Know Your Rights 

This is a plain text summary of important aspects of our contract. Our full contract is available here.

Salary–changes take effect every July

For Graduate Assistants and Fellows, minimums are raised according to the table below:

For Student Assistant 1 and 2, minimums are raised to:


For 2024-25, everybody is raised to new minimum or receives a 2.5% increase (whichever is higher).
For 2025-26, everybody is raised to new minimum or receives a 2.75% increase (whichever is higher).

For 2026-27, everybody is raised to new minimum or receives a 2% increase (whichever is higher).


Additionally, with our "Me Too" language, if another employee group receives a larger raise, our increases would be raised by an equivalent percentage.


Personnel Benefits

Tuition and Fee Waivers

All unit members receive 100% fee waiver of consolidated and infrastructure fees. This represents an increase of $1,298-$1,872 per academic year for those not previously receiving a fee waiver.


Tuition benefits are maintained at current levels.


Healthcare

Healthcare benefits will stay the same for the 24-25 and 25-26 academic years with no cost-sharing to unit members.


Healthcare will be reopened for bargaining in Fall 2025 for the 2026-27 academic year. 


Shower Access

At UAF, shower access will be extended for unit members (including those without summer appointments) and their dependents.


UAF must notify us of any interruptions to shower access.


Scheduled Time Off and Holidays

Bargaining unit members receive 16 hours of scheduled time off per semester. This is paid time off that must be approved in advance and can be used for time off or other types of leaves.


Bargaining unit members have the following university holidays off:

Bargaining unit members seeking to take observe additional religious holidays may do so as leaves without pay.


Leaves

Family leave: all bargaining unit members are entitled to three weeks of unpaid leave from an active appointment for parental leave or to care for their own or a family member's serious health condition.

Jury duty: bargaining unit members will not receive a reduction in stipend or pay due to jury duty or if they are subpoenaed to serve as a witness.


Professional Development

The University and AGWA-UAW agree that Graduate Workers can get opportunities for professional development. Our contract doesn't stop the University from offering or improving these opportunities.


Appointments

Appointment letters will have consistent language on workload and be received with at least 30 days notice. Appointments must last at least a full semester unless there is a demonstrated funding issue. If your average workload exceeds your contract, adjustments are possible. 


Once provided, appointments are guaranteed unless the University has cause to discipline or demonstrated funding issue. 


Resolution of Disputes (i.e. Grievances)

Graduate workers have 30 days from when they become made aware of a violation of the CBA to file a grievance.


A grievance is a multi-step process to rectifying contract violations, including those regarding workload, pay, discrimination, and harassment issues. If you believe any of your rights on this page have been violated, reach out to organize(dot)agwa@gmail(dot)com and/or fill out this form.


Working Conditions

Nondiscrimination

Both the University and the Union agree to not discriminate on the basis of union activity.


Unit members are protected from legally prohibited discrimination and have the right to use BOR policy, University Regulation, and any external administrative agency regarding an allegation of discrimination. 


Professional and Ethical Standards

All university employees have the responsibility to conduct themselves in professional and ethical ways.


Preferred Name and Pronoun Usage

UA and the Union recognize the importance of using preferred names and pronouns. As UA data management evolves, priority will be placed on integrating this information across platforms.


Training

All university-required training shall be completed within the member's work week at no additional cost to members.


Workplace and Technology

UA should make available access to a proper workplace and necessary tools/materials for work to be carried out. If a graduate worker is required to move from their workplace, they shall be notified as soon as possible.


Travel

Graduate workers required to travel as part of their work duties shall be notified as soon as practicable. When required to use a personal vehicle, graduate workers will be reimbursed according to University policy (including mileage).


Health and Safety

UA must assess and take remedial actions for any unsafe or unhealthy working conditions in a timely manner. UA also must supply all necessary safety equipment and  comply with local, state, and federal law. No graduate worker will be disciplined for exercising their legal right to safe workplace.

Professional Development

The University and AGWA-UAW agree that graduate workers can get chances for professional growth. This contract doesn't stop the University from offering or improving these opportunities.


Intellectual Property


Personnel Files

The University already keeps a file for each employee. Now, Graduate Workers can see and correct their files as needed, and the Union can access them with permission. The files are protected by the University’s confidentiality rules. Disciplinary actions are documented but can be challenged by adding a response to the file.