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EXCLUSIVE: Jewish physician wins religious exemption from union membership and fees over Israel stances
Dr Jacob Agronin, a physician at Temple University Hospital in Philadelphia, has received an exemption from joining or paying fees to his union after saying financial support for it conflicted with his Jewish religious beliefs. The decision matters because it resolves his challenge to a workplace agreement requiring covered staff to join the union or pay agency fees, and raises questions about religious accommodation when unions take political positions.
America First Legal brought Agronin’s case to the Committee of Interns and Residents (CIR), part of the Service Employees International Union, citing its support for the BDS movement and its resolutions criticising Israel. CIR confirmed in an 9 October letter that Agronin had not signed a membership card or paid dues, and that no fees would be deducted from his pay. The union says it represents more than 40,000 resident physicians and fellows; in May 2024, it adopted resolutions concerning Israel, including calls for a permanent ceasefire and an end to US military aid.
In short
- Physician Jacob Agronin won an exemption from union membership and fees.
- He said paying the union conflicted with his Jewish beliefs.
- CIR’s Israel resolutions were central to the dispute.
Steelman: both sides, in good faith
The strongest fair case each way — we don't pick a winner.
The case for
A worker should not be compelled to fund an organisation whose political positions they believe conflict with their sincerely held religious convictions. On this view, an exemption respects religious freedom while allowing the union to continue representing other staff; the union’s resolutions on Israel make the conflict concrete for Agronin.
The case against
A union’s political resolutions do not necessarily make every contribution to it an endorsement of those positions: dues also support collective bargaining and workplace representation. On this view, broad exemptions based on disagreement with union advocacy could weaken workers’ shared bargaining arrangements, so accommodation should be carefully balanced against those collective interests.