating supplemental hours if needed. It also provides reasonable paid release time for UVMSU Executive Committee members.
• New Articles Addressing Key Employee Concerns: The agreement introduces several new articles addressing important employee needs. Article 52 (Light Duty) has been broken out into its own article and formally outlines the process for establishing temporary modified work programs. Article 53 (Cell Phones) clarifies that employees are generally not required to use personal cell phones for business purposes without reimbursement and protects personal cell phone numbers. Article 54 (Uniforms) mandates that the University will provide required uniforms and protective gear at no cost to employees. Article 55 (Overpayments) establishes a clear procedure the University must follow when an employee receives overpayments, including specific notification requirements and employee repayment options.
• Changes to Job Security and Filling Vacancies: Article 10 (Job Security) introduces a more structured and time-sensitive process for the Union to respond to potential subcontracting decisions. Article 24 (Job Posting and Vacancy Filling) now specifies that substantially equally qualified bargaining unit members will be given preferential consideration for hire and explicitly prohibits compensation inquiries in compliance with state law.

These are the most significant changes that will require our attention and adjustments to HR procedures. We encourage you to review the full list of changes attached for a comprehensive understanding of the updated CBA. We will be scheduling a meeting to discuss the implementation of these changes and address any questions.