Hundreds of GWU Doctors Hold Informational Picket, Demanding Living Wages and Mental Health Care

September 26, 2024

Resident Physicians Escalate Fight for Fair Contract, Citing Rampant Burnout and Cost-of-Living Crisis

Washington, D.C.—On Wednesday evening, over 200 union resident physicians employed by George Washington University and their allies gathered to demand that GWU agree to a fair contract with the doctors right away. More than a year after winning their union drive and joining the Committee of Interns and Residents (CIR-SEIU), the doctors are still fighting to secure their first union contract, saying that GWU’s bargaining team has failed to offer a proposal that would meet their needs as physicians.

Working up to 80 hours a week, and stretching themselves across massive staffing gaps in order to keep the GWU affiliated hospitals running and patients safe, GWU resident physicians make as little as $15 an hour, while carrying in many cases well over $200,000 in student loan debt. They say that GWU administration’s failure to agree to a fair contract will threaten its ability to continue attracting great doctors who reflect the diversity of the working class communities of color who rely on these hospitals for their care.

“Every day, we’re expected to handle life-or-death situations, but we’re not given adequate resources to handle the emotional and mental toll of that work,” said Dr. Jason Robert, a third-year anesthesiology resident. “GWU needs to realize that investing in their residents is an investment in patient care. We need living wages and improved mental health benefits now—not next year, not next month, but today.”

At the picket, held outside the GWU School of Medicine and Health Sciences, the physicians chanted and held signs that said “Healthcare Heroes – But Can’t Afford Groceries”, while community members looked on. GWU residents say their long hours, low pay, and the constant stress of residency has pushed them beyond their breaking points, with many struggling to afford basic necessities.

“This isn’t just about us—it’s about every patient who walks through these doors. If we’re not paid fairly or given access to mental health care, how can we be the best doctors for our patients?” said Dr. Neha Gupta, a second-year resident in emergency medicine. “We need GWU to agree to a fair contract now. Our patients can’t wait, and neither can we.”

Along with living wages, strong mental health care is a top priority in order to ensure they can process the stress and often traumatic nature of residency. This is particularly important, they say, given the high rates of depression, anxiety, and even suicide among resident physicians.

The Committee of Interns and Residents (CIR) is the largest house staff union in the United States. A local of the Service Employees International Union (SEIU), representing over 34,000 resident physicians and fellows. Our members are dedicated to improving residency training and education, advancing patient care, and expanding healthcare access for our communities.

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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.

Hundreds of GWU Doctors Hold Informational Picket, Demanding Living Wages and Mental Health Care

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