On this page, you will find an overview of our union, important updates, meeting information, and media of our solidarity at work.

CHAPTER UPDATES

TENTATIVE AGREEMENT RATIFIED!

Updated – 11/18/2022

Click here for the Tentative Agreement Summary

TA HIGHLIGHTS
2 year agreement
6.81% wage increase for the Resident Physician I classification
7.28% wage increase for the Resident Physician II classification
9.33% for the Resident Physician III classification
Yearly relocation allowance of $5,000
County shall observe June 19th (Juneteenth) as a County holiday for Unit R employees effective calendar year 2022

Who are “We”? We are the educated, dedicated, focused Resident Physicians at Natividad Medical Center

As resident physicians, or doctors in training, we offer a unique perspective into the system our patients navigate everyday at Natividad Medical Center. Our training in Family Medicine aims to provide compassionate and integrated care for our community, especially under-represented minorities. We work closely with other health professionals including, but not limited to social workers, nurses, physical and occupational therapists, case managers, lactation consultants, registered dietitians, many physician specialists.

Natividad Medical Center is an exceptional institution that prides itself in delivering high-quality care to all members of Monterey County (we serve more than just Monterey county). Its mission “to improve the health of the people, including the vulnerable, through coordinated, affordable, high-quality health care” relies on the team efforts of passionate health professionals.

Resident and Health Professionals Community Professional Standards

# health

affordable and comprehensive health insurance (women’s health, mental health, etc.)
respect the need for sleep and rest
Reasonable work hours

# work conditions that ensure patient safety is a professional

better team structures and communication protocols
Define adequate supervision based on patient needs/provider level of comfort.
Safety nets to avoid medical errors.
Clinical work hours that prioritize patient safety and resident well being without compromising ACGME requirements.

#a diverse, respectful, and equitable training environment

Our team must reflect the diversity of our community. Promote recruitment of faculty that shares the vision/commitment to deliver care to underrepresented populations.
Establish, update, and uphold policies that actively combat discrimination based upon physical, mental, or social differences.
Recognize the hidden curriculum/hazing that exists in the hierarchy of medicine and work on improving antiquated ideas to promote personal wellbeing.

# a living wage/adequate financial support

We need recognition that financial stability promotes wellbeing and is essential in promoting an anti-exploitation culture.
Actively work against worker exploitation: duty hours, on call responsibilities, patients census/ratio.
Pay that reflects the current inflation rates and regional cost of living.

# democratic representation

Ability to hold institution accountable without fear of repercussion.
Improve efficacy, efficiency, and transparency of reporting systems along with updates on progress.
Union is a great start but we need more intimate relationships with representatives of each unit and more conversations with hospital leadership.

References