Montefiore Physicians Hold Informational Picket and March on CEO

October 10, 2024

Physicians Demand Better for the Bronx Amid Prolonged Contract Fight With The Corporate Health Giant

Bronx, NY—On Wednesday, October 9, 2024, at 5:30 PM, Montefiore resident physicians and fellows gathered in front of Montefiore Moses Hospital, located at 111 E 210th St, Bronx, for an informational picket and march. After over a year of negotiations and months of actions, Montefiore leadership, with CEO Dr. Ozuah at the helm, continues to deny a fair contract to the 1,200 doctors represented by the Committee of Interns and Residents (CIR/SEIU), who work over 80 hours a week at the center of patient care.

The Montefiore residents, who regularly experience burnout due to severe understaffing and a lack of support from the system, feel that the hospital is prioritizing profits over the health of its frontline providers, which deeply impacts their ability to provide the best patient care. With residency recruitment numbers already dropping, the CIR physicians say that if management doesn’t agree to a fair contract soon, the hospital risks losing its ability to attract and retain top physicians for the Bronx’s working-class communities of color.

“It’s only more frustrating and more disappointing by the day,” said Dr. John McCarthy, a first-year resident in social pediatrics. “While we exhaust ourselves to provide quality care for this community we love, Montefiore management seems to prioritize everything but supporting healthcare workers. We chose to work in this system specifically because we think Bronx patients matter, and we’re fighting to ensure that Montefiore’s investment in us matches the importance of what we do inside these walls.”

At the picket, the physicians chanted and marched, holding signs that read, “Montefiore, Don’t turn your back on The Bronx!” as community members looked on. Pushed beyond their breaking points as they struggle to keep patients safe in severely understaffed hospitals, residents say their contract fight is about holding Montefiore leadership accountable to the needs of Bronx physicians and their patients.

Along with demands for fair compensation, improved benefits, and stronger safety protections, one of the residents’ key priorities is securing a Patient Care Trust Fund to support the development of community-centered health programs and the purchase of essential hospital equipment, such as new glucometers, ultrasound machines, and EKGs. Since the onset of COVID-19, Montefiore has reduced vital community health services in the Bronx while opening new facilities in wealthier, whiter communities with higher rates of private insurance.

Residents say that despite the challenges and Montefiore’s negligence in addressing the crisis in their well-being, they remain committed to taking on the massive healthcare system.

“We love this community and are united and determined,” said Dr. Aubrey Vinh, a psychiatry resident and speaker at the event. “We are ready to continue fighting for ourselves and our patients.”

The Committee of Interns and Residents (CIR) is the largest house staff union in the United States, 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.

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.

Montefiore Physicians Hold Informational Picket and March on CEO

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