- $12 million in market-rate salary increases were made to support physicians in the Health + Hospitals system
- Pension provided by the City of New York that includes health coverage in retirement
- Increase in CME funding ex. from $2000/yr to $3500/yr at Lincoln Hospital
- Privately employed members by Health + Hospitals Affiliates receive productivity bonuses (Faculty Practice Plan or FPP) each year based on methodologies mutually agreed upon by the union and the employer
- "Bump up" increases for existing employees when higher pay is offered to hire or retain physicians for members at PAGNY, Mt. Sinai and NYU
- Established standardized pay rates for comparable positions across H+H, ensuring fairness and transparency in compensation
- Expansion of increased supplemental benefits to members across contracts including Elmhurst and Queens Hospitals
- Uniform access to fertility treatments through their healthcare plans for members at PAGNY facilities 
- Established a 40-hour work week; and for mandated doctors, any shift worked above 40 hours is paid at a sessional rate at the Correctional Health Service (CHS) of NYC
- All members maintain their appointments and remain eligible for academic promotion at Metropolitan Hospital
- Established just cause and grievance procedures
- Collaboration Council Wins:
        - 120% increase in utilization of the Palliative Care Program
         - Protected labor and delivery services from cuts at North Central Bronx Hospital
        - Time to complete a TB evaluation decreased from 54 hours to 24 hours at Bellevue Hospital FBCC

ChristianaCare Contract Wins

- First union contract for healthcare workers and first union of doctors in the state of Delaware
- 3-year contract covering more than 500 physicians
- Shifted compensation to a market rate model, with pay increases based on market averages
- Reimbursement for costs of obtaining and renewing licenses and certifications
- $7500 per year for CME; $5250 tuition reimbursement
- Free parking
- Physicians are not subject to noncompete under the collective bargaining agreement
- Established ceilings for how many patients some specialty physicians could be expected to see in a day
- Private lactation rooms, lactation breaks counted toward annual productivity standards and time worked

Allina Health Contract Wins

- 3-year contract covering over 600 primary and urgent care physicians, PAs, and NPs
- Fair pay provisions
- Transparent, legally enforceable compensation plan that cannot be changed unilaterally by management
- 288 hours paid time off from zero hours for all members who work half-time or more
- Parental leave, medical leave, and family leave protections
- Providers can take a leave of absence of up to 12 months unpaid (but can use PTO) to care for a loved one
- Provider schedules, schedule changes, and clinic templates must be established by mutual agreement between providers and management

Cook County Contract Wins

- Recent 1-year contract extension agreement with 8% raise, $2,500 bonus, and gains in extra duty pay and pay equity
- Health Insurance, Free Dental and Free Vision
- 12 weeks paid parental leave
- Holiday pay - Up to 8 hours at their regular rate.
- CME leave
- Cap on hours per workweek - up to 50 hrs
- Doctor schedules must be posted at least two weeks in advance of the beginning of the month, including the schedule for moonlighting, rounds, and holidays
- Guaranteed work from home days (AME only)

Rutgers University Contract Wins

- Guaranteed minimum 14% salary increase over most recent 4-year contract
- $3,000 salary increase through the bump-up clause
- Staffing and scheduling protections to help reduce instability in patient care coverage and continuity
- Peer evaluation committee to recommend metrics and amounts for merit based increases