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Health Services Announces Spring Break Clinic Hours
URI Health Services is happy to announce we will be open during Spring break for limited services to meet the needs of those students who remain in the community. The clinic will be limited to taking care of eligible students who are ill or injured and require a visit with a health care professional. The details are as follows:
Medical Services/Clinic Hours during break:
Mar. 9 Friday H.S. Open 8 a.m. to 4 p.m. H.S. Closes at 4 p.m.
Mar. 10 through Mar. 17 H.S. Closed
Mar. 18 Sunday H.S. Open 10 a.m. to 4 p.m. Nursing Coverage; Physician On-call
Mar. 19 Monday H.S. open 8 a.m. to 8 p.m. Full clinical services resume
May 11 Friday END OF ACADEMIC YEAR H.S. Closes at 8 p.m. H.S. Open 8 a.m. to 8 p.m.
Please check our website www.uri.edu/health for updates as this calendar may change
*Holiday Schedule
♦ Nursing coverage; Physician on-call ♦ Four-hour Physician Clinic ♦ Pharmacy open 12:30 p.m. to 4 p.m. ♦ Medical Records coverage
**Full Clinical Services
♦ Open 8 a.m. to 8 p.m. ♦ Appointments 9 a.m. to 7:15 p.m. ♦ Pharmacy & Lab open 9 a.m. to 7:30 p.m. ♦ X-Ray usually available on a daily basis
Health Services wishes you a safe and healthy Spring break!
What Makes Grad Students Happy
December 7, 2010
WASHINGTON – Over the years, many campuses have improved services for students – from dining to advising to health care. But even though graduate students have benefited from some of those changes, they aren't necessarily happier than in the past.
Researchers presented that finding Friday at the annual meeting of the Council of Graduate Schools, imploring colleges to do more for graduate students outside the classroom. Several institutions in recent years have conducted quality of life surveys among their graduate students, but many in a room full of college officials said here that they are struggling to figure out what to do with the findings.
They may not have gotten explicit answers here, but they did get a nudge in the right direction. The presenters, officials and graduate students from Texas A&M University and the University of Oklahoma walked the audience through their approaches to determining what students want and then turning those findings into actionable intel. “If graduate colleges can identify and reduce these 'dissatisfiers' while focusing on facets of life that motivate students, then quality of life can be enhanced,” said Tim Davidson, graduate liaison at the University of Oklahoma. “Our undergraduate system is really well-developed, but how can we serve the graduate population in a similar way?”
The presenters praised Stanford University and the University of Maryland at College Park for their surveys, which measured various areas of graduate student satisfaction including finances, housing, childcare, campus climate, student services and transportation. Similar efforts have also been made at Cornell University and, more recently, the University of Oregon. But that progress can stall when the data come in and the inevitable question arises: What next?
“Quality of life has been under the radar for probably the past 10 years or so… [but] is now emerging as an important discussion. Retention and graduation have always been hot topics in the world of graduate colleges, and we hypothesize that improved quality of life initiatives will help with these two areas,” Oklahoma graduate research assistant Abbie Allums wrote in an e-mail to Inside Higher Ed while en route home from the conference. “I think the question now is shifting to, ‘What do we do that will work on our campus?’ I think that’s what we’re all trying to answer.”
Megan Palsa, director of graduate recruitment at Texas A&M, works with on-campus student groups to address their needs. She emphasizes the importance of organized events, such as career development workshops for navigation through the grueling job market, or home dinners to deal with another common downer – the isolation of graduate student life. “Even though I’m director of recruitment, it’s really retention, too,” Palsa said. She described one instance where a graduate student approached her after a barbecue to say thank you; he and others had been in school for a year and never really knew anyone. “These are the kinds of things that they’re looking for and they’re very, very appreciative that we do them.”
At Oklahoma, Allums and Davidson created a two-part survey with the belief that graduate programs are responsible for addressing students’ concerns beyond academics. The questions went to students from all disciplines, master’s and Ph.D., international and domestic. The first survey gathered quantitative data (for example, which students use which services) and the second, led by graduate student Ebony Pope, gathered qualitative data (among other things, student opinions on what should be changed, and how). In analyzing the data to decide what actions to take, they looked for cost-effective solutions that capitalized on the existing infrastructure.
For instance, more than half of those with a spouse or partner reported that that person is employed outside the university, and almost 20 percent of them said that their partners had difficulty adjusting to the area. So, the recommended action is not only to ease the moving transition with a comprehensive guide to graduate life, but also to ramp up inclusive campus programming to involve families on campus. Allums said that might consist of ID cards so spouses can use student unions and libraries; another idea is utilizing facilities more effectively -- for example, graduate students could attend a lecture at a campus museum while their children explore the exhibits.
But the cost of those provisions was a dwelling point for some graduate officials – including one whose institution just completed a survey and is now struggling with the “tremendous diversity of needs.” Realistically, how important is it to address quality of life compared to other needs, she asked? And how do you decide which to meet when you can’t meet them all?
You can start by implementing low-cost solutions, the presenters said, such as student manuals. And while it’s understandable to give preference to cheap solutions, colleges shouldn’t rule out actions that cost money, either, said Karen Butler-Purry, associate vice president for graduate studies at Texas A&M. “It is extremely important if we want to have very good graduate students,” she said.
— Allie Grasgreen
© Copyright 2010 Inside Higher Ed
NLRB Steps Toward Grad Unions
October 28, 2010
The National Labor Relations Board, in a 2-to-1 decision, has edged away from its recent history of rejecting unionization rights for graduate teaching assistants at private universities.
In the decision, the NLRB found that the graduate students at New York University who are currently trying to unionize with the United Auto Workers deserve a full hearing on the merits of their organizing drive. In so doing, the majority of the NLRB reversed a regional director's decision that the UAW could not organize graduate students at NYU because of a 2004 NLRB ruling in a case involving Brown University graduate students.
In the Brown ruling, the board found that graduate students are primarily students, not employees, and so are not appropriately entitled to collective bargaining under the National Labor Relations Act. (The right of graduate teaching assistants at public universities to unionize is governed by state laws, so some public universities have had unionized T.A.s for years, while others do not have them at all.)
In its latest ruling, the NLRB suggested that there may be circumstances that merit granting collective bargaining rights to the NYU students irrespective of the decision in the Brown case. Further, the NLRB said that there may be "compelling reasons" to reverse the Brown decision. So the NLRB returned the case to the regional director for a full hearing, a potentially lengthy process. The actions of the NLRB are consistent with its past approach to reversing rulings, which is to do so on the basis of a full hearing at the regional level, which has not been done in the NYU case to date.
The new ruling is being greeted as a promising sign by those organizing at NYU -- and with disappointment by the university. It could also be the start of a long legal fight over the issue, and one that could easily be reversed later. The Brown decision came during the Bush administration and reversed a ruling by the NLRB in the Clinton administration that recognized collective bargaining rights at private universities. The current pattern is for Democratic appointed board members to back grad student unions and Republicans to oppose them, leaving open the possibility for further flip-flops by the board as administrations change down the road.
The union fight at NYU has plenty of history behind it. In 2002, when the Clinton administration's NLRB ruling still governed the question, NYU became the first (and, to date, only) private university to recognize a grad student union. The university negotiated a contract with the UAW unit at the university. In 2005, after the 2004 ruling took away grad students' right to a union, NYU announced that it would not negotiate a new contract with the UAW and that it believed the union relationship had not been productive for the university. The union went on strike in November of that year, hoping to force the university to recognize the union -- even without NLRB requiring that it do so. The strike was highly visible at the beginning, but gradually lost force and officially ended in September 2006, without NYU recognizing the union.
In its new ruling, the NLRB cites differences in NYU's relationship with its graduate students now as compared with the past and with other universities today to suggest that they may be entitled to a union. For instance, the NLRB ruling notes that NYU has said that its graduate students who teach do so voluntarily and are free to join the adjunct union at the university for representation in their role as instructors. The NLRB ruling says that this is significant because it means that graduate students are being paid as employees, not simply as graduate students.
As for the Brown decision, the NLRB notes with apparent sympathy that the UAW argues that the 2004 decision was "based on policy considerations extrinsic to the labor law we enforce and thus not properly considered in determining whether the graduate students are employees." This week's ruling was signed by two NLRB members who are Democratic appointees, Craig Becker and Mark G. Pearce.
A Republican appointee, Brian Hayes, wrote the dissent, in which he said that the facts have not changed from the ruling on Brown University's graduate students, and that the law shouldn't change just because Democrats now control the NLRB majority.
"The request for review itself sets forth no proper, let alone 'compelling' reasons for reconsideration," says the Hayes dissent. "The request does not raise, allege, or reference a single fact, circumstance, argument, legal precedent, or claim that was not in existence and clearly before the board when it rendered its decision in Brown. Thus, the request for review does nothing more than ask that a board, with changed membership, view precisely the same evidence and argument considered by a prior board, but reach an opposite result. This is not a proper basis for 'reconsideration.' To suggest that it is merely serves to reinforce the views of the board's critics who charge that its view of the law is wholly partisan and thus changeable based on nothing more than changes in board membership."
Maida Rosenstein, president of UAW Local 2110, which includes graduate teaching assistants, said she was very pleased with the NLRB's ruling. "This is tacitly a decision that the Brown ruling was wrong," she said. "There would be no reason to conduct further hearings unless the board believed that the Brown decision was flawed."
Rosenstein said that grad students remain highly motivated to vote in a new union -- and predicted that they would eventually win the right to do so.
Academic labor has been pushing hard for the reversal of the Brown precedent, and the American Federation of Teachers also issued a statement of support for the latest NLRB decision. "The NLRB's decision in the Brown University case finding that graduate teaching fellows are students and not employees was a ruling that did not reflect the reality of the university workplace," David Strom, AFT general counsel, said in the statement. "The NLRB's direction here to the parties to develop a full record on the duties and responsibilities of graduate teaching fellows gives the board the opportunity to get it right and correct the obvious flaws in the Brown University decision."
NYU had a very different take on the decision, issuing a statement that in part echoed the NLRB dissent. "The fundamental issues that led to the board's decision in the Brown case are essentially unchanged," it said.
The NYU statement also questioned the idea that its graduate teaching assistants are anything but students, and noted that today's grad students at the university aren't required to teach, and receive much better packages than did those who were at NYU when the union drive started years ago. "Fully-funded grad students now receive their education tuition-free, receive a stipend that is among the most generous in the U.S., and have their health premiums paid by NYU -- a package worth in excess of $70,000 a year -- all without having to do anything but pursue their degree," said the NYU statement. "In what way, one might ask, can they now be construed as employees?"
— Scott Jaschik
© Copyright 2010 Inside Higher Ed
GSOC/UAW Local 2110 is the union for all graduate employees at NYU. As graduate employees, we contribute to the University's mission through our hard work.
We at GSOC/UAW are pleased to announce that the highly respected American Arbitration Association (AAA) has verified that a clear majority of NYU graduate employees have chosen to be represented by GSOC/UAW Local 2110 in collective bargaining with the NYU administration.
NY City Council Speaker Christine Quinn joined GSOC members and other UAW representatives to demand voluntary recognition of the union on April 26.
On April 26, 2010, a delegation formally presented the NYU administration with the official AAA certificate confirming our majority. The delegation included GSOC/UAW members, New York City Council Speaker Christine Quinn, United States Congressman Jerrold Nadler and other UAW representatives. In keeping with the democratic will of the majority of NYU graduate employees, the delegation also requested that the NYU administration voluntarily recognize GSOC/UAW Local 2110 as the union for ALL graduate employees at NYU.
We are demanding voluntary recognition from NYU in order to correct an injustice that has gone on for too many years. Over the past decade, the majority of NYU graduate employees have consistently chosen GSOC/UAW for union representation. But time and again, the university has blatantly ignored our preferences and denied our rights. Like any other workers, we want a union so that we can bargain collectively around wage, benefit and workplace issues, and achieve security and stability in the workplace.
GSOC/UAW Local 2110 is the only union that can guarantee the full collective bargaining rights of NYU graduate employees and represent our interests in ALL of the work that we perform for the university, including teaching, research and administrative services.
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April 27, 2010
Graduate Students Ask N.Y.U. to Recognize Union
By STEVEN GREENHOUSE
Graduate students who assist professors with teaching and research may not seem like typical workers, but more than 1,000 such assistants petitioned New York University on Monday to recognize a union that would represent their interests.
The school’s officials signaled they would not recognize such a union, which would be the only union of teaching assistants in the nation at a private university.
But with Monday’s move, N.Y.U.’s 1,600 graduate assistants are seeking to persuade the National Labor Relations Board, now dominated by President Obama’s appointees, to reverse a 2004 decision that found that graduate teaching assistants at private universities are essentially students, not workers, and thus do not have a right to unionize and bargain for a contract.
On Monday, a delegation of graduate assistants and officials of the United Auto Workers — joined by Congressman Jerrold L. Nadler and City Council Speaker Christine C. Quinn — met with N.Y.U. officials and presented a letter from the American Arbitration Association certifying that a majority of the school’s graduate assistants had petitioned for a union.
“If you work, you should be treated as a worker,” Ms. Quinn said. “These are people who provide important services to N.Y.U.”
Organizers said that more than 1,000 teaching and research assistants had signed cards saying that they wanted to join the United Auto Workers, which seeks to organize many white-collar workers.
“We want a union because we perform essential services to the university and we want to have a democratic say in wages and benefits and conditions,” said Kari Hensley, a third-year Ph.D. student in media, culture and communications who teaches several courses. “This would give us more security and stability in the workplace so that things don’t change at the university’s whim.”
Ms. Hensley was one of 70 demonstrators outside N.Y.U.’s Bobst Library on Monday who chanted, popped balloons and held signs saying, “Respect Our Majority.”
In 2000, a majority of N.Y.U.’s graduate assistants voted to join the U.A.W., and two years later, they became the first such group at a private university to sign a union contract with their school’s administration. The four-year accord raised stipends by nearly 40 percent, improved health benefits and paid the assistants extra if their work took more than 20 hours a week.
After the labor board’s 2004 ruling took away their right to unionize and bargain for a contract, the assistants were unable to persuade N.Y.U. to sign a new contract.
Following Monday’s meeting, N.Y.U. officials gave the graduate assistants scant encouragement. “The university has always believed that graduate students are students, not workers — they are admitted as students, not hired as workers,” said John Beckman, N.Y.U.’s chief spokesman.
Mr. Beckman said things had substantially changed since the last time the graduate assistants had unionized. He said those who want to teach could be appointed as adjunct faculty members and join the adjuncts’ union.
Mr. Beckman said N.Y.U. has eliminated paid teaching assistantships for most graduate students and replaced them with fellowships, which do not include responsibilities such as teaching. But union supporters say many graduate students still have teaching obligations.
He added that the university provided many graduate students full scholarships of more than $50,000 a year or stipends of more than $22,000 a year, all while paying much of their health coverage. He called this “among the most generous financial aid packages for graduate students in the country.”
If N.Y.U. formally refuses to recognize the union, the graduate assistants plan to ask the labor board to hold a formal unionization election, a request that might prompt the board to reverse the 2004 decision.
An Invitation to Unionize
April 13, 2010
NEW YORK -- The chair of the National Labor Relations Board gave a strong indication here Monday that, now that the board has new members appointed by President Obama, unions could expect it to back collective bargaining rights for graduate teaching assistants at private universities. Her remarks came as graduate students at the University of Chicago -- in what could be a test case -- are considering affiliation with national unions for an organizing drive.
Wilma B. Liebman, the NLRB chair, made her remarks in a speech to leaders of academic labor and management, gathered here at Baruch College of the City University of New York for the annual meeting of the National Center for the Study of Collective Bargaining in Higher Education (which is based on CUNY's Hunter College). Liebman stressed that the NLRB does not have "a list" of Bush-era NLRB decisions that it is planning to overturn. But she said that the new NLRB will take a "more dynamic" approach to deciding cases, noted that she had dissented from the ruling denying collective bargaining rights to graduate students at private universities, and cited that ruling as the type of decision that might now be decided another way. Read More
Teachers’ salary cut is upheld by court
01:00 AM EDT on Tuesday, March 16, 2010
By Alisha A. Pina
Journal Staff Writer
PROVIDENCE — In a ruling that could alter the future of collective bargaining for municipal workers in Rhode Island, a Superior Court judge has upheld the East Providence School Committee’s decision to unilaterally cut teachers’ salaries and force a 20-percent contribution to their health insurance costs last year.
Facing a deficit of more than $4 million, the board made the reductions in January 2009, saying it was necessary to comply with a state law that says school districts can’t deficit spend.
The board’s lawyers also argued that the committee was able to make the changes without the consent of the local teachers union because there wasn’t a contract in effect for the almost 500 teachers. The last agreement with the East Providence Education Association expired on Oct. 31, 2008.
“... When the parties have reached an impasse in negotiations and their actions are not governed by a binding collective-bargaining agreement, a committee can make unilateral changes when faced with an actual deficit,” Judge Michael A. Silverstein said in his written decision released Monday.
“We are gratified by the court’s decision,” committee Chairman Anthony Carcieri said. “We did what we had to do to keep the schools afloat. We always believed that we followed the law every step of the way.”
Not only were the actions “lawful,” Silverstein emphasized — as he did in a Cranston case last year — that labor contracts cannot exceed a term of three years. He also said it is “clear” that the “legislature intended school committees to maintain a balanced budget ‘notwithstanding any provisions of the general laws to the contrary.’ ”
Local teachers union president Valarie Lawson declined to comment Monday, but Mayor Joseph S. Larisa Jr. said the decision is a “sound interpretation of Rhode Island law” and “vindicates the unprecedented and heroic action” taken by the School Committee.
“The School Committee used the savings to balance the school budget without attacking our hard-hit property taxpayers,” Larisa continued. “It also allowed the School Department to invest, wisely, school resources directly in the kids, where it should have been in the first place.”
“Had we lost this case, EP would have been between a rock and a hard place, with a several-hundred-dollar tax increase on each homeowner, or bankruptcy as the only two options for the city.”
Timothy Duffy, executive director of the Rhode Island Association of School Committees, said the decision puts a “stronger emphasis” on committees to “not operate a deficit going forward.” He said they “have to be better fiscal watchdogs,” especially when the General Assembly is looking to close the gap in this year’s $210-million budget shortfall by possibly reducing state aid to communities.
While the union didn’t have an immediate comment, its lawyers, John E. DeCubellis Jr. and Vincent P. Santaniello, argued in their court briefs, “These questions [before Silverstein] — which concern whether a party required by state law to collectively bargain is permitted to abandon that process at will — are arguably some of the most critical labor law issues ever presented since the enactment of the [labor-relations and teacher-arbitration acts] and cut to the very heart of collective bargaining in this state.”
They said they believe the committee just went through the motions during mediated negotiations and arbitration, which isn’t “bargaining in good faith.” In addition, they said the committee “failed to take available measures to mitigate its alleged deficit,” such as asking the City Council for more money or filing suit under the state’s Caruolo Act to seek more money from the city.
Mediator to join talks on Central Falls
March 11, 2010 - 3:22pm
By: Ian Donnis
What a difference a few weeks make. The AP's Ray Henry reported the following earlier today:
The head of a troubled Rhode Island school that fired all its teachers has agreed to use a mediator in upcoming negotiations with the teachers' union.
The announcement came Thursday during a meeting that included Central Falls School Superintendent Frances Gallo and the teachers' union. It was their first meeting since city leaders voted last month to fire all the teachers from Central Falls High School after the end of the school year.
Sounds a lot like something independent gubernatorial candidate Lincoln Chafee called for back on February 22:
Independent gubernatorial candidate Lincoln D. Chafee on Monday entered into the ugliest education battle of the year when he called for a mediator to help resolve the differences between the teachers union and school officials.
“This is important to Rhode Island,” Chafee said in an interview. “I can’t sit on the sidelines and just watch labor unrest get sparked.”
Monica Teixeira de Sousa: In Central Falls, it’s a race to the bottom
09:26 AM EST on Monday, March 8, 2010
By MONICA TEIXEIRA De SOUSA
The dramatic firing of Central Falls teachers is really an attack on Rhode Island’s residents themselves. Having already endured the closure of once productive mills and sustained further blows from a sputtering economy, they must now endure an assault on their core public services.
The U.S. Secretary of Education, Arne Duncan, placed Rhode Island in an untenable position with the “Race to the Top”: forgo an opportunity for much-needed resources or compete for funds by dismantling public education. This is one race in which it behooves us to walk, not run.
The heart of the Central Falls community was torn apart as almost 100 educators, the entire staff of the city’s sole high school, were let go. Duncan was quick to support the termination of the teachers, which he did without bothering to speak to them. Had he done so he would have learned that some are local success stories: the kids who made it and later returned as educators and role models. They now face unemployment. Read More
Diane Ravitch
Historian, NYU professor
Posted: March 2, 2010 05:45 PM
First, Let's Fire All the Teachers!
Imagine that you are a teacher in a high school in a high-poverty district. Many of your students don't speak English. Some don't attend school regularly because they have to earn money or babysit with their siblings while their parents are looking for work. Some come to school unprepared because they didn't do their homework.
But you are idealistic and dedicated, you work with each of the students, you do your best to teach them reading, writing, science, math, history, whatever your subject. But despite your best efforts, many of your students can't read very well (they are struggling to learn English), and many of them don't graduate. If your school eliminated all its standards, you could easily push up the graduation rate.
About 45 minutes away is another high school in a much better neighborhood. Its statistics are far better than yours. The children are almost all born in the U.S., and their parents are almost all college graduates with good jobs. Their kids don't go to school hungry, they have their own room and their own computer, and they have stellar test scores to boot. Their graduation rate is very impressive, and most of their graduates go to college. Read More
October 12, 2009
How to Help Graduate Students Reach Their Destination
George Bates for The ChronicleEnlarge
By Ronald G. Ehrenberg, Harriet Zuckerman, Jeffrey A. Groen, and Sharon M. Brucker
Earning a Ph.D. in the humanities in the United States is demanding. It also takes years to complete—longer than in the sciences and the quantitative social sciences. For example, the median time from entering graduate school to gaining a Ph.D. for students who received their degrees in 2006 was 2.5 to three years longer in the humanities than in the life sciences, physical sciences, engineering, or economics.
In fact, about half of the students who graduate in the humanities take eight years or more to do so, and only about half of those who begin graduate school actually finish. The combination of lengthy "times to degree" and high attrition rates has burdened graduate programs and students and has plagued generations of scholars in the humanities. read more
Stand Up Fight Back Brown Bears eat Hole Foods
Produced by Robert Malin & Paul Hubbard Oct 1 2009 Providence, RI
Ric McIntyre Speaks on Necessity for EFCA
On Monday, December 7, 2009, Professor, Honors Program Director and author Ric McIntyre speaks to an audience and discusses the current economic crisis, how we got there and the importance of the Employee Free Choice Act to get us out.
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MAJOR VICTORY FOR LABOR
FOR IMMEDIATE RELEASE: GEO STRIKE COMMITTEE VOTES TO OFFICIALLY SUSPEND STRIKE
TEACHING AND GRADUATE ASSISTANTS AT UIUC RETURNING TO WORK PENDING CONTRACT RATIFICATION VOTE
URBANA-CHAMPAIGN (November 17): On Tuesday, November 17, at 7:00 pm, the Strike Committee of the Graduate Employees’ Organization (GEO), AFT/IFT Local 6300, AFL-CIO, the University of Illinois at Urbana-Champaign (UIUC), officially and unanimously voted to suspend the two day strike that brought major portions of the University campus to a standstill. During a General Membership Meeting which began at 5:30 pm, the GEO bargaining team facilitated a discussion of the tentative agreements that it had signed during this morning’s negotiation session with the administration bargaining team. Afterwards, in a simple up or down vote, the 450 members present unanimously recommended to the strike committee that it accept the agreement and suspend the strike. The strike committee met immediately afterwards and took its decision.
With the strike suspended, GEO members are back at work, effective immediately. Teaching assistants will conduct their class sections tomorrow, and graduate assistants will carry out their duties at facilities across campus, including libraries, health and recreation centers, theaters, and specialized academic units.Read more....
Announcements
Health Services Hours of Operation
Winter Break Schedule
Medical Services/Clinic Hours during break:
Tuesday, January 4th – Friday, January 7th from 11 a.m. – 3:00 p.m.
Monday, January 10th – Friday, January 14th from 11 a.m. – 3:00 p.m.
Tuesday, January 18th – Friday, January 21st from 11 a.m. – 3:00 p.m. (closed Monday, January 17th in honor of Dr. Martin Luther King Day).
Semester Schedule
Monday-Friday: 8:00 am - 8:00pm
Appointments: 9:00 am to 7:30 pm
Weekends & Holidays: 10:00 am - 4:00 pm
Physician Services: 12:00-4:00 pm
Pharmacy: 12:30 to 4:00 pm
Nursing, Medical Records: 10:00 am to 4:00 pm
Quick Contacts:
Routine Exams, Allergy Shots? 874-4751
Emergency? 874-2121
Not feeling well, need urgent care? 874-2675
Immunizations? 874-4612
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Board of Governors Meeting:
Monday, January 24, 2010
RIC Ballroom
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President's Column
President Stephen Marchand
MEETINGS
General Membership Meeting -
Spring General membership Meeting - TBA in April