Dues: Membership dues are what UW Postdocs would pay to be members of the union. Dues cover all of the day-to-day cost of having a strong union, including paying for organizing resources as well as subject experts to negotiate on equal terms with UW’s consultants, legal and grievance representation costs, staffing, rent, equipment, and supplies. Dues also go toward the UAW Strike and Defense Fund, which would give UW Postdocs leverage at the bargaining table because the UW Admin would know Postdocs would have the capacity to strike if necessary.

Under UAW policy, no UW Postdoc would pay dues until after a contract had been negotiated and approved in a democratic vote by Postdocs. Dues in UAW Local 4121 are 1.44% of gross pay ($30 per pay period and $720 per year based on $50,000 salary) received from UW for work performed that is covered by the contract (so if someone is a half-time Postdoc and half-time Lecturer, they would only pay dues on their Postdoc salary). Dues are not paid on the monetary value of benefits such as health care premiums, tuition exemption, childcare benefits, etc. The dues rate can only be raised by a membership vote: either through a vote of delegates to the International Union Constitutional Convention, or by a vote of members of the Local, who can approve a dues increase only for those members included in the Local Union.

Typically, increased salary and benefits more than cover the cost of dues. For example, the base wages for UC postdocs have gone up an average of 25% since they ratified their first contract in 2010 and the base wages for UW Graduate Employees have increased 50.5% over the past five years.

Initiation Fees: Initiation fees, like dues, are set by UAW membership. Initiation fees are only paid one time. They are currently $10 for all new UAW Local 4121 members. Initiation fees are used to educate new members about their rights under the collective bargaining agreement as well as contract enforcement and other support of members’ rights.

Dues cover all of the day-to-day cost of having a strong union. Most of the day-to-day work of enforcing the contract and representing membership is financially supported by the Local Union.  26.5% of the dues are used by the Local to support its expenses: staffing, rent, equipment, supplies, etc.  The rest of the dues is allocated to the International Union’s General Fund (26%), Strike and Defense Fund (44%), and Community Action Program (CAP) (3.5%).  UW Postdocs would be supported by these funds as described below.  Depending on the overall financial health of the Strike and Defense Fund (if its net worth is $500M or greater), an additional allocation of dues called a “rebate” is given back to the Local and International Union.  So, in typical months, the Local 4121 portion of dues is roughly 37%.

For a great example of local union work helping workers defend their rights, see this summary of successful grievance handlingat the University of Washington, or this story about how the union at UConn has helped Graduate Assistants take on sexual harassment.

The portion of dues allocated to the International Union would support UW Postdocs in the following ways:

• Provide technical support for contract negotiations:
  • Health insurance experts who can take on the University’s consultants in order to pursue the best benefits for the best price. For example, in working with UAW Benefits and Legal experts, the union of RAs and TAs at UW identified improprieties in the way the University was paying its consultants and its plan premiums.  Dues supported that ongoing analysis, as well as multiple grievances and an Unfair Labor Practice complaint that were filed against UW Admin in 2010 and 2014.  These actions resulted in the recovery of millions of dollars in benefits for UW TAs and RAs: money which would have gone to insurance companies.
  • Researchers who can help analyze University finances to provide Postdocs independent and reliable data and analysis upon which to base decisions about proposals and agreements in bargaining.
  • Legal advice and advocacy, such as the recent Amicus Brief fighting the Trump Administration’s discriminatory Muslim ban filed by the UAW and other unions with the U.S. Supreme Court.
  • Experienced negotiators to help achieve UW Postdocs’ goals, both at the bargaining table and in terms of developing an overall contract campaign.
• Provide ongoing support outside of contract negotiations:
  • Guidance on grievance handling and arbitrations
  • Advice on best practices for ensuring strong education and mobilization programs to keep members involved
  • Guidance on compliance with state and federal laws
  • Other services as requested by the Local
• In addition, union dues help support new organizing campaigns.  For example, the organizing staff and legal support for the UWPU/UAW campaign is paid for by existing UAW members’ dues money.  Also, the legal and organizing resources that led to the recent landmark NLRB decision extending collective bargaining rights to Teaching and Research Assistants at private universities, as well as the organizing resources that led to the subsequent representation election victory of Columbia University TAs and RAs, came from UAW member dues.
• A portion of dues money also goes to support progressive community and political action, including legislative and other policy advocacy on issues that matter to UAW members.  For example, the UAW advocates strongly for fair, comprehensive immigration reform and expanded federal support for research funding, among other topics.  [NOTE: Legally, dues money cannot be used for federal campaign contributions, such as the presidential race—that money comes from members’ voluntary contributions separate from, and in addition to, dues, in a program called VCAP (Voluntary Community Action Program)].
  • Through UAW member dues, UAW advocated for the inclusion of Postdocs in the 2016 Department of Labor’s overtime ruling resulting in wage increases and new wage standards for Postdocs across the country, including at UW.  Additionally, legal and organizing resources supported UAW 4121’s contributions to the WA state Attorney General’s lawsuit challenging the Trump Administration’s discriminatory Travel Ban, both in February and March.

For additional information about how dues are spent, please refer to the Local Union’s website.