This week, our teams focused again on developing solutions that enable House Officers to have the best possible training experience, clear visibility and voice into key issues, and processes and procedures that are fair and responsive to their unique needs. 

We are pleased to share that a tentative agreement was reached regarding the type of information the Programs will provide to prospective House Officers about the union during their interview process.  We also had significant discussion around ensuring House Officer participation in and contribution to committees, the potential impact of felony charge disclosures on training, paid parental leave, and how the onboarding process for new House Officers differs depending on House Officer level.

Additional conversations were also had around unpaid leaves, on-call and work schedules, holiday pay, and the description of employees who are included in the bargaining unit. The University approached all proposals with the recognition that House Officers are a unique group of employees with specific needs and training requirements.

Next week (Monday, March 23), we will continue discussion around parental leave, felony charge disclosures, the description of the bargained-for unit, and House Officer participation in committees, as well as parking, holiday pay, unpaid leave, meal allowances, and workload related to on-call shifts. Should plans to meet in person change based on additional COVID-19 guidance, our teams will work together to ensure that progress can still be made and that both teams have the information needed to advance our shared goals.