Northwestern Physicians Unionize Amid Soaring Hospital Profits

December 1, 2023

With a rising patient volume, Northwestern housestaff to unionize with CIR/SEIU

Chicago, IL — This morning, resident physicians and fellows at Northwestern Medicine announced their effort to unionize with the Committee of Interns and Residents (CIR/SEIU). The almost 1,300 physicians, who filed with the National Labor Relations Board, are also requesting voluntary recognition of their union from their employer.

The frontline Chicago doctors, who regularly work over eighty hours a week and are at the heart of patient care at Northwestern’s hospitals and clinics, say they are unionizing to have a meaningful say in decision-making that impacts them, their training, and their ability to best serve the community.

“My colleagues and I are forming this union because, together, we believe that we can help improve our health system,” said Dr. Joseph deBettencourt, a pediatrician in his third year of residency. “Over the last few years we’ve seen a dramatic increase in the number and complexity of pediatric patients-yet due to inadequate staffing and support systems, we have to sacrifice our well-being to provide the high-quality care our patients receive. By forming a union we can gain the power and support to address these issues and actively improve our work place and the care we provide for our patients.”

Northwestern Medicine is one of the most profitable hospital systems in the region, making $2.3 billion in net-patient revenue in 2023. For the doctors at Northwestern, forming a union is an opportunity to improve not only residency conditions but also advocate for their patients, especially those from working class communities of color who face huge obstacles to accessing care.

“I think one of our most important goals is ensuring that we have all the necessary resources to provide the best possible care for our patients,” said Dr. Mugdha Mokashi, a second-year Ob/Gyn resident. “Working in Ob/Gyn, my colleagues and I care for some of Chicago’s most vulnerable patient populations, many of whom are uninsured or underinsured and have complex medical conditions. With a union, we can advocate for greater investment into resources that will ensure we can provide exceptional care for everyone, regardless of their ability to pay.”

Located in a city with a rich history of labor and community organizing, Northwestern housestaff hope to join the 1,200 hospital workers already unionized under SEIU Healthcare.

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 30,000 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.

Northwestern Physicians Unionize Amid Soaring Hospital Profits

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