Title: Labor Relations Board - Labor Seat Member

Application Deadline Date: Do not apply online, see instructions below

Req ID: 54290

Department: Labor Relations Board

Location:

Montpelier, VT, US

Position Type: Exempt

Schedule Type: Part-Time

Minimum Salary: See posting

Maximum Salary: See posting

How to Apply

Do not apply online.

To be considered, please send a resume, letter of interest, and any questions you may have to Rowan Hawthorne at rowan.hawthorne@vermont.gov, and reference "Labor Seat Member" in the subject line of your e-mail. Please apply no later than 11:59pm on February 20, 2026.

Applications will be reviewed and submitted to the Governor for consideration by the Labor Board Review Panel as defined in 3 V.S.A. § 921.

To be eligible for appointment to the Board, an individual must be a citizen of the United States and a resident of the State of Vermont for one year immediately preceding appointment. A member of the Board may not hold any other State office.

Overview

The Vermont Labor Relations Board (VLRB) invites qualified individuals to apply for a current “Labor” seat vacancy on the Board. A Labor seat representative brings demonstrated knowledge of labor relations and collective bargaining agreements from the perspective of employees and organized labor. Individuals appointed to the Labor seat typically have experience working with or representing employees, labor organizations, or worker interests and possess a strong understanding of labor law, workplace rights, and dispute resolution.

Successful applicants will serve a term of six years, and attend required hearings held in Montpelier, as well as assist in special projects as directed by the Labor Board Chair or Executive Director. The position requires members assigned to cases to review filings in preparation for hearings, attend hearings that may last one to three days, review post-hearing briefs, deliberate with fellow panel members to reach decisions, and review and revise decision drafts prepared by the Executive Director. Board members may also attend elections at employment sites. The Labor seat term will start on July 1, 2026.

Board members can expect to attend four Board meetings a year. Although the number of hearings or election assignments may vary, Board members can anticipate being assigned to at least 2-6 hearings annually. Members can expect to dedicate 12-21 days to Board matters, which include attending Board meetings (4 days in the Montpelier Board hearing room), participating in hearings (2-6 in the Montpelier Board hearing room), deliberations (may be remote), or other matters.

Description

The Vermont Labor Relations Board conducts hearings and adjudicates grievances involving relations between employers and employees of the State of Vermont, Vermont State Colleges, and the University of Vermont. The Board also determines appropriate bargaining units, conducts union representation elections, and adjudicates unfair labor practice charges involving these employers and municipalities, school districts, and small private operations.

Labor Relations Board appointments are made by the Governor. For more details on the role and responsibilities of the Vermont Labor Relations Board, review Vermont statutes, 3 V.S.A. §921, et seq., or visit the Labor Relations Board website at vlrb.vermont.gov/about-us.

Compensation

Board members receive $125.00 per day in compensation for time spent performing their duties, mileage reimbursement, and necessary expenses incurred in the performance of their duties.

Equal Opportunity Statement

The State of Vermont celebrates diversity, and is committed to providing an environment of mutual respect and meaningful inclusion that represents a variety of backgrounds, perspectives, and skills. The State does not discriminate in employment on the basis of race, color, religion or belief, national, social or ethnic origin, sex (including pregnancy), age, physical, mental or sensory disability, HIV Status, sexual orientation, gender identity and/or expression, marital, civil union or domestic partnership status, past or present military service, membership in an employee organization, family medical history or genetic information, or family or parental status. The State’s employment decisions are merit-based. Retaliatory adverse employment actions by the State are forbidden.