How Brooklyn Housestaff Navigated a Merger – and Won – Committee of Interns and Residents

How Brooklyn Housestaff Navigated a Merger – and Won

October 9, 2026

An interview with Dr. Anupam Mahadeo, a CIR delegate and psychiatry resident at Maimonides Medical Center.

Q: How did residents at Maimo initially react to the news of the merger and the threat to physicians on visas? Can you describe that moment?

A: Initially the merger was something many of us took in stride – when we first found out about it in the fall, there was a lot of uncertainty, but when the administration guaranteed our CBA would be preserved, many of us trusted that the transition for our contracts was at least somewhat well planned out.

The moment when we first read the news about the threat to physicians on visas, there was a lot of confusion with a sense of shock at first. A lot of people thought it was a misunderstanding, or us not reading correctly, but as it got explained to us there was just a general feeling of betrayal.

Q: What steps did you all take to fight back as a union, and why do you think you were successful? Was there anything that you’d say was particularly challenging throughout these negotiations?

A: Through the moments of uncertainty and shock at the beginning of the bargaining process, we really came together as a union and made sure that the representatives in each department were accurately informed about what was happening, so that information could be efficiently relayed to union members, while they also worked incredibly busy hours. Having efficient dissemination of information led to everyone being on the same page, and it led to very fast organization for us to show up at town halls, bargaining meetings, to enact email actions, and to make our voices heard during this process.

The initial phase of bargaining was definitely the most challenging, as many of our physicians on visas were nervous about potential repercussions of speaking out during this process, and at times it led to a challenging dynamic of us balancing the act of speaking out with trying to ensure peace of mind for our most threatened members.

Q: What do you think your ultimate win says about physician union power? What did you learn?

A: This process taught me the power of collective action to ensure everyone has their voice represented. Our union was the reason we were in a position to fight and ultimately win a fair contract, despite the sudden nature of this process and the threats towards our vulnerable members. Our voice was strongest when we were together and led to everyone knowing that we were safe to engage in the process of bargaining.

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.

How Brooklyn Housestaff Navigated a Merger – and Won

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