HSA operates as “union-lite.” There is a “meet-and-confer” arrangement with the University of Colorado and its hospital affiliates, wherein a collective unit of elected representatives meets with hospital, graduate medical education (GME), and CU School of Medicine (SOM) leadership on behalf of all housestaff (interns and residents) to discuss salaries, stipends, and benefits.

Unlike our unionized peers in other states, HSA does not have full collective bargaining rights. This means hospital leadership does not have to honor the promises it makes at the table; they are not legally obligated to uphold any agreement they make with us through the HSA. HSA cannot force leadership to come to the table or to grant a legally binding contract.

HSA was always intended to be a union for residents and fellows. Unfortunately, Colorado state law has yet to grant public workers collective bargaining rights.

We have asked hospital and GME/SOM leadership to permit a guaranteed seat at the table for contract negotiations, thereby instituting formal collective bargaining to work toward a collective bargaining agreement (CBA), a union contract that is legally binding. There is no law that forbids CU GME/SOM or hospital leadership from permitting this request, but HSA recognizes this demand may not be granted without some convincing.

Collective bargaining won’t look much different from the advocacy HSA has already been doing for more than 50 years on behalf of housestaff. Each program would still have representation on the HSA Executive Committee, dues will still be collected, and contract negotiations will move forward with hospital leadership.

The main difference is all about accountability: Full collective bargaining means protections and a legally binding contract. What is promised will be given.

Yes, we have heard from many of our members that they are ready for full unionization and the associated rights that come with it, including collective bargaining.

Due to increased requests to explore this option, we sent a survey to HSA membership to gauge interest and saw 75% of respondents are in favor.

The current relationship between GME/SOM/hospital leadership and HSA is a good one. We are pleased with the progress we’ve made together, and are eager to continue that working relationship. We want to formalize this relationship and be more included in decision-making processes that affect the housestaff we represent. We want to make this change now while our relationship is strong.

Some are, some aren’t. The common theme among us is we know things could be improved for the residents and fellows at CU who have dedicated their lives to helping and caring for others.

Seeking collective bargaining isn’t about being happy or unhappy; it’s about being respected and appropriately compensated for the labor we provide. This request is all about ensuring our voices are heard, promises are kept, and our work is valued. It’s also about making a good thing better — just as we continuously work to improve our medicine, our science, our treatments, and our procedures, we also want to improve our working conditions and the treatment of housestaff.

Reach out to us at CUhousestaff@gmail.com and let's chat!