Secret Ballots and Union Dues Reform

Summary#

• This Quebec bill changes labour laws to make union finances and decision-making more open and member‑driven.
• It splits union dues into two parts: a main dues and an optional dues. Main dues cover core union work. Optional dues are needed for certain activities like political campaigns or broad court cases.
• It requires secret ballots on key questions and gives members at least 24 hours to vote.
• It adds annual financial reporting, audits, and protections against intimidation of members who disagree.

Key changes

• Main dues amounts must be approved by a secret-ballot majority of voting members before they are set or changed.
• Optional dues can be deducted by employers only if members approve by secret ballot at least once a year; the vote must open for at least 24 hours and happens 3–30 days after the union explains the proposal.
• Certain activities (for example, political ads, social movements, or court cases about the validity of laws) may not use main dues; they can only be funded by optional dues.
• Unions must present and get member approval of their bylaws at least every five years and include clear rules on meetings, voting, quorum, and how members are informed.
• Unions and labour centrals must present yearly financial statements (with review or audit depending on size) and a detailed annual report that lists dues amounts, money sent to parent bodies, leaders’ pay and expenses, all spending from optional dues, and any expense over $5,000.
• Threats or intimidation against a worker who speaks up or dissents at a union meeting or vote are banned.
• Fines of $5,000 to $50,000 apply for improper spending; other non‑compliance can also bring penalties.

What it means for you#

• Workers in unionized workplaces

  • You get a secret-ballot say on main dues. The vote must stay open at least 24 hours.
  • Your union must explain any optional dues each year at a meeting and send you a document showing the amount and your right to vote.
  • Optional dues can be taken from pay only if a majority of voting members approve in a secret ballot. If approved, it applies to everyone in the unit, including new hires.
  • Your union cannot spend mandatory main dues on political ads, broad social movements, or court cases about the validity of laws. Those need optional dues.
  • You can ask for free copies of the union’s audited (or reviewed) financial statements and a yearly report that shows leaders’ pay, travel and meal expenses, all optional‑dues spending, and any expense over $5,000.
  • You are protected from intimidation or threats if you express disagreement at meetings or in votes.

• Workers in the construction industry

  • The same ideas apply, with sector‑specific rules.
  • Votes for electing officers, strikes, and approving or rejecting a tentative agreement, and for main dues must be open at least 24 hours.
  • Your association must follow the same annual approval for optional dues and the same finance and reporting rules.

• Union leaders and associations

  • Update bylaws to include how meetings are called, how members are notified of optional‑dues votes, vote procedures and counting, quorum, how bylaws are revised, your committees and elected roles, and your affiliations. Present bylaws to members and get approval at least every five years.
  • Hold secret ballots with a minimum 24‑hour voting window for required decisions. Keep a 72‑hour gap after presenting optional dues before the vote starts.
  • Prepare yearly financial statements using standard accounting rules; get a review if you represent 50–199 workers and an audit if 200 or more. Parent unions must get audited statements.
  • Give members a detailed annual report on how money was used, including dues amounts, transfers to parent bodies (split between main and optional parts), leaders’ compensation and function expenses, optional‑dues spending by item and purpose, and all expenses over $5,000. Provide free copies on request.
  • Misuse of dues can lead to fines; members can start certain penalty actions.

• Employers and payroll

  • You may continue to deduct main dues as before.
  • You may deduct optional dues from pay only if the union shows you that members approved it by secret ballot within the set timelines.

• Timing and transition

  • New financial statement and reporting rules start the next fiscal year after the bill becomes law.
  • Dues approval rules for existing amounts kick in when amounts change.
  • Ongoing activities and already collected dues have special one‑time votes and timelines; approved sums must be kept in a separate fund and reported until used up.

Expenses#

No publicly available information.

Proponents' View#

• Strengthens democracy inside unions by requiring secret ballots and at least 24 hours to vote, so more members can take part.
• Increases transparency with audited finances and clear annual reports, helping members see where their money goes.
• Protects workers’ freedom of expression by banning intimidation against dissenting voices.
• Ensures mandatory dues fund core union work, while political or broader advocacy uses optional dues approved by members.
• Standardizes governance and disclosure across unions and sectors, including construction, to build trust and accountability.

Opponents' View#

• Adds paperwork and costs for unions (reviews/audits, detailed reports, meetings), which could shift time and money away from bargaining and services.
• Limits unions’ ability to fund broader social or political actions with mandatory dues, which critics say are part of defending workers’ interests.
• The 24‑hour voting window and new notice rules may slow urgent decisions or make organizing votes more complex.
• Annual majority approval for optional dues could create funding uncertainty for campaigns and long court cases.
• Letting members initiate certain penalty actions may increase internal disputes and legal conflicts.