Quebec Overhauls Union Dues and Voting

Summary#

• This Quebec bill changes labour laws to make unions more transparent and more member‑driven.
• It splits union dues into two parts: a main dues and an optional dues. Certain activities could only be paid with optional dues, and using optional dues through payroll requires a yearly secret‑ballot approval.
• It sets rules to make voting easier and fairer, adds anti‑intimidation protections, and requires regular financial statements and detailed spending reports to members.

Key changes

• Main dues: the amount must be approved by a majority of voting members in a secret ballot. The vote must stay open at least 24 hours.
• Optional dues: only optional dues can fund political ads, court cases about laws, broad social movements, or legal actions not directly tied to bargaining or applying a collective agreement.
• Payroll deduction of optional dues: needs a majority approval by secret ballot every year (with a vote window of at least 24 hours) after an annual presentation to members or employees.
• Annual transparency: unions and their federations/confederations must present audited (or reviewed) financial statements and give a free copy on request. They must also present a yearly report listing dues amounts, pay and benefits for leaders, travel and meal expenses, all optional‑dues spending, and any expense over $5,000.
• Bylaws and governance: unions must review and have members re‑approve their bylaws at least every five years, include clear rules on meetings, quorum, how optional‑dues votes are run and announced, who holds elected roles, and committee structures.
• Voting access: secret‑ballot votes on key matters (like strikes, contracts, and dues) must remain open at least 24 hours. Meeting notices must include date, time, place, and agenda, and be sent to members.
• Protections and penalties: it bans threats against workers who voice dissent at union meetings. Fines from $5,000 to $50,000 apply for spending breaches; other failures can also face penalties. Only a worker in the unit can bring certain penal complaints about the optional‑dues rules.
• Construction industry: similar rules apply to construction unions and their central bodies (CSD, CSN, FTQ), including audits, annual reports, voting, and dues limits.
• Transition: new financial reporting starts next fiscal year after the law takes effect. Old activities can continue for a time under set conditions; already collected dues can be used only if approved by a new vote and kept in a separate fund.

What it means for you#

• Workers covered by a union (non‑construction)

  • You will get a secret‑ballot vote on the optional dues payroll deduction each year. The vote must be open at least 24 hours.
  • You will receive a document each year explaining any optional dues proposal and your right to vote. New hires must get this within 15 days.
  • You can ask for a free copy of your union’s financial statements and its annual spending report.
  • You are protected against threats if you voice dissent in a union meeting or vote.

• Union members (non‑construction)

  • Main dues amounts must be approved by a majority of members who vote, by secret ballot, with at least a 24‑hour voting window.
  • Votes on strikes and on accepting a collective agreement must be open at least 24 hours.
  • Your union must present and have you approve bylaws at least every five years, with clear rules on meetings, quorum, and voting.
  • You will see more detail on leaders’ pay and expenses, large purchases, and any spending from optional dues.

• Employers

  • You may only deduct optional dues from pay if workers approve it by secret ballot each year. Otherwise, only main dues can be deducted.
  • The union must specify the main and optional amounts to you. Expect to handle separate dues amounts when authorized.
  • Meeting and voting logistics are on the union; your role stays focused on payroll deductions.

• Union leaders and treasurers

  • Prepare yearly financial statements; get them reviewed (50–199 workers) or audited (200+). Federations/confederations must be audited.
  • Present an annual spending report with required details (dues, transfers to parent bodies broken down by main/optional, leader compensation and expenses, optional‑dues spending, all expenses over $5,000).
  • Run secret‑ballot votes with at least a 24‑hour window; for optional dues, hold the vote 72+ hours after the annual presentation and within 30 days.
  • Update bylaws to add required content; present and get member approval at least every five years.
  • Do not spend main dues on political/social campaigns or lawsuits about laws. Only optional dues may fund those, and only after proper approval.
  • Breaches can trigger fines of $5,000–$50,000 and other penalties.

• Construction industry workers and unions

  • The same core rules apply to dues, voting access, financial reporting, and spending limits.
  • Central bodies (CSD, CSN, FTQ) have specific audit and reporting duties to affiliated members.

Expenses#

No publicly available information.

Proponents' View#

• Increases transparency: yearly audited (or reviewed) statements and a detailed spending report help members see where money goes.
• Strengthens democracy: members and workers get secret‑ballot votes with a 24‑hour window on key decisions, including dues.
• Protects workers: bans intimidation when someone dissents at a meeting or in a vote.
• Respects choice: political and broader social activities are funded only if workers opt in through optional dues.
• Clarifies governance: regular bylaw reviews and clearer rules on meetings, quorum, and voting make unions more accountable.

Opponents' View#

• Adds red tape and costs: audits, reports, and new voting procedures could strain union resources, especially smaller locals.
• Limits advocacy: restricting funding for political or social campaigns may weaken unions’ voice on public issues that affect workers.
• Raises hurdles to funding: annual votes and tight timelines for optional dues could reduce predictable funding and responsiveness.
• Possible legal concerns: critics may argue the rules interfere with freedom of association or established labour practices.
• Voting logistics: 24‑hour voting windows and notice rules could complicate scheduling and delay urgent decisions.