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If you have questions about recent University communications, see our Get the Facts page.
If you have a question that isn't answered below, contact us at info@cause-uaw.org
UA sent me an email saying they updated my position description and am no longer represented by CAUSE–UAW. Can they do this?
UA sent me an email saying they updated my position description and am no longer represented by CAUSE–UAW. Can they do this?
No, the UA must demonstrate to the Alaska Labor Relations Agency (ALRA) that your duties have changed since the election and obtain an Order from ALRA removing your position from representation. In order for UA to remove a position from the bargaining unit based on supervisory or confidential duties, they must demonstrate that the position has changed. UA has explicitly stated that none of these positions have changed since the certification of the election (April 2026).
CAUSE-UAW will continue to recognize these positions as in-unit. This latest tactic from UA is a violation of labor law and we are adding this to one of the Unfair Labor Practices (ULPs) CAUSE filed.
If once this is sorted out, UA recognizes my position as being in the bargaining unit, will I lose my 3% raise?
If once this is sorted out, UA recognizes my position as being in the bargaining unit, will I lose my 3% raise?
No. UA has previously stated that positions found to belong in the unit will not lose their raise. In addition, UA’s illegal work to remove the raise from the legislative budget is currently being challenged in an Unfair Labor Practice (ULP) filed by CAUSE-UAW.
I supervise employees/I’m a confidential employee, why am I part of the union?
I supervise employees/I’m a confidential employee, why am I part of the union?
According to state legal standards, even though some of us perform certain types of "supervisory" duties in relation to other UA employees, that doesn't necessarily warrant exclusion from the union. For example, many of us perform duties such as providing guidance or direction in work assignments, approving time sheets or approving schedules, providing trainings, etc. that would not warrant exclusion from the bargaining unit as supervisors. State labor law only precludes workers from being in the same bargaining unit as other employees if they have independent authority to take actions such as hiring, firing, transferring, disciplining, adjusting grievances, or providing salary increases to multiple employees.
When we first filed for our union in 2025, the University Administration challenged the inclusion of approximately half of the bargaining unit. Under the auspices of the Alaska Labor Relations Agency, we met with University representatives to review information about each individual staff position duties and responsibilities, and at the end of the process the University agreed that there were about 230 people who were properly excluded and the rest should be included. The University signed an agreement including your position within the unit that would be represented by CAUSE if it were elected. Then ALRA ordered our election based on this definition of the bargaining unit.
My role requires interaction with Labor and Employee Relations (LER) and upper admin (chancellor, provost, president, etc.), why am I in unit?
My role requires interaction with Labor and Employee Relations (LER) and upper admin (chancellor, provost, president, etc.), why am I in unit?
State law excludes employees as “confidential” employees who have direct responsibility for formulating, determining, effectuating management policy in labor relations matters.
I actively investigate other employees, including CAUSE represented staff, in matters involving safety and discrimination, why am I part of the union?
I actively investigate other employees, including CAUSE represented staff, in matters involving safety and discrimination, why am I part of the union?
Many of us are required to keep information confidential as part of our jobs, but this doesn't result in us being excluded as confidential employees per state labor law.
How will investigations related to safety, discrimination, and other matters work now that there’s a staff union?
How will investigations related to safety, discrimination, and other matters work now that there’s a staff union?
We are currently bargaining what this process will look like; you can see our proposals and the University administration's proposals here.
I believe that my position was incorrectly included in the union, and that I am a bona fide supervisor or confidential employee. What steps do I take?
I believe that my position was incorrectly included in the union, and that I am a bona fide supervisor or confidential employee. What steps do I take?
Please email us at info@cause-uaw.org so we can discuss your situation and possible pathways to a suitable solution. That said, this is a complex situation due to the University administration's previous agreement that your position was included in the bargaining unit.
Anyone who was working at the time of the election in March 2026 who was included in the bargaining unit by agreement of the University Administration is by still included, regardless of the UA’s recent communication to you. Therefore, under state labor law, the only situations that would be subject to review are those where a staff member's duties and responsibilities have changed to include true supervisory duties (hire, fire, etc.) or confidential (formulate and effectuate UA labor relations) since that time. However, the UA Administration has told us multiple times in negotiations that no bargaining unit employee’s one's duties/responsibilities have changed since the election. This on its face makes sense because of their obligation to keep terms and conditions of employment unchanged during first contract negotiations.
Please do reach out to CAUSE if you believe your duties have changed since the election and you believe you meet the legal definition of supervisor or confidential employee. Rest assured, we will help provide guidance as to the particulars of your situation and will work hard to ensure the best possible outcome under the circumstances.
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