Ongoing case of Ryan Viken

 This guy makes me look like a company man. 

Thank you so much for bringing attention to TriMet’s “systemic” corruption. PLEASE keep up the GOOD ETHICAL WORK, that you are doing.

 

What has happened to you, unfortunately is happening to too many of us. There is absolutely NO ACCOUNTABILITY on TriMet’s part (or union’s). I’m hoping, soon there will be, but it will ‘take a village.’  

I’ve been at TriMet for 25 years. This is a “new” thing (as far as I know)…the deceptions in OFFICIAL DISCIPLINE DOCUMENTS (Grievance step decisions, etc). 

 

We never used to get suspended from the ‘get go,’ unless for the specific reasons in the WWA (Don’t know if you were suspended or not, but very common at Rail, shameful on multiple levels). Now, no progressive discipline, and because they don’t record meetings, the discipline is harsher. Our word against theirs (apparently, you even had a witness, that they disregarded??). Unbelievably unprofessional….yet, they ‘scream’ for professionalism from us? Again, no accountability for this mgt ‘team.’ The double standards, do not develop a healthy and/or RESPECTFUL workplace.

I have been battling with you….in spirit….on the ‘recording meetings.’  I always thought it was the union who was dead set against it, but the TriMet angle was a surprise. They have absolutely no issue videoing/audio-recording us (as mentioned in your email), but don’t want their mgrs. AUDIO recorded in discipline/grievance meetings?? This SCREAMS corruption and deception. There should be nothing to hide. Yet, if meetings were recorded, they couldn’t be deceptive on the discipline reports. I too find it “ironic” that they don’t want ‘misunderstandings,’ yet don’t want to record meetings.

I truly want to expose this corruption with you. I plan on at least posting these emails on Facebook. This is public information. I can redact your name if you wish.

MR. CUSACK- Why is TriMet so dead set against recording these meetings with mgrs, yet have no problem recording our bodies/voices? Please don’t bring up the NLRB…that’s for private unions (and for Contract Negotiations, not other meetings). The ERB (public unions) calls for recordings to be a “mandatory bargaining subject” (Assn. of Oregon Corrections Employees, 14 PECBR 832, 1994.)

 

If the member has no problem being recorded….why does TriMet? I know what I believe, but would like to hear your explanation.

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Mr. Cusack, to not record investigatory and/or disciplinary meetings in my opinion, is not only inattentive, it is irresponsible of the District.  You offer absolutely no rationale for your decision making process, when it comes to recording these types of meetings.  Absolutely none.  That should raise red flags to everyone. 

This may be news for you, but when it comes to holding meetings/hearings with certain members of your team; information can most certainly be misunderstood, misrepresented and/or deleted entirely (ie. shredded).

For example, I recently participated in an investigatory meeting with Director Kathryn Wittman, ASM Donnie Vercher, myself and an ATU Representative.  Mr. Vercher was introduced by Ms. Wittman, and she informed us that Mr. Vercher’s reason for being at the meeting, was to take meticulous/detailed notes.  Those notes were/are a matter of public record.  Based on what I observed during the meeting, I can only assume Mr. Vercher’s notes were so meticulous, specific and detailed, that he had no other choice but to shred said notes/documents.  Especially after asking Mr. Vercher to make note of Ms. Wittman (Vercher’s boss) smiling or laughing, while I was explaining what took place. 

In my view, Ms. Wittman was completely disrespectful to me during the meeting.  Why do you suppose Mr. Vercher destroyed public  documents?  Do you believe it was an accident?  I most certainly do not; given what transpired during the meeting.  Specifically, when Ms. Wittman learned about an eye witness, to the incident that took place on March 31, 2020.  I find it absolutely astonishing, Ms. Wittman had no idea about this witness.  What is even more disturbing, is that one of your team members, ASM Jean Cook, chose not to inform Ms. Wittman of the witness.  The witness was present during the entire conversation with ASM Cook.   Why would Ms. Cook choose not to tell Ms. Wittman, and/or leave factual, material information out regarding a witness?  Do you believe it was an accident?  I most definitely do not. Since that time, the witness has put in writing, ‘I saw no misconduct on anybody’s part.’

Now, after reading a two page document, that appears more like a fictional short story written by Administrative Assistant, Sonja Larson, regarding what supposably took place out in an open area at Merlo Garage;  Ms. Larson also fails to mention a witness of any kind.  Do you believe that was an accident?  I most definitely do not; it is a pattern.   IF YOU AND THE DISTRICT WANT TO AVOID MISUNDERSTANDINGS, AND PROTECT THE TRUTH, YOU WOULD RECORD THE MEETINGS.  Again, there is absolutely no rationale, to your decision making process. RED FLAG.

Mr. Cusack, what we have here, is a pattern of systemic corruption and deceit from TriMet,  and its “leadership team.”  I am convinced that the District’s actions by Director Wittman, and her team, is just another example of retaliation against me as a former Union Executive Board Officer; for exposing serious corruption of the District. The District’s actions are nothing more than an attempt to  intimidate, bully, and harass me as an employee, so that I keep silent. 

Another glaring example of TriMets corruption, retaliatory action(s), and what should be a clear “conflict of interest” by Human Resources/Recruiting; is a denied promotion to Rail Operator, that I applied for in October 2018.  Specifically, and including, but not limited to you and your department; took retaliatory action against me for exposing TriMet management, and it’s handling of Grievance #xx61 (2017). The grievance raised serious issues, that included physical threats of violence, and possible multiple Civil Rights violations by the agency and its management; against at least one or more of their employees. 

I assert, as a result of my involvement as the Union Officer in Grievance #xx61, I was denied a promotion by a key HR employee in the aforementioned grievance, Chartisha Roberts, (former TriMet HR- employee 2019) HR Recruiter Operations-Transportation.  As a result, Grievance #9783 was filed against the District in January 2019, for not following hiring practices.  Specifically, Article 2, Section 2 Paragraph 10 and 13 of the Working and Wage Agreement between ATU 757 and TriMet.  The Step 1 Hearing was denied by the District and HR Supervisor Recruiting, Scott Erickson (former TriMet HR employee 2020) on February 21, 2019.  The Step 2 Hearing was denied by the District and HR Business Partner- Labor Relations, Christopher Parra(former TriMet HR employee2019/2020) on March 26, 2019. The denial of my promotion, was not only retaliatory by Chartisha Roberts, but a clear conflict of interest; having both HR Representatives/Recruiters, Scott Erickson and Christopher Parra involved in hearing  the Steps 1 and 2.

At the end of the day, I have done nothing wrong to warrant discipline, of any kind, and will continue to report any wrongdoing on the District’s part.  In my view, your decision to not allow the recording of both disciplinary and/or investigatory meetings, indicates that you and/or your colleagues are facilitating the corruption. 

Mr. Cusack, the District and its management can do better.   You should DEMAND IT!  I KNOW I DO...

What ever happened to transparency, accountability and  “DOING the RIGHT THING?”  

Regards, 

Ryan Viken

 

 

Mr. Viken

 

You raised two issues raise that need to be addressed

1. The grievance meeting is intended to discuss the disciplinary action, not allegations of misconduct by other parties. If you have any allegations of misconduct by a manager, you may submit a complaint about the alleged behavior via either the HR Complaint Packet or the Ethics Point hotline.
2. You will not be recording the grievance hearing.  If you insist or attempt to record the hearing, TriMet’s representative will end the hearing and respond with the information we have.  The hearing will be held in person to avoid any misunderstandings.  You may only record in person if all parties agree, and TriMet’s representatives will not agree.

 

 

Laird Cusack  |  

Director Labor & Employee Relations

Tri Met  |  4012 SE 17th Ave, Portland, OR 97202