Mythbusting - Debunking the Anti-Union BS

Busting the anti-union BS

Let’s learn how to spot the nonsense, lies, and innuendo in MGB’s growing litany of union-busting tropes!

Employers have used the same tired anti-union scare tactics for hundreds of years.

And MGB is no different.

Do these punchlines look familiar? They’re not even about CIR or housestaff. They were collected by magazine staffers in 2019, who successfully unionized in spite of nonstop boss propaganda.

Union-busting is big business, and MGB has hired the notorious, expensive services of Jackson Lewis. How many millions of $ has MGB wasted on union-busting emails, slides, and talking points?

Myth: Unionizing will cause unique department-specific perks (e.g. loupes, snacks, elective time) to be lost or equalized across departments.

Spotted in action

Reality

CIR contracts raise the floor. They do not create a new ceiling.

There are several reasons MGB is wrong, including (1) it’s illegal pre-negotiation, (2) unions actually can and do secure department-specific benefits, and (3) it’s irrational for a housestaff union to stop departments from offering perks or flexibility to their housestaff.

We wrote a whole article on this “haves and have nots” fallacy.

Myth: Unionizing damages the relationship you have with your program director and mentors.

Spotted in action

Reality

Unions have nothing to do with 1:1 mentorship by PDs and faculty.

Unless you’ve been individually negotiating your contract with your program director 😂 …nothing changes about your relationship with them. Over 25,000 CIR housestaff nationwide can attest to this.

A union negotiates with corporate leadership on a better contract for all housestaff. Unions often win improvements that PDs are unable to secure on their own (e.g., all the raises this past year).

Myth: The union is a mysterious third party. You don’t want some third party to negotiate for you.

Spotted in action

Reality

Housestaff unions are run by housestaff.
We ARE the union.

After unionizing, housestaff are elected to a team that oversees bargaining. All housestaff get to vote to approve a new contract.

At the national and regional level, CIR is directed by elected housestaff leadership. CIR employs staff, but is run by housestaff.

Myth: Mechanisms by which MGB GME hears and responds to housestaff are working great.

Spotted in action

Reality

The MGH Housestaff Council was dissolved.

Given MGB’s unwilllingness to respond meaningfully to the Council’s input, many reps then joined our organizing committee.

MGB created what they call an “Education Operations Coordinating Committee” (EOCC) in Fall 2022. There are zero housestaff on it.

All mention of a Trainee Advisory Committee to the EOCC is pleasantly described in future tense (“intended to be,” “will meet”).

Myth: Don’t give away your signature! You’ll have committed to paying all those dues!

Spotted in action

Reality

Every year, MGB makes us sign contracts that we have zero say in.

CIR dues are the same nationwide. Dues cover the cost of negotiating contracts, union reps, office and legal expenses, etc.

We do not pay dues until all union members have voted to ratify our first contract. CIR members have never ratified a contract with benefits that do not outweigh the cost of dues.

Myth: We’ll never bargain. Your only option will be to strike. That tarnishes your professionalism.

Spotted in action

Reality

You are never forced to strike. CIR units have struck in 3 of 50 years.

Striking is rare. Before 2023, the last CIR strikes were in 1975 and 1990. The 1975 strike in NYC, supported by many faculty, successfully ended Q2 call and expanded ancillary services.

No individual is ever forced to go on strike, and no CIR chapter strikes without the approval of its members. There are many tactics that drive negotiations short of striking. If a strike is authorized, several weeks’ notice is given so that patient care is not threatened.