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Bill

H 234

An act relating to determining the appropriateness of a collective bargaining unit for adjunct faculty

2025-2026 Regular Session Introduced by Conor Casey

Establish clear criteria and process to determine whether an adjunct faculty bargaining unit is appropriate, guiding petitions, elections, and bargaining rights.

Read first time and referred to the Committee on General and Housing
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Bill Summary · H 234

Bill overview

H 234 (Session 2025-2026, Vermont) is titled: An act relating to determining the appropriateness of a collective bargaining unit for adjunct faculty. The bill was introduced and referred to the Committee on General and Housing after its first reading on February 18, 2025. Co-sponsor: Conor Casey.

Purpose and intent

  • Establish a framework for determining whether a proposed collective bargaining unit for adjunct faculty is appropriate.
  • Provide criteria and processes to assess issues such as unit boundaries, employee groupings, and the scope of bargaining rights for adjunct faculty in Vermont.
  • Aim to clarify the procedural steps and standards used by relevant authorities (likely a labor relations board or equivalent) when evaluating unit appropriateness, with a focus on adjunct or non-tenure-track faculty.

Key provisions (what the bill would do)

  • Define criteria for an “appropriate bargaining unit” specifically in the context of adjunct faculty. This typically includes considerations such as:
    • Conventional unit boundaries (e.g., whether adjuncts at different campuses or departments should be in the same unit or separate units).
    • Similarity of job duties, conditions of employment, and interests among adjunct faculty.
    • Relationship to other employee groups (e.g., full-time faculty) and potential inclusion or exclusion of other categories of employees.
  • Establish a clear administrative process for petitions and determinations, including:
    • Who may petition for unit determination (e.g., adjunct faculty, unions, the employer).
    • Timelines for filing, notice requirements, and opportunities for affected employees to vote or comment.
    • Standards or criteria that the evaluating body must apply in determining the appropriateness of a unit.
  • Provisions related to remedies or outcomes once a unit is deemed appropriate, such as:
    • Procedures to elect a bargaining representative for the unit.
    • Obligations for employer and employees in negotiating a first collective bargaining agreement.
  • Potential incorporation of existing Vermont labor relations principles, adapted to address the specifics of adjunct faculty employment arrangements.

Who would be affected

  • Adjunct faculty employed by Vermont higher education institutions (colleges and universities) who are eligible to form or join a collective bargaining unit.
  • Employers (colleges/universities) that employ adjunct faculty and participate in labor relations and collective bargaining processes.
  • Existing or potential labor unions representing adjunct faculty and, more broadly, the entities responsible for administering collective bargaining processes in Vermont (e.g., a state labor relations board or equivalent agency).

Procedural and timeline aspects

  • The bill has been introduced and referred to the Committee on General and Housing for consideration as of February 18, 2025.
  • Specific timelines, filing deadlines, and hearing schedules would be determined by committee action and subsequent floor considerations if the bill progresses.
  • The bill would set forth procedural steps for petitions, notices, ballots, and determinations, once enacted.

Potential impact and implications

  • More precise and transparent criteria for determining appropriate bargaining units involving adjunct faculty, potentially affecting unit composition and representation.
  • Could influence the ease or difficulty of organizing efforts among adjuncts and the timeline for achieving a first collective bargaining agreement.
  • May affect institutional labor relations dynamics, including coordination between adjunct faculty, full-time faculty, and administration.
  • Could provide a clearer pathway for adjunct faculty to pursue collective bargaining rights while balancing administrative and institutional needs.

If you’d like, I can tailor this summary to focus on specific sections or provide a comparison with existing Vermont statutes on labor relations and unit appropriateness.

Compiled from official sources — confirm details with the bill’s official record.

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