
Interested in making changes at your hospital and considering becoming unionized? You’ve come to the right place!
Why join CIR?
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.
As residents and fellows raise their voices louder each day, we are committed to advocating for housestaff and our patients across the nation by challenging how medicine and health are engendered in our society.
La unión hace la fuerza, pero la participación hace la diferencia. | Unity is power, but participation makes the difference.
Lorenzo González, President
Frequently Asked Questions
What is a union?
What are dues and what are they used for?
Will I experience retaliation for supporting a union?
We have a GME office and chief residents who already represent our interests to program directors and the administration. Why rock the boat with a union?
What are the benefits of forming a union?
What can my coresidents and I do to start the process of unionizing?
What are my rights?
- You have the right to form, or attempt to form, a union in your workplace
- You have the right to discuss improving your working conditions with your coworkers
- You have the right to organize without retaliation from your employer
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.
What is union busting and what does it look like?
Are one or more of the following symptoms present?
- Incentives: Is your employer suddenly addressing long-standing issues, or making improvements to your wages and benefits? Suddenly your employer is ready to listen when you and your coworkers start coming together.
- Intimidation: Are your bosses telling you there might be negative consequences for unionizing? They are trying to create an atmosphere of fear.
- Misinformation and dissuasion: Is management telling you outright that it is in residents’ best interest to oppose unionization? Employers will often stretch the truth or even lie in order to dissuade you.
Then you’re looking at a case of union busting.
What’s the treatment?
You and your coworkers should ask yourselves some questions:
- Why do you think your employer would work so hard to stop you and your coworkers from forming a union?
- Why does your hospital not want housestaff to have more power?
- What’s so threatening about a unified resident voice in your workplace?
Union busting tactics are successful when they create division, confusion and fear.
But if you and your coworkers have decided you are ready for more power and a stronger voice, you can stand together against these tactics. Solidarity is the best medicine.

Through CIR, residents, and fellows nationwide can come together to build a better educational environment by advocating for healthcare workers and patients. I am privileged to be part of the leaders that support equity, justice, and wellness through the resources provided by our union. I have seen what organizing can do at my own hospital and as Executive Vice-President, I am committed to working with all our union leaders to improve our medical education and healthcare system.

The impacts I’ve seen on the well-being of residents and fellows as well as their patients when housestaff unite together should not be understated. The more residents organize, the more we engage new individuals in advocating for themselves and their communities and, therefore, the more power we have. Together, we can win strong contracts, raise the standards of residency, and protect ourselves and our patients.
Click above to read testimonials from Rodriguez & Zingman
What We’ve Won
Boston Medical Center
Children's Hospital & Research Center at Oakland
Jackson Memorial Hospital
LA County
NYC Health + Hospitals
Pregnant residents may use paid sick and vacation leave, as well as request unpaid leave. They may be entitled to rescheduling to less-taxing rotations and relief from some amount of night call. There is no contractual limit to the number of paid sick days they may use.
New York Methodist
UCLA Medical Center
Residents have continuous health insurance coverage while on Family and Medical Leave. New parents (including foster or adoptive) are entitled to 4 weeks of paid parental leave. Pregnant residents are eligible for up to 28 weeks of leave through a combination of Pregnancy Disability Leave (i.e. partially paid short-term disability leave) and FML.
USCF Medical Center
Boston Medical Center
Children's Hospital & Research Center at Oakland
Jackson Memorial Hospital
NYC Health + Hospitals
Members receive reimbursement for conference expenses through the House Staff Benefits Plan. Residents receive up to $1,500 over 3 years and Fellows receive $1,500 every year.
New York Methodist
Fellows, chief residents, and residents in their last year of basic residency are granted 1 week of paid conference leave in their specialty with approval of the Chairperson. Eligible residents attending an approved conference will receive a reasonable educational allowance of at least $500. All other residents may be provided at least 2 days of paid education leave to attend a conference, depending on the availability of funds and staff coverage. These residents will receive a reasonable educational leave allowance to cover registration fees, etc. as long as funds are available.
San Francisco General
UCLA Medical Center
Residents and Fellows are eligible for reimbursement of conference-related expenses when presenting on behalf of UCLA, with no cap on the number of conferences they can be reimbursed for. They are entitled to reimbursement for lodging and food the day prior, day of, and the day after the presentation. For conferences they are attending, but not on behalf of UCLA, residents and fellows are eligible for reimbursement of $1,000 per year and interns are eligible for $500 per year for conference-related expenses. Funds not used can be rolled over to the following year.
University of New Mexico
Westchester Medical Center
Children's Hospital & Research Center at Oakland
LA County
NYC Health + Hospitals
New York Methodist
San Francisco General
UC Irvine
USCF Medical Center
Westchester Medical Center
- Collective Bargaining gives us a seat at the table with top decision makers
- All CIR contracts include regular labor/management meetings, the right to renegotiate the contract every few years, and due process rights
Children's Hospital & Research Center at Oakland
LA County
New York Methodist
San Francisco General
The housing allowance is $1,134 per month. It increased by 3% from the previous year and 6% 2 years ago.
UC Irvine
Westchester Medical Center
Children's Hospital & Research Center at Oakland
Jackson Memorial Hospital
LA County
NYC Health + Hospitals
New York Methodist
San Francisco General
University of New Mexico
Westchester Medical Center
Alameda Health Systems
Boston Medical Center
Children's Hospital & Research Center at Oakland
LA County
NYC Health + Hospitals
Children's Hospital & Research Center at Oakland
Jackson Memorial Hospital
LA County
NYC Health + Hospitals
New York Methodist
San Francisco General
University of New Mexico
22,000 Members Strong: Building a National Movement

We’d love to talk more with you about starting a CIR chapter!