The CU Housestaff Association, which represents over 90% of the University of Colorado’s medical residents, fellows, and doctors-in-training, has lodged a complaint with state labor officials. This complaint alleges that the university retaliated against the organization following its announcement of intentions to pursue collective bargaining rights.
According to the Housestaff Association, the university abruptly ceased long-standing discussions on a memorandum of understanding (MOU) that would have formalized the association’s role with the university after it made its unionization ambitions public.
“After we went public was when things started to break down a little bit,” Dr. Simone Raiter, co-president of the Housestaff Association, remarked. “It doesn’t seem coincidental from our perspective. So we felt it reached a point where we really needed something to be done about it.”
In contrast, the University of Colorado School of Medicine’s Office of Graduate Medical Education has denied the accusations of retaliation. The university stated, “Leadership deeply values and appreciates our residents and fellows. We are singularly focused on helping our residents and fellows become exceptional caregivers. Retaliation against any person or group would be anathema to our entire mission.”
The Housestaff Association, representing approximately 1,300 medical trainees, has a significant voice in advocating for its members. Graduates of medical school, these doctors-in-training are working to gain practical experience and additional education before embarking on their professional careers.
Despite their title of ‘doctor,’ the residents and fellows endure grueling hours, sometimes exceeding 80 hours a week. Completing residency is a critical phase in a doctor’s career, and the precarious nature of this training period has propelled the Housestaff Association’s efforts for improved job security and representation.
In their quest for formal recognition, the association had engaged in extensive discussions with the university regarding an MOU intended to clarify its responsibilities and rights. Dr. Raiter emphasized, “We have nothing on paper that says that’s what we do. It’s just kind of a tradition.”
However, these negotiations reached an impasse this summer when the university decided to discontinue discussions after a year of talks. “I truly felt that we were still making progress, slowly but surely,” Raiter expressed.
Controversies surrounding the interactions between the university and the Housestaff Association have intensified in recent months. The association reported being barred from distributing free coffee during an appreciation week for trainees while simultaneously gathering signatures to support collective bargaining efforts.
There were also concerns regarding the association’s participation in orientation for new residents and fellows. Despite initial resistance, the university ultimately allowed the association to engage in these orientations.
A particularly contentious issue has been the university’s recent decision to halt the deduction of association dues from trainees’ paychecks. This policy change has compelled the Housestaff Association to seek alternative funding methods to ensure its continued operation.
Mark Couch, the chief of staff at the School of Medicine, clarified that the decision to discontinue paycheck deductions was not related to the association’s union activities. He stated, “The concern was with the propriety of a public entity collecting dues on behalf of a private nonprofit, something that is not legally supportable under current law. Additionally, we did not feel it was appropriate to collect money from residents without oversight of how the funds are spent.”
Nonetheless, the Housestaff Association maintains that their advocacy has led to improved pay structures for residents and fellows in recent years. A first-year resident’s salary now hovers around $80,000, while more experienced doctors-in-training can earn upwards of $100,000 annually. However, when considering the demanding work schedules, first-year pay equates to approximately minimum wage in Denver, which is currently $18.81 per hour.
In the context of labor rights, public employees in Colorado lack an automatic right to collective bargaining; such agreements require employer approval. However, the 2023 Colorado Protections for Public Workers Act (PROPWA) has introduced enhanced protections for public workers aiming to organize and express their rights. It is under this act that the Housestaff Association has filed its formal complaint with the state Department of Labor and Employment, seeking a hearing on these issues.
Dr. Raiter emphasized the objective of this complaint: to hold the university accountable for its alleged retaliatory actions and to encourage a return to the negotiation table for the MOU. “We show up every single day to provide the best care we possibly can to our patients,” she said. “And I just feel in general, we need to take better care of our trainees so we can take care of our patients.”
The university maintains that it is committed to creating an excellent training and work environment for its residents. The administration stated it continues to conduct town hall meetings to gather feedback from residents and supports the Housestaff Association’s participation in institutional committees.
Ending on a hopeful note, the university affirmed, “The School’s commitment to creating an outstanding training and working environment for our residents will never waver. We remain committed to our strong relationship with all our residents and fellows.”
image source from：coloradosun
