What is a Strike Authorization Vote?
How does the Strike Authorization Vote work?
Why are we taking this vote now?
If I vote yes will I be required to go on strike?
Is striking considered patient abandonment?
How many votes do we need to consider the strike authorized?
Are we paid during a strike?
What am I supposed to do during the strike?
What if I am on an away rotation during the actual strike?
What does it mean to go on a ULP strike?
Can I strike if I’m not a citizen or if I’m on a work visa?
Will I Lose My Healthcare While on Strike?
Can our employer lock us out?
Can I get in trouble or be fired for striking?
How long will the strike last?
Will I have to add time to the end of my residency/fellowship for missing work due to a strike?
How did we decide to give notice for our ULP strike?
Is it illegal for our PD or a hospital administrator to ask if I’m going on strike?
Aren’t physicians considered “essential workers,” how is it legal for us to strike?
Will striking affect my future job prospects?
What should I say if a reporter asks when/if we’re going to strike?
CIR members are voting on whether or not to give our bargaining team the authority to call a strike if circumstances justify. The vote does not mean that we will necessarily go on strike. A “Yes” vote gives the bargaining team the authority to make that decision if circumstances justify at the time a strike is called.
Voting begins Monday, May 16 and will continue until Monday, May 30 at 5pm. Every CIR member has the option to vote “yes” or “no”. The first week of voting will be conducted in person and the second week will occur online. We encourage everyone to vote early and in person.
When online voting begins, you will receive a unique link to a ballot. Only dues-paying CIR members are eligible to vote.
CIR members have been trying to reach a fair agreement with the County. However, the County has failed to bargain in good faith with the Union and has not provided increases in response to most of our proposals. They asked us to take a “roll over” last fall, and after we have patiently waited for reasonable proposals from their representatives , they are still coming to the table unprepared to negotiate seriously and ensure that we are being adequately compensated.
The Bargaining Team is recommending everyone vote “yes”, which would give the Bargaining Team the authority to call a strike if necessary and will send a powerful message to the County that we are united. We of course hope the County will reverse course and engage in good faith bargaining, and move to reach a fair agreement. However, we must have the option to exercise our right to strike if they continue to not meet their legal obligations at the table.
This vote authorizes the bargaining team to call a strike in the future if circumstances warrant. There will be separate communications should the bargaining team decide that it’s a necessary time to strike. We will have meetings to make special arrangements for those who work in critical care areas, such as the ED and ICU.
When we go on strike we give our employer at least 10-days to prepare. We include the date and time of when we will be striking. It’s our employers’ responsibility to ensure proper care of patients in event of a strike and to create a plan to care for patients.
The only way to win is if we show a strong supermajority of support. In a strike authorization, that is typically 90% or more of voting members.
No. If you’re not scheduled for sick/vacation, you will not be paid during the strike. If you’re scheduled for leave during strike then your leave should continue as scheduled.
It’s important for us as frontline healthcare providers to take action to take on behalf of our patients. All resident physicians should plan to spend 4 hours per day at the picket line at their work location during their regular working shift.
CIR leadership will inform your rotation site that the strike is happening. You should plan to join the picket line at County on that day. We will not be picketing at rotations.
When we strike to protest an unfair labor practice, we’re referred to as “unfair labor practice strikers” under California public sector labor law. As “ULP strikers” we cannot be discharged or permanently replaced. When the strike ends, we’re entitled to have our jobs back, even if the workers hired to do our work have to be discharged.
Yes. Every employee has a right to strike. H1-B workers cannot be terminated for participating in a labor strike. Participating in a strike does not violate the H1-B requirements that the worker remain employed by the petitioning employer. If you have questions or concerns about this, please contact xx to connect with our legal team.
If we strike for a couple weeks or less, your healthcare will stay intact. AB237, which was signed by Governor Newsome in October of 2021 forbids public employers from terminating health coverage during a strike
It is against the law for our employer to permanently replace us with a lockout. Once we make an unconditional offer to return to work the hospital might try to temporarily lock us out. But we are roughly 1,400 strong at LAC+USC, Harbor-UCLA, and MLK/Drew. The County knows a lock out will not be in the best interest of patients. If there is a temporary lock out, we must stay strong together knowing we have a legal right to return to our jobs.
At the specific time we’ve chosen to strike, everyone will walk out TOGETHER or not go into work. That will be a protected union action. Striking is protected by California public sector labor law. When our contract expired, so did our “no strike” clause. As long as we strike TOGETHER, we can fight any retaliation from our employer.
There are many options, and we know that nurses, EVS, and techs represented by SEIU 721 are also contemplating this question. The Bargaining Team will make this determination in coordination with their union.
As long as you meet requirements to graduate, you will not be asked to make up time.
Bargaining team is authorizing a strike based on feedback we’ve heard from hundreds of CIR members and in solidarity with 55,000 LA County workers.
No, it’s not illegal to ask. The best response is when you and your co-workers tell your boss all together that you will ALL be striking.
There is no blanket prohibition against strikes by health care workers under California public sector labor law. If our employer wishes to avoid us striking, they will be given ample time to respond to our demands at the table. If a strike vote is reached, we will provide ample notice, prepare to train any replacements as necessary, make any legally necessary determinations about providing essential services, and make clear to our employer that we’re willing to forgo the strike once our conditions are met or we can come to a mutual agreement.
It is very unlikely that a strike will affect your future job prospects. Employers will look at your professional file and nothing about this strike will go into your file.
We want the public to know that nobody wants to go on strike. We would rather be spending this time caring for our patients and going home to our loved ones. But the County has given us no choice. Our members are struggling to get by and the County is not making any meaningful effort to ensure our hardworking members can provide for ourselves and our families. We see no other option than to stand together and take this historic action.