UNION DUES
Click this link to read about how paying dues is an investment. It allows the union to defend and protect the membership. By pooling resources at the local level and the international level, the union can defend and protect all of its members.
Click this link to be directed to a site that will authorize the automatic payroll deduction of your contractually obligated union dues.
SEMI-ANNUAL REALIGNMENT
UPDATED 01/20/2023
From time to time, dues realignments are necessary to capture contract wage increases, promotional increases, and true-ups for miscalculated or incorrectly submitted amounts. These changes typically occur in January and July of every year.
All members, regardless of FT/PT/Seasonal classification, will pay 2 hours worth of wages per month*
Any FT members CURRENTLY PAYING DUES as of 12/31/2022 who were below the 2 hours of wages obligation will see an increase of $1 or $2 per paycheck (depending on payroll cadence) with the upcoming realignment
All underpaying FT members will be subject to an annual dues increase not to exceed $54.00 until they are trued-up
Any PT members CURRENTLY PAYING DUES as of 12/31/2022 who were below the 2 hours of wages obligation will see an increase of $1 or $2 per paycheck (depending on payroll cadence) with the upcoming realignment
All underpaying PT members will be subject to an annual dues increase not to exceed $54.00 until they are trued-up
All current dues paying members will most likely see an increase in dues commensurate with the GWI raises from April and October of 2022.
*This is the formula currently used to calculate monthly dues: BIWEEKLY PAID EMPLOYEES: ((Hourly rate x 12 months) x 2 hours of work)/26 pay periods = Dues amount per check. eg: An employee making $18.00/hr pays $16.62 each pay period. eg: ((18.00 x 12) x 2)/26 = $16.62. WEEKLY PAID EMPLOYEES: If you work in the CitiBike system, the formula is ((Hourly rate x 12 months) x 2 hours)/52 pay periods because you are paid weekly.
CBA with Motivate LLC
ARTICLE 7 - UNION CHECK-OFF
Section 1. The Employer shall deduct from each Employee an amount equal to the membership dues and initiation fees uniformly required as conditions of maintaining financial obligations toward the Union pursuant to a valid written authorization from the Employee.
Section 2. The deduction of dues and initiation fees from the respective Employees' wages or salaries will be biweekly.
ARTICLE 6 - UNION SECURITY
Section 1. Subject to applicable law, all Unit Employees in good standing on the effective date of this Agreement or who become members of the Union in good standing following the effective date of this Agreement shall as a condition of employment remain members of the Union in good standing insofar as the payment of periodic dues and initiation fees, uniformly required, is concerned.
Section 2. Subject to applicable law, all present Employees who are not members of the Union and individuals hired after the effective date of this Agreement shall as a condition of employment, beginning on the thirtieth (30th) day following the effective date of this Agreement or the thirtieth (30th) day following employment, whichever is later, become and remain members of the Union in good standing insofar as the payment of periodic dues and initiation fees, uniformly required, is concerned.
Section 3. The failure of any Employee to maintain and continue financial obligations to the Union requires the Employer, upon proper notice from the Union of such failure, to discharge the Employee within seven (7) days of such notice, during such time, a delinquent Employee shall have the right to cure such deficiency by tending payment of the owed amounts.
Beck Ruling notice
The Beck ruling, which is short for Communications Workers of America v. Beck, 487 U.S. 735 (1988), is a Supreme Court decision that protects the rights of non-union members in a union-represented workplace. The ruling held that non-union members cannot be forced to pay for the union's political or ideological activities, but can only be required to pay for the union's costs associated with collective bargaining, contract administration, and grievance adjustment.
Specifically, the Beck ruling allows non-union members to:
Object to paying for the union's political or ideological activities.
Receive a detailed explanation of the union's expenditures from the union.
Pay a reduced fee that only covers the union's representational activities.
To object to paying for the union's political or ideological activities, a non-union member must file a written form with the union. The form must state that the employee objects to paying for such activities and that the employee is willing to pay a reduced fee. The union is then required to provide the employee with a detailed explanation of its expenditures.
The reduced fee that a non-union member can pay is called an "agency fee." The agency fee is calculated by subtracting the cost of the union's political or ideological activities from the total amount of dues that union members pay. The agency fee can only be used for the union's representational activities, such as collective bargaining, contract administration, and grievance adjustment.
The Beck ruling has been criticized by some unions, who argue that it allows non-union members to free-ride on the union's efforts. However, the ruling has been upheld by the courts and is considered to be an important protection for the rights of non-union members in a union-represented workplace.
Here are some additional things to keep in mind about the Beck ruling:
The Beck ruling applies to private sector employees only. Public sector employees have different rights under the First Amendment.
The Beck ruling does not apply to employees who are required to join the union as a condition of employment.
The Beck ruling does not apply to employees who object to paying union dues on religious grounds. These employees must pay a fair share fee, which is equal to the amount of dues that union members pay.