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No. Alaska law is clear that in order for employees of an educational institution like �鶹��ý to strike, three key standards must be met: 

1. Negotiations reach an impasse. This typically requires both parties to agree they are at impasse, or a declaration by the Alaska Labor Relations Agency (ALRA)
2. Attempted Mediation. The parties at an impasse must engage with a third-party mediator to try to iron out their disagreements and reach a contract.
3. Failed Mediation and Strike Authorization. If the parties' attempts at mediation do not result in an agreement, the bargaining unit may at that time authorize and engage in a strike.

�鶹��ý does not believe these standards have been met, and we are exploring legal options available to us to prevent a work stoppage. However, in the event that we are unsuccessful or AGWA chooses to strike without legal backing, contingency plans are in place.

The university is continuing to bargain in good faith to demonstrate that a strike will be counterproductive. Again, the situation is quite dynamic and we’re continually assessing the status of negotiations. Should things change, university leadership will address the situation and provide direct guidance.

We have an ongoing obligation to our undergraduate students, community, and research partners to continue our work, strike or no strike. While challenging, our services and educational mission will not be interrupted. However, if an employee does go on strike, their ability to continue their work for the university must end, as there are serious legal implications for our other employees and the university itself if striking employees informally “take it home” or perform work “off the clock.” Deans and directors are and will be tasked with working with graduate students’ supervisors to find alternative work plans in the event of a strike, and will be working to find replacement workers where appropriate. 

No. Alaska law is clear that in order for employees of an educational institution like �鶹��ý to strike, three key standards must be met: 

1. Negotiations reach an impasse. This typically requires both parties to agree they are at impasse, or a declaration by the Alaska Labor Relations Agency (ALRA).
2. Attempted Mediation. The parties at impasse must engage with a third-party mediator to attempt to iron out their disagreements and reach a contract.
3. Failed Mediation and Strike Authorization. If the parties' attempts at mediation do not result in an agreement, the bargaining unit may at that time authorize and engage in a strike.

�鶹��ý does not believe these standards have been met, and we are exploring legal options available to us to prevent a work stoppage. However, in the event that we are unsuccessful or AGWA chooses to strike without legal backing, contingency plans are in place.

Faculty supervising graduate student employees should: 

• Ensure that all university property and items - including those supporting research - are in faculty hands or secured by the end of the day Friday, April 26th.
• Ensure that they have access to enter final assignment grades as well as post final grades for all classes under their supervision to �鶹��ýOnline by the end of the day Friday, April 26th. We expect that final grades will be posted in �鶹��ýOnline in accordance with the course catalog.

Staff supervising graduate student employees should:

• Ensure that all university property is in staff hands or secured by the end of the day Friday, April 26th.
• Ensure that you have access to any physical or digital documents or other work product required for your departments’ operations by the end of the day Friday, April 26th.

Yes. Computers issued for academic and employment purposes may be retained by graduate students to complete coursework. Computers would need to be returned at the end of the semester if a lawful strike is ongoing beyond then.

Yes. It is critical that planned finals take place as scheduled and commencement exercises continue, both with as little disruption as possible.

We know this can be a difficult experience to navigate for supervisors, professors, and others who interact with affected students. If you’re seeking assistance or guidance, please advise your Human Resources Coordinator and department head or supervisor.

All faculty have been asked to develop contingency plans in the event of a strike.

No. However, like any other absence from work, it is expected that individuals who intend to strike report their intended absence to their direct supervisor. Supervisors MAY ask employees if they intend to work, but they MAY NOT ask employees if they intend to participate in a strike.

You may also not ask to what extent other AGWA members may support—or not support—a strike. You must also avoid language that could be perceived as retaliatory in response to a potential strike. 

If an AGWA member volunteers information, you may listen. You are permitted to share this information with others who have a legitimate basis for having it. However, you should not seek to delve or inquire further.

You can relate any/all of the following:

• It is �鶹��ý’s hope that an agreement can be reached without a strike.
• The University will continue to negotiate in good faith.
• You hope that they will continue to engage academically.

You may also have conversations about the continuity of research and teaching operations and expectations related to a student’s academic progress. You can ask students to share protocols, access to course materials or documents, or anything else you need to know to maintain continuity of operations. You can also communicate specific expectations around academic progress; this may be important in schools/colleges where teaching is an educational requirement and connected to for-credit coursework.

A strike does not relieve students of their academic obligations. All students, including members of AGWA, are expected to continue to attend classes, meet course expectations, and, in all other respects, make satisfactory academic progress.

There will likely not be a one-size-fits-all solution. Research groups or institutes may be able to reassign work to other personnel, while others may need to hire replacement personnel or develop work rotations with neighboring groups (for example, that may share joint equipment or samples).

It is important to ensure that laboratory records and notebooks are up to date, that PIs know where all data and pertinent research information is stored, and that students mentored by AGWA members are assigned alternative or secondary mentors.

PIs with concerns about impacts to their research operations should share them with the Dean of the Graduate School at �鶹��ýA or �鶹��ýF, or the Provost at �鶹��ýS, who will serve as the points of contact for these questions.

Faculty involved in maritime research efforts (i.e., on the RV Sikuliaq) should share their specific expectations about the scope of work with those participating in maritime research activities when confirming their availability to work. (They MAY ask if an employee will be available for work, but MAY NOT ask whether an employee intends to participate in a strike.)

We understand and support the importance of the relationships and collaborations between our graduate students and our faculty. We are asking faculty to support our graduate students and still plan for what to do to allow all students to continue their academic progress in the face of strike action.

No. Alaska law is clear that in order for employees of an educational institution like �鶹��ý to strike, three key standards must be met: 

1. Negotiations reach an impasse. This typically requires both parties to agree they are at impasse, or a declaration by the Alaska Labor Relations Agency (ALRA)
2. Attempted Mediation. The parties at an impasse must engage with a third-party mediator to try to iron out their disagreements and reach a contract.
3. Failed Mediation and Strike Authorization. If the parties' attempts at mediation do not result in an agreement, the bargaining unit may at that time authorize and engage in a strike.

�鶹��ý does not believe these standards have been met, and we are exploring legal options available to us to prevent a work stoppage. However, in the event that we are unsuccessful or AGWA chooses to strike without legal backing, contingency plans are in place.

Yes. We’re working with your professors and staff around the university to make sure that your planned finals take place as scheduled and commencement exercises continue, both with as little disruption as possible.

Final examinations will proceed as scheduled. Students with scheduled final examinations or other end-of-semester assignments are expected to complete them satisfactorily in order to earn credit for their courses.

We do not want the learning of our students to be interrupted by a strike. You should attend all class sessions. For research-specific questions, ask your supervising faculty as these decisions will be handled on a case-by-case basis.

Again, a we believe a strike or work stoppage isn’t lawful at this time, and �鶹��ý may engage in disciplinary action against unlawful strike activity. 

Ultimately, the University has the right to maintain teaching and learning activities during the strike period. You, as a student, remain responsible for your academic progress, and failing to attend class can have repercussions.

We expect few - if any - canceled classes, discussion sections, or labs given that many graduate workers have chosen not to join the strike and to continue to work during this time, as is their right. We are working with all faculty to ensure that any canceled class, discussion section, or lab is made up in a way that allows access to all enrolled students.

We expect grades to be assigned in the normal manner. Should adjustments be required, you will learn about the process through your professor.

You are responsible for your own actions. Neither �鶹��ýA, �鶹��ýF, �鶹��ýS, nor your course instructors can prevent you from taking action in support of the graduate student union, as long as your behavior is consistent with �鶹��ý’s student conduct code. However, failure to fulfill academic requirements— whether or not this failure is a sign of solidarity—will likely have consequences for your course grades.

Again, an AGWA strike at this time would be unlawful. However, if a strike happens, very few courses will be affected by a strike, so most course expectations will remain the same. Assignment submission dates and grading will not change. Failure to fulfill course responsibilities will likely have consequences for your final grades.

No. Alaska law is clear that in order for employees of an educational institution like �鶹��ý to strike, three key standards must be met: 

1. Negotiations reach an impasse. This typically requires both parties to agree they are at impasse, or a declaration by the Alaska Labor Relations Agency (ALRA)
2. Attempted Mediation. The parties at impasse must engage with a third-party mediator to attempt to iron out their disagreements and reach a contract.
3. Failed Mediation and Strike Authorization. If the parties' attempts at mediation do not result in an agreement, the bargaining unit may at that time authorize and engage in a strike.

�鶹��ý does not believe these standards have been met, and we are exploring legal options available to us to prevent a work stoppage. Regardless, contingency plans are in place so �鶹��ý operations can continue.

No. The decision about whether to strike is a personal one.

Yes. A striking employee who engages in unlawful strike activity or misconduct that violates our University policies (disruptions such as blocking access, interrupting or stalling the operations of classes or University business, or engaging in violent or threatening behavior) can be disciplined or even dismissed from the University, depending on the conduct and its severity.

Yes. We hope these individuals will still choose to participate fully in their academic responsibilities, such as attending classes or advancing their dissertation research. They are our students first. We are dedicated to ensuring they receive an excellent education at �鶹��ý and we fully support and encourage their continued engagement in their education.

Yes. Computers issued for academic and employment purposes may be retained by graduate students to complete coursework. Computers would need to be returned at the end of the semester if a lawful strike is ongoing beyond then.