What Does Collective Bargaining Mean For Virginia Beach City Workers?

For over the past three years Virginia Beach City workers have been fighting for a voice and union recognition by the city. The UE Local 111 Union has been the voice for city workers over the years at city council meetings, budget hearings to ensure that “YOU”, being a city worker are not forgotten and your collective voices are heard.  

Every city worker needs to be concerned about what Collective Bargaining means for them and their families. Collective Bargaining applies to city workers who are in a Union to have the right to be recognized and negotiate a Collective Bargaining contract with the City Manager over the below.

  • Wages
  • Working Conditions
  • Benefits (Medical/ Dental, Life Insurance)
  • Grievances / Arbitration

Currently, the Virginia Beach city council are discussing the Collective Bargaining recommendations presented to them by the Collective Bargaining Task Force that consisted of Union city worker leaders who discussed and framed sections of the ordinance to benefit city workers. City council will be voting on adopting the Collective Bargaining Agreement soon, but we need every worker to stand in solidarity with each other by signing a union card TODAY, come to a union meeting, and support your rights to bargaining over your livelihood. Every union member has a role to play in the UE Local 111 Rank & File union to build collective workers POWER!!!

Virginia Beach City Workers need REAL CHANGE!!! The question is If not YOU then WHO? If not NOW, then when will city workers get the changes, they deserve?? Become part of that change and join the UE Local 111 Union TODAY!!


Sec. 2-502. – Employee Rights.

 a. Employees shall have the right to organize, form, join, assist, and pay dues or contributions to employee organizations, to bargain collectively through an exclusive bargaining representative of their own choosing, and to engage in other concerted activities for the purpose of collective bargaining or other mutual aid and protection insofar as such activity is not inconsistent with this article or prohibited by any other applicable law. Employees shall also have the right to refrain from any or all such activities.

 b. Employees shall have the right to request representation by their exclusive bargaining representative and have their representative present during any investigative interview conducted by the city if the eligible employee reasonably believes that the interview involves a matter that could lead to the employee’s discipline. The city human resources staff shall inform eligible employees of their right to request representation prior to conducting an interview of the eligible employee as part of a formal inquiry or investigation.

 c. Employees shall have the right to meet informally with city human resources personnel or city management at the employee’s request to discuss any employment related or personal matter without the presence of the exclusive bargaining representative. However, if the matter involves a subject governed by the collective bargaining agreement, the matter shall be discussed with the exclusive bargaining representative as soon as practicable without identifying the employee. Any remedy afforded the employee shall be consistent with the terms of the collective bargaining agreement, if applicable  Such employee or employees who use this avenue for presenting complaints, concerns, or questions to the city shall not do so under the name, or by representation, of an employee organization.

 d. Employees shall have the right to be represented fairly by their exclusive representative in the handling of employee grievances and the conduct of collective bargaining.

 e. A collective bargaining agreement provision that violates the rights of employees set forth in this section shall be void. A collective bargaining agreement that establishes a time period for the exercise of an employee right set forth in this section shall not violate this section.

 f.  The city and each employee organization shall refrain from any intimidation, coercion, or harassment of employees who choose to exercise their rights under this subsection.

 Sec. 2-503. – Employee Use of Work Time for Employee Organization Matters.

 a. Employees shall have the right to hold informal conversations and interactions with one another to discuss workplace and employee organization issues while on duty, provided that such conversations do not interfere with the employee’s job duties. Employee organizations shall not hold formal meetings that interfere with the work time of employees, except as provided for in this article or in a collective bargaining agreement.

b. Employees are not prohibited from, and shall not be penalized or retaliated against for, using city electronic mail, telephone, facsimile transmission, bulletin board, or other communication systems owned by the city to discuss employee organization business or activities or employee organizing activities; however, the city remains the owner of such communication systems, and no employee shall have any expectation of privacy in the use of such a communication system.

 c. Any employee representing an exclusive bargaining agent in the negotiation of an agreement under this article, including in an impasse resolution proceeding, or in the representation of other employees pursuant to any applicable grievance procedure, or any meeting from which discipline is likely to issue, shall be authorized to use time when the employee otherwise would be in a duty status to the extent and in a manner deemed reasonable in the mutual agreement of the city and the exclusive bargaining agent with due consideration for city operational and service demands at the time, or in accordance with negotiated terms of an existing collective bargaining agreement (if applicable).

 Sec. 2-504. – Employee Organization Rights.

 Employee organizations, whether or not they have been certified as a bargaining agent, shall have the following rights:

 a. To meet with employees on the premises of the city in public spaces when the employees are on break  or in a non-duty status, in accordance with city policy.

 b. To hold informational sessions or membership meetings twice a year in all city facilities. The organization shall be located in an area that allows city employees to visit during their off-duty time or break.

 c. To use city electronic mail (e-mail) systems to communicate employee organization business or activities, or employee organizing activity. Any use of the city’s email systems is subject to the city’s applicable administrative policies and purposes, and as such, employee communications on city communications systems are not considered private. Employee organizations may also use telephones and bulletin boards to communicate with employees

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