Why are we different?

Traditional and Non-Traditional functions of the Guild:

Independent physicians can not collectively bargain. Employed physicians can.
Medical Association membership ratios reflect the growth of employed physicians vs. independent physicians.
The Guild recognizes the strength and importance of the Medical Association. We do not "replace" the Medical Association. We enhance its value to its members. We use the leverage that being in Labor gives us to benefit the independent physician Association members while providing the Association with a platform through which the employed Association members can be educated on the principles of collective bargaining in their individual workplaces.

"The plans can not function without the doctor ."

The Guild was formed in response to the growth of HMO’s in the 1990’s. That particular model of healthcare delivery caused an acceleration of the removal of the “doctor” from the doctor-patient relationship. The panel restrictions and practice limitations led our founders to seek out the strength of organized labor as a possible tool to limit the healthcare industry’s goal of disenfranchising the physician.

The best advocate for patient care

Our founder, John Mattiacci, DPM stated that: “The doctor is the one participant in the healthcare industry without which these plans cannot function. The plans treatment of the doctor has turned us into the tool that they use to deliver patient care, through which they exist. Yet, we are separated from our patients and our decisions of “medical necessity” are questioned or, in some cases, dismissed.”

Why choose us?

Our founders then interviewed several international unions and chose OPEIU (Office and Professional Employees International Union) with which to affiliate. The OPEIU’s structure, membership and accessibility met the goals of the Guild and Local 45 (The First National Guild) was formed.

We've come a long way!

Organized Labor Unions

Unions grew in response to working conditions in various industries that took advantage of the individual worker’s lack of leverage.

The original attempts to unionize date from the beginning of the Country.

Anti-Trust Laws

In their most straightforward terms, the Anti-Trust Acts were passed to prevent any entity from gaining predominant control in any market.

The Sherman Act was passed in 1890 and prevents any contract, combination (in the form of trust or otherwise), or conspiracy in restraint of interstate and foreign trade.

The Clayton Act, which supplemented the Sherman Act, was passed in 1914. It prevents exclusive sales contracts and local price cutting from freezing out competitors, rebates, and interlocking directorates.

National Labor Relations Act

Relying on and using the Antitrust Acts, the Industry then sued workers who tried to “collectively” bargain for wages or working conditions.

In response, Congress passed the Labor Relations Act in 1935, which officially recognized employees' ability to form unions and negotiate with employers. This exemption to the anti-trust laws allowed the growth of “International” unions. These internationals grew within industries, such as the Auto Workers or the Steel Workers.