695 FAQ


All employees deserve fair pay, dignity, respect in their job and most share common interests in job security, pay progression, maintaining stable means their labor earns for themselves and their dependents. It is normal, accepted human nature to want to reach worthwhile goals in life. Not every worker enters a position where asks are magically granted in full, or start day one so perfectly, fairly compensated, asking for more is never necessary.  If after learning things are becoming unfair, workers who form consensus, share concerns and agree to participate together can synergize a unified solidarity to right the wrong. Concerns and asks are made much more compelling, much more negotiable, when obviously coming (politely and respectfully!) from many in agreement, not one, single, isolated person.


AFSCME International in Washington, D.C. and Minnesota’s Council 5 maintain records of membership, which should become immediate once placing a Sign-up card directly, first hand, into custody of a trusted Local officer, or personally handing to a Council 5 field rep, perhaps at new employee orientation. Snail-mailed cards are too easily diverted, been mysteriously found in snowbanks up the road. Once, overnight, all older bulk-rate snail-mail postcards were made undeliverable due to a bar code revision. On-line sign-up at Council 5’s MemberLink web page is possible, but not always guaranteed. Membership is a voluntary, personal choice. Each new hire decides if or when they will become a full member, everyone is their own person. Waiting indefinitely to sign a card, floating non-noncommittally, never making any open, visible affirmation that better wages, benefits, and working conditions for all workers matter -- at some point passivity turns into disengagement.  Silence leaves unvoiced, private motives open to speculation. One can possess very good reasons and ethical principles, yet still be put on the spot explaining an opaquely private conscience because eventually apathy cannot be told apart from antipathic opposition to better pay or benefits, when strikes are immanent.


It is not ungrateful or disloyal to want a voice in the workplace. When there isn’t a union, and even if there is one, of course any appointing authority (management) is going to insist on gatekeeping what, where and how often workplace matters are discussed. What employer wouldn't claim that right, insist all matters have been already discussed and resolved privately behind closed doors. The Statewide AFSCME contract only recommends Labor and Management can meet, within some minimal schedule, but for that to happen there has to be agreement if, and in what way, something deserves meeting about.  Infrequent issue of minutes of meetings reflects how rarely unions succeed in proposing labor/mangement agenda items. If circumstances require changes in pay, pensions, health care, severance, vacations, and holidays, union consent and participation of proposed changes are what accomplishes this legitmately within Minnesota's public sector collective bargaining framework, where duly informed members decide for or against proposed changes.


Perhaps the all time most frequently asked union question. It implies unions never arise natively in workplaces but only exist as "spurious, outside third parties" that do limited "service" as troubleshooter heavies carrying water for members handled exclusively as separate individuals, mainly to police perceived wrongs inflicted by one member on another, or decide if someone must be removed from employer’s payroll.  In most workplaces, productive business results are closely tied to effectively functioning work groups or teams cooperating together.  This question carries sentiment that unions as "outsider others" are not "us", are not necessary in well-run outfits with human resource staff ready to resolve or remedy any workplace issues. If you are an individual member who belongs to a union, you actually are “the union” personified and incarnate, in the flesh.  Internally active collective bargaining power and massed momentum, not personnel professionalism by canny outside operators or consultants hired for the job, is what delivers the influence to win affordable health care, wage increases, job security, sick and vacation days, representation in investigatory and disciplinary meetings, and seniority.


By becoming a member, you’re saying that your wages, benefits and working conditions are important. Signing a membership card signals that you care about your job and contract shows your co-workers that you stand together with them. ONLY MEMBERS CAN: Attend union meetings, vote on the contract, have a say in the priorities of the union, hold office or elect leadership, etc. Only AFSCME members can vote in union elections. These include determining leadership – Officers, Executive Board members and Negotiating Committee members – and determining whether to ratify contracts or strike.
Scholarships, Discounts and Other Services: AFSCME members and their families have exclusive access to scholarships; insurance, credit counseling and legal services; and discounts on wireless phone services, health clubs, car rentals, restaurants, and many other products. 


Dues collected from 695 members divide among affiliated bodies, those nominally "AFSCME" follow:
• 30% to AFSCME International
• 60% to MN Council 5
• Only 10% goes to Local

Nearly everything goes to “servicing the contract” – negotiations, contract enforcement with grievances and educating membership about their rights and responsibilities for following contractual terms conditions at work. As the most subordinate body, AFSCME 695 democratically determines, through discussions in executive board and voted motions at membership meetings, what is best to do with 695's10% by way of spending motions. The Local constitution does specify dues, but constitutional changes about dues members approve are subject to "higher" bodies understandably reluctant to reduce what they get and constitutional change attempts reflect this fact. Post-Janus, pan-labor affiliations, AFSCME and AFL/CIO for example, are required by statute and legal decisions to report what percentage of expenditures are "non-chargeable" or not strictly to "service the contract". Minnesota AFL/CIO reported in 2022 that of the $16 per-capita payment per member that that year, only 4.868% went to fund non-chargeable politics or ideology. Legal decisions to date have tracked for and against fair share fees, a recent example in Minnesota shows effort to claw-back, retroactively, dues used "without member permission" could easily lead to a legal way to empty all union treasuries in one Supreme Court decision.


AFSCME 695 is a member-run, member-powered Local built on having a voice both on the job at MnDOT, as well as within AFSCME. In the absence of a Local President, the Local 695 constitution gives the E-board body full Presidential authority to run things, much to the dismay of the employer when they'd much prefer all contact pass through just one influenceable individual.  Ultimately, Members, not some mythic, all-powerful "union boss" autocrat, are the topmost level to make decisions and member participation is the key to success. Members decide collectively what our focus should be in contract negotiations, what we spend our dues money on, what position our union is going to take on the important issues of the day, and what organizations in our communities we are going to work with and support. Commitment to democratic and transparent decision making is what sets AFSCME apart from many other unions. Only members can vote on accepting or rejecting contracts, on electing union leadership – like President, Executive Board and Negotiating Committee Representatives, or whether to accept or reject a proposed contract. To have a voice and be part of the decision-making process simply be a member of AFSCME Local 695. Each of the officers and executive board members of our local work at MnDOT and are elected by the membership. Any member who has been in good standing for one year or more may run and hold an elected position in our union. Our active members direct the activities of our union through their involvement at membership, area meetings and committee work. This is one of the most critical parts of being a union member.