As CIR members, we collectively bargain or negotiate with our employers over concerns that are most pressing to us. The CIR contract (also called a “collective bargaining agreement”) is a legally binding document between the hospital and housestaff that provides language ensuring fair wages, benefits, and working conditions.[/vc_column_text][vc_separator color=”grey”][vc_single_image border_color=”grey” img_link_target=”_self” alignment=”center” image=”18771″ img_size=”1000″][vc_separator color=”grey”][/vc_column][/vc_row][vc_row][vc_column width=”1/2″][vc_column_text]Elements of the Contract
CIR contracts address a full range of resident concerns. Contracts at CIR hospitals vary depending on needs of the housestaff in each hospital, but some common contract provisions include:
- Salaries and Benefits: This includes provisions like minimizing health insurance premiums, book stipends, and conference allowances.
- Working Conditions: Examples include regular cleaning of call rooms, providing lockers, and the number of scrubs residents get per year.
- Articles that Strengthen the Union: For example, a clause may state that the hospital officially recognizes the housestaff union and also outlines the hospital’s obligations to residents should it decide to close a program.
Negotiations are very different from hospital meetings you may have attended before. The collective bargaining is a give and take process and compromise is the name of the game. In the end, we must reach a settlement that is mutually acceptable to both the union and the hospital administration.
The Contract in Action
Once a contract is settled, we have several tools at our disposal to build on that foundation and ensure that our union remains vibrant, that the contract is followed, and that housestaff voices are heard. Some of those tools include: Labor Management Meetings, Grievances, and Representation at the national level.
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