I. Introduction

Union dues are a regular and continuing financial obligation paid by union members to sustain the operations of their labor organization. In the Philippine labor relations system, dues are not merely private fees collected by a voluntary association. They are tied to constitutional rights, statutory protections, democratic union governance, and the State’s policy of promoting free trade unionism.

The central question is: Can a labor union increase union dues anytime in the Philippines?

The answer is no. A labor union may increase union dues, but not arbitrarily, not unilaterally, and not at any time without observing legal, constitutional, and internal union requirements. The increase must be authorized under the union’s constitution and by-laws, approved through proper democratic procedures, and implemented consistently with the Labor Code, Department of Labor and Employment rules, and the rights of union members.

A union has the right to manage its internal affairs, including the collection of dues. But that right is not absolute. Union dues come from workers’ wages, and wages enjoy legal protection. Because of this, the law imposes safeguards before deductions may be made and before union funds may be collected, increased, or spent.

II. What Are Union Dues?

Union dues are regular payments made by members of a labor union to support the union’s existence and activities. They usually fund:

administrative expenses;
office operations;
salaries or allowances of union officers or staff;
legal representation;
collective bargaining activities;
grievance handling;
education and training programs;
organizing activities;
communication and publication costs;
affiliation fees to federations or national labor centers; and
other lawful union purposes.

Union dues are different from other union-related charges, such as:

Charge	Nature
Union dues	Regular periodic payments by members
Agency fees	Fees paid by non-members who benefit from a collective bargaining agreement, under proper conditions
Special assessments	Extraordinary charges for a specific purpose
Fines or penalties	Charges imposed under valid union rules for violations of union discipline
Attorney’s fees / negotiation fees	Fees related to CBA negotiation or legal services, subject to strict legal requirements

The distinction matters because different legal rules apply depending on the type of charge.

III. Legal Basis for Union Dues

The right of a union to collect dues is rooted in several legal principles.

First, workers have the constitutional right to self-organization. A union must have resources to perform its representative functions. Without funds, a union cannot bargain, represent workers in grievances, pursue unfair labor practice cases, or administer a collective bargaining agreement.

Second, the Labor Code recognizes the internal governance of legitimate labor organizations. A union may adopt its own constitution and by-laws, elect officers, determine membership obligations, and manage funds, subject to law.

Third, union members are protected from unauthorized deductions and misuse of union funds. The law recognizes that union money belongs to the members collectively, not to the officers personally.

Thus, a union may collect dues, but it must do so in accordance with law, democratic procedure, and its own governing documents.

IV. Can a Union Increase Union Dues Anytime?

No. A union cannot increase union dues “anytime” in the sense of doing so at will, without authority, notice, member approval, or compliance with its constitution and by-laws.

A valid increase in union dues generally requires:

authority in the union constitution and by-laws;
approval by the required number of members;
proper notice and meeting or voting procedure;
recording of the approval;
individual written authorization for payroll deduction, where required;
compliance with Labor Code restrictions on union funds; and
good faith, reasonableness, and lawful purpose.

A union may not simply announce that dues are increased and cause the employer to deduct the higher amount from workers’ wages without the necessary legal and internal approvals.

V. Importance of the Union Constitution and By-Laws

The first document to examine is the union’s constitution and by-laws.

This document usually provides:

the amount of union dues;
how dues are fixed;
when dues are payable;
who may propose an increase;
whether approval must be by general membership meeting, referendum, secret ballot, or board action;
the required vote;
notice requirements;
quorum requirements;
the duties of the treasurer;
rules on union funds; and
sanctions for non-payment.

If the constitution and by-laws say that dues may be increased only upon approval of the general membership, then the union officers cannot increase dues by themselves.

If the constitution and by-laws provide a specific voting threshold, such as majority vote of members present at a duly called meeting or majority vote of all members in good standing, that rule must be followed.

If the constitution and by-laws are silent, the union must still observe democratic principles, due process, and applicable labor laws.

VI. Union Dues and Payroll Deduction

In practice, union dues are often collected through check-off, meaning the employer deducts dues from employees’ wages and remits them to the union.

This is sensitive because Philippine labor law generally protects wages from unauthorized deductions. An employer cannot deduct amounts from an employee’s salary unless authorized by law, regulation, court order, or the employee’s written authorization.

For union dues, payroll deduction must generally be supported by proper authority. This may come from:

an individual employee’s written check-off authorization;
a valid union security clause in a collective bargaining agreement;
a lawful agency fee arrangement;
a valid collective bargaining agreement provision; or
a legally recognized obligation under the union constitution and by-laws, subject to applicable requirements.

Even if union members approved an increase internally, the employer should not blindly deduct increased dues unless the legal basis for deduction is clear.

Where individual check-off authorizations specify a particular amount, percentage, or formula, a higher deduction may require updated written authorizations unless the original authorization validly covers future changes approved under union rules.

VII. Check-Off Authorization

A check-off authorization is a written instruction by the employee allowing the employer to deduct union dues or other union obligations from wages.

A valid authorization should generally identify:

the employee;
the union;
the nature of the deduction;
the amount, rate, or basis of computation;
the frequency of deduction;
the employee’s consent; and
the employee’s signature.

If the authorization says, for example, “I authorize deduction of ₱100 per month as union dues,” the employer may have difficulty deducting ₱200 per month without a new authorization.

If the authorization says, “I authorize deduction of union dues in the amount fixed by the union constitution and by-laws, as amended by the general membership,” then a validly approved increase may be easier to implement.

The wording matters.

VIII. Distinction Between Union Dues and Special Assessments

A union dues increase should not be confused with a special assessment.

A special assessment is an extraordinary charge imposed on members for a specific purpose, such as:

litigation expenses;
strike fund;
negotiation expenses;
attorney’s fees;
organizing campaign;
emergency union expense; or
a one-time project.

Philippine labor law is stricter with special assessments. Special assessments generally require written authorization and approval by the members through proper procedures. The law is designed to prevent union officers from imposing extraordinary financial burdens without informed member consent.

A recurring increase in regular dues may be treated differently from a special assessment, but the union cannot disguise a special assessment as a dues increase to evade legal requirements.

For example, if a union says dues are increased by ₱500 for three months to pay a lawyer for CBA negotiations, that may be closer to a special assessment than ordinary dues. The legal requirements for special assessments may apply.

IX. Requirements for a Valid Increase in Union Dues

A valid increase in union dues should satisfy several requirements.

1. Lawful Purpose

The increase must be for legitimate union purposes, such as administration, collective bargaining, grievance handling, legal representation, member education, or union operations.

It should not be for personal benefit of union officers, political misuse, unauthorized payments, or purposes unrelated to union representation.

2. Authority Under the Constitution and By-Laws

The union must follow its own rules. If the constitution and by-laws prescribe a procedure for increasing dues, that procedure is binding.

Officers who ignore the constitution and by-laws may be held accountable by the members and may face legal challenge.

3. Proper Notice

Members should be informed that an increase in dues will be discussed or voted upon.

Notice should include:

the proposed new amount;
the present amount;
the reason for the increase;
the date, time, and venue of the meeting or voting;
who may vote;
the required vote; and
supporting explanation or budget, where appropriate.

Surprise approval of an increase without notice may be challenged as undemocratic or invalid.

4. Meeting or Referendum

The increase should be approved through the mechanism required by the union constitution and by-laws.

This may be:

a general membership meeting;
referendum;
secret ballot;
written consent;
local chapter vote; or
another democratic process.

The safest method is a properly noticed general membership meeting or secret-ballot referendum with minutes and attendance records.

5. Quorum and Voting Requirement

The union must comply with quorum rules and voting thresholds.

For example, if the by-laws require a majority of members in good standing, approval by a small group of officers is insufficient.

If no quorum was present, the vote may be invalid.

6. Minutes and Documentation

The union should keep written records, including:

notice of meeting;
agenda;
attendance sheet;
minutes;
proposed resolution;
voting results;
list of members who approved or opposed;
board or membership resolution; and
updated dues schedule.

These documents protect both the union and its members.

7. Compliance With Payroll Deduction Rules

If dues are deducted from wages, the employer should receive proper documentation.

The union should provide:

the valid resolution approving the increase;
proof of compliance with the constitution and by-laws;
updated individual check-off authorizations if necessary;
the effective date; and
a list of covered employees.

The employer should be cautious. Unauthorized wage deductions may expose the employer to labor claims.

X. Does the Employer Decide Whether Dues May Be Increased?

No. The employer does not control the internal affairs of the union. It should not interfere with union governance, elections, finances, or internal decision-making.

However, the employer has a separate duty not to make unlawful wage deductions.

Thus, the employer is not supposed to decide the wisdom of the increase, but it may require sufficient legal basis before deducting the increased amount from employees’ wages.

The employer should avoid taking sides in internal union disputes. If members contest the increase, the employer may withhold implementation of the increased deduction until the dispute is resolved, depending on the circumstances, or seek guidance through proper labor channels.

XI. Can Union Officers Alone Increase Union Dues?

Generally, no, unless the constitution and by-laws clearly give them that authority and the delegation is lawful.

Union officers are fiduciaries. They manage union funds for the benefit of the members. They do not own union funds. They cannot use their positions to impose financial obligations without authority.

A board resolution may not be enough if the constitution and by-laws require general membership approval.

Even if the board has some authority to adjust dues, the power must be exercised in good faith, reasonably, and consistently with members’ rights.

XII. Can the Union Increase Dues Through a CBA?

A collective bargaining agreement may contain provisions on union dues, check-off, agency fees, union security, or remittance procedures.

However, a CBA provision alone does not automatically cure an invalid internal union process. If the increase is a matter of union membership obligation, it should still be consistent with the union constitution and by-laws and applicable law.

The employer and union may agree on the mechanics of deduction and remittance, but the obligation of members to pay increased dues must still be validly established.

XIII. Can Non-Members Be Charged Increased Union Dues?

Ordinarily, union dues are paid by union members.

Non-members in the bargaining unit may be charged agency fees if they benefit from the CBA and if legal conditions are met. Agency fees are based on the principle that non-members who benefit from union representation should share the cost of collective bargaining.

However, non-members cannot automatically be treated as full union members for purposes of union dues unless they joined the union or are covered by a valid union security arrangement.

A union must distinguish between:

members paying union dues;
non-members paying lawful agency fees;
employees covered by union security clauses; and
employees excluded from union membership.

Increasing union dues does not automatically mean agency fees increase unless the applicable CBA, authorization, or lawful formula allows it.

XIV. Union Security Clauses and Dues

A CBA may contain a union security clause, such as:

closed shop;
union shop;
maintenance of membership;
agency shop; or
modified union security arrangement.

Under a union shop clause, employees may be required to join the union as a condition of continued employment after a certain period. Under maintenance of membership, existing members may be required to remain members during the life of the CBA.

Where a worker is lawfully required to be a union member, payment of dues may be part of membership obligations. Still, an increase in dues must be validly adopted.

A union security clause does not authorize arbitrary increases.

XV. Limits on Union Power Over Dues

A union’s authority to increase dues is limited by several principles.

1. Due Process

Members must have notice and a fair opportunity to participate if the increase requires membership approval.

2. Democratic Control

Union funds belong to the membership. Members have the right to participate in decisions involving their financial obligations.

3. Fiduciary Responsibility

Union officers must handle funds honestly, transparently, and for legitimate union purposes.

4. Reasonableness

An increase that is excessive, unexplained, discriminatory, or punitive may be challenged.

5. Non-Discrimination

The union cannot impose increases selectively against dissenters, political opponents, minority factions, or members who supported rival candidates.

6. Compliance With Law

The increase cannot violate labor law, wage deduction rules, the CBA, or the union constitution and by-laws.

XVI. Member Rights Concerning Union Dues

Union members have important rights. These include the right to:

inspect financial records, subject to lawful procedures;
demand accounting of union funds;
participate in union meetings;
vote on matters requiring membership approval;
question unauthorized deductions;
challenge illegal assessments;
file internal union remedies;
file complaints with the appropriate labor office;
oppose misuse of union funds;
receive information on union finances; and
demand compliance with the union constitution and by-laws.

A member is not powerless when a union imposes an increase without authority.

XVII. Duties of Union Officers

Union officers who propose or implement a dues increase should observe the following duties:

act within their authority;
disclose the reason for the increase;
present financial justification;
follow the constitution and by-laws;
call a proper meeting if required;
ensure quorum;
allow discussion and opposition;
accurately record votes;
avoid coercion;
avoid retaliation against dissenting members;
keep funds separate from personal funds;
issue receipts or maintain records;
report collections and disbursements; and
use funds only for legitimate union purposes.

Failure to observe these duties may expose officers to internal disciplinary action, labor complaints, civil liability, or even criminal consequences in cases of fraud or misappropriation.

XVIII. What If the Union Increased Dues Without Member Approval?

If a union increased dues without proper authority, affected workers may consider several remedies.

1. Check the Union Constitution and By-Laws

Members should first review the exact procedure required for increasing dues.

Important questions include:

Who may propose the increase?
Is general membership approval required?
What vote is required?
Was notice required?
Was there a quorum?
Were minutes prepared?
Was the increase properly recorded?

2. Ask for Documentation

Members may request:

copy of the resolution;
minutes of the meeting;
attendance sheet;
vote count;
financial report;
budget justification;
legal basis for deduction; and
copy of any check-off authorization used.

3. Use Internal Union Remedies

Many union constitutions provide grievance or appeal procedures. Members may file a written objection or appeal within the union.

4. Notify the Employer of Disputed Deduction

If deductions are made from wages, members may notify the employer in writing that the increased deduction is disputed, especially where individual authorization is lacking.

The employer should be careful not to interfere with union affairs, but it also should not make unauthorized deductions.

5. File a Complaint With the Appropriate Labor Authority

Members may bring disputes involving union rights, internal union affairs, illegal deductions, or misuse of funds before the proper office of the Department of Labor and Employment or the appropriate labor tribunal, depending on the nature of the dispute.

The proper forum may vary depending on whether the issue involves:

internal union dispute;
illegal deduction from wages;
violation of the union constitution and by-laws;
unfair labor practice;
CBA interpretation;
money claims; or
misconduct by union officers.

XIX. What If the Increase Was Approved but Some Members Object?

A validly approved increase may bind members even if some voted against it, provided the approval complied with law and union rules.

Union democracy means the majority may decide, but only through lawful procedure. Dissent alone does not invalidate an increase.

However, dissenting members may still challenge the increase if:

notice was defective;
quorum was lacking;
voting was manipulated;
records were falsified;
the purpose was unlawful;
the amount was unreasonable or oppressive;
the increase violated the constitution and by-laws;
the check-off authorization did not allow the increased deduction; or
the increase was used to discriminate or retaliate.

XX. Can a Member Refuse to Pay Increased Dues?

It depends.

If the increase was validly approved and the member is legally bound by the union constitution and by-laws, refusal to pay may expose the member to union disciplinary action, subject to due process.

However, if the increase is illegal, unauthorized, or unsupported by valid check-off authorization, the member may contest the deduction or refuse payment through proper channels.

Members should avoid simply ignoring the issue. A written objection is usually better. The objection should state:

the amount being disputed;
the reason for the objection;
the lack of notice, approval, or authorization, if applicable;
request for documentation;
request to stop unauthorized deduction; and
reservation of rights.

XXI. Can Non-Payment of Increased Dues Lead to Termination?

This is a serious issue.

In a workplace with a valid union security clause, failure to maintain union membership or pay lawful dues may sometimes result in union action that can affect employment. However, termination is not automatic. It must comply with law, due process, the CBA, and the union security clause.

Before any employment consequence, there must generally be:

a valid union security clause;
a lawful membership obligation;
valid dues or fees;
actual non-payment or violation;
union due process;
employer due process; and
no arbitrariness, discrimination, or bad faith.

If the increased dues are invalid, non-payment should not be used as a basis for expulsion or termination.

XXII. Can the Increase Be Retroactive?

A retroactive increase is legally sensitive.

A union should not impose retroactive dues unless:

the constitution and by-laws allow it;
the members validly approved retroactivity;
the purpose is lawful;
members were clearly informed;
payroll deduction authorization covers it; and
the retroactive deduction does not violate wage protection rules.

Retroactive deductions from wages without clear written authorization are vulnerable to challenge.

For example, if the union approves in June that dues are increased effective January, and asks the employer to deduct six months of arrears from salaries, the employer should not implement that request casually. The risk of unauthorized wage deduction is high.

XXIII. Can the Union Increase Dues During the Life of a CBA?

Yes, but only if legally and internally authorized.

A CBA does not freeze union dues unless it specifically says so. The union’s internal governance may still allow dues adjustment during the CBA period.

However, if the CBA specifies a fixed dues deduction amount, or if the check-off authorization is tied to a fixed amount, implementing an increase through payroll may require amendment, new authorization, or compliance with the agreed mechanism.

XXIV. Can a Federation Increase Dues Charged to Local Union Members?

Many local unions are affiliated with federations or national labor centers. In such cases, members may indirectly contribute to federation dues through the local union.

A federation cannot automatically impose increased charges on local members unless the affiliation agreement, federation constitution, local union constitution, and applicable labor rules allow it.

If the federation increases affiliation fees charged to the local, the local union may need to increase dues to cover the cost. But the local must still follow its own procedure for increasing dues.

Federation action does not erase local union democracy.

XXV. Transparency and Financial Reporting

A dues increase is more defensible when supported by financial transparency.

The union should be prepared to explain:

current collections;
current expenses;
deficits or projected needs;
CBA negotiation costs;
legal expenses;
office expenses;
federation obligations;
unpaid liabilities;
intended use of the increase; and
safeguards against misuse.

Members are more likely to accept an increase when the union shows why it is necessary.

Lack of transparency is a common source of disputes.

XXVI. Illegal or Questionable Practices

The following practices are legally risky:

officers increasing dues without membership approval when approval is required;
deducting increased dues without written authorization;
imposing a “dues increase” to pay attorney’s fees without complying with rules on special assessments;
using dues for personal expenses of officers;
refusing to provide financial records;
threatening dissenting members;
imposing higher dues only on political opponents;
falsifying minutes or attendance sheets;
deducting retroactive dues without consent;
using employer pressure to enforce an internal union decision;
failing to issue receipts for cash payments;
mixing union funds with personal accounts;
making deductions after a member has lawfully revoked authorization, where revocation is legally allowed; and
collecting from non-members as if they were members without lawful basis.

XXVII. Practical Checklist for Validly Increasing Union Dues

Before increasing dues, a union should answer the following:

Does the constitution and by-laws allow an increase?
Who has authority to propose it?
Is general membership approval required?
What notice is required?
What is the required quorum?
What vote is required?
Is the proposed amount reasonable?
Is the purpose lawful?
Is the increase ordinary dues or a special assessment?
Are members given financial information?
Are minutes and voting records prepared?
Is the effective date clear?
Are payroll deduction authorizations sufficient?
Does the CBA contain relevant provisions?
Has the employer been given proper documentation?
Are non-members being treated correctly?
Are dissenting members protected from retaliation?
Are union funds properly receipted and accounted for?

XXVIII. Practical Checklist for Members Questioning an Increase

A member who questions a dues increase should ask:

What was the old amount?
What is the new amount?
When was it approved?
Who approved it?
Was there notice?
Was there a meeting?
Was there a quorum?
What was the vote count?
Is there a written resolution?
Does the constitution and by-laws allow the procedure used?
Was the increase explained?
Is it a regular dues increase or a special assessment?
Did I sign a check-off authorization covering the new amount?
Is the employer deducting the correct amount?
Are non-members also being charged?
Are funds being reported and accounted for?

XXIX. Sample Internal Objection Letter

Subject: Objection to Increased Union Dues and Request for Documents

To the Union President / Secretary / Treasurer:

I respectfully request clarification regarding the increase in union dues from ______ to ______, which appears to have been implemented effective ______.

Please provide copies of the following:

notice of the meeting or vote where the increase was proposed;
minutes of the meeting;
attendance sheet;
voting results;
resolution approving the increase;
legal and constitutional basis for the increase;
financial justification or budget supporting the increase; and
check-off authorization used for the increased deduction.

Pending verification of the validity of the increase, I respectfully reserve all rights under the union constitution and by-laws, the collective bargaining agreement, and applicable labor laws.

Respectfully,

Name / Position / Department Date

XXX. Sample Employer Notice of Disputed Deduction

Subject: Notice of Disputed Union Dues Deduction

To Human Resources / Payroll:

I respectfully notify the company that I am disputing the increased union dues deduction from my wages effective ______.

My previous authorized deduction was ______. I have not been shown any valid authorization, resolution, or written consent supporting the increased deduction of ______.

I respectfully request that payroll verify the legal basis for the increased deduction before continuing to deduct the increased amount from my wages.

This notice is made without prejudice to my rights under labor law, the CBA, and the union constitution and by-laws.

Respectfully,

Name / Employee Number Date

XXXI. Common Scenarios

Scenario 1: Union Officers Announce an Increase Without a Vote

This is questionable if the constitution and by-laws require membership approval. Officers cannot substitute their own decision for the required vote.

Scenario 2: Members Approved the Increase in a Proper Meeting

The increase is likely valid, assuming notice, quorum, vote, purpose, and documentation are proper.

Scenario 3: Employer Deducts the Increased Amount Without New Authorization

This depends on the wording of the original check-off authorization. If it authorized only a fixed amount, the deduction may be challengeable.

Scenario 4: Increase Is for Attorney’s Fees

This may be treated as a special assessment or a charge subject to stricter requirements. The union should not simply label it as dues to avoid legal safeguards.

Scenario 5: Federation Raised Its Fees

The local union may need more funds, but it must still validly approve any increase in dues charged to members.

Scenario 6: Increase Applies Only to Members Who Opposed Current Officers

This is discriminatory and vulnerable to challenge.

Scenario 7: Dues Increase Is Retroactive

Retroactive implementation is risky unless clearly authorized and validly approved.

XXXII. Relationship With the Right to Self-Organization

The right to self-organization includes the right of workers to form and join unions. It also includes the right of unions to govern themselves.

But internal union democracy is part of genuine self-organization. A union is not democratic if officers can impose financial obligations without consent or accountability.

A dues increase must therefore balance two interests:

the union’s need for funds to represent workers effectively; and
the members’ right to control their organization and protect their wages.

The law does not prevent unions from raising funds. It prevents abuse.

XXXIII. Relationship With Wage Protection

Wages are protected under Philippine labor law. Deductions are generally prohibited unless legally authorized.

This is why the check-off issue is crucial. Even if a worker owes dues to the union, the employer’s authority to deduct from wages must be separately established.

A union may have a valid claim against a member under union rules, but payroll deduction still requires legal basis.

Thus, there are two related but distinct questions:

Does the member validly owe the increased dues to the union?
May the employer deduct the increased dues from wages?

Both questions must be answered properly.

XXXIV. Best Practices for Unions

A responsible union should:

review its constitution and by-laws before proposing an increase;
prepare a written financial explanation;
give advance notice to members;
conduct a transparent meeting or referendum;
allow members to ask questions;
record the vote accurately;
avoid coercion;
issue a formal resolution;
update records;
obtain updated check-off authorizations when needed;
report collections regularly;
provide financial transparency; and
ensure that the increase is reasonable.

These steps reduce disputes and strengthen the union’s legitimacy.

XXXV. Best Practices for Employers

An employer should:

avoid interfering in internal union affairs;
require clear documentation before deducting increased dues;
review the CBA and check-off authorizations;
avoid unilateral changes in deductions;
treat all employees consistently;
avoid siding with union factions;
consult legal counsel where there is a dispute;
keep payroll records;
stop unauthorized deductions when legally required; and
respect lawful union security arrangements.

The employer’s role is limited but important.

XXXVI. Best Practices for Members

Members should:

keep copies of check-off authorizations;
attend union meetings;
read the constitution and by-laws;
ask for financial reports;
vote on dues matters;
object in writing if procedures are not followed;
avoid relying only on verbal complaints;
preserve payslips showing deductions;
coordinate with other concerned members; and
use lawful remedies.

Union democracy depends on active membership.

XXXVII. Key Legal Principles

The following principles summarize the topic:

A union may collect dues from its members.
A union may increase dues if legally and internally authorized.
A union cannot increase dues arbitrarily.
Officers alone usually cannot increase dues unless validly empowered.
The union constitution and by-laws are controlling.
Membership approval is often required.
Proper notice, quorum, and voting rules must be followed.
Payroll deduction requires lawful authority.
Special assessments are subject to stricter rules.
Union funds must be used for legitimate union purposes.
Members have rights to transparency and accountability.
Employers must not interfere but must avoid unauthorized wage deductions.
Non-members cannot automatically be charged union dues.
Retroactive increases are legally risky.
Discriminatory or retaliatory increases may be challenged.

XXXVIII. Conclusion

A labor union in the Philippines cannot increase union dues anytime at its own discretion. It may increase dues only when the increase is authorized by law, the union constitution and by-laws, and the democratic will of the members expressed through the proper procedure.

The validity of a dues increase depends on authority, notice, approval, documentation, purpose, and lawful payroll deduction. Union officers must act as fiduciaries, not as owners of union funds. Members, in turn, have the right to question unauthorized increases, demand transparency, and protect their wages from improper deductions.

The lawful rule is not that dues can never be increased. Rather, the rule is that dues may be increased only through a valid, transparent, democratic, and legally compliant process.