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CAUSE stands for the Coalition of Alaska University Staff for Equity. It’s the union that now represents a group of University of Alaska staff, and it’s affiliated with the United Auto Workers (Ů�źϼ�W). Represented staff include advisors, researchers, fiscal and administrative professionals, librarians, and many others across the Ů�źϼ� system.

Certification is the official, state-recognized step that makes CAUSE the exclusive bargaining representative for everyone in the union. From that point on, CAUSE negotiates with the University over wages, hours, and working conditions on behalf of all employees in the unit, whether or not they personally voted for or joined the union.

CAUSE has been certified, and the University and CAUSE have started negotiating a first contract. Until that contract is finalized and ratified, we’re in what’s called a “status quo” period (more on that below). The University has committed to bargaining in good faith and reaching an agreement that’s fair and sustainable.

Ů�źϼ� is a public employer in Alaska, so this process is governed by the Alaska Public Employment Relations Act (PERA), administered by the Alaska Labor Relations Agency (ALRA). That’s different from the federal rules that cover most private-sector unions, so comparisons to private companies don’t always apply.

The Board of Regents has also adopted Policy and Regulation concerning union negotiations and the university's relationship with unions that represent its employees.

No. Once a union is certified, it’s the exclusive representative for everyone in the bargaining unit, regardless of whether you choose to become a dues-paying member. Representation and membership are two different things: you’re covered either way. Decisions about formal membership generally come into play after a contract is negotiated and ratified.

Being in the union means CAUSE represents you. Dues are not required right now. After a first contract is reached, employees who do not wish to pay dues must inform CAUSE directly, so that CAUSE can inform the University. Questions about that process are best answered by CAUSE directly.

No. Dues are not collected at certification. Dues collection typically begins only after a contract is reached and ratified, and the related membership or dues authorization steps are in place. Until then, no dues come out of your pay.

Ů�źϼ� does not set or control union dues. Union dues are typically 1–2% of gross pay, but the exact amount is determined by CAUSE under its bylaws. Questions about that are also best answered by CAUSE directly.

That’s up to the union, but dues generally fund things like contract negotiations, member representation, and union operations. CAUSE can give you the specifics.

Yes, supervisors should conduct performance reviews consistent with prior practice, including:

• Using the same evaluation tools or forms;
• Reviewing performance against existing job expectations; and
• Following the usual timing and procedures.

Yes. Standard performance ratings may continue to be used, consistent with past practice.

Generally, no. Changes to performance review criteria, rating systems, evaluation forms, or processes that could affect terms and conditions of employment should not be implemented unilaterally during this period. If a supervisor believes the rating system is no longer accurate or wants to make changes, please reach out to Labor & Employee Relations as soon as possible. We may need to reach out to the Union to discuss those changes before implementation.

Yes. Supervisors may and should document performance issues, provide coaching, and set expectations consistent with past practice. Documenting performance is appropriate and important. 

Yes. Performance reviews may reflect areas for improvement and identify performance concerns, provided they are factual, job‑related, and consistent with prior practice.

Supervisors are encouraged to contact Labor and Employee Relations (ua-ler@alaska.edu) to ask questions early before making changes or taking action.

If a position is vacant and was not previously by someone in the union, the University may update or correct the position description before posting or refilling the job. Because no one is currently in the position, these updates do not affect an employee’s terms and conditions of employment. However, if a position was previously filled by someone in the union, we may need to discuss any changes to the position with the union.

In most cases, no changes can be unilaterally made to positions within the union during this period if the changes would:

• Alter job duties,
• Change working conditions, or
• Affect whether the position is included in a bargaining unit.

If a PD does not reflect actual duties, that issue can be identified and documented, and communicated to Human Resources or Labor & Employee Relations, even if the correction cannot be implemented immediately.

A position description outlines the main duties, responsibilities, and expectations of a job. It helps the University understand what work is assigned to a position and is used for hiring, evaluation, and classification purposes.

No. A PD review by itself does not change your job duties, pay, or status. Any changes that would affect employees must follow appropriate processes and legal requirements. In other words, any changes to the "terms or conditions of employment" needs to be bargained.

You may raise questions or concerns with your supervisor, Human Resources, or Labor & Employee Relations. Reviewing PD accuracy is appropriate, even if changes cannot be implemented right away.

If your position was created after the March 2026 voting roster, it was not part of the group of positions considered during the representation election. The University and CAUSE-Ů�źϼ�W have not yet established a mutually agreed-upon process for determining whether newly created positions should be included in or excluded from the bargaining unit.

There are also questions regarding how the bargaining unit description applies to certain positions currently listed on the voting roster. The University has identified positions whose duties may warrant exclusion under the unit description and has shared that information with CAUSE-Ů�źϼ�W. To date, CAUSE-Ů�źϼ�W has refused to negotiate with the University on how these positions should be addressed.

Until a process is negotiated with CAUSE-Ů�źϼ�W, the University has adopted an interim approach that treats newly created positions as excluded from the bargaining unit. This allows hiring and operational decisions to continue while the parties work toward a long-term resolution.

Ultimately, the University and CAUSE-Ů�źϼ�W will need to agree on a consistent method for determining whether new positions belong inside or outside the bargaining unit.

Update Published 7/8/26: Compensation and Union Inclusion 

It’s the period between certification and the finalization of the first contract. During this time, the University is legally required to maintain existing terms and conditions of employment and not make unilateral changes to matters that should be bargained. It protects the integrity of the bargaining process and your rights as employees

Day-to-day work, established pay schedules, routine and automatic increases that were already in place, normal supervision, and regular performance management all continue as usual.

New or discretionary changes to pay and working conditions, such as discretionary raises, reclassifications, or changes to a position description that alter duties. These generally have to be discussed with the union before they can happen.

In most cases, not unilaterally, if the change would alter your duties, change working conditions, or affect whether your position is in the bargaining unit. If your PD doesn’t match the work you actually do, that can still be documented and raised with HR or LER, even if the correction can’t be made right away. A PD review by itself doesn’t change your job, pay, or status.

Yes. Performance reviews continue as they always have, using the same tools, timing, and standards. Supervisors can still coach, document performance, and note areas for improvement. What can’t change unilaterally during this period are the criteria, forms, or rating systems themselves.

You have the right to take part in protected union activity, and the University also has the right to expect work to get done during working time. The general guideline: union conversations, solicitation, and handing out materials should happen on non-working time (breaks, lunch, before or after your shift) and in non-work areas (break rooms, lounges, parking lots), not while you or a coworker are actively working.

Update Published 5/6/26: CAUSE Status Update: Union Activity During Working Hours and in Work Spaces | Ů�źϼ� Human Resources

No. University resources, including Ů�źϼ� IT systems, shouldn’t be used to produce or distribute union materials or to carry out union activities.

No. Any rules about solicitation or distributing materials have to be applied consistently and neutrally, regardless of someone’s union affiliation or viewpoint. Supervisors are expected to stay neutral and avoid interference or retaliation.