GENERAL QUESTIONS:  

1. How long will this take? 

  • Building a strong union takes time. Winning an election and winning the first  contract requires a lot of organization, planning, and collective support. Our goal is to have a vote to formalize our union this year and then promptly begin the process of negotiating a first contract. There are a lot of variables that go into negotiating a first contract but we can expect it to take a few months at best to more than a year. During the interim period where we are officially unionized, but don’t have a finalized first contract, we will still benefit from the rights and benefits of union membership (e.g. Weingarten Rights, status quo protections, etc.). The time to get recognized and negotiate a contract varies depending on the approach of the administration and their willingness to have a strong cooperative working relationship. The more we can show that we are united and that we won’t be pushed around, the better. 

2. Do I have to pay union dues? 

  • Yes, all members will be asked to pay dues after our first contract is negotiated and we vote to ratify it. Most dues structures end up being a percentage of wages with many unions paying between 1 and 2%. 

  • It is common for members to have their dues deducted from their paychecks automatically. 

  • In addition to having significant power in numbers, we also have power by pooling our resources. Dues help to make sure we have the tools to engage in the priorities that matter to us as a group. 

  • Dues are used to cover the cost of organizing, negotiating, and enforcing your contract, legal and staff support. Additionally, they include per capita dues paid to AFT National, AFT-Maryland, and the AFL-CIO. As members,  we will decide the total amount of dues by their collective vote. We will get to make decisions about how our union’s treasury is utilized. 

  • Building a strong local union takes the resources we raise through our dues and results in assistance from AFT-MD and AFT in negotiating and enforcing our rights, including legal. This can lead to more residents and  physicians being organized, and advocating on legislative and policy issues  beneficial to residents.

  • No one pays dues until there is a ratified contract in place.

  • Dues are generally mitigated by any increases in salary and other benefits negotiated by the union. 

3. Which residency programs have unions? 

  • 15% of US residency programs have unionized so far with most winning significant gains in the process. 

  • Notable unionized groups include SUNY, UCLA Health System, Stanford,  NYC Health + Hospitals, and Boston Medical Center, among others. 

4. What have resident unions accomplished? 

Resident unions have won some big victories in the last few years, and we're ready to join the movement! Here are just a few recent examples of contract wins in the past 6 months:

  • Keck School of Medicine @ USC: $10,000 annual housing stipend, 6 weeks paid parental leave, 4 weeks paid vacation. 

  • University of Vermont: 20% salary increase over 4 years, $200  bonus per shift for backup coverage, $75/hour minimum moonlighting pay 

  • Highland Hospital, NYC: 20% salary increase over 2 years, 8 weeks paid parental leave, $2000 annual educational fund.

  • The House Officer Association @ the University of Michigan recently ratified a contract that had some big wins – A starting pay of $70,000, a yearly wage increase of 7.25%, and a ratification bonus of $2000. There are also provisions for an increase in meal allowances and more.   

These are examples and not guarantees of what we can win during our negotiations. Our wins will depend on our preparation, unity, and tenacity.