To opt out of CSEA dues:
- 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.
- Mail the completed form to the address at the top of the form. We highly recommend sending it via certified mail.
Civil Service Employees Association (CSEA)/AFSCME Local 1000 is the designated union for over 200,000 state and local government employees in New York.
For years, public employees in New York have been forced to pay union dues or fees as a condition of employment, allowing unions like CSEA to take their members for granted. However, because of the U.S. Supreme Court’s recent decision in Janus v. AFSCME (2018), public employees can no longer be required to financially support a labor union against their will.
The court ruled that the mandatory dues requirement violated workers’ First Amendment rights to freedom of speech and association, and that public employees have the right to choose for themselves whether to pay any union dues or fees.
Frequently Asked Questions
You should receive some acknowledgement of your request from the union within a few weeks.
In most cases, union dues are automatically deducted from employees’ paychecks. Monitor your paychecks to make sure the dues deductions stop. If the deductions continue for more than a couple pay periods after submitting your opt-out request, contact the union.
Finally, keep in mind:
Opting out is your constitutional right. However, unions like CSEA sometimes place restrictions on when they will accept opt-out requests. If the union refuses to immediately cancel dues deductions from your pay, ask them to provide you with written documentation and contact us for assistance.
According to federal filings, CSEA charges dues that range from $192 to $860 per year. In 2022, the average member paid $581 in dues.
CSEA has arranged to be the “exclusive representative” of its bargaining units, meaning it is impossible for workers to get out of the terms of the contract, even if they cease paying dues.
The collective bargaining agreement negotiated by the union and your employer will continue to set the terms and conditions of your employment, and CSEA is legally obligated to enforce the contract on behalf of all employees, including those who choose not to join the union as members.
However, keep in mind:
Although CSEA will continue to negotiate and enforce the collective bargaining agreement on your behalf, the New York Legislature passed a law in 2019 specifying that unions are not obligated represent non-members in the following situations:
1. During questioning by their employer;
2. During non-contractual administrative or legal hearings; or
3. During any grievance or contractual process when the employee is allowed to proceed without union representation.
If you have any questions about your representation rights under the collective bargaining agreement, do not hesitate to contact us for assistance.
No. Under state law, a union contract is binding on all employees in a bargaining unit, regardless of whether they are technically union “members.” Your compensation, health benefits, retirement, and anything else governed by the collective bargaining agreement will remain unchanged if you opt out of CSEA.
While the terms of the contract will still govern your employment, union officials commonly prohibit nonmembers from participating in internal union affairs, such as attending union meetings, voting for union officers or participating in contract ratification votes. You’ll also be ineligible for any special “members only” benefits, such as discounts on additional insurance, scholarship programs, or deals the union has arranged with businesses. You may no longer receive the union newsletter or similar publications.
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.
CSEA/AFSCME Local 1000
CSEA/AFSCME Local 1000 collected $117.2 million from its members in 2022, according to reports the union must file with the U.S. Dept. of Labor.
In 2022 alone:
- $27.6 million went to affiliate unions like CSEA/AFSCME national headquarters to support their massive political, economic and social agendas. The CSEA/AFSCME regularly supports a host of controversial organizations.
- $3.7 million was spent on political activity and lobbying.
- $281,768 was paid or contributed to a variety of organizations, many of which are ideologically driven.
- $817,820 was spent on attorneys and private consultants.
- $824,390 was spent on hotels, airlines, and other travel expenses.
- $28,312 was spent on food and catering.
In 2022, CSEA/AFSCME Local 1000 paid 346 officers and employees, 115 of whom were paid six figures. President Mary Sullivan received $209,022. As of September 2022, the union holds a cash stockpile of $46.9 million in cash assets.
CSEA’s most recent LM-2 reports are available here: 2022, 2021, 2020, 2019, 2018, 2017, 2016.
A portion of the dues paid by CSEA members also goes to AFSCME International, headquartered in Washington, D.C.
AFSCME International
According to a report that the union must file with the Department of Labor, AFSCME International collected $177 million from its members nationwide in 2022.
In that year alone:
- $60 million was spent by AFSCME on divisive political candidates, causes and lobbying. This included $200,000 paid to the far left organization Action for Liberation and $15,200 of campaign support for Stacey Abrams, a radical left political figure in Georgia.
- $3.6 million was paid or contributed to largely ideological organizations. This includes $100,000 donated to the Center For American Progress Action Fund, a left-wing organization that promotes radical social and economic policies.
- $3.3 million was spent on airfare, hotels and travel for union staff.
- $976,875 was spent on attorneys and legal fees.
- $193,310 was spent on food and catering.
AFSCME paid 486 employees in 2022, 224 of whom were paid six figures. AFSCME’s international president, Lee Saunders, was paid $384,155.
AFSCME’s most recent LM-2 reports are available here: 2022, 2021, 2020, 2019, 2018, 2017, 2016.