CAUSE unionization update: Performance Management Guidance
April 27, 2026
Employees represented by CAUSE have completed union certification, and the University is now operating in a status quo period until a collective bargaining agreement is agreed upon. During this time, supervisors are expected to maintain existing terms and conditions of employment and continue managing performance consistent with current Board of Regents policy, University regulation, and established practice.
Importantly, the status quo period does not mean supervisors should stop managing performance.
Supervisors should continue to:
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Conduct annual performance evaluations using existing tools, criteria, and timelines
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Provide routine coaching and performance feedback
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Address performance or conduct issues through appropriate corrective action, when warranted
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Enforce existing University policies related to conduct, safety, and workplace expectations
Supervisors should not introduce new performance standards, evaluation processes, or disciplinary approaches without prior consultation.
Because labor obligations relating to performance management can be situation‑specific, supervisors are strongly encouraged to contact UA HR Labor & Employee Relations before:
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Taking disciplinary action beyond routine coaching
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Deviating from established past practices
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Addressing complex performance, conduct, or attendance concerns
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Holding meetings that may reasonably lead to discipline
To be clear, supervisors can and, when appropriate, should engage in the activity described above to manage performance.However, additional steps may be required to ensure compliance with labor law. Early consultation helps ensure actions are consistent, appropriate, and compliant during this transition period.
Questions or situations to discuss? Please reach out to UA HR Labor & Employee Relations for guidance and support.