UA Announces 2022 Student Scholarship Recipients!

Each year UA awards several scholarships to students who demonstrate an active commitment to community service (paid or unpaid), especially in pursuit of social, economic or environmental justice. The UA Scholarship Committee is very excited to announce the recipients of this year’s scholarships.

Linda Backus Memorial Scholarship

Marissa Cobeo

Marissa Cobeo is a graduating senior in the College of Education and Social Services at the

University of Vermont. She is receiving her Bachelors in Social Work and minored in the

Education of Cultural and Linguistic Diversity. Marissa has been very involved working with the

BIPOC community in Burlington Vermont. Over the past 6 years, she has worked closely with

Refugee youth and families in various programs. She has many years of advocacy experience in

the field such as requesting and facilitating training for people working with minority youth,

meeting with schools and community programs, and planning equitable programming. Marissa

will be continuing her social work journey by attending NYU in the fall for an MSW.

David Shiman Scholarship

Ali House

Ali House is honored to be this year’s recipient of the David Shiman scholarship. In the 1960s,

David Shiman used his voice to advocate for fair housing legislation and other critical issues.

Today, Ali and her community continue similar fights right here in Burlington. Ali credits her

time at UVM, especially the Social Work Department, with helping her find her voice. Through

her educational experience, Ali found the language to describe the injustices she has seen and felt

in the world. She believes that language (and the refusal to be silent) liberates and empowers

people. She plans to continue using her voice to stand for justice.

Jeffrey Brace Scholarship

Molly Gress

Molly Gress is a senior in the College of Arts and Sciences, graduating with majors in

Economics and Environmental Studies and a minor in Community and International

Development. While at UVM, Molly interned with Sustainable Transportation Vermont (STVT)

in her sophomore year and interned with a political organization known as Rights and

Democracy (RAD) during her junior year. She utilized her knowledge of transportation and

environmental issues in the STVT internship to work on a local biking initiative. While interning

with RAD, she worked towards bettering her community organizing and communication skills to

work on local social and environmental justice issues. After graduation, Molly hopes to gain

opportunities that bring both the field of economics and the environment together.

Caitlyn Kutash

Caitlyn Kutash is a senior in the College of Arts and Sciences pursuing a double major

in political science and sociology with a concentration in crime and criminal justice. This year

she interned with the Office of the Federal Public Defender and the Chittenden County Public

Defender’s office where she assisted attorneys and investigators with criminal defense casework

on behalf of indigent clients. Last year, she volunteered at the East Allen Dismas House in

Winooski to create a resource manual for the residents to support their reintegration into their

communities after prison. Through her internship experiences and coursework, Caitlyn has

become an advocate for investing in community-based alternatives to incarceration. She hopes to

attend law school in the future.

Emily Wanzer

Emily Wanzer is a senior studying geography and history, with curiosity and love for the natural

world and belief in the power of disability justice. They have written about food justice

initiatives across the state of Vermont and are working on a thesis about human-tree

interconnection amidst settler colonialism. They are currently learning a lot about organizing

through work with Resource Generation, which organizes young people with wealth and class

privilege to become leaders working towards the redistribution of wealth, land, and power. Emily

lives with loving housemates next to pigeon and squirrel friends and plays on UVM’s ultimate

Frisbee team.

Hannah Wong

Hannah Wong is a recent 2022 graduate of the University of Vermont. During her time at

UVM, she discovered her passion for social work and hopes to continue in this caring profession

going forward. She shows her commitment for social justice through her position as the

coordinator of the Social Justice Coalition of the UVM Outing Club, and through previous

mentoring and leadership positions. Outside of the classroom, she most enjoys recreating

outdoors, reading, and spending time with friends and family. Hannah will continue her social

work journey in Seattle, Washington this fall.

More about our scholarships:

The David Shiman Scholarship of $1,500 is presented to a UVM senior with an outstanding and sustained record of community service, especially in pursuit of social or economic justice. The scholarship is named in honor of David Shiman, longtime professor of education at UVM and past president of United Academics.

The Linda Backus Memorial Scholarship of $1,000 is presented to an undergraduate student for outstanding community service, especially in pursuit of social or economic justice. The scholarship is named in honor of Linda Backus, former UVM professor of education, committed union organizer, and second president of United Academics.

UA also awards three $500 Jeffrey Brace Scholarships to students with an active commitment to community service, especially in pursuit of social or economic justice. The scholarship is named in honor of Jeffrey Brace, an early 19th-century Black Vermonter, previously enslaved person and activist. Scholarship recipients will be selected based on demonstrated involvement in community service, especially activities related to social and/or economic justice, in keeping with United Academics’ values.

BFP: UVM wage gap is at the center of staff union efforts. How much does the president make?

https://www.burlingtonfreepress.com/story/news/2022/05/13/university-vermont-union-efforts-to-close-wage-gap-crux-uvm-conflict/9716586002/

“Full-time staff salaries at UVM are as low as $27,300 for library support assistants, $27,500 for research assistants, and $28,430 for technical support generalists.

These salaries are all less than the minimum needed to afford rent in Burlington, according to a 2021 cost of living report published by the non-profit National Low Income Housing Coalition.

The report found that the average renter in Burlington needs to make at least $39,178 per year to afford a one-bedroom apartment, and $49,258 to afford a two-bedroom apartment.

"I have had to get a second job just to get by,” UVM program support generalist Crispina Pincus said at a university town hall meeting on Feb. 17. “I didn’t want to work two jobs, working 13 to 15 hours a day. I’m not a superhuman, I get tired.”

UA Endorses Migrant Justice May Day Events

UA has endorsed the following May Day events being held by our friends at Migrant Justice:

March to the Burlington Hannaford’s @ 1:30 PM. Facebook event: https://www.facebook.com/events/3184991001783329/?ref=newsfeed

Rally at the Middlebury Hannaford’s @ 11:30 AM. Facebook event: https://www.facebook.com/events/4969388446511715?ref=newsfeed

 After the Burlington event, there will be food, music, and opportunities to learn more about MJ’s work at Centennial Woods park. Please consider supporting Migrant Justice in their campaign to hold Hannaford’s accountable for human rights issues affecting farm workers throughout their supply chains!

Anyone interested in volunteering at this event should contact Migrant Justice at info@migrantjustice.net

UA response to UVM's lifting of mask mandate

Dear Faculty,

UVM dropped its mask mandate on March 19, announcing the change to the entire community on March 16. Our Executive Council met to discuss how best to respond to this and to consider what options there may be for faculty who could be imperiled by this shift. We requested that UVM delay the lifting of the mask mandate by one week to give us more time to prepare, and to let more time pass after UVM spring break and after the Burlington school system lifted its mask mandate for all schoolchildren on Monday. They were not willing to delay this.

We asked the administration if faculty will be able to require masks in their own classroom. Gary Derr indicated that faculty cannot require this. However, as faculty you can discuss masking with your classes and request mask-wearing if you or a student in your class is particularly vulnerable. We consider this to be a reasonable option and a way to care for one another and our community. This would be a similar situation in an office setting or during office hours or meetings. 

We have also indicated our position that faculty who are or have family members who are particularly vulnerable should be able to shift to remote instruction as the mask mandate is lifted. The administration has indicated that this would only be possible in cases where there is a documented medical condition or special circumstance.

We are disappointed, but not surprised, that the administration did not approach us sooner to share this with us or to invite faculty feedback. (However, the administration anticipated this plan long enough in advance to script, record, and produce Garimella’s “Ensuring Student Success” video, which was released on March 17.)

  • If you plan to request special arrangements or a longer term modality change, we encourage you to contact us so we can support you in the process.

  • Remember that if you need to take a short-term ‘leave’ (sick days, children’s sick days, etc.) for less than two weeks, you can make arrangements with your Chair, which could include short-term remote instruction, in accordance with Article 20.6.

  • Email the Provost and President to share your concerns, and copy info@unitedacademics.org so we can track these. 

  • If you encourage continued mask wearing in class or office and encounter any issues, please let us know. We will be following this situation closely and will work with individual faculty who need support.

Contract Tip: Changes to summer course pay

Faculty can view this and other contract tips as PDF documents on our Contract Tips page.

Dear UA faculty,

Be advised that the pay rate for summer courses will be different this summer 2022 than in the past. As a result of our most recent negotiations with the administration, the pay rate for this summer will be $2518 per credit (2.75% of the average full time faculty base salary). The Collective Bargaining Agreement relevant article (19.6.b) says: "Effective for the summer session of 2022, summer session course rates shall be the same as the supplemental rates specified in Section 3.c.i of this Article or 2.75% of the average (mean) base salary of bargaining unit faculty, (as adjusted for 1.0 FTE as necessary, calculated as of December 1 of the year preceding the summer session) for each credit hour taught, whichever is greater."  

The average bargaining unit faculty salary on Dec. 1 (adjusted to 1.0) was $91,558, and 2.75% of that is $2518.  This is greater than the 19.3.c.i rate of $2100, so the pay rate for this summer will be $2518 per credit for all full time faculty. This change is only in effect for this summer, unless UA and the administration renegotiate this. 

We are aware that some administrators had sent out a communication with a different interpretation of this, so hopefully this clarifies the 2022 summer course rate. Please let our Contract Administration Committee know if you have any questions: contract@unitedacademics.org. 

Faculty union pushes for faculty and staff representation on board of trustees -- VT Cynic

https://vtcynic.com/news/faculty-push-for-representation-on-board-of-trustees/

Article Excerpt:


”UVM’s faculty union, United Academics, aims to get faculty and staff representation on the board of trustees, according to a Feb. 14 email from UA communications.

UA introduced a revised version of a bill known as Senate Bill 248. If passed, nine new representatives would be added to the board of trustees, according to the revised bill.

The new seats would be reserved for four faculty members, four staff and one student, according to the bill.

“The current structure of UVM leadership, we feel, is failing us all,” UA President Eleanor Miller said. “The board of trustees has shut out the voices of faculty, staff and many students, and there is no opportunity for meaningful participation."“

UA faculty member David Feurzeig's comments at 2/17 Town Hall

Click here to access a PDF version of these comments.

“I’m David Feurzeig, Professor of Music and member of United Academics, UVM’s faculty union. While Staff United is bargaining its first-ever contracts, the Part-Time Faculty is negotiating its fifth. In both negotiations, management is following the same tired playbook: delay, dissemble, and divide. They say that if staff get more, there will be less for faculty, and vice-versa; that if we win fair compensation and manageable workloads, students will pay more; that faculty and staff are focused on narrow self-interest and not the larger mission of UVM.

This is false. We work here, often for less than we could earn in the private sector, because we choose to serve the UVM’s mission and students. And also—people used to say—because of a community-minded and supportive workplace. I don’t hear that much anymore, because UVM’s administration has been steadily destroying it. Morale is at an all-time low as staff are asked to do more and more for less. People leave, are not replaced, and those left behind have to pick up the slack. These reductions are happening as enrollments and revenue go to record highs.

Contrary to the false austerity message management uses to divide faculty and students, UVM brings in more money every year than it spends. While crying poverty to students and staff UVM has been turning a huge profit every year according to its own audited financial statements: $34M in 2018, $38M in 2019, $21M in 2020, and $187M in 2021. To put this in perspective: UVM could give every single worker represented by Staff United a one-time bonus of $140,000 and still have exactly as much money as it did one year earlier.

Unfortunately, there is an us and them here, but the dividing line is not between staff and students or faculty. It is between all of us and an out-of-control, corporatized, overpaid administration.

Students and faculty know that a staff that is overworked, underpaid, disempowered, and disrespected cannot fulfill UVM’s mission. Our solidarity is the only counterweight to a misguided administration whose interests no longer align with UVM’s.

Students, faculty, and staff: we are the university. And we need to stand together to claw back UVM’s ample resources for UVM.”

Senate bill would add faculty and staff to college boards of trustees - Vermont Business Magazine

https://vermontbiz.com/news/2022/february/17/senate-bill-would-add-faculty-and-staff-college-boards-trustees?ct=t(ENEWS_2_17_2022)

“Faculty and staff members from Vermont’s public higher education institutions delivered petitions and testified in the Senate Education Committee on Wednesday, asking lawmakers to require representation by these groups on the University of Vermont and Vermont State Colleges boards of trustees. The bill, S.248(link is external), would also add additional students to the boards and impose two-term limits on both boards. Over 26 percent of public universities in 13 states have faculty representation on their board. 

A delegation from the unions delivered a petition with hundreds of signatures to the Governor, legislative leadership, and the Education Committees on Wednesday, and several people testified on the bill in the Senate Education Committee. 

Professor Eleanor Miller, President of United Academics, explained the impetus behind the bill, saying, “Decisions made by the boards of trustees matter. Decisions made by the Board directly affect the quality of life for students and employees alike, and making the best decisions possible requires representation from key members of the UVM community, faculty and staff. This bill aims to democratize the Boards of Trustees for our public institutions of higher education.””

UA Stands in Solidarity with HBCUs

United Academics condemns the bomb threats at HBCUs and stands in solidarity with colleagues, students, and the broader communities affected. We support the following statement by AAUP President Irene Mulvey:

“AAUP President Condemns HBCU Bomb Threats
Statement from AAUP president Irene Mulvey

Bomb threats frighten people, intimidate communities, and disrupt daily life with the threat of violence. When a bomb threat is made at one of our historically Black colleges and universities, it becomes the latest entry in a long and shameful history of incidents of violence and racial terror that have resulted in the systemic and persistent racial inequity we see in US society today. The AAUP condemns the racial terrorism perpetuated by the numerous bomb threats at over a dozen HBCUs in the last several weeks.

Fear and intimidation have no place on a college campus, and this is especially true when it comes to our faculty colleagues and the students, administration, and staff at America’s HBCUs. We are inspired by their resilience but acknowledge the heavy burden that comes with being targeted routinely because of your race. The AAUP will continue to work towards dismantling systemic and institutional racism in our own organization and in higher education. We stand in solidarity with our HBCU colleagues in demanding and working toward a more just society, and in celebrating Black excellence all year long.

Publication Date: Thursday, February 3, 2022”

Contract tip on absence and remote class options

Several UA leaders recently met with administration representatives to talk about faculty concerns with the current 'modality change process'. The administration has responded that they are not willing to change the current process of expecting faculty to complete a modality change request for any remote instruction of more than one day. They think that the Provost's office should control all such decisions; however, the Collective Bargaining Agreement outlines a process for faculty needing to be absent for up to two weeks which is to be arranged with the Chair. The Provost's office has never before had a role in making determinations about short-term individual faculty absences or teaching arrangements. According to the CBA, this is within the Chair's purview. The administration has leaned on the impact bargaining from 2020 as a way to justify the Provost's current expectation that any more than one class period change requires Provost approval. That is not correct. The Memorandum of Agreement from reopening the campus in Fall 2020 no longer applies, and in any event it does not include anything about the length of time (that is, there is nothing in it about more than one remote class needing to be approved). 

There is no requirement in the faculty CBA or any other agreement noting that faculty need to submit an official 'modality change request' through the Provost's office. Instead, Article 20.6 of the CBA addresses absences and states that arrangements for absences of two weeks or less are to be coordinated with your Chair (Article 20.11 of the Part-Time faculty CBA outlines a similar process and paid sick time eligibility for part-time faculty members).

So to be clear: our guidance for faculty who need to respond to illness or quarantine of themselves or dependents is to go through the process outlined in CBA Article 20.6. 

Shifting class for several class periods to remote instruction is not a 'modality change'; it is an arrangement to allow for continuous instruction instead of canceling class due to a faculty absence. 

Article 20.6 makes clear that an absence from work for two weeks or less should be arranged with the Chair or Dean, and 'arrangements and work plans' should be made together with the Chair or Dean. Only absences that exceed 2 weeks need to go to the Provost, and then it becomes a leave of absence. A faculty member or their child testing positive for COVID, or children having to stay home for COVID exposure or school closure should be handled between the faculty member and their Chair. Before COVID, this would have been more likely to mean absence and possibly canceling class. Now that faculty and students are all well-versed in remote teaching and learning and have proven to adapt to that format quite nimbly, there is an opportunity for faculty who need to remain home to be able to continue to teach remotely. So rather than go through the Provost's modality change form, faculty should contact their Chairs and indicate that either they would need to be absent or can make arrangements to teach class remotely if that is possible (faculty do not have to disclose their specific medical information to their Chair). 

In addition, please note that if you are COVID positive or otherwise ill, it is OK to take time off for illness. Faculty do not HAVE to deliver class if they are ill or have extenuating circumstances that prohibit them from teaching. Again, see Article 20.6 on absences. It is absolutely acceptable, contractually, to take days off for illness.  

Finally, there is no need for faculty to share their own or their family’s private health information with their Chair, Dean, or the Provost’s Office in any manner, whether verbally, in writing, or on a form. Such information is protected by HIPAA, and your Chair, Dean, or Provost may not require you to share such details with them. Instead, in informing such administrators of your need to be absent or work remotely, you may state something like: I have a brief illness requiring me to stay home for about # days, or I must stay home due to urgent caregiving needs on these dates. Note that in the case of requests for longer-term ADA accommodations, employees authorize their doctor to share the needed information with the ADA coordinator in Human Resources, not with their Chair, Dean, or Provost. 

Please reach out to our Contract Administration Committee with any questions or issues: contract@unitedacademics.org. 

Members welcome to observe first bargaining session for new PT faculty contract!

Dear Faculty members,

We wanted to let you know that our Part-Time faculty unit will begin bargaining with the UVM administration on a new part-time faculty contract this Thursday, Jan.  27.  Our current contract is a strong one that we plan to protect, and there are also areas that need to be tightened up and other benefits that we seek.

A few of our bargaining priorities include: salary increases, expanded tuition remission and health insurance benefits, per diem payment for trainings, and more specific contract language regarding annual appointments and accessing professional development funds. 

The first bargaining session will be this Thursday, January 27, from 3:00-5:00 p.m. on Zoom We would love for you to join us as an observer in support and solidarity! Just your presence in the meeting helps us show our strength! Members can e-mail info@unitedacademics.org or katlyn.morris@aftvermont to request a meeting link.

We want to hear from you, and we hope to see you soon.

Best wishes,

Your dedicated part-time bargaining team

Katherine Elmer, Chief Spokesperson (Environmental Sciences and Natural Resources); Kirsten Isgro (Biomedical and Health Sciences); Brian Tokar (Environmental Studies); Audrey Richardson (Education); Clyde Stats (Music); Katlyn Morris, (UA Director)

UA 2022 Winter Update: January 21st

Click here to view the following announcement in PDF format.

Dear faculty,

While we are experiencing this Omicron surge and guidance is evolving so rapidly, UA will continue to send these regular updates. We want to highlight key preventative measures UVM could reasonably take to be not just bare-minimum compliant but also proactive in ensuring public health. As long as UVM’s expectation is for faculty to teach in person, to teach in overcrowded classrooms, and to be available to teach, UVM should take steps that ensure that faculty can safely and reasonably meet these expectations. We will keep you updated on each issue.

1.     SUCCESS: UVM BCBSVT insurance will cover rapid tests

Here is the previous situation:

Until last week, UVM’s BCBSVT insurance did not cover rapid antigen COVID tests. As a self-insured entity, UVM had the power to ensure rapid tests are covered, and in fact, other self-insured entities including UVMMC did choose to cover rapid tests. United Academics members put pressure on the UVM administration to cover rapid tests for covered employees.

Here is the update:

Since our last memo, a ruling from the Biden administration required self-insured plans to cover at-home antigen testing for free starting January 15. UVM will comply, covering 8 tests per 30 day period for each person covered by UVM's insurance (that includes dependents.) They will not reimburse for tests already purchased.

Here is what we need from you:

No ask at this time. If you run into problems with test coverage, please let us know.

2.     SUCCESS: UVM will provide medical-grade masks

Here is the previous situation:

Instead of directly supplying N95 or KN95 masks, UVM allowed faculty to use professional development funds to buy medical-grade masks (in response to UA’s request for this exception).

Here is the update:

After last week’s memo, UVM moved to purchase and distribute three medical grade masks to every UVM community member on campus. Faculty can pick up masks at the Davis Center information desks.

Here is what we are doing:

During this pandemic, especially when UVM is not arranging for socially-distanced classrooms, an adequate mask is a piece of equipment necessary to performing the job of teaching in person. Equipment necessary for work should be provided by the employer. Providing some masks is a start; however, most faculty will need more than three medical-grade masks to continue to teach safely on campus. UA has requested that the administration provide additional masks to faculty as needed.

Here is what we need from you:

If you need more medical-grade masks for teaching, contact Gary Derr (Gary.Derr@uvm.edu) and make your need known (copy info@unitedacademics.org so we can track these requests.) 

3.     UPDATE: Modality change process is slow to respond to faculty needs during a surge

Here is the current situation:

UA negotiated a reasonable long-term modality change process during COVID-related impact bargaining in summer 2020. Variant surges, in combination with health conditions in individual faculty members’ households (eg., immuno-compromised or vaccine-ineligible family members), mean some faculty members feel particularly vulnerable in the classroom during the current COVID surge. In addition, many students have already been absent for COVID-related illness or exposure and requested various accommodations, including remote access to class. For all of these and other reasons, faculty in some cases have determined that a short-term shift to remote instruction is the most appropriate way to proceed.

Faculty currently have two options to request a modality change: 1. A formal request for longer-term shifts, which is reviewed by the Provost’s office and may involve an ADA process, and 2. An immediate request, through the department chair, for a short-term change. During the Omicron surge, a one-day modality change is not sufficient and a long-term modality change may be onerous and/or unnecessary.

Here is what we are doing:

United Academics is asking the administration to allow faculty the flexibility to make immediate modality changes for periods of up to a week. The process must be as swift and simple as a one-day modality change. This would provide reasonable flexibility in response to faculty and student health needs: for example, faculty teaching large and crowded classes; faculty who are in isolation or who have a dependent in isolation; faculty with a large number of students requesting remote accommodations. We are also concerned that faculty feel pressured to reveal protected medical information in order to secure a modality change.

Here is what we need from you:

If you are in a situation of needing to shift modalities, you should not reveal HIPAA-protected details about your or a family member’s medical conditions on the modality change form. Reach out to our Contract Administration Committee if you need support in navigating a modality change process (contract@unitedacademics.org).

  1. NEW: Shifting norms put unfair remote teaching expectation on faculty

Here is the current situation:

UVM set an expectation that faculty will teach in-person for the 2021-2022 academic year. Faculty also have the right to request a modality change. Normally, UVM faculty are responsible for teaching in person, or if they are approved to teach online, they are responsible for teaching remotely. It’s one or the other.

However, the UVM administration is encouraging shifting norms that implicitly or explicitly pressure faculty teaching in person to offer remote accommodations to students who can not attend class in person. This extra work was not bargained, is burdensome, establishes an unreasonable precedent, and harms the faculty-student relationships of those faculty who can not or do not provide remote accommodation.

An example of this type of pressure is signaled in the “Important Faculty Updates January 13, 2022” email sent from Provost Prelock: I have prepared for those moments when students may not be able to attend class in person by recording my lectures and posting all my PowerPoints and instructional outlines as well as assignments on Blackboard—a big thank you to CTL for their help over the years in my course design!

Here is what we are doing:

United Academics takes a firm stance: faculty either teach in-person as expected, or remotely if a modality change is granted. There is absolutely no obligation to do both. We are troubled by the Provost’s signaling, and we will support faculty who hold the line that remote accommodation is neither an expectation nor a right for classes that are being taught in-person.

Here is what we need from you:

There is no requirement that you provide both in-person and remote instruction simultaneously. It sets a precedent and an expectation that is not sustainable and was not bargained. We recognize that faculty make accommodations because we want to support students. We recognize there is no good system in place to academically support a student who must isolate during in-person learning. If your students recognize this unfairness, you may encourage them–or better yet, partner with them–to contact the Provost (and cc United Academics) to request more student- and faculty-friendly policies.

UA 2022 Winter Update: January 7th

Click here to view the following announcement in PDF format.

Dear Faculty,

In this latest, most contagious Omicron surge, UVM needs to provide adequate resources and protocols to prevent infection for its faculty and other community members. UVM’s expectations for faculty are to teach in person, to teach in overcrowded classrooms, and to be available to teach (ie., to not only avoid COVID, but also to avoid having to care for family members). UVM should then take steps that ensure that faculty can safely and reasonably meet these expectations. 

We have outlined key preventative measures that UVM has not currently taken, but could reasonably take.

1. UVM BCBSVT insurance does not cover rapid tests

Here is the current situation:

UVM’s BCBSVT insurance does not cover rapid antigen COVID tests, forcing faculty with dependents and those without access to on-campus testing to locate rapid tests and pay for them out of pocket.

This places undue burden on covered faculty household members, including faculty with children school-age and younger, many of whom are still ineligible for vaccination. It also creates an unnecessary obstacle to self-testing, a key tactic to prevent viral spread that is increasingly relied on by our state and communities.

Here is what we are doing:

United Academics asked the UVM administration to cover rapid tests for covered employees. UVM has not responded to our request. 

As a self-insured entity, UVM has the power to ensure rapid tests are covered. It should do so.

Here is what we need from you:

We need faculty to contact the Provost and UVM’s Benefits Administrator (Patricia.Prelock@uvm.edu and Greg.Paradiso@uvm.edu) to request the coverage change.

2. No direct provision of medical-grade masks

Here is the current situation:

UVM does not directly supply N95 or KN95 masks, but does allow faculty to use professional development funds to buy medical-grade masks (in response to UA’s request for this exception).

Here is what we are doing:

During this pandemic, an adequate mask is a piece of equipment necessary to performing the job of teaching in person. Equipment necessary for work should be provided by the employer. We are continuing to urge UVM to directly provide medical-grade masks to employees. While using Professional Development Funds is preferable to paying out-of-pocket, this is not the intent for PD funds. UVM should be providing these masks. During this surge, UVM should also insist that students wear medical grade masks in campus buildings.

Cloth and surgical masks have shown to be inadequate defense against the Omicron variant. Universal access to and use of medical-grade masks would help prevent community spread.

Here is what we need from you:

Contact Gary.Derr@uvm.edu to request that UVM cover medical grade masks. If you have paid for masks using PDFs or out of pocket, or if you have paid for students’ masks, please share your story with us.

3. Modality change process is slow to respond to faculty needs during a surge

Here is the current situation:

UA negotiated a reasonable modality change process during COVID-related impact bargaining in 2020. Variant surges, in combination with health conditions in individual faculty members’ households (eg., immunocompromised or vaccine-ineligible family members), mean some faculty members need to pivot quickly to protect the health of themselves and their families. The process to change modalities currently is slow, may result in a denial even in circumstances that warrant going remote, and can involve getting a doctor’s note and ADA process for long-term changes.

In addition, high enrollment and the hiring freeze in CAS has created an environment in which classrooms are not only not socially distanced – they are overcrowded. Combined with inadequate mask access, insufficient testing, and inadequate contact tracing, many faculty members feel unsafe in the classroom.

Here is what we are doing:

United Academics is asking UVM for flexibility and a swift modality change process, respecting individual faculty who have good reason to pivot quickly to online learning – just as UVM had good reason to pivot quickly to online learning in spring 2020 and expected faculty to instantly adapt.

Here is what we need from you:

Please share your story, concerns, and questions about course modality changes by emailing info@unitedacademics.org 

4. UVM denies UA’s contact tracing grievance

Here is the current situation:

In November 2021, UA grieved UVM’s violation of the Safety and Health articles in our collective bargaining agreements regarding employee exposure to and lack of sufficient COVID contact tracing in classrooms, office spaces, and laboratories. Earlier this week, UVM denied our grievance.

Here is what we are doing:

We are considering whether and how to move forward with this grievance. Our objective in raising this is to ensure that the UVM administration best protects all faculty, staff, and students, including through proper contact tracing.   

Here is what we need from you:

Please reach out with concerns about specific cases of COVID transmission and contact tracing in your classroom, either from last semester or as we go forward into this semester.