The University of Baltimore has over 800 employees. Each employee plays a role in making UB a unique and exciting workplace. The Office of Human Resources believes in maintaining positive relationships with our employees because their work makes the UB mission possible. Employee and Labor Relations strives to develop and support those positive working relationships. All employees deserve access to resources for understanding their workplace rights and responsibilities. We support this by:
Information about some of these services are available from this page. Any employee wishing to learn more about the services listed above are encouraged to contact the Office of Human Resources.
Every employee at University of Baltimore is vital to ensuring the success of the university. UB is committed to negotiating with our labor union in good faith with the ultimate goal of maintaining a competitive employment package. Currently, UB bargaining unit employees are represented by AFSCME.
All non-exempt, bargaining unit employees at UB are subject to the terms stated in the following Memorandums of Understanding:
Non-exempt Employee: Memorandum of Understanding Between AFSCME and UB
Sworn Police Officer Unit: Memorandum of Understanding Between AFSCME and UB
The University of Baltimore encourages an open environment where ideas and concerns are respectfully expressed. In every work place, legitimate problems and differences of opinion may develop between employees and their supervisors. When these matters cannot be resolved in an informal manner, a grievance may be filed. A workplace grievance is defined as any cause or complaint arising between an employee and employer on a matter concerning discipline, alleged discrimination, promotion, assignment, or interpretation or application of university or departmental procedures over which management has control.
The Office of Human Resources is available to advise and assist in problem resolution. Managers and supervisors are encouraged to work towards resolving issues informally within the department. When a matter cannot be resolved informally, employees may elect to use a formal grievance procedure. The formal grievance procedures are based on the employee's position classification. Please refer to the appropriate links below for grievance procedure details.
Non-exempt, Bargaining Unit Employees and Public Safety Employees: Refer to Article IX in the Memorandum of Understanding
University Police : Refer to Article IX in the Memorandum of Understanding for the Sworn Police Unit
Exempt* and All Other non-exempt employees: USM Policy on Grievances for Exempt and Non-exempt Staff Employees
Faculty: Grievance Procedure for UB Faculty
*Exempt employees should contact Human Resources to obtain a copy of Appendix M, which provides additional policy statements.
All newly appointed employees serve a trial, probationary period to determine their ability for fulfilling the responsibilities of the postion. A probationary period also allows the employee and department an opportunity to honestly assess the success of the relationship.The position classification determines the length of the probationary period. During the probationary period, a manager may terminate the employee.
Exempt employees are subject to a twelve month probation period. All non-exempt employees serve an initial probationary period of six months. Non-exempt employees appointed to another position will serve a three month probation starting with the new position. If necessary, the probationary period may be extended an additional six or three months, respectively. After a non-exempt employee successfully completes the initial or promotional probationary period, the employee will receive a 2.5% pay increase. Police Officers serve a twelve month probation.
Probation and Related Policies
Non-exempt, Bargaining Unit Employees and Public Safety Employees: Refer to Article II in the Memorandum of Understanding
University Police : Refer to Article II in the Memorandum of Understanding for the Sworn Police Unit
All Other Non-exempt Employees: USM Policy on Probation for Non-exempt Employees
Exempt Employees: USM Policy on Separation for Regular Exempt Employees
All employees: USM Policy on Salary Increases and Bonuses