Our Plan Stays the Same: We Fight

November 7, 2024

Physicians Determine to Fight for Patient-Driven, Quality Healthcare for All

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

U.S.A. – Resident physicians, interns, and fellows of CIR/SEIU are standing strong and committed to their plan to change the status quo in healthcare to ensure that our nation’s healthcare system puts people over profits, compassion over bigotry, and safety over politics.

Across the country resident physicians, interns, and fellows have fought for and won contracts that improve the well-being of care providers, patients, and the communities they live and work in, and they plan to continue that work.

“Before the election, we were fighting for a better healthcare system for our country,” said Dr. Taylor Walker, President of CIR/SEIU and a family physician and abortion provider in Massachusetts. “That fight will continue until every person in this country can receive quality, affordable care from their physician regardless of their race, gender, income, pregnancy status, or immigration status.

“More and more often we are hearing about pregnant people being turned away from receiving life-saving care when they encounter a complication during their pregnancy, causing many of them to die as a result. This is especially true for people of color. That has to stop.

“Too often money that should be spent on resources and staffing to improve patient care is going to executives’ pockets. That has to stop.

“Our patients rely on us to provide them the best possible care, and we will continue to fight for the tools we need to provide that care. We need strong contracts that give doctors a voice at the decision-making table to ensure we have resources for cutting-edge technology, patient support, and clean and safe working conditions.

“Today, tomorrow, and always, our plan stays the same: WE FIGHT. Solidarity forever.”

From thousands of dollars in wage increases to thousands of dollars in patient care funds, CIR/SEIU members have been changing the status quo in healthcare to ensure that our nation’s healthcare system puts people over profits.

“We turned out to vote for down-ballot issues that are important to us and our patients and local candidates who we can count on as allies,” said Dr. Mahima Iyengar, Executive-Secretary of CIR/SEIU and a resident physician at Los Angeles General Medical Center. “When we fight, we win. And when we win, we do so with a cadre of elected officials who stand with us and the need to transform our healthcare system to prioritize patient care. We look forward to continue working with our comrades to ensure our healthcare system puts patients over profits.”

SEIU’s work in this election was monumental, reaching over 7 million voters in eight battleground states, with outreach in 12 languages to reflect our nation’s rich diversity. In the final days, SEIU members knocked over a million doors and made 4.8 million phone calls.

The power of the white coats will continue to be seen and heard across the nation.

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.

Our Plan Stays the Same: We Fight

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