After reaching a tentative agreement on November 22, 2024, a contract between the University of Vermont and United Academics Full-Time bargaining unit was ratified on Friday, December 6.
Below is a summary of the changes to each affected article. If an article is not listed, it remains status quo. More information and training will be offered in the new year.
Article 1 – Recognition. The article now incorporates a defined process to exclude other positions from the bargaining unit.
Article 2 – Definitions. It was agreed to use the term “United Academics” instead of “union” throughout the contract.
Article 3 – Union Security. The language now clarifies that union dues will be reinstated if a faculty member leaves the bargaining unit for two academic years or less.
Article 5 – Anti-Discrimination, Diversity, Equity, and Inclusion. The Office of Equal Opportunity will now issue an annual report summarizing reports of bias, discrimination and harassment.
Article 6 – Academic Freedom and Responsibility. Language from the Faculty Senate Resolution regarding electronic communication is now incorporated into the contract.
Article 9 – Right to Information. Clarity is provided on administrative tasks related to providing membership information to the union.
Article 11 – Release Time for Union Activities. The union will receive one additional course release for union activities. The notification process remains the same.
Article 12 – Grievance and Arbitration Procedure. The timeline for OEO investigations has been updated.
Article 14 – Appointments and Evaluation of Faculty. The organization of this article was restructured, and several process changes were made. Highlights include:
- Review of non-tenure track faculty is now incorporated into the same procedure as review of tenure track faculty rather than referencing the process
- Process improvements for the creation or revision of RPT and Annual Performance Review Guidelines
- Formal peer review of NTT faculty with the rank of Senior Lecturer, Associate, or Full Professor is only required at the request of the faculty member or Chair
- Ability to credit a lecturer with prior service toward promotion eligibility
- Recall rights expanded to other NTT ranks, except research faculty
Article 16 – Faculty Workload and Responsibilities. There have been process improvements made for the review of course equivalency and online course selection guidelines. The teaching modality change terms in place have been memorialized in the contract.
Article 18 – Salary. The FY 25 salary increase is 4% across the board effective December 1, 2024. In addition, there will be a lump sum of $1100 paid to each faculty member. In the remaining three years of the CBA, every fiscal year there will be a 4% salary increase with 3% across the board and 1% merit pool. Minimum salaries for lecturers have been increased.
Article 19 – Compensation in Excess of Base Salary. Effective Summer of 2025, the per-credit rate for classes taught on overload will be $2400 and will be increased by $100 each subsequent fiscal year. In addition, course equivalency guidelines will apply to courses taught on overload, e.g. a large enrollment course will be paid in excess of the per-credit rate in accordance with the unit’s CE guidelines.
Article 20 – Benefits. Faculty now have the ability to add domestic partners to health insurance. There is a reduction in the waiting period for 403b contributions for lecturers and senior lecturers. For faculty who do not qualify for a semester of paid parental leave, the paid parental leave is increased to eight weeks.
Article 21 – Professional Development Funds. The professional development fund will be allocated $1950 per general fund FTE bargaining unit member. In addition, there is a rollover mechanism for a portion of the unencumbered funds to assist in defraying publication costs.
Article 22 – Sabbatical and Professional Development Leaves. Sabbatical reports will need to be evaluated by the Chair and Dean. A form has been developed to be used for the evaluation.
Article 24 – Conflict of Interest and Commitment. All faculty have been and continue to be required to disclose potential conflicts of interest and commitment. All faculty have agreed that they will annually disclose such conflicts (or the absence of conflicts) via the University’s approved electronic disclosure system, UVM Click.
Appendix E – Faculty Phased Retirement Program (FPRP). Eligible faculty can elect to have a reduced FTE and commensurate salary for two years prior to retirement.