The decision to join the union is separate from voting in favor of union representation. Employees who do not participate in the upcoming representation election may still choose to become members of the union. Likewise, employees who have voted yes in the election process may decide not to join the union. And employees who vote no in the election process may nevertheless choose to become members of the union.

Employees who choose to become members of the union will be entitled to run for union office, vote in union elections and membership meetings, set union policy and dues, and monitor financial transactions. Only union members will vote on whether to accept the contract negotiated between the union and GAO management. However, nonmembers will have the opportunity to make their views knows via union-conducted surveys and information sessions prior to and during formal negotiating sessions with GAO management. Nonmembers may also choose to join the union at any time—for example, nonmembers may choose to become members at any time before a date specified for the contract ratification vote , thus enabling them to cast a vote on accepting or rejecting the contract. Moreover, nonmembers are legally entitled to be represented by the union in collective bargaining matters affecting both their collective and individual interests.

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Union Dues:
Only employees who voluntarily choose to join the union are required to pay dues. The actual amount of dues will be decided by GAO employees themselves; the floor for the dues is an average of $9/month, the amount that the IFPTE Constitution requires that each IFPTE affiliated local union charge.  Of that amount, the IFPTE Constitution requires that the GAO union forward $6.60 per member per month to IFPTE to help defray the cost of the professional services IFPTE provides to the GAO union, such as legal and research assistance in negotiating a contract with GAO management. Some IFPTE local unions choose to assess a flat monthly fee for dues, but others choose to have a percentage-based dues structure to more fairly accommodate employee groups that represent a broad range of salary levels. Thus, for example, the Congressional Research Employees Association (CREA) assesses each member dues equal to 0.002 X base salary. For someone earning $100,000, this amounts to under $8/pay period. For someone earning $50,000, the dues would amount to under $4/pay period. GAO employees will vote on how they want to structure their dues and the amount of the dues. Any future change to the level of dues requires approval by the GAO union membership.   The GAO local union will be accountable to its membership for how it spends the collected dues.

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Union Decision-making:
The GAO Employees’ Organization will function according to a Constitution and Bylaws created and ratified by GAO employees, which establishes an organizational structure, roles and responsibilities of elected leaders, membership dues, and a process for direct member participation (e.g. referenda, membership meetings). All GAO employees who are eligible to vote in the PAB-conducted representation election will be entitled to participate in the development of this organizational structure, the adoption of the first Constitution and Bylaws, and the establishment of the initial membership dues amount.  It is suggested that the GAO Employees' Organization establish a policy-making body including representatives from each field office and mission team, and, within those offices/teams, from each pay level, including the PDP employee-group. It is critical that the union's policy-making body be one that truly reflects the GAO organization and gives a meaningful voice to all employees. Once this process is complete, the union will function in accordance with the Constitution and Bylaws adopted by GAO employees.

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What is the impact of “free riders”?
How can GAO employees build a credible and effective employee union if membership is voluntary and nonmembers are permitted to participate in surveys and informational meetings?

Each GAO employee must decide in his/her own time and own way how to participate in the union and when to become an active member.  There is no question that widespread employee participation is critical to the union’s long term success.  At the same time the union must model openness, transparency and inclusiveness, in its decision-making thereby allowing GAO employees to become involved in the union even before they decide to become active members.  The union must be vigilant to represent the interests of all employees -- members and nonmembers alike at all times.  Indeed, this is the way to build an effective union that can speak credibly to management and Congress on the employees’ behalf.

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Role of IFPTE in the GAO Employees Organization:
IFPTE’s essential role is providing professional staff support (e.g. legal, legislative, research, membership and financial management, reports and recordkeeping) to the GAO Employees’ Organization. For example, IFPTE will advise and assist GAO employees as they develop their organizational structure. Two examples of local union governing structures are provided here:
Association of Administrative Law Judges’ Constitution
Congressional Research Employees Association’s Constitution

IFPTE can assist in facilitating a mentoring relationship between other IFPTE federal employee groups (such as the Administrative Law Judges Association, the Immigration Judges Association, and the Congressional Research Employees Association) and the GAO Employees’ Organization. This type of partnership can also help the GAO union to proceed smoothly through the early phases of self-governance. Nevertheless, it will be GAO employees’ decision as how to structure the democratic governance structure of their union.

IFPTE’s legal and research staff will support all phases of contract negotiations, review and negotiation of GAO proposed orders or other working conditions proposals, and assist in the implementation and oversight of the negotiated contract and GAO orders.  IFPTE will work closely with GAO’s Congressional Oversight and Appropriation’s Committees to make sure that GAO employees have a direct and independent channel of communication to Congress on GAO mission and budget issues.  IFPTE will assist GAO Employees Organization representatives in providing testimony and information to Congressional committees and offices on legislation or other matters affecting GAO employees. Further, IFPTE engages experts in a variety of fields on a project basis to assist IFPTE’s professional staff.

IFPTE does not however require affiliated local unions to take any position or adopt any policy, except those required by applicable law, e.g. those regarding financial responsibility, democratic procedures, and membership and free speech rights.  Moreover, no affiliated local union is required to take part in any partisan political activities or legislative advocacy.  For example, CREA abstains from all IFPTE political and legislative activities in deference to CRS employees’ role as advisors to Congress. 

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Role of the GAO Employees Organization in IFPTE:
At the same time the GAO Employees Organization will have the right to participate in the governance of IFPTE, based upon their membership size.  For example the CREA President has served as a member of the IFPTE Executive Council.

; Some unions decide to limit when employees can join or resign from the union, but there is no legal requirement that they do so.  As a result, the GAO union will be free to allow employees to join and resign at any time.

;; For administrative reasons, there will typically be a widely publicized deadline for membership before elections, such contract ratification, officer elections, dues increases, to allow the union to assemble an eligible voter list.  These deadlines are set as close as possible to the election date to maximize participation.

;;; Even though the union is required to represent each eligible employee fairly and without discrimination, whether or not the employee decides to become a union member, the union still should decide on a case-by-case basis whether an individual or group claim has merit before taking action on a claim.  Typically these decisions are made by an elected or appointed union committee or board, which is responsible for ensuring that union resources are directed fairly and consistently to meritorious claims that benefit not only certain individuals or groups, but the employee union as a whole.

;v The IFPTE Constitution, including all provisions related to finances, is the product of a Convention of IFPTE local unions held every three years, and can only be amended by IFPTE affiliated local unions.  The GAO Employees Organization would participate in this and other democratic processes through which IFPTE policy is set.

v Dues increases must be the result of a direct vote of the membership.  In other words, local union leaders cannot raise member dues absent a membership vote.

v: GAO employees are free to design their own representative structure.  The one suggested here is an example for consideration based upon GAO’s structure and structures adopted by other union organizations.

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