Labor Relations

Compensation and Union Inclusion

July 8, 2026

Today, we’re answering some frequently asked questions about which employees are included in CAUSE-UAW or excluded, and who is eligible for the 3% compensation increase that will take effect later this month. We encourage you to read the questions and answers carefully, as some of these are questions, we’ve already answered previously.

Question: I changed jobs or was hired into a position UA created after the March CAUSE-UAW voting roster was established. Why isn't my position currently in the union?

Answer: Any position created by the University after the March 2026 voting roster must be reviewed to determine whether it should be included in or excluded from the bargaining unit based on its duties and responsibilities. Until that review process is completed, newly created positions are being treated as excluded from the bargaining unit.

This applies only to positions that were newly created after the voting roster was established in March 2026.

Question: My position description seems like it would fit within the union. Why isn't it included?

Answer: 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-UAW 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-UAW. To date, CAUSE-UAW has refused to negotiate with the University on how these positions should be addressed.

Until a process is negotiated with CAUSE-UAW, 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-UAW will need to agree on a consistent method for determining whether new positions belong inside or outside the bargaining unit.

Question: If my position is currently considered outside the union, will I receive the 3% compensation increase?

Answer: Yes. Positions that are currently considered non-represented, including newly created positions being treated as excluded from the bargaining unit, are eligible for the 3% compensation increase.

Employees in positions that were included on the March 2026 voting roster and are currently part of the bargaining unit will not receive the 3% increase. Compensation for represented employees is subject to collective bargaining and must be negotiated between UA and CAUSE-UAW.

Question: What happens if my position's status changes later? Will I lose the increase?

Answer: No. If your position is currently treated as excluded from the bargaining unit and you receive the 3% increase, you will keep that increase even if the position is later determined to belong in the bargaining unit.

Similarly, if a position is initially treated as part of the bargaining unit but was placed on the objection list no later than June 30th and is determined to be excluded, the University intends to provide the applicable 3% increase retroactively for the affected pay periods.

The goal is to ensure that employees whose positions were incorrectly included are not disadvantaged as the University and CAUSE-UAW work through these classification questions.

Question: Why is this situation occurring?

Answer: The University and CAUSE-UAW are still working through questions about how the bargaining unit description applies to certain positions and how newly created positions should be evaluated. While discussions have occurred, these issues have not yet been fully resolved.

As a result, some employees may experience uncertainty regarding their bargaining unit status until the parties reach agreement on a clear and consistent approach. The University recognizes that this can be frustrating and is committed to working toward a resolution as quickly as possible.

Question: How will this be resolved?

Answer: Resolving the roster is UA’s first priority in negotiations with CAUSE-UAW. However, this issue won’t be fully resolved until we return to the negotiating. Our next set bargaining date is July 16, 2026.

The University remains hopeful that these matters can be resolved through the bargaining process and is committed to working collaboratively with CAUSE-UAW to provide greater clarity for employees. In the meantime, the interim approach described above will remain in place so employees and departments can continue to operate with consistency and predictability.

Further Questions? Here’s Where to Get Answers to Questions

UA staff are working to respond as quickly as possible to questions that have come to Labor and Employee Relations so far. If you do have a question or concern to share with that team, respectful, appropriate, and professional communication is expected. We’ve received a concerning number of requests with disrespectful and unprofessional language, which is disappointing.

  • Unsure whether your position is included in or excluded from CAUSE? Ask your supervisor.

  • Want to change whether you’re in the union or not? Your status as a union or nonunion employee cannot be changed. Only if UA and CAUSE are in disagreement about whether your position is included in the union is there potential for that to happen.

  • Concerned about salary increases or other benefits that may be a part of the union contract? Reach out to CAUSE leadership.

  • Have a unique, case-specific question that none of the above can answer? Reach out to your supervisor. If they can’t answer the question, they can reach out to Labor and Employee Relations.