Understanding Staff Representation @ UA

Learn more about the bargaining process, UA's longtime commitment to staff, and how our operations work.

At the University of Alaska, we are committed to creating an environment where every staff member feels valued, supported, and empowered to succeed. Our employees are vital to the success of our students and the health of our institution, and we remain dedicated to providing meaningful benefits, competitive compensation, and opportunities for your voice to be heard.

As discussions about union representation continue, our role is to provide clear, accurate information so you can make an informed decision. As you consider whether union representation is the right path, it’s important to understand how the current system works, what unionization may or may not change, and how these choices could impact your benefits, pay, work structure, and voice.

Compensation and flexibility

• Now: Non-union staff have received the same percentage increases as most union staff, without paying dues. UA can move faster on merit raises, equity adjustments, and bonuses, and departments can make decisions about recognition and work arrangements with fewer restrictions.
• With a union: Pay and adjustments must be bargained and set in a contract, which can reduce flexibility and take longer to implement.
• Individual supervisors, management in general, and University administration cannot unilaterally adjust compensation, including adjustments intended to increase the compensation of covered employees, except as may be provided for in the terms of the collective bargaining agreement.

Pay and benefits

• Now: UA’s pay, healthcare, and retirement benefits are competitive with state agencies and peers. Planned FY26-27 salary grid and step increases for union staff are typically requested for non-union staff as well.
• With a union: A union cannot guarantee raises or benefit improvements. All terms must be negotiated, approved by UA, and funded by the Alaska State Legislature and approved by the governor.

Reality of state budget dependency

• Now: Salaries and benefits depend on state funding, tuition, and federal support. Tight budgets affect all employees, regardless of union status.
• With a union: Unionization cannot protect against funding cuts due to budget deficits or layoffs, and may complicate how resources are allocated.
• The funding for any financial provisions in a collective bargaining agreement are subject to the appropriations authority of the Alaska State Legislature and final signature by the Governor.

Governance

• Now: Most UA Staff are represented by Staff Councils and Staff Alliance. Through those staff governance structures, they have a seat to directly advise UA leadership and the Board of Regents on decisions related to personnel policies and regulations, compensation and benefits, and other issues affecting the work environment and/or the general welfare of the university staff.
• With a union: Under UA policy and regulation, staff represented by a union are not able to participate in or be represented by Staff Councils or Staff Alliance, as the union becomes the intermediary for representing employee interests.
• For example, staff represented by Local 6070 and the Fairbanks Fire Fighters Union (Local 1324 IAFF) are not eligible to be represented by or participate in Staff Council or Staff Alliance.

The cost of representation

• Now: Staff Councils advise UA leadership and the Board of Regents, giving employees a voice without added costs.
• With a union: The union would become the exclusive bargaining representative for all covered employees, and union dues would be deducted from the pay of the participating members of the union.

 

Your growth is our priority

• We care: At UA, we take immense pride in prioritizing the professional and personal growth of our staff. We see staff as essential partners in our academic community and genuinely value their ideas and input.
• We support: UA offers a wide range of benefits designed to support your health, well-being, and professional journey including comprehensive healthcare, retirement contributions, generous leave policies, tuition benefits, and resources for ongoing learning.
• We recognize: The work you do is vital. From recognition programs to peer appreciation initiatives, we acknowledge and are grateful for the impact you make.
• We remain committed: UA’s commitment tothe well-being of our staff is unwavering. As the needs of our workforce change, we remain open to discussions on how to improve benefits, enhance communication, and support an inclusive and thriving academic community.

---

Contact University of Alaska Public Affairs

Journalists on deadlines can easily reach the Office of Public Affairs team by phone or email.

Contact: Jonathan Taylor, Director of Public Affairs

Phone: 1-907-786-1190

Email: jmtaylor9@alaska.edu