CIR Resident Physicians and Fellows Across the UC System File to Become Nation’s Largest Physician Bargaining Unit

November 18, 2024

6,400 University of California Housestaff Unite for Improved Benefits

FOR IMMEDIATE RELEASE
Contact: Anya DeLacey
press@cirseiu.org

California – On November 14, 2024, the 6,400 interns, residents and fellows at the University of California’s eight CIR chapters took a significant step forward by filing a petition with the Public Employment Relations Board to become a single systemwide unit represented by the Committee of Interns and Residents (CIR)/SEIU.

This convergence would create the largest single bargaining unit of physicians in the nation. This effort seeks to address critical issues affecting interns, residents and fellows, including workload management, safe staffing levels, access to compassionate mental healthcare and support, family building benefits such as improved child care resources, and fair compensation to address the high cost of living in California. Residents have stated that overwork and inability to make ends meet negatively impacts their physical and mental well-being, which in turn can impact patient care.

“Uniting as one unit will amplify our voices and our power,” said Child Psychiatry Fellow Nekisa Haghighat. “Every resident in the UC system wants the same thing: to provide the best care possible for our patients. But in order to do that, we need to have safe, secure, and sustainable working conditions. 1UC will allow us to do that so that we can focus on what matters – caring for our communities.”

Amidst the stress of skyrocketing inflation, steep medical school debts, a child care crisis, and rising housing costs, interns, residents and fellows united under 1UC will be able to advocate for a contract that addresses these issues and allows them to focus on caring for their patients.

“By bargaining a systemwide contract, we will have the power to create the 1UC Standard: Unified for Change, United for Care. Together we will raise the bar for resident physicians and patients because resident working conditions are patient care conditions,” said Asha Ayub, a PGY-4 Urology Resident.

In line with this goal, the #1UC campaign has been launched on social media platforms such as Instagram, Twitter (now X), TikTok, and Facebook. This movement hopes to reach the public to inform them of the unification, and how they can assist in spreading the word.

For more information about the #1UC campaign and how you can get involved, please visit 1UC – Committee of Interns and Residents

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.

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.

CIR Resident Physicians and Fellows Across the UC System File to Become Nation’s Largest Physician Bargaining Unit

6,400 University of California Housestaff Unite for Improved Benefits

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