Union Bill Mandates Annual Authorization for Dues Spending on Non-Bargaining Activities

If you’re a union member, you’re about to get a lot more paperwork—and potentially more control—over how your dues are spent. The Union Members Right to Know Act doesn’t just tweak existing labor law; it fundamentally changes the rules around union transparency and, most importantly, how labor organizations can use the money they collect from you. This bill amends the Labor-Management Reporting and Disclosure Act (LMRDA) with a dual focus: making sure members know their rights and tightening the leash on organizational spending.

The core requirement is simple: Every union must now hand out detailed summaries of your rights under federal law. This includes a copy of the LMRDA itself, a summary of your right to seek religious accommodation regarding dues (under Title VII of the Civil Rights Act), and a summary of your Beck rights. If you’re scratching your head, Beck rights mean you can opt out of paying the portion of dues that goes toward non-representational activities, like political advocacy. The union has 30 days to send this info to new members and must send it annually to existing members. They also have to slap a clear hyperlink titled “Union Member Rights and Officer Responsibilities Under the LMRDA” on their website homepage. For the union leadership, this means a major administrative overhaul, including certifying compliance to the Secretary of Labor initially at 180 days and then every year after that.

The Annual Authorization Gauntlet

The biggest change, the one that affects the union’s wallet and operations, is the new rule on using member funds. Currently, many unions use general dues to fund things like political campaigns, community organizing, or other activities that aren’t directly related to negotiating your contract (collective bargaining) or administering it. This bill says stop.

Under this Act, no union dues, fees, or assessments can be used for any purpose not directly related to collective bargaining or contract administration unless the member provides explicit, written authorization. Think of it like a new checkbox on your annual membership form. This authorization isn’t forever, either; it expires after one year and cannot be automatically renewed. Every year, the union must get you to sign off again if they want to use your money for non-bargaining activities. They also have to give you at least 35 days' notice before you sign that authorization.

Where the Rubber Meets the Road

For the average union member, this is a clear win for financial control. If you only want your dues going toward making sure you get a better contract and handling grievances, this bill makes that much easier to enforce. If you’re an employee who pays agency fees but isn't technically a member, you get this control too. The challenge lies in the phrase “not directly related.” What exactly falls under that umbrella? Is a union-sponsored lobbying trip to secure infrastructure funding that will employ union members “directly related” to collective bargaining? The bill doesn’t spell that out, and that vagueness is likely to become a major battleground in court, leaving both unions and members potentially unsure of the rules until the Department of Labor issues new regulations.

For labor organizations, this means a massive administrative lift. Not only do they have to create new disclosure materials and certify compliance, but they now face the annual task of collecting written, non-automatic authorizations from every member who wishes to fund broader union activities—a task that could be a significant logistical and financial burden. This shift could significantly restrict the funds available for advocacy, political action, and community engagement, activities that many unions see as essential to their long-term goals, even if they aren't strictly part of the contract negotiation process.