1. Safety Training for Field Staff:

   • Our union has been advocating for safety training tailored to field staff, who often face harassment or intimidation when interacting with the public during activities like creel surveys and work at boat ramps. In response, ODFW is developing a training program based on models from Parks and Recreation and Oregon State University.
   • The training will focus on de-escalation techniques, site safety analysis, and identifying safe spaces for staff to retreat to if necessary. A full day of training is being developed, with a shorter two-hour version for seasonal employees. The first wave of training is expected to roll out by April or May 2025.

2. Employee Engagement Survey:

   • To ensure greater participation, this year’s employee engagement survey will be sent out in mid-October, timed to include more seasonal workers. Historically, their voices have been underrepresented in the agency’s feedback processes.
   • The 2023 survey results will be available on the ODFW’s internal page, and this year’s survey will feature an added free-form field for employees to provide detailed feedback. Our union emphasized the importance of members filling out these surveys and using the new comment field to highlight issues they care about. These surveys are reviewed closely by both management and the Labor Management Committee (LMC), making them a valuable tool for addressing workplace concerns.

3. 10% Budget Cut Stories:

   • Our union called on members affected by the proposed 10% budget cuts to share personal stories about how the cuts would impact their programs and their lives. Our union plans to present these stories to the legislature and governor's office to put a human face on the budget decisions.
   • While legislators see numbers, they need to understand the real-life impact of budget reductions. Members were urged to include not just the professional consequences but also how the cuts would affect their families. These stories will be instrumental in advocacy efforts with the Ways and Means Subcommittees and the governor's office, as our union prepares for more budget discussions in November.

4. Bargaining Convention and Surveys:

   • Our union recently elected a new chair of the ODOT coalition bargaining team, Angela Ward, who will represent ODFW’s interests at the central bargaining table. It is crucial to have someone with deep knowledge of ODFW at the table to protect the interests of its employees.
   • Members were reminded that bargaining surveys will be sent out soon, asking them to prioritize issues such as healthcare, dental plans, and step increases. This bargaining cycle will focus on long-term employees, as last time the focus was on those at the lower end of the pay scale. Our union will also be pushing for pay improvements for CDL holders, who face higher professional standards but receive no additional compensation.

5. Union Solidarity with Filipino Workers:

   • Our union is showing solidarity with workers in the Philippines by supporting a local and international event that discusses the challenges Filipino workers face, both abroad and in Oregon. Our union underscored the importance of this solidarity, pointing out that many struggles faced by workers around the world are shared experiences. An event was scheduled for Sunday from 5-7 PM, either in person or online, to discuss these issues further.

6. Reclassification Process:

   • The meeting introduced the reclassification process for members who believe they are doing work that is classified at a higher level than their current position. The first step involves reviewing and updating position descriptions to accurately reflect the duties members currently perform. This is critical for determining eligibility for reclassification.
   • Members were given instructions on how to obtain their position descriptions through the Workday system or by requesting them from HR or their supervisors. They were advised to review the state’s classification and compensation website to compare their duties against higher classifications. This process will continue over several meetings, with more information to be provided in follow-up emails and resources posted on our union's sub-local website.
   • Here is a link to the guide. Reach out if you have questions!

7. Inland Fishery Program Restructuring:

   • Concerns were raised about the restructuring of the Inland Fishery Program. While management has stated that no employees will be relocated or have their positions cut, some members expressed worry about the potential impact on job roles and funding sources.
   • Our union is actively monitoring the situation and has requested that members share any concerns they have with leadership. Management has assured our union that there will be no layoffs or relocations, but our union is prepared to advocate for members if the restructuring creates any issues for employees.

8. Call for Involvement in CAT (Contract Action Team):

   • Francesca Edmonds, a union organizer, discussed the importance of the Contract Action Team (CAT), a group that helps keep members informed and engaged throughout the bargaining process. CAT members serve as liaisons, updating coworkers on bargaining developments and gathering input to ensure that members' voices are heard.
   • Members were encouraged to participate as CATs, which involves regular meetings and sharing updates with a small group of coworkers. CAT members play a critical role in building solidarity and mobilizing the workforce during key moments in the bargaining process.

9. Salmon River Hatchery:

   • A member inquired about the status of the Salmon River Hatchery, which has been rumored to be on the budget cut list. While there is no confirmed plan to close the hatchery, our union emphasized the importance of collecting stories from workers there to present to legislators, highlighting the hatchery’s significance and the impact of its potential closure.

Throughout the meeting, the importance of member involvement was emphasized. Our union is preparing for significant budget and bargaining challenges, and the participation of members in advocacy efforts—whether through storytelling, bargaining surveys, or involvement as CATs—is seen as crucial to securing favorable outcomes for ODFW employees.