Northwestern Physicians Win Union in Landslide Election

January 30, 2024

1,300 Housestaff Join CIR, Expanding Union Presence and Patient Care Advocacy in IL

Chicago, IL – In a landslide victory, the resident and fellow physicians at Northwestern Medicine have voted overwhelmingly to join the Committee of Interns and Residents (CIR-SEIU). With 84% of participants casting ballots in favor of representation, the almost 1,300 Chicago doctors have made history as the largest group of housestaff in the Midwest to unionize.

As frontline providers at one of the region’s premier hospital systems, Northwestern residents possess a deep understanding of both hospital operations and the needs of their patients. Now, with union representation, they are looking forward to negotiating a first contract with improved care standards so they can continue serving their community.

Regularly working over 80 hours a week on the frontlines of patient care at Northwestern facilities and the hospitals it contracts with, the doctors say that they are overworked and underpaid. “We are proud to be able to serve our community at one of the state’s top hospitals – but Northwestern’s reputation isn’t enough,” said Dr. James Hammock, a first-year psychiatry resident. “Having a seat at the table means we can advocate for fair pay and improvements to our working conditions, allowing us to dedicate ourselves fully to our training and to providing the highest quality of care to our patients.”

According to a 2022 report, Northwestern Medicine received $283 million more in tax exemptions than it spent on charity care and community investment.

Residents are passionate about providing the highest quality of care to the Chicago region, with many pushing for union representation to advocate for their patients and colleagues.“We know that we are stronger together,” said Dr. Hebron Kelecha, a third-year Ob/Gyn resident. “Standing with our colleagues, we can raise the standard of care across the city and beyond and push Northwestern to actively address healthcare disparities and invest in healthcare services that all community members can access.”

Residents held a victory celebration following the vote count on January 29, and were joined in solidarity by State Senator Robert Peters. “Northwestern residents and fellows have made history by becoming the largest resident physician union in the region. Protecting the health and wellbeing of these frontline doctors is crucial to ensuring all Chicagoans receive world class healthcare that everyone deserves, and I am proud to stand with them.”

With this victory, the doctors are following in the footsteps of the 800 residents at the University of Illinois, Chicago, who became the first housestaff in the state to unionize with CIR/SEIU in 2021.

The Committee of Interns and Residents (CIR) is the largest housestaff 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.

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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.

Northwestern Physicians Win Union in Landslide Election

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