CIR Secures Win for Chicago’s Health, While Continuing the Fight in New Mexico

October 22, 2025

In a profit-driven medical system, where physician shortages, hospital closures, and severe worker exploitation is the norm, CIR members are determined to win real support for ourselves and our patients.

The health landscape in Chicago, though particular, is reflective of the overall injustices in medicine in the U.S. In recent years, relentless hospital closures have pummeled the city, especially for Black communities.

With fewer hospitals than ever for patients to access, University of Chicago residents and fellows are the backbone of care for their communities. But many of these physicians, who voted to join CIR last Spring, are barely scraping by. Thankfully, this fall, after months of consistent action, including a huge unity break in September, UChicago physicians forced a change in the status quo.

Reaching a tentative agreement on October 21, the Chicago physicians ultimately won 18% salary increases over the life of the contract, a $9,000 annual living stipend, a minimum of $100 an hour for moonlighting, license reimbursements, and more! They say the tangible support they won through their organizing represents an investment in community health–exactly what they set out to achieve through their unionization.

INSERT QUOTE FROM UCHICAGO PRESS RELEASE.

Across the country, University of New Mexico (UNM) physicians, who negotiate for wage increases every year, are fighting for their own contract victory. The state’s only level-1 trauma center, dedicated children’s hospital, and teaching hospital, UMN is the center of health for everyone from immigrant communities in Albuquerque, to folks living on reservations who drive for hours for care.

At the center of that care are CIR doctors, and in the state with the second-worst physician shortage in the country, they understand that the level of support they receive affects not only their well-being, but the future of health for New Mexico. At a rally on October 6, physicians explained how higher wages would help them better focus in the hospital by reducing their financial stress–while also allowing UNM to keep attracting great doctors to the state.

“We want UNM to attract and keep great physicians, including folks from backgrounds underrepresented in medicine, and to support these doctors so they stay here, and open up their own practices across the state,” said CIR Regional Vice President and UNM resident Dr. Rupali Gautam. “We want there to be more doctors in rural communities, in Native American communities, and for others who face high barriers to quality health care.”

Physicians at the University of Chicago will vote soon to ratify their new contract, while UNM housestaff are continuing to fight for a contract that will improve physician well-being and patient care.

Understanding S.P.I.T.

What are the benefits of forming a union?

When we come together as housestaff, we have a unified voice for safe working conditions and better patient outcomes. This pandemic has demonstrated that having workplace representation is urgent and necessary. Thousands of residents across the country have organized union chapters and have won historic improvements for housestaff and patients through collective bargaining agreements.

What’s legal? What’s not?

The laws vary from state to state as well as the type of employer you are paid by – private or public.Generally, however, most laws give employees the right to act together to try and improve their working conditions, with or without a union.It is illegal for employees to be fired, suspended, or otherwise penalized for taking part in protected group activity.

Generally, it is illegal for employers to S.P.I.T.:

(Document any activity that may look like this)

Surveil

Administration and department leadership may not conduct unlawful surveillance of employees’ union activity. Identifying, tracking and surveillance of employee discussions about the union or union meetings is illegal.

Examples:

Supervisors cannot inquire about what goes on at union meetings, ask which employees attend the meeting, or even give the impression of such surveillance.

Promise

Administration and department leadership must not directly or indirectly promise any benefits or reward employees for refusing to sign a union card, or for voting against your union. They may not promise a wage increase or give preferential treatment in exchange for refraining from union activity. Encouraging employees to withdraw or repudiate union authorization cards is also unlawful. They may not solicit grievances about working conditions while expressly or impliedly promising corrections if residents do not form a union.

Examples:

“I can get you a job here or give you a good recommendation letter if you don’t get involved.”

Reminder: There is nothing holding management accountable to any promises they make and they do not have to follow through.

Interrogate

Administration and department leadership should not interrogate, or ask, any employee whether or not he or she favors the union, has signed a union card, or has gone to a union meeting.

You can always say you’re not comfortable answering their questions. Remember to ask whether they’ve talked to others, whether they know if they’re allowed to ask, and if they have concerns about residents forming a union and what they are.

Questions they may ask:

Have you heard of a union being formed? Are you involved? Have you been asked to sign a card? Do any of your colleagues have interest in forming a union? Who have you heard union talk from? Do you think you’ll join?

Threaten

Administration and program leadership must not threaten employees with harm or reprisals (economic or otherwise) if they decide to get involved with the union or sign a union card.

Examples:

Administration may not threaten to take away residency spots or current department benefits if the residents decide to form or join a union.

What can we do to protect ourselves?

Despite being generally protected, it is always a good idea to be extra careful:

Remember to be discrete and never seek advice or reveal to management/administration that you are considering unionizing
Refrain from using hospital property – both physical (printers, computers, phones) – and intellectual (email, paging/messaging systems) – in communicating regarding union matters
Be mindful of where and when you discuss unionization with your colleagues – being overheard talking about unions in the hospital “on company time” can be considered “solicitation,” so exercise caution and discretion
As long as you are using personal means of communication such as personal phones, emails, and only talking to other interns, residents, or fellows, the hospital cannot discipline you

Reminder: Forming a union is 100% our legal right and our vote is anonymous.

CIR Secures Win for Chicago’s Health, While Continuing the Fight in New Mexico

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