Union Facts and Information

The adjustments that were communicated on February 10, will be integrated into your base salary. This will be an increase of $6,500 per year and equates to a $250.00 increase per pay period. The start date for this is January 1, 2023. The increase will first be reflected in your March 10 paycheck for pay period ending March 4.    

In addition, your March 10 paycheck will also include a one-time retroactive payment of $1,000, as the stipend began on January 1, 2023.

The new housing and food stipend that was communicated on February 10 included the start date for the stipend which is January 1, 2023. Those graduating in June will receive the same stipend amount as all LLUH residents given the start date is the same for all residents. LLUH is proud to be responding to the market and the needs of our residents.

Generally speaking, the term “status quo” refers to the obligation not to make changes in wages, hours and working conditions that were not already decided upon. This obligation is imposed once a union election petition is filed. If that happens, an employer that is considering changes must determine if, for example, the changes were approved prior to the petition, or are consistent with established past practice. If not, it is possible that making the changes will be deemed to violate the status quo rule.  On the other hand, under the status quo rule, an employer generally is required to implement changes that were decided upon prior to the petition. 

We continue to research and review UAPD’s current contracts, but we cannot find evidence of language that refers to residents and fellows - even in the San Mateo contract where UAPD claims to represent residents. Under the Dept. of Labor, the following are listed as represented by UAPD which predominately include county, state, and municipal government workers. Representing residents, fellows or any academic medical center employees would be much different than the government county and state workers in public setting that UAPD currently represents. It is a much different work environment in our educational setting and given we are in the private sector.

Residents should ask the UAPD their stance on this but because they have little or no familiarity with representing residents and fellows, they may not have an answer. Also, of note, other unions that do represent residents and fellows in California show no evidence in their contracts that they permit their residents and fellows to take non-educational shifts for extra pay. The rates of pay for non-educational shifts (moonlighting) are unique to each residency program (depending on the work involved). It would be difficult to account for all the factors (in house versus home, number of consults, number of phone calls, qualification of resident, etc.) in a single contract.

Contact the Union of American Physicians and Dentists or the National Labor Relations Board at www.nlrb.gov or NLRB phone at 310-235-7351.

This is a standard feature that unions request be included in labor contracts. UAPD will likely propose to include a union security clause that requires those they represent to pay them union dues. We do not know the dues rate for UAPD, however typical union dues range from 1.5 – 2.0% of stipend or pay.  Religious exemption does not prevent collection of fees and still requires evidence of a payment equal to union dues and initiation fees to another nonprofit organization.

The UAPD prioritizes the requirement of paying them for representation. This can be found in their current contracts under “security clause.” Union membership is required to vote on union issues. Those who chose to pay a representation fee or claim a religious exemption and pay dues to a non-union charity would be a non-member and could not vote on union affairs such as contract ratification, strike votes, or other union decisions where they allow members to vote.

Other unions in CA charge anywhere from 1.6% to 2.0% of stipend. Residents should ask UAPD what it would cost residents and fellows. Who decides how much dues will be? The union decides how much and when dues will be collected. Typically, this occurs if a union security provision is included in an agreement reached at the bargaining table.

We are hearing there will be a no strike clause in the union contract. Employers often ask for contract language that assures residents and fellows will not strike during the length of the contract. When a contract expires and contracts are re-negotiated, that is when there is a chance that the union might take residents and fellows out on strike. When a contract is expired and conversations at the bargaining table fail, that is when a union strikes and “no strike” language is no longer in place.