Local 88 Employee Physical and Mental Health Safety Survey 2026
This survey is designed to collect feedback regarding the physical and mental health safety concerns of Multnomah County Local 88 represented employees, Local 88 stewards and Lead Stewards. This survey is anonymous.  You do have the choice to include your name and email for grievance organizing purposes.  Your input is critical to our assessment of a potential County-Wide Article 25 grievance.   Please refer to the key information below including the new TA Article 25 SAFTEY AND HEALTH contract language and recent legislation in Oregon regarding worker safety prior to completing this survey.

ARTICLE 25, SAFETY AND HEALTH
1. Policy Statement
It is agreed that occupational safety and health must be a priority of the County and its
employees. Therefore, the County accepts its responsibility to provide safe and accessible
workplaces, working conditions, appropriate safety training, tools, equipment, Personal
Protective Equipment (PPE) per OAR 437-002-0134, and to establish safe working procedures for its employees. The employee(s) accepts the responsibility to follow all safety rules and participate in required job or task specific safety training provided by the County.

II.    Reporting Unsafe Conditions and Employee Rights to Refuse Work 

   A.    Employees are responsible for reporting recognized hazards, unsafe conditions or practices; the County is responsible for correcting unsafe conditions or practices. Employees are responsible for properly using and caring for facilities, vehicles, equipment, tools, and supplies provided by the County and the County is responsible for safe and proper care of the same. Administrative Procedure RSK-7 provides employees a reporting mechanism for reporting unsafe conditions or unsafe acts to the County as required by ORS 437-001-02950765. The responsible manager shall timely investigate all reports of unsafe conditions or acts and ensure that reports with findings and corrective actions are reported to the safety committee, the Risk Management, and Workplace Security Director.

   B.    The County and the Union take note of Federal state OSHA regulations related to an employee’s rights and responsibilities if they are confronted with an assignment that places them in imminent danger, including their protected right to refuse work in accordance with and as determined by Oregon OSHA. 

IV. Violence in the Workplace
The County is committed to providing its employees with a workplace free of hostility,
intimidation, harassment and other unacceptable violent behavior. This includes a work
environment supportive of employees who are victims of domestic violence. Employees are expected to report to their managers any workplace violence they experience or observe regardless of its origin. If an employee directly experiences workplace violence, they are expected to also complete an incident report form as required by their department. The County is responsible for investigating these reports, taking appropriate and necessary action to maintain a safe work environment. If an employee reports a credible threat of violence to their manager, the manager will immediately report it to the Workplace Security Director and the County will take appropriate measures to ensure enhanced security measures are considered that address safety of employees and the public including but not limited to causing a Risk Assessment to be conducted for the situation. Any Risk Assessment will include actionable loss prevention items and an implementation strategy. The County will promptly report the findings of the Risk Assessment to the reporting employee and to the Union. This may result in exclusions of the offending individuals from County facilities when appropriate and lawful.

V.    Staffing    

   Management has the right to determine staffing and establish any minimum staffing requirements. The County will staff appropriately to provide safe and healthy workplaces for the safety of employees, clients and members of the public.

A.    The Union may bring forward staffing or workload concerns to department or division Labor Management committees.

B.    The County shall consider workload factors, including volume and complexity of work, when determining appropriate workloads.

C.    Employees are encouraged to raise workload concerns with their supervisors.


Recent Key Legislation
  • HB 4069 was successfully passed by the Oregon State Legislature during the 2026 Regular Session and was signed into law by Governor Tina Kotek on March 31, 2026.  This bill requires behavioral health employers of various types to provide comprehensive, written safety plans for their employees, outlines training requirements, and contains specific provisions to ensure the safety of providers who work alone. The bill is a result of recommendations from the 2024 Joint Task Force on Improving the Safety of Behavioral Health Workers and aims to retain more behavioral health workers.   https://olis.oregonlegislature.gov/liz/2026R1/Downloads/MeasureDocument/HB4069/Enrolled
  • Senate Bill (SB) 537 (2025 Session): Although a Senate Bill, it passed the House in June 2025 and focuses on workplace violence prevention in healthcare settings. It requires hospitals, home health agencies, and hospice programs to implement comprehensive violence prevention plans, including "flagging" systems for potentially violent individuals and annual safety training. It took effect on January 1, 2026. https://olis.oregonlegislature.gov/liz/2025R1/Downloads/MeasureDocument/SB0537/B-Engrossed
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Which best describes your work environment/department? Please check all that apply to your work situation.   *
Required
If you selected 'Other' above, please specify your work environment.
How would you rate the overall physical safety conditions where you work? *
Very Unsafe
Very Safe
How would you rate the overall mental health safety conditions where you work? *
Very Unsafe
Very Safe
In what ways, if any, have you observed or experienced institutional racism—such as systemic bias in promotions, performance reviews, or daily workplace culture—impact your professional growth and well-being at Multnomah County?   *
How would you rate the overall impact of psychological violence you have experienced in the workplace as a result of you race/ethnicity? *
No Impact
Highly Impacted
In what ways, if any, have you observed or experienced institutional discrimination as a result of your gender identity—such as systemic bias in promotions, performance reviews, or daily workplace culture—impact your professional growth and well-being at Multnomah County?   *
How would you rate the overall impact of psychological violence you have experienced in the workplace as a result of your gender identity? *
No Impact
Highly Impacted
Please indicate the frequency of the following physical and mental health safety risks you encounter: *
Never
Rarely
Multiple times a day
Daily
Weekly
Montly
Yearly
I have experienced a physical assault(s) or violence from clients/public
I have experienced a verbal threat(s) of violence from clients/public
I have experienced sexual harassment while working
Insufficient staffing levels impacting safety procedures
Witness to physical assault by client/public
Witness to verbal threats of violence from clients/public
Have you reported a physical safety concern in the last 12 months? *
Have you reported a mental health safety concern in the last 12 months? *
I have used the Origami reporting system to report the following: *
Required
How would you rate follow up by Multnomah County after you reported an incident of workplace violence using the Origami reporting system including ease of reporting and follow up by Multnomah County after using the system?
No support
High level of support
Clear selection
If you reported an incident(s)of violence using the Origami reporting system or making a direct report to your supervisor/manager did anyone at Multnomah County work with you to develop a safety plan?  *
Did Multnomah County provide additional safety measures to you after you reported the incident(s) of violence in the workplace? Please check all that apply.
Protective gear
Scrubbing of Personal Information from the internet
Buddy system when meeting with clients in the community
Daily check in with your supervisor
Additional screening of clients
Yes
No
After you reported an incident of workplace violence did you receive administrative leave directly following the incident?   *
Yes
No
1 to 5 hours of Admin Leave
1 day of Admin Leave
2 days of Admin leave
2 to 5 days of Admin leave
I received administrative leave
As a result of witnessing and/or directly experiencing an incident(s) of workplace violence did you require time off of work?
Sick time
FMLA
Oregon Paid Leave
Workers Comp
Yes
No
NA
What additional emotional support did you receive after you reported experiencing an incident(s) of workplace violence? *
Required
Please indicate how often you experience the following mental health stressors related to your work: *
Never
Monthly
Weekly
Daily
Feeling overwhelmed by workload or deadlines
Experiencing verbal abuse or harassment from colleagues/supervisors/public
Verbal violence targeting my gender identity
Working excessive or unpredictable hours (Burnout risk)
Lack of control or influence over decisions affecting your job
Feeling socially isolated or unsupported in your role
Witnessing traumatic events or facing emotional fatigue
What support services related to stress management and trauma support would be most beneficial to you? (Select all that apply) *
Required
Are there any other workplace safety issues you have experienced and/or you have ongoing concerns about?
Would you be willing to participate in filing a county-wide Article 25 grievance? Your name/contact will only be shared with the Local 88 Cabinet and Union reps) *
If 'Yes" or "I'm unsure" please provide your contact and details below including: 
Name, Personal Email, Job Title and County Department.
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