Category Archives: Working at OHSU

How Safe Is OHSU?

How Safe Is OHSU?

Almost everyone would agree that employees deserve a safe workplace, but there are always questions about how to define “safety” and problems in how to achieve it.

Local 328 has been surveying our members since 2000. Early on, we found that one of our members’ top priorities has always been workplace safety. We have to admit — that puzzled us. There are always accidents, exposures and ergonomic issues that arise in any workplace; however, these problems were not common and were mostly addressed effectively by OHSU.

It wasn’t until our union took a deeper look in a later survey that we learned that what members were talking about was emotional safety. We tried to respond to that with solutions addressing workplace conflict and hostile work environments — programs like BridgeBuilders and the Career and Workplace Enhancement Center (which has conflict resolution programs/training as one of its focus areas).

It has become clear to us, though, that while our previous efforts were well intentioned and effective as far as their stated goals, the problems our union should have been trying to solve were far larger.

Race and Class at OHSU

These are going to be difficult paragraphs to write, because when discussing the impacts of race and class at OHSU, the finger we point needs to point inward as well as outward.

It is clear, in hindsight, after last year’s EVS campaign and after more recent incidents on campus, that we as a union need to do better at effectively drawing attention to and resolving incidents of marginalization, discrimination and racism directed at our members and sometimes, sadly, by our members. We have allowed ourselves to fall into the trap of privileging the experiences of the dominant white culture over the experiences of people of color and other underrepresented employees — people who have not been silent, but whose voices also have not been heard.

When we finally learn to listen, do we then fall into the trap of paternalism and passivity, of assuming that we know the best path to follow, of selectively filtering what we hear? Of subtly discounting experiences that are unfamiliar to us and of congratulating ourselves for our own good intentions? Of telling people who are in pain what we can or cannot do for them without asking them what we should be doing in concert with them?

Yes. Yes we do.

Good Intentions, Doing Better

Our union has good intentions — intentions to pursue a path of equity, racial and economic justice and basic fairness for all our members. We also know that we fall short of those goals.

We believe that at the highest levels of the organization, OHSU shares those goals. And we know that, as most organizations do, OHSU falls short of those goals — sometime subtly, sometimes spectacularly.

Over the next few weeks, Local 328 is going to talk about some negative experiences our members have had at OHSU — experiences that place in bold relief the differences that race, ethnicity, disability, religion, sexual and gender identification,  and economic and educational status make in how employees are perceived and treated and how those differences seem to operate within the very OHSU systems designed to protect employees from those injustices. How employees who make money appear to be privileged over employees who cost money and how the acts of employees in authority are minimized while far less egregious acts by rank-and-file workers result in terminations for cause.

We need to do better. Our union needs to open the doors of problem solving and engagement to all our members, especially members who are subjected to aggression, discrimination and microaggressions every day. We can’t solve this problem without you — in fact, “we” aren’t “we” without you. Our union needs more of us at the table — if necessary, we will build a bigger table.

OHSU needs to do better. It needs to listen to its employees and listen to our union when we talk about injustice faced by our members. OHSU needs to worry less about being exposed to lawsuits and protecting the revenue generators and more about living up to the ideals that an institution dedicated to the public’s well-being must embody, not just pay lip service to.

Our union will work with anyone who wants to help us become a better union and with anyone who wants to help bring transformative change to OHSU — including OHSU.

Need Vacation? Don’t Become An OHSU Pharmacist.

Pharmacists have been quietly filing grievances for months over the inability to get vacation on a first come, first served basis when requesting time off for unfilled vacation slots.

For those not familiar with the AFSCME/OHSU contract, management must identify at the beginning of the year the number of opportunities available for vacation time on any given day throughout the year. Those vacations “slots” that aren’t used during the vacation bid in February of each year are available, by contract, on a first come, first served basis for the rest of the year.

Due to chronic understaffing OHSU Pharmacy management has been consistently refusing to honor vacation requests made by pharmacists for time which is contractually available. As a result, employees are having to resort to shift trades and schedule changes to get time off. The lack of vacation availability is taking a toll. Combined with large amounts of extra shifts and overtime to fill shifts left vacant due to unfilled staff positions pharmacists are feeling overworked and under appreciated.

Many current pharmacists believe that these working conditions are leading to staff turnover, fatigue and low morale. As the grievances which have been filed move to arbitration pharmacists might begin to get some relief when arbitrators start enforcing the union contract, but it’s a long process. In the meantime pharmacists are meeting with union representatives to work on strategies to bring about a more immediate resolution.

As Joe Ness, Vice President for Professional and Support Services, said in a recent meeting: “I don’t care how much money you earn in your job, if your vacation is denied, it’s a morale buster.”

It’s time for OHSU Pharmacy management to take these issues seriously and work with the union to resolve these issues.

EVS Independent Investigation Results.

On Monday, June 20th, EVS employees at OHSU received a joint communication from AFSCME and OHSU advising that the independent investigator appointed to look into issues of employee abuse at the OHSU Environmental Services department had completed her work and issued a report.

The report was a comprehensive review of the charges made by AFSCME Local 328 regarding the working conditions of EVS employees, based on in depth interviews with approximately 30 EVS workers.

This independent investigation is unprecedented for OHSU and Local 328 and is a direct result of our members standing up for themselves with on the job actions, their willingness to share their stories publically on social media and in person and their willingness to support each other.

When our Union began this process we had three demands:

  • An independent investigation
  • An effective labor management process where workers can be heard and have their issues addressed
  • A reform of the internal complaint process when workers are victimized by managers or coworkers.

The independent investigation has been completed and a report issued.

The report outlines findings in nine areas where the investigator found evidence to support our union’s claims:

  1. Cultural insensitivity and bias in the workplace
  2. Disrespectful behavior down, up and across the workgroup
  3. Perceived favoritism
  4. Roles, duties and expectations not clear or standardized
  5. Lack of accountability
  6. Operational practices cause lost productivity and waste
  7. Staffing issues
  8. Perceived inconsistent application or disregard of rules
  9. Not enough transparency and communication

Each finding was accompanied by a list of recommendations. OHSU and AFSCME Local 328 have scheduled a series of meetings to review and plan to implement the recommendations. As we implement recommendations we will report to our members on our progress.

The labor/management committee (LMC) is active in Environmental Services.

A facilitator has been hired and the teams for labor and management have been selected. The goal of labor/management meetings are to raise and resolve issues other than contract violations or interpersonal problems – in other words, to look at workplace problems that often get overlooked because communication between workers and management has broken down. Initial meetings of the labor management committee have been effective.  The two teams have already brainstormed a list of potential issues and plan to prioritize them at their next meeting.  Additionally EVS management will begin introducing  LMC representatives at EVS huddles.

The reform of the internal complaint process has not been resolved at this time.

The investigator made some recommendations about the way complaints should be reported but did not make recommendations about changing the complaint process itself. This is an area where we will need to have ongoing discussions before we can report that it has been resolved.

So what does it all mean; what have we learned?

We learned that an active membership raising public awareness of a problem can be a spur to action. We learned that OHSU will respond when presented with compelling evidence. We learned that the best way to get OHSU to respond is for workers to stand together and take the risk of telling their stories about how they are affected by their working conditions.

We’ve learned that OHSU is willing and able to take corrective action AND work in collaboration with the union to make changes when called upon, including personnel changes, when necessary.

We’ve learned that workers really are stronger together.

We want to thank our stewards and leaders, especially Chief Steward Michael Stewart and President Matt Hilton, the members who put their names out publically on social media to tell their stories, the EVS workers who had the courage to meet with the investigator, our members from all over campus who wrote messages of support, wore buttons and attended our vigils, the EVS workers who broke tradition and began speaking out in the morning huddles, the members who were inspired during this time to step up and become unit stewards to help their coworkers, the nurses who wore buttons and supported our EVS workers and everyone else who was touched by the stories of our workers and who didn’t turn a blind eye.

Thank you.

About That Apology…

A Rare Retraction

On Feb. 11th our Union posted a story about patient transportation management banning AFSCME badges, then apologizing. While the content of the story remains true, management never issued an apology despite verbally agreeing that that was something they should do.

It is unfortunate that Transportation management has taken that stance. Our union was hoping that by agreeing to pull back on their ban and apologize for the violation of member’s rights we could move on and hopefully see this as a trust building opportunity with department management. Obviously, we were mistaken in attempting to do so, as it seems that was not their intention. However, it is important for our union to be the party acting in good faith.

Members in transportation continue to face treatment that workers should not have to face in 2016. Intimidation for union activity, continued favoritism and many other problems are still rampant in the department. We will be continuing to advocate on our members behalf and will not stop. If you have stories or information about transportation please send them to their Staff Rep. Ross Grami, rgrami@oregonafscme.com.

Patient Transportation Bans AFSCME Badges, Then Apologizes

AFSCME Local 328 members in patient transportation services were shocked last night when supervisors told them to stop wearing union badge extenders and asked them to turn the badge extenders in to their supervisor.

In an apparent reaction to increased union activity by patient transportation services members, supervisors have engaged in a series of actions which seem designed to intimidate and discourage employees from engaging in protected union activity. Members have been told not to speak with or approach Union staff and stewards while on duty even if the conversation was of the incidental “water cooler” type discussion and not interfering with work.

Union representatives who have gone through proper channels to meet and speak with members on break and lunch times have been denied access to the patient transportation break room and have been relegated to an isolated table away from member traffic areas.

Finally, on Wednesday evening, members were told to remove Union badges and turn them over to management. The OHSU dress code and Oregon labor law protect the right of union members to wear Union buttons and Union insignia.

After consulting with our attorneys on Thursday morning, Union staff members Ross Grami and Kate Baker met with Patient Transportation management. During the meeting management agreed to allow AFSCME members to resume wearing their Union badges.

Management further agreed to issue an apology to the members in Patient Transportation.

Members have the right to wear Union badges throughout OHSU. There are some limitations on badge size. In patient care areas there are some restrictions on the kind of slogans or messages that may appear on a badge or button. However, you are always allowed to proudly identify yourself as a member of our Union.

We want to thank the members in Patient Transportation for standing up for our Union rights.

EVS Progress Report, OHSU Files Complaint Against AFSCME

 

Significant Progress in Ending Worker Abuse in EVS

A lot has happened since AFSCME Local 328 began our campaign to end employee abuse in Environmental Services (EVS). When our union began the campaign, we insisted on:

  • An independent investigation.
  • An improved complaint policy. (One that didn’t rely on OHSU Human Resources to administer it — due to the inherent conflict of interest on the part of HR representatives who spend their working lives supporting management.)

OHSU has agreed to both of these proposals and we are moving forward with them.

Our union provided information about some specific abuses to OHSU; OHSU has followed up with internal investigations and we have begun to see positive changes in EVS. As we said in an earlier report, we will not be specific about the changes we have seen, for the privacy of the people affected by these changes.

OHSU has agreed to hire a neutral facilitator to conduct labor/management meetings — not just in EVS but also in two other OHSU departments that we believe are problem areas: Food & Nutrition and Patient Transportation.

Through it all, EVS employees have continued to work every day, despite uncertainty and fear of retaliation. They have come forward in increasing numbers to tell their stories. During AFSCME Strong Week, after the Martin Luther King holiday, Local 328 hosted an EVS appreciation event that was well received by EVS employees. At the event, more people began to speak up and express a willingness to talk to the independent investigator once the position is filled. EVS employees have shown exceptional courage in speaking up and exceptional dedication to OHSU and their jobs throughout this difficult time.

OHSU Files Unfair Labor Practice Complaint Against Local 328

Our union’s EVS campaign has not come without a cost, however. Local 328 and OHSU are now involved in litigation, since OHSU filed an unfair labor practice complaint against Local 328 over the rights of union representatives to have access to work areas and non-work areas to meet with workers or attend vigils for EVS. OHSU has alleged several contract violations by the union over the presence of union staff representatives and volunteers in hallways and elevator-access lobbies during our EVS vigils and during AFSCME Strong Week. Like a grievance, a ULP is a means to resolve disagreements — this will get sorted out in due time.

It’s important that Local 328 protects our right to have access to our members at work. It is also important not to overreact and create an unnecessarily adversarial atmosphere — our union needs to be able to work with OHSU effectively on the many joint projects we have in progress and on those committed to in the most recent contract.

We’re Almost There…

Overall, the EVS campaign has been successful in bringing hope to our members that their working conditions will dramatically improve. There has been some fallout over issues of staff and volunteer activities during this period, but we expect to get these issues resolved.

The support of the entire community of AFSCME Local 328 members has been crucial to the success of this campaign.

We expect to extend the positive results we’ve had in EVS to other departments.

 

OHSU Opens EVS Investigation

When Local 328 first “went public” with the issue of employee abuse in the Environmental Services department (EVS), OHSU’s first response was to show concern about our methods: Why did we go public? Why is this coming out of nowhere? Why aren’t you using “the process”? Why are you holding vigils in our hallways? Some of our members were shocked too. Responses ranged from concern that we weren’t filing complaints with the “proper” authorities, to asking why we didn’t do this long ago.

We think it’s safe to say that everyone is learning as we go through this process. Our union is learning that while formal processes are important tools, they are not the only tools, and that public opinion and direct member action can get results when the “proper channels” don’t. We won’t speculate on what OHSU has learned, but we can report on how it has responded.

Since the second week of our campaign, OHSU has been constructively engaged with us on the matter of EVS employee abuse. We don’t agree with every step OHSU has taken, but there is clearly a desire to get to the bottom of our union’s claims and to work with us to create a safe process for members to tell their stories.

  • OHSU has agreed that, going forward, some type of independent investigation is needed, though we haven’t yet held detailed talks about what that will look like.
  • OHSU has agreed that we need to work together to reform the complaint process so that future complaints will be dealt with more effectively and we will begin meeting about that, most likely in January.

Signs of Progress

Last week, OHSU took the first steps toward opening an effective and meaningful investigation. In the interest of not compromising that investigation we are being deliberately vague, but we can assure our members that positive and constructive steps are being taken.

We can further assure our members that if the current investigation backs off or if it isn’t aggressive enough, our union will not hesitate to call that out. We sincerely hope there will be no need for that — our goal isn’t to create conflict but to resolve the problem of employee abuse in EVS and elsewhere at OHSU.

We have also been clear that our union views the current investigation as an emergency intervention and not a substitute for a fully independent investigation.

What Next?

There are other work units with similar concerns and our union is not going to end our workplace-abuse campaign until all of them are investigated and corrective action is taken. When we first started this campaign, we thought it would be necessary to call out each department over a period of weeks in order to raise and sustain pressure on OHSU to take action. We are still going to do that, but hope we will be able to do so in the context of reporting on results rather than fighting to have the problem recognized for each department.

This Isn’t Over — You Can Help!

This isn’t over by a long shot, but we are heading in the right direction. More than ever we need members to be engaged and active around pushing this issue to a successful resolution. You can help by:

  • Continuing to support EVS workers by attending a vigil. We meet at the 9th floor fireplace twice each day — you may sign up for a vigil here.
  • Sharing your story with us. You don’t have to be an EVS worker — our union wants to help end worker abuse at OHSU, not just in EVS. Call (971) 271-7832 and leave a message for us to get back to you.
  • Attend the Bureau of Labor and Industries training on worker abuse and discrimination, sponsored by Local 328 – learn more and sign up here.

Thank you for all you have done so far!

OHSU Moves EVS Huddles, Excludes Union — Union Will Continue Public Vigils

OHSU has moved Environmental Sevices huddles to a private area in OHSU’s Patient Transportation department. The effort to exclude our union comes after three weeks of union vigils, soon after EVS employees finally spoke up in the morning huddle, in the presence of union observers, against the use of the cleaning agent OxyCide. Within days, OHSU suspended its use of OxyCide and moved the huddle behind closed doors.

Our union is concerned that this decision will have a chilling effect on EVS workers’ willingness to speak up.

Local 328 is pleased that the use of OxyCide has been temporarily suspended pending further evaluation, but our union remains committed to assuring that the problems of worker abuse in EVS are addressed. Our union will continue to work at getting to the truth.

Local 328 Releases Supervisor Misconduct Report Form

In order to deal with worker abuse, that abuse must be documented and reported. Until now, all reports of bullying and abuse of employees have been made through one OHSU process or another. As a result, all investigations, conclusions and file materials were owned and controlled by OHSU and, ultimately, Human Resource.

Local 328 is going to change this by the introduction of our Notice of Supervisor Misconduct form. The form is simple and easy to fill out, and allows members to remain anonymous if they wish. One copy of the supervisor-misconduct report will go to the supervisor, one will go to OHSU HR and one will be retained in the supervisor’s permanent personnel file at the Local 328 office.

The form will serve as official notification that supervisor misconduct has been observed and reported by an independent, non-OHSU party — our union — and that notice has been served on all appropriate parties. We can’t force OHSU to act on the form, but our union will investigate, will help gather facts and will keep a record of what we find.

This brings us to our next initiative.

Local 328 and BOLI to Jointly Present Training in Recognizing and Reporting Workplace Abuse

Local 328 has contracted with the State of Oregon Bureau of Labor and Industries to present a six-hour training in how to recognize and report workplace abuse, with specific emphasis on worker intimidation, harassment and bullying. The training will teach members how to report claims to BOLI and what information is essential to making an effective report. The training will examine what worker abuse is and how it differs from illegal discrimination.

The training will be offered to Local 328 stewards and staff on Tuesday, Jan. 26, 2016, at the Doernbecher Vey Auditorium (rm. 11620), from 9:00 a.m. – 4:00 p.m. Lunch and snacks will be provided.

If you wish to attend the training but are not a steward, please use the online registration form. Space will be made available to members who are not union stewards on a first-come-first-served basis. Non-steward attendees would have to attend while off duty (regular day off, vacation day, etc.).

OHSU Must Take Action to Investigate and Prevent Employee Abuse

It’s been a little over three weeks since Local 328 publicly raised the issue of supervisor abuse of employees in the EVS department. We took this step after years of frustration with an ineffective internal process to report and curb abuse by OHSU supervisors and managers.

Today, Local 328 President Matt Hilton sent the following letter to OHSU Vice President Dan Forbes and the rest of the OHSU leadership team which met with our Union two weeks ago today on this issue.

Dear OHSU Stakeholders:

Two weeks have passed since we met to discuss the abuse issues in EVS.

Dan Forbes has agreed to begin the investigative process by interviewing one of our affected members this week. Getting members to agree to tell their story to an OHSU official has been a painfully slow process because of employees’ continued perception that it will not be safe for them to do so. This perception was demonstrated to be an accurate one this week when a member was loudly and publically accosted by a supervisor for talking to the union. Word of this incident spread quickly among EVS staff. We have shared that information with Dan.

We want to be clear that Local 328 believes that OHSU’s current process for investigating employee claims of abuse is fatally flawed. This is not an aspersion on any individual’s character or intentions. We appreciate that Dan agreed to interview our member on this matter, but it is clear that he does not have the time, nor should it be his job, to carry the investigation forward to completion. What Dan is doing is an emergency intervention. We agree that it needs to be done so that employees in EVS have some hope of getting relief soon, but it is a stopgap measure. It is not a substitute for a full and independent investigation — one that is culturally sensitive, one that recognizes the relationship difficulties posed by traumatic experiences, one that our members can trust.

But, securing that independent investigation for EVS is also only a temporary solution. There needs to be a reform of the process by which employee complaints are heard and investigated. We believe that the best intentions of individuals will not overcome an internal structure that serves primarily (whether intentionally or not) to suppress complaints and shield OHSU from liability rather than to solve problems. The fact that the EVS situation has come to this point without any significant intervention or abatement of the abuse over a period of years is the best evidence that the internal complaint process needs dramatic change.

Our union is going to continue to engage our membership on this issue and we are going to continue to try to frame a broader discussion on employee abuse at OHSU. We do value a collaborative relationship with OHSU. There are many issues on which we want and need to work together productively. We hope that this issue turns out to be one of them.

We believe that OHSU is taking this issue seriously.

We propose that:

  • An independent investigation be conducted re: the employee abuse in EVS.
  • An effective internal process be created for handling employee complaints of bullying, harassment and intimidation going forward.

Local 328 is prepared to meet and discuss how we might work together to resolve the issues in EVS and address our concerns. Recognizing that you will need time for consideration, we would appreciate hearing from you on this matter by Friday, Dec. 18.

Thank you,

Matt Hilton
President, AFSCME Local 328

 

Open Letter To Local 328 Members – OHSU’s Response

Please share your story in the comments.

If you want to talk to us confidentially call 971 271 7832 and leave a message telling us how to contact you, a Local 328 Staff member will call you back.

November 23, 2015

Dear Brothers & Sisters of AFSCME Local 328:

This letter serves to update our membership on our ongoing campaign about supervisor abuse of employees in OHSU’s Environmental Services (EVS) department.

Local 328 Meets With OHSU on Supervisor Abuse

 From 8:00 – 9:30 a.m. today, Local 328 president Matt Hilton, chief steward Michael Stewart and staff representatives Kate Baker, Dennis Ziemer, Corey Nicholson and Frank Vehafric, as well as AFSCME Council 75 attorney Jen Chapman, and met with OHSU vice president Dan Forbes, attorney Darryl Walker, Support Services senior director Pete Hazel, HR mission directors Hollie Hemenway and Joni Elsenpeter and HR business partner Wes Phillips.

In the interest of allowing participants to speak freely at the meeting, our union agreed not to quote any individuals in our report on the meeting. We think it’s important not to stifle honest discussion by calling out individual comments from either side.

The meeting basically had two points of discussion: OHSU’s complaints: re: union activity and our union’s concerns about supervisor abuse in EVS.

OHSU Complaints about Union Activity 

The meeting began with a discussion about Local 328’s recent actions: holding vigils for EVS workers, handing out leaflets and union “swag” at those vigils and taking photos and video at those vigils, as well as the content of some bulletin board and Facebook content.

OHSU is concerned that our union’s presence violated the contract because we were not there for what they considered a “matter related to employment.” Our union disagrees with this assertion. We will continue the vigils and we will continue leafletting employees. We will let OHSU know the content of our leaflets, but we will not agree that OHSU has any right to approve or reject our leaflets. What we choose to educate our members about is our business.

OHSU was further concerned that some photos we posted were objected to by some of the people photographed. Out of respect for those people, we agreed to take down the photos and video from our Facebook page. Our intent is to show our union in action, not to inadvertently offend anyone.

OHSU’s final concern raised was over a cartoon that was placed on a union bulletin board at OHSU. We agreed to remove the cartoon.

 

 Union Concerns about Supervisor Bullying In EVS

Our union expressed concern that the abuse of employees by supervisors in EVS is ongoing and that the current process in place is not adequate to address it, as evidenced by the fact that the abuse has continued despite years of employees and our union using the existing process.

We expressed our concern that no investigation conducted by OHSU can be independent, despite the best intentions of HR staff or leadership, due to the structural relationship of HR with the management team.

We told OHSU that it is our belief that a neutral and independent party needs to conduct the investigation. We also believe that community resources, or perhaps professional resources, need to be brought in to help the investigators learn how to work with employees who have been traumatized by the work environment or by their experiences prior to coming to work at OHSU.

We further made clear that there are more departments than EVS that have abuse issues, and that our union is concerned about all abuse, not just abuse by supervisors. If lead workers or other AFSCME-represented coworkers are abusive, they must be held just as accountable as supervisors.

We further explained that going forward, regardless of how the current situation is resolved, we need to reform the current internal complaint processes at OHSU since they obviously haven’t worked.

OHSU Responds

 It is clear from OHSU’s response at the meeting that it is responding to our union’s efforts to shine a light on supervisor abuse at OHSU.

  • OHSU stated that it is committed to ending employee abuse.
  • OHSU stated that is are committed to investigating and disciplining, if appropriate, supervisors and other workers who abuse our union members.
  • OHSU stated that it is committed to protecting our union members from retaliation.
  • OHSU asked for the names of the EVS and Custodial Services supervisors and lead workers our union suspects of abuse. We provided those names.
  • OHSU asked for the list of additional departments our union feels have serious enough systemic supervisor abuse to warrant further investigation. We provided that list.

Note, that we said, “is responding.” We are at the beginning of a process that may well bear fruit. However, despite OHSU’s stated commitments:

  • We have not solved the problem of supervisor abuse.
  • We have not reached agreement on what the investigative process will be.
  • We have not reached agreement on who will be conducting the investigation.
  • We do not have agreement on how we will assure members that an investigation will be unbiased.
  • We do not have agreement on how we will reach out to our affected members so that they have confidence in the process.
  • We have not yet reached agreement on how members are going to be protected from retaliation.
  • We have not reached agreement that once an investigation starts, the supervisors being investigated will no longer have authority over the members making the complaint.
  • We do not have agreement on how our union will be assured that supervisors will be dealt with using the same standards that bargaining-unit members are held to.
  • We do not have agreement on the issue of reforming the current internal complaint process

All of the above issues are still open issues. But we are meeting and talking, and OHSU clearly would like to move forward to resolution. We believe today’s meeting represents progress, and that OHSU is serious about its commitments. But, as always, the devil is in the details.

We need to be sure that the resolution isn’t more of the same processes that haven’t worked in the past.

We need a radical departure from business as usual in order to get at the truth.

Help us keep the pressure on OHSU to keep the commitments it has made and move to an agreement with our union on the issues still outstanding.

YOU are making progress, but this is not over.

In solidarity,

AFSCME Local 328