FAQ

A union is a group of employees that comes together to advance matters of common interest in the workplace including compensation and other terms and conditions of employment such as work duties, schedules, and the like. While union membership can include a number of different rights and responsibilities, it generally means that a third-party independent from the employer represents the interests of a collective group of employees in their relationship with the employer.

The university has a number of unions and continues to cultivate strong and productive relationships with each one.  We value all our employees and the important work they do for the university, and we respect when groups elect to unionize and engage in good faith collective bargaining. We’re committed to constructive engagement at the bargaining table and fair treatment of all Tufts employees.

The National Labor Relations Act requires that, if a union wins an election and is certified, the employer and union negotiate in good faith to reach a collective bargaining agreement on all matters involving topics such as compensation, hours, and other terms and conditions of employment. Good faith bargaining means the mutual obligation of the union and management to meet at reasonable times and places in an effort to reach an agreement. But the law does not mandate that any specific proposal go into a collective bargaining agreement nor is either side required to make any particular concession or agree to any particular proposal.

Either side can make proposals in negotiations, and bargaining does not necessarily begin with the current level of compensation, benefits, or working conditions. Thus, either side may propose changes on compensation, benefits, job expectations, or other mandatory subjects of collective bargaining. There are no guarantees and, of course, the university's resources are limited and challenged by multiple competing priorities including financial aid, efforts to keep tuition down, facilities and other updates and improvements, among many others.

The university  works to achieve a constructive relationship with the unions at Tufts; however, collective bargaining can be a lengthy, challenging and even at times adversarial process, with disputes about what should go into a collective bargaining agreement.

Typically, union bargaining teams include at least one union official and members of the bargaining unit, but every union conducts its business differently in this regard.

The university and the union establish their negotiating teams.

The National Labor Relations Act (NLRA) is the primary statute that governs the collective bargaining process for private employers. The National Labor Relations Board (NLRB) is responsible for enforcement of the Act.

Collective bargaining agreements specifically indicate which positions are covered.

This means that all individuals included in the bargaining unit are represented by the union and subject to the terms and conditions negotiated in a collective bargaining agreement. The union is the “exclusive representative” of everyone in the bargaining unit on employment matters such as wages, hours, and other terms and conditions of employment.

There are no time limit requirements for the collective bargaining process. Usually, first contracts can take a year or more from the affirmative vote to negotiate, although some may take less time.

There are no standard time periods for renegotiating a successor contract, and this process can be longer or shorter depending on the issues facing that group, how long it’s been since the contract was last renegotiated, and other factors.

If collective bargaining ends without a negotiated agreement, the university  hopes the parties can continue to negotiate in good faith and that they will consider using the Federal Mediation and Conciliation Service (FMCS), a national group tasked with helping parties resolve disputes that arise during negotiations.