Opt Out Today

OPEIU Healthcare Local 112

To opt out of OPEIU HC112 dues:

  1. Enter your information into the form below and click “submit.”
  2. On the resulting page, click the link to open your customized form. You will also receive an email with a link to your form.
  3. Print the form. If you check the appropriate box about needing a printed version, we’ll mail you a copy of the form.
  4. Sign and date the form, and make two copies.
  5. Mail the completed form to the address at the top of the form. We highly recommend sending it via certified mail.
  6. Provide a copy to your employer’s payroll officer and keep a copy for your files.

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Office and Professional Employees International Union (OPEIU) HC112 is the designated union for approximately 1,000 employees of the Commonwealth of PA and the PA State System of Higher Education (PSSHE). In 2021, the union was terminated and the assets were transferred to OPEIU Local #153.

For years, public employees in Pennsylvania have been forced to pay union dues as a condition of employment, allowing unions to take their members for granted. However, the U.S. Supreme Court recently ruled that public employees can no longer be required to financially support a labor union against their will. (Janus v. AFSCME, 2018).

“States and public-sector unions may no longer extract [funds] from nonconsenting employees.  . . . This procedure violates the First Amendment and cannot continue.”

Consequently, public employees may decline to pay these private organizations without losing their jobs or employer-provided benefits.

It is important to know that OPEIU HC112 may continue to automatically withhold dues from employees’ pay even if they never signed up for membership in the first place. The best way to ensure the deductions stop is to submit a request to the union in writing.

Frequently Asked Questions

What happens after I send my resignation to the union?

You should receive some acknowledgement of your request from the union within a few weeks.

Because it has a financial interest in continuing to withhold dues from your pay, the union may contact you and attempt to persuade you to keep your membership. Their sales pitch may include untrue claims and scare tactics. It is a good idea to try to document any questionable claims made by union representatives. Do not be bullied! If you stand your ground, there is nothing the union can do to retaliate against you for opting out.

Monitor your paychecks to make sure the dues deductions stop. Contact the union if the deductions continue more than a couple paychecks after you submit your resignation request.

Some unions have tricked employees into signing membership forms with fine print waiving their right to resign except during a short annual window period. If the union claims you signed such a form and therefore cannot cancel the dues deductions from your pay, ask to be provided with documentation that you ever signed such an agreement.

OPEIU HC112  has included this kind of language in the union contract. Litigation is underway which would block these unfair practices and potentially provide refunds to those for whom the union refuses to end deductions, so resignations should be submitted when you have decided and save the documentation of your dated letter of resignation.

How much are OPEIU HC112 dues?

Union dues for OPEIU HC112 are $17 to $54 per month plus whatever other affiliated charges apply.

Will the union continue to represent me if I opt out?

Yes. OPEIU HC112 has been empowered by the state to represent those in your workplace. Employees are not allowed to negotiate their own compensation or handle their own grievances with their employer, nor can they hire another person or entity to represent them.

In exchange for this unusual benefit, OPEIU HC112 is legally obligated to represent all employees in the workplace, including those who choose not to join the union as members.

Consequently, the collective bargaining agreement negotiated by the union and your employer will continue to set the terms and conditions of your employment and the union will continue to represent you in grievances, contract enforcement, discipline assistance or other proceedings governed by the collective bargaining agreement.

Will I lose wages, health care, retirement or other benefits if I opt out?

No. All provisions of the collective bargaining agreement between the union and your employer will continue to govern your employment. Your wages, health benefits, retirement and anything else governed by the collective bargaining agreement will remain unchanged if you opt out of OPEIU HC112.

How will my relationship with the union change if I opt out?

While the terms of the collective bargaining agreement will still govern your employment, as a nonmember, the union may choose to prevent you from participating in internal union affairs, such as attending union meetings or voting in union elections, including contract ratification votes. Unions also commonly withhold any special “members-only” deals or discounts the union has arranged for with businesses. You may no longer receive the union newsletter or similar publications.

Why do people opt out of the union?

People have many reasons for not wanting to support the union. Some simply do not believe the services the union provides are worth the dues it charges. Others may find the union’s one-size-fits-all agenda does not serve them well because they are new to the profession, have a specialty that is not acknowledged in bargaining, or they believe their effectiveness is undercompensated. Some resent the union’s role in enabling and defending underperforming employees. Many find the union’s political activity and use of dues to advance partisan causes, candidates and ideology distasteful. Still others believe that union officials are corrupt and unaccountable to their membership.

Unions representing public employees are not governed by the usual consumer protection or anti-trust laws, so abuses are common. Unions can charge whatever they wish. They can spend dues money on anything they want. Often, they do not have to disclose how dues money is spent to members. They can speak for employees without consulting or informing them. They can injure some members’ interests while advancing the interests of others. Unions even have the ability to prevent employees from getting help in their workplace from other sources. They are not governed by any obligation to provide quality service, and almost never have to seek approval of the people they represent in an election to continue as the exclusive representative.

Sometimes people have a faith-based objection to unions’ expenditures. To learn more about some of the major public unions’ expenditures in light of common faith beliefs, click here.

How does OPEIU HC112 spend my dues money?

OPEIU HC112 is a private organization with minimal obligations to disclose financial information to members.

However, the IRS requires unions’ 990 tax return to be a public document, and these can be found online at sites like this. OPEIU HC112 reports using the Employer Identification Number EIN 23-2962726.

OPEIU Healthcare 112

According to federal filings that the union must submit with the US Department of Labor, OPEIU HC112 collected $373,308 in dues and fees during 2021.

In 2021,  Executive Director Michael Bodinsky was paid $392,254 and $1.3 million in assets was liquidated and transferred to OPEIU Local 153.

OPEIU HC112’s terminal (2021) LM-2 can be found here.

OPEIU Local 153

According to federal filings that the union must submit with the US Department of Labor, OPEIU 153 collected $5.8 million in dues and fees during 2022.

In 2022 alone:

  • $8,261 was spent on politics and lobbying.
  • $1,651 was paid or contributed to largely ideological organizations.
  • $343,114 was spent on private attorneys, legal fees, and consultants.

In 2022, the union paid 41 employees and officers. Of those, 4 were paid six-figures. Secretary Treasurer Myra Hepburn was paid $178,732.

That same year, the union reported a stockpile of $2.9 million in spare cash. This figure represents an increase of more than $500,000 in a one-year period.