UChicago Doctors Win Union in 98% Landslide Election, Representing 1000+ Physicians

May 6, 2024

Frontline Physicians Latest to Unionize for Patient Care, Physician Wellbeing

Chicago, IL — In a historic victory at one of the nation’s top teaching hospitals, over 1,000 resident physicians and fellows at University of Chicago Medicine won their union with the Committee of Interns and Residents (CIR/SEIU). With over 98% of voters casting ballots in favor of representation, the frontline doctors’ win firmly places Chicago as the center of the national resident physician organizing movement, which has seen more than 15,000 housestaff gain representation with CIR/SEIU since 2020.

Following in the footsteps of their peers at the University of Illinois at Chicago in 2021 and Northwestern Medicine earlier this year, UChicago’s residents are looking forward to negotiating a first contract with improved working conditions and care standards so they can continue serving their community.

“While we love our jobs and caring for our patients, we do not have an endless supply of stamina and capacity. We are human beings who must have our basic needs met,” said Dr. Aisha Amuda, a fourth-year resident in internal medicine and pediatrics. “We are now in a position to advocate for necessary improvements to our working conditions that directly impact the quality of care our patients receive.”

Regularly working over 80-hour weeks, the doctors provide the majority of patient care at UChicago’s hospitals and clinics, including at the only Level One trauma center on the South Side of the city. Despite their critical role, many are struggling to make ends meet and are suffering from widespread burnout. With union representation, residents will advocate for fair pay and working conditions so everyone–not only the independently wealthy–can thrive during residency.

With firsthand experience providing care to Chicago’s most vulnerable patients, the doctors are centering the community in their organizing. “My colleagues and I chose UChicago because we wanted to care for this community,” said Dr. Kalkidan Aseged, a first-year resident in emergency medicine. “As physicians, our first commitment is to our patients. Having a strong voice helps us advocate more effectively for their needs, as well as for our own well-being.”

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 33,000 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.

UChicago Doctors Win Union in 98% Landslide Election, Representing 1000+ Physicians

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