Nearly 3,000 Philadelphia Doctors File for Union Elections in Citywide Campaign

November 25, 2024

Philadelphia, PA—On Thursday (11/21), resident physicians and fellows from four major healthcare systems—Children’s Hospital of Philadelphia (CHOP), Thomas Jefferson University Hospitals, Temple University Hospital, and Einstein Healthcare Network—announced their city-wide campaign to unionize with the Committee of Interns and Residents (CIR/SEIU). Earlier that day, the union filed representation petitions with the National Labor Relations Board (NLRB) on behalf of housestaff at each institution, who are calling on their employers to remain neutral and to refrain from intimidation or union-busting tactics during the election process.

The physicians, who regularly work more than 80 hours a week, provide the majority of patient care at more than 20 hospitals and medical facilities across greater Philadelphia. During the press conference, several of them spoke out and shared how chronic understaffing, extreme working hours, and a lack of institutional support make it impossible to maintain their own well-being while providing high-quality care for their patients.

“There are times where I’ve been expected to work over 12 hours per day for six days a week as the only first-call provider, caring for over 30 patients with cancer,” shared Dr. Tammarah Sklarz, a fellow in Hematology and Oncology at Temple Hospital’s Fox Chase Cancer Center. “Unionizing is how we change things—not just for ourselves, but for our patients and for the health of our city.”

The press conference took place outside Hahnemann University Hospital—a vital safety-net hospital whose 2019 closure displaced over 570 residents and fellows and disrupted healthcare for working-class communities across the city. Although their union drives will take place at different hospitals, Philadelphia doctors say that by joining together city-wide, they hope to become a powerful voice for their communities and set a new standard for physician training, patient care, and health justice across the region.

“CHOP residents and fellows are incredibly lucky to work at the nation’s oldest children’s hospital, caring for some of Philadelphia’s most vulnerable young people,” said Dr. Natalie LaBossier, a pediatric resident at CHOP. “We are unionizing because we love caring for children. We also deserve to have a say in our working conditions and to take care of our own families and physical needs so that we can show up and give our incredible patients the care they deserve.”

The announcement came on the same day that nearly 300 resident physicians at ChristianaCare in Delaware revealed their own plans to unionize with CIR/SEIU. This follows a victory by ChristianaCare attending physicians, who won their union earlier this year.

Since the onset of the COVID-19 pandemic, CIR/SEIU has emerged as the fastest-growing healthcare union in the country, more than doubling in size since 2019. In 2023, 1,400 housestaff at the University of Pennsylvania joined CIR/SEIU. They ratified their groundbreaking first contract earlier this fall.

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.

Nearly 3,000 Philadelphia Doctors File for Union Elections in Citywide Campaign

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