AY2026 UA Staff Unionization Efforts

Understanding governance and representation at UA

December 5, 2025

The latest: One important consideration in the unionization process is how governance and representation work today and how those processes would change with a union in place.

  • Zoom Out: UA continues to provide information to help staff understand how union representation could affect compensation, workplace flexibility, and the broader financial landscape in which the university operates.
  • The Big Picture: UA leadership believes staff deserve to know the facts about how unionization could impact them and will continue to provide transparent updates and information.  

Stay up-to-date on staff unionization efforts at alaska.edu/cause.

Why it matters: UA’s shared governance model gives nonrepresented staff a direct voice in university decisions. This approach allows for open dialogue and collaboration between employees and university leaders, fostering transparency and inclusion.

  • Staff Councils at each university advocate for staff interests and support system-wide success. 
  • Staff Alliance, representatives of each of the three Staff Councils, represent the voice of staff to systemwide leadership, including the President and Board of Regents.
  • The Councils and Staff Alliance make recommendations to leadership and the Board of Regents, helping shape policies to promote staff satisfaction and professional growth.

What would change under union representation: If a union were certified, the system of staff governance would change significantly. Under current university policy and regulation, shared governance applies only to staff employees not represented by a collective bargaining agent. This means that staff who are represented by a union aren’t able to participate in Staff Councils or Staff Alliance.

  • Formal negotiations: The union would become the official bargaining representative for employment-related matters such as pay, benefits, and workplace flexibility.
  • Shift in representation: While Staff Councils and Staff Alliance would still serve as the primary forum for non-represented staff to discuss those matters with senior UA leaders, those represented by a union would not. The union would speak on their behalf. 
  • Different structure for feedback: Individual employees represented by a union may still share ideas and concerns, but formal discussions on workplace terms would occur between the union and the university rather than directly between staff and leadership.

Governance and representation under the current system:

  • Direct access to leadership: Staff Council representatives regularly meet with university administrators and the Board of Regents to share feedback and advocate for staff’s well-being and success.
  • Collaborative decision-making: Nonrepresented staff can participate in committees and working groups that influence issues such as benefits, workplace policies, and professional development.
  • Inclusive communication: Shared governance provides a two-way exchange of ideas between staff and leadership, encouraging solutions that balance individual and institutional needs.

One Notable Exception: Unionized faculty at UA have both shared governance representation through the Faculty Senates and the Faculty Alliance, as well as union representation.

  • Faculty Governance through the Senates and Alliance represents the faculty voice to the Board of Regents and UA leadership exclusively on academic issues, curricula, and courses. Employment-related issues are outside their purview.
  • Faculty unions are the official bargaining representative for employment-related matters such as pay, benefits, and workplace flexibility.

Looking ahead: UA will continue to maintain open communication and inclusive decision-making across the system. Shared governance is a longstanding part of the university’s culture, and it will continue to play an essential role for employees who are not represented by a union.

The bottom line: UA is committed to protecting the institution's long-term strength. University leadership will continue to make decisions that reflect both its financial circumstances and its mission.

Learn More: UA is committed to ensuring this process is fair, thorough and informed. 

  • If you have questions about salary increases, compensation practices, or the staff unionization process, visit alaska.edu/cause, or contact UA Labor Relations at ua-ler@alaska.edu