How Local Government and Special District Employees Can Opt Out of Dues and Fees for United Public Employees of California (UPEC) LiUNA 792
To stop the union from deducting dues from your pay:
- Enter your information into the form below and click “submit.”
- On the resulting page, click the link to open your customized form. You will also receive an email with a link to your form.
- Print the form. If you check the appropriate box about needing a printed version, we’ll mail you a copy of the form.
- Sign and date the form, and make two copies.
- Mail the completed form to the address at the top of the form. We highly recommend sending it via certified mail.
- Provide a copy to your employer’s payroll officer and keep a copy for your files.
UPEC/LiUNA 792 is the designated union for many local goverment and special district employees in California. UPEC/LiUNA collects dues from the employees of the cities of Alturas, Capitola, Carmel by the Sea, Chico, Milpitas, Monterey, Oroville, Orland, Pacific Grove, Redding, Red Bluff, Seaside, and Susanville.
Likewise, dues are collected from workers in the counties of Butte, Colusa, Glenn, Lassen, Modoc, Sacramento, Shasta, Siskiyou and Trinity.
Other public employers where UPEC/LiUNA is the designated voice for workers include Butte College, Glenn-Colusa Irrigation District, Golden Gate National Cemetery, Monterey Peninsula Airport District, Monterey Peninsula Water Management Dist., Mountain Communities Healthcare District, and Presidio Trust.
For years, public employees in California 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 UPEC/LiUNA 792 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
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. UPEC/LiUNA uses such a scheme, but litigation is underway which would block such unfair practices and potentially provide refunds to those for whom the union refuses to end dues.
Yes. UPEC/LiUNA 792 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, UPEC/LiUNA 792 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.
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 on causes like abortion advocacy and attacks on values. Additionally, the core union philosophy of conflict, oath-breaking, disrespect and greed also can be perceived as contrary to many religious beliefs. To learn more about the major public unions’ expenditures in light of common faith beliefs click here.
Public employee unions are private organizations with minimal obligations to disclose financial information to members.
The IRS requires unions’ 990 tax return to be a public document, and these can be found online at sites like this. UPEC/LiUNA 792 reports using the Employer Identification Number EIN 68-0350267.
UPEC/LiUNA 792 tax return for 2018
All private-sector unions, and some public sector unions, are obligated to report financial information to the U.S. Dept. of Labor in an annual LM-2 report which can be found here. UPEC/LiUNA 792 reports using the Dept. of Labor file number of 542-071.
UPEC/LiUNA 792 LM-2 Report for 1/1/19 to 12/31/19
According to forms filed with the Federal Government, in 2018 1/1/19 to 12/31/19
- $1,663,276 was collected as dues and fees.
- $11,301 was spent by UPEC/LiUNA 792 on divisive political candidates, causes and lobbying
- $25,284 was paid or contributed to other organizations.
- $158,443 was paid to Steve Allen from the union and affiliated entities.
- 2 employees were paid six-figure salaries.
- $10,000 paid to a former employee in a legal settlement.
Those represented by a local bargaining agent often also pay several related organizations, such as state and national affiliates, and also regional, state and national labor councils.
These organizations are less likely to perform workplace representation services, and may report to the IRS some of the financial activity found in their 990 tax returns, or to the U.S. Department of Labor in their LM-2 forms.