Statement Regarding Delaney Hall in Newark, New Jersey.

June 16, 2026

CIR/SEIU Statement Regarding Labor and Hunger Strikes

at Delaney Hall in Newark, New Jersey.

The Committee of Interns and Residents/SEIU (CIR/SEIU), the nation’s largest physician’s union representing over 40,000 members across the United States and 1500 in New Jersey, stands in solidarity with the more than 300 detainees on labor and hunger strike at Delaney Hall. We strongly support their demands, including meeting with Governor Mikie Sherrill, the immediate release of medically vulnerable, elderly, and young detainees, and freedom for all of those detained.

As medical professionals, we are horrified by the conditions reported at Delaney Hall. In a letter released on May 31, 2026, those detained describe “medical neglect, water unfit for consumption, food that is past its expiration date and in poor condition, bathrooms that are unusable, and ventilation systems that have never been maintained,” resulting in persistent illness. Further accounts have detailed uncontained cases of tuberculosis, diabetic detainees being denied necessary medication, and pregnant women being denied obstetrics and gynecological care, including one woman who was forced to manage a miscarriage without any medical support. Earlier this year, we saw the death of a 41-year old detained at Delaney Hall after an unspecified medical incident.

These conditions are unconscionable. We are further concerned that state health inspectors were denied access to key areas of the facility, including medical units, sleeping quarters, and bathing and toilet facilities.

CIR applauds Governor Sherill for her proposed historic investment in the Detention and Deportation Defense Initiative (DDDI), which is a crucial step toward meeting strikers’ demands. We also applaud the many releases that we have seen since the start of the strike, and the tireless support of many volunteers that have rallied in solidarity with strikers to help win these demands.

As physicians committed to protecting the health and dignity of all people, we stand in solidarity with the detainees, their families, and the communities affected by immigration detention. We urge lawmakers to continue to work to meet the strikers’ demands, and join labor and community partners in calling for the following additional actions:

Increased state funding for legal support for unaccompanied minors;
Strengthening the recently passed Immigrant Trust Directive to better protect individuals with asylum or DACA status, as well as individuals who have been accused—but not convicted—of crimes.
Strengthening the Privacy Protection Act to safeguard the personal information of individuals who travel to New Jersey to access medical care that may be unavailable or restricted in their home states.
Investing in community, not cages, by funding “Cover All Kids” healthcare and increasing funding for HAAPI Mental Health and HWRC Resource Centers.

Healthcare is a human right. No individual should be subjected to unsafe conditions, denied access to necessary medical care, or deprived of basic human dignity. We call on our elected leaders to ensure full transparency, independent health inspections, and accountability for conditions at Delaney Hall while advancing policies that protect the health, safety, and rights of immigrants and all our communities throughout New Jersey.

References

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.

Statement Regarding Delaney Hall in Newark, New Jersey.

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