Vermont Statutes Title 3 Sec. 1013
Terms Used In Vermont Statutes Title 3 Sec. 1013
- Collective bargaining: means the process of negotiating terms, tenure, or conditions of employment between the Judiciary Department and representatives of the employees with the intent to arrive at a written agreement. See
- Collective bargaining service fee: means a fee deducted by an employer from the salary or wages of an employee who is not a member of an employee organization, and that fee is paid to the employee organization that is the exclusive bargaining agent for the bargaining unit of the employee. See
- Employee: means any individual employed and compensated on a permanent or limited status basis by the Judiciary Department, including permanent part-time employees and any individual whose employment has ceased as a consequence of, or in connection with, any current labor dispute or because of an unfair labor practice. See
- Employer: means the Judiciary Department, represented by the Supreme Court or the Supreme Court's designee. See
- gender identity: means an individual's actual or perceived gender identity, or gender-related characteristics intrinsically related to an individual's gender or gender-identity, regardless of the individual's assigned sex at birth. See
- Grievance: means a written notice from an employee or a group of employees covered by an agreement or the employee's representative about dissatisfaction with any aspect of employment or working conditions covered by a collective bargaining agreement or about the discriminatory application of a rule or regulation, and the dissatisfaction has not been satisfactorily resolved after informal discussion with immediate supervisors. See
- Obligation: An order placed, contract awarded, service received, or similar transaction during a given period that will require payments during the same or a future period.
- sexual orientation: means female or male homosexuality, heterosexuality, or bisexuality. See
§ 1013. Subjects for bargaining
All matters relating to the relationship between the employer and employees are subject to collective bargaining, to the extent those matters are not prescribed or controlled by law, including:
(1) wages, salaries, benefits, and reimbursement practices relating to necessary expenses and the limits of reimbursable expenses;
(2) minimum hours per week;
(3) working conditions;
(4) overtime compensation and related matters;
(5) leave compensation and related matters;
(6) reduction-in-force procedures;
(7) grievance procedures;
(8) terms of coverage and amount of employee financial participation in insurance programs;
(9) rules for personnel administration of employees provided the rules are not discriminatory in regard to an applicant’s race, color, creed, sex, sexual orientation, gender identity, age, national origin, religion, or disability;
(10) the manner in which to enforce an employee’s obligation to pay the collective bargaining service fee. (Added 1997, No. 92 (Adj. Sess.), § 9; amended 2007, No. 41, § 5; 2013, No. 37, § 8.)