Yes, the only votes that count toward unionization are the votes that get cast. If you don't vote, it won't count. 

A majority - 50%+1 of the votes cast - must be in favor of a union in order for one to form. If 50%+1 of the votes cast are NO, no union will be formed. 

Union elections are decided by a simple majority of votes cast, not by a majority of all eligible employees. For example, if 1,000 employees are eligible for the proposed union, and only 100 people vote, a simple majority of 51 “yes” votes would determine the outcome for all 1,000 employees in the proposed bargaining unit.

No, all work schedules (in-person, hybrid, or remote) are management rights and are determined by the position supervisor and/or their unit leadership. 

Currently, UA can adjust pay through merit increases, bonuses, and equity adjustments more quickly than a multi-year contract allows. Departments have flexibility to make decisions about recognition, work arrangements, and professional development with fewer procedural limits. UA’s compensation and benefits are competitive with peer institutions and often include planned salary adjustments for both represented and non-represented staff.

If a majority of eligible employees who vote choose union representation, CAUSE would become the exclusive bargaining representative for that group. This means the union would negotiate with the University of Alaska over pay, benefits, and working conditions on behalf of all eligible employees, regardless of whether they voted for or supported the union.

No. A union cannot promise specific outcomes. All contract terms need to be negotiated, approved by UA leadership, and all financial terms must be included in the University's annual state funding through the legislative appropriations process.

No. Budget pressures and funding cuts affect all employees. Unionization does not insulate staff from such fiscal realities.

No. If CAUSE becomes the bargaining representative, it would negotiate all terms of employment for the unit. Individual employees would no longer be able to negotiate separate pay rates, hours, or work conditions outside the union contract.

UA’s healthcare and benefit plans apply uniformly to union and non-union employees, because they’re funded through the same sources. Benefit structures can still change based on costs and funding, regardless of union status.

Yes. If CAUSE is officially recognized, union dues would be deducted from pay according to the union’s bylaws.

On average, union dues range from 1% to 2% of an employee’s gross salary. However, this is not something UA controls, as these would be determined by the CAUSE union if formed.

No, all employees determined to be eligible for the union would not be eligible for any across-the-board salary increases.

No, all salary increases would follow the terms and procedures contained in the negotiated union contract.