Frequently Asked Questions - Union Dues

  • What is the purpose of the Directive on Union Dues?

    The Directive on Union Dues ensures the accurate, consistent and timely administration of union dues within the core public administration. It also identifies mandatory requirements for the application of union dues that are not covered under collective agreements.

  • How are the amounts of union dues to be paid by employees determined?

    Union dues are set by the bargaining agents and calculated either by using a fixed rate or as a percentage of the employee’s salary.

  • What does the employer do with the union dues that are deducted from an employee’s pay?

    Through the Regional Pay System, Public Works and Government Services Canada collects union dues directly from unionized employees’ pay cheques. These dues are remitted to the appropriate bargaining agents on a monthly basis.

  • Must the employer pay all arrears and deficiencies to bargaining agents within 30 calendar days of the date on which the arrears and deficiencies are determined to be owed?

    Yes. On , the Public Service Labour Relations Board ruled that all bargaining agents must receive payment in full for all arrears owing within thirty (30) calendar days of discovering that arrears are owed to them, unless parties agree otherwise.

  • What happens when an employee has overpaid union dues?

    The employee’s compensation advisor will ensure that the employee is refunded in full for the overpaid union dues.

  • Which date is used to establish when to start or amend the deduction of union dues when an employee’s substantive position is reclassified to a higher-level position?

    The effective date of the appointment is used to establish when to start or amend the deduction of union dues when a position is reclassified. Therefore, union dues may have to be adjusted retroactively.

  • Do part-time employees pay reduced union dues?

    No. In accordance with the relevant collective agreement, the employer must deduct an amount equal to the monthly union dues from the pay of any employee in the bargaining unit.

  • When should the union dues commence in cases where an employee is deployed from an excluded position to a position represented by a bargaining agent?

    The date on which employment begins determines when the union dues will commence. Should an employee actually begin that employment on the first day of the month, union dues will be collected from that month on. Should the employee begin that employment on any other day than the first day of the month, union dues will be collected starting on the first day of the following month.

  • What is the effective date of the exclusion of a position?

    The effective date is the date indicated on the Order issued by the Public Service Labour Relations Board.

  • What is the effective date for the cessation of union dues deductions when an employee becomes the incumbent of an already excluded position?

    The employee who occupies the excluded position will cease paying union dues on the first day of the month, if the employment starts on the first day of the month, or on the first day of the following month if the employment starts on any other day than the first day of the month. The compensation advisor does not need to consider the date of the Order when the position is already excluded.

  • What happens when an employee belongs to a religious organization whose doctrine prevents them from making financial contributions to an employee organization?

    Most collective agreements include a clause pertaining to employees who belong to a religious organization whose doctrine prevents them from making financial contributions. This clause allows them to request not to be subject to union dues deductions from their designated bargaining agent. For more information, please refer to the relevant collective agreement.

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