After our April 2 bargaining session, HOA indicated that they would like some time to review the status of negotiations, and that their availability would understandably be limited in upcoming weeks due to the pandemic response. The parties continued to communicate during the next several weeks, and the HOA accepted the University’s invitation to return to the bargaining table on April 27.

This week, our teams met via teleconference to discuss a variety of matters related to the House Officer experience on- and off-campus. We have made progress on proposals related to providing certain advance notice with scheduling, off campus assignments, orientation, parking and economic topics

Like hundreds of health systems and academic institutions across the country, the University continues to navigate the severe and pressing economic challenges of pandemic response, including a projected loss of up to $230 million by the end of June - after losing $45 million in March alone. Much will be required of us to mitigate the financial impact of this crisis and ensure we are able to deliver our Mission, support our teams and care for our patients, so we are actively implementing a comprehensive action plan to work toward a stronger, more sustainable 2021.

For some groups, this plan includes difficult but necessary steps like expense cuts, freezes and furloughs.  However, in recognition of the crucial role House Officers play in our response to COVID19, the University will honor proposals made to the HOA in these negotiations before the financial impact of the COVID-19 pandemic was known, which includes compensation package that provides for raises, an increase to their lump sum benefit, expended parental leave benefits, new expense reimbursements, and more.

Despite these significant measures, union representatives expressed their intentions to offer no other counterproposals until their demands for various compensation increases are met. We are disappointed the union is choosing to respond to good faith measures made in recognition of the contributions of their members in this way, and we have requested the assistance of a mediator from the Michigan Employee Relations Committee to support positive, solutions-oriented discussions moving forward.

The University remains committed to advancing these discussions, honoring agreements made thus far and developing solutions that support our shared goals.