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CAUSE Unionization Update

Today, we're sharing important information about discretionary benefits for CAUSE-represented employees during the dynamic status quo period before a complete contract is in place. We've received a large number of queries on this topic and have tried to address the most important, pertinent questions below. We encourage you to read this message in its entirety.

CAUSE-Represented Employee Benefits during Status Quo:

For all represented employees, benefits and working conditions are governed by the terms of a ratified collective bargaining agreement (CBA) when one is in place. The University has recently worked with the Union to select initial bargaining dates and the parties will begin the process of negotiating a CBA for CAUSE members later this month. Until a CBA is finalized, our operations and practices around compensation, benefits and working conditions will remain unchanged.

Examples of benefits unchanged during status quo:

• Automatic step increases
• Tuition waiver program
• Annual and sick leave accrual
• Personal holiday

Since the Union now serves as the representative for employees in the bargaining unit, the University is required to discuss all changes to the terms and conditions of a represented employee with the Union.

This includes things like discretionary increases and benefits, which will be placed on hold until after a ratified CBA is in place.

• Non-discretionary benefits and programs like the four mentioned above are administered in line with the conditions and requirements outlined in Board of Regents Policy and University Regulations.
• In the case of many discretionary benefit programs, BOR Policy and University Regulations state that the programs are available only to nonrepresented (non-union) employees, which means employees represented by CAUSE are not eligible to receive them since they are represented employees.

Additionally, discretionary exceptions to policies - like the Educational Attainment Incentive Program (EAIP)- will be placed on hold until after a ratified CBA is in place. 

• Under the EAIP, employees may receive a salary increase upon successful completion of a degree or certificate.
• Represented employees are not eligible for inclusion within the program.
• Example: an employee who graduated with a Master’s degree in May 2026 who is represented (by CAUSE or any other union) will not be eligible for a salary increase upon completion of their degree under the EAIP program because the program is only available for nonrepresented employees. Since their graduation occurred after the union certification, which changed the employee’s status from nonrepresented to represented, they are not eligible to receive the salary increase allowed under the EAIP.
• Similar or congruent benefits or policy exceptions would need to be bargained for as part of the CBA.

If you have questions regarding your benefits, please contact the ÂÌÅ«Ì컨°å Human Resources Benefits Team (ua-benefits@alaska.edu) or Labor and Employee Relations (ua-ler@alaska.edu) for assistance.