From mystery casseroles to meaningful clarity, this Friendsgiving edition of Sometimes a Great Podcast serves up a full table’s worth of updates — two deadline reminders for December 1, one reassuring Fact of the Week, four policy dishes, and a closing reflection inspired by the Hundred Acre Wood.
What’s Inside
Deadline: ODHS (3:48)
- New Workday Learning login process for EELearners begins Dec. 1
- Support + troubleshooting resources for partners and providers
Mission: In Policy (7:14)
- ICE-related staff safety guidance
- New ODHS-branded stationery + business cards
- 2025–2027 compensation updates
- HSS/HSCM classification changes
Writer’s Round-Up (14:02)
- Friendsgiving in the Hundred Acre Wood — a reflection on shared work and small kindnesses
Credits
Hosts:
Dr. Bethany Grace Howe, Communications, and Shenika, Community Partnership Coordinator, D10.
Produced by:
Dr. Bethany Grace Howe: bethany.g.howe@odhs.oregon.gov
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Deadline: ODHS
Nov. 12, 2025
New login process for EELearners/Partners in Workday starts Dec. 1
Beginning December 1, 2025, the login process will change for ODHS partners and providers who access Workday Learning as Extended Enterprise Learners (EELearners). This is only for those who work with the agency AND have to take courses through Extended Enterprise Learners.
This change is part of statewide security improvements and is intended to support continued safe access to required training. We want to be proactive and transparent in sharing this update. While we do not expect this change to make the login process harder, users may notice a brief adjustment period as the new authentication steps are adopted.
The current security challenge questions will be retired and replaced with a new authentication process.
EELearners will have two options for logging in securely:
- Authenticator App: EELearners can download and use an authenticator app (such as from Microsoft or Google) on their personal mobile device. This works similarly to the multi-factor authentication process many state staff use on state-issued phones.
- One-Time Access Code: EELearners can choose to receive a single-use access code sent to the email address on record in Workday. This option may be fastest and most convenient for most users.
If EELearners experience difficulty with logging in, they should contact their affiliation manager, or consult the Advanced Support section of Workday Learning: Information for Partners and Providers
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Nov. 17, 2025
In this month’s MES Mod newsletter, stay up to date on the latest progress from the System Integration (SI) Platform Project.
This includes:
- Updates on Enterprise Information Services reviews
- Vendor selection milestones
- Development of Interface Control Documents
This issue also highlights what’s ahead for December, such as contract negotiations, Request for Quotes finalization, and anticipated Stage Gate 1 approval.
If you want to receive the MES Mod newsletter directly, please contact us at MES.ModernizationNews@odhsoha.oregon.gov to receive future updates directly in your inbox.
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FACT of the Week
Nothing has changed for SNAP recertification
We are hearing from people who are worried they need to reapply for SNAP right now. Please reassure customers that nothing about the SNAP recertification process has changed in Oregon. People should keep following their normal reporting and renewal schedule unless we contact them directly.
What you should know
- Most people renew every 12 months and complete a 6-month report.
- Older adults and people with disabilities who have no earned income renew every 24 months and complete a 12-month report.
- Some people may be asked to take part in routine quality-control reviews or may need to report changes in income or work hours.
- These steps are all part of the regular SNAP process.
Why nothing is changing
- SNAP eligibility rules come from federal law.
- States cannot shorten certification periods or make people reapply early unless there is information showing they may no longer be eligible. Any change to these rules would require official USDA guidance, and Oregon has not received any such instructions.
- The federal government shutdown has ended and funding for SNAP has been restored. Oregon is now issuing SNAP benefits on the normal schedule.
Customers can do check their certification dates by:
- Logging into their ONE Online Account or ONE Mobile App
- Calling the ONE Customer Service Center at 800-699-9075
- Contacting their local ODHS office
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Mission: In Policy
Nov. 13, 2025
New Guidelines: Working in the community amid ICE actions
Many Oregon Department of Human Services (ODHS) staff members have shared concerns about working directly in the community to serve Oregonians amidst frequent federal immigration activities. We know that national events and immigration enforcement activity can create fear or uncertainty — especially for employees who may personally be affected or who work closely with immigrant, indigenous, Latino/a/x and refugee communities. This guidance is meant to help you feel supported and know what to do if you are involved in or witness immigration enforcement activity, understand the support available to you and a reminder that it is illegal to participate directly or indirectly in immigration enforcement without a judicial warrant.
It’s important to reiterate that ODHS is committed to upholding the Equity North Star and the Oregon Sanctuary Promise for community and staff. If current events or field situations cause you stress or fear, please reach out to your manager, HR, or the Employee Assistance Program (EAP) for support.
If You Are Detained or Questioned by ICE or Law Enforcement
If you are detained under any circumstances — including during immigration enforcement actions — it’s important to follow the same process that applies to any arrest, charge, or investigation:
Notify Human Resources (HR).
- You, or a family member on your behalf, must contact HR within five (5) days if you are arrested, charged, or detained.
- HR will work directly with you and your manager to address the situation and support next steps.
- If you are detained on the job, ODHS will do everything in our power to be flexible. Our intention would be the utmost flexibility when it comes to your pay, employment status, and benefits.
Allow HR or the Background Check Unit (BCU) to guide next steps.
- In some cases, new screening may be required if your work duties or background status changes.
Stay in contact with your manager or encourage your family to do so.
- If you are unable to report to work due to detention or related issues for an extended period of time, a family member or representative should notify your manager as soon as possible to work on possible solutions.
- You may want to consider providing close friends and family with your manager’s contact information. You may also want to share a key contact’s information with your manager.
We are also aware that staff have asked if legal support will be available to someone detained on the job. While we understand the reason someone would ask, we are not able to offer legal advice or promise legal support under current state law and practice.
For Managers
Managers should continue to show flexibility and compassion. If a staff member requests leave, share that ODHS leadership supports flexibility during difficult times. The goal is to keep staff and clients safe, not to add stress.
ODHS will offer resources and support to help supervisors navigate these situations with clarity and care.
Ways to Prepare Yourself
While employees must follow the State of Oregon’s Immigration Law training for their professional conduct, you can also take personal steps to feel prepared. The following ideas come from public resources developed by immigration and community organizations:
- Make a safety plan. Identify who you would call if you were detained and keep their contact information in your wallet, phone or memorize the information.
- Share your plan with someone you trust.
Make sure family or close friends know what to do if you are unable to contact them. - Keep key documents safe. Store copies of identification, medical information, and important contacts in a secure place.
- Know your rights. Understand what you can and cannot be asked during enforcement actions. These resources from the Office of Immigrant and Refugee Advancement (OIRA) can help.
These materials are for public use and can help you support ODHS clients and communities who may have questions or fears or can be used for your own safety planning.
The Sanctuary Promise is Law
Lastly, remember it is against Oregon law for state and local law enforcement or public agencies (state and local government offices) in the state of Oregon to participate directly or indirectly in immigration enforcement without a judicial warrant. If you are aware of any staff member violating this law by sharing information about the immigration status of fellow staff or those we serve please notify your manager, HR or the Sanctuary Promise Violations Hotline.
You are not alone. Oregon’s values, and this law, exist to protect our communities.
Our hearts are with all who feel fear or uncertainty in the very places meant to bring them comfort and belonging — at home, in school, at work, and in their communities. These moments do not reflect who we are as Oregonians or the values of ODHS: compassion, safety, and care for all.
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Oct. 7, 2025
Rebranded business cards and stationery are now available to order when existing stock is finished
New business cards with updated branding are now available to order through Oregon Corrections Printing (OCE). In addition to business cards, OCE also prints other stationery items, including letterhead and envelopes, that reflect the refreshed brand look. These updated materials are part of our broader effort to keep our communications clear, consistent, and aligned with the agency’s identity.
Staff are encouraged to continue using any existing supplies before placing new orders. This helps reduce waste and ensures we make the most of the resources already on hand. Once current stock is used, employees can order the updated items through the standard OCE ordering process.
As a reminder, brand templates—including letterhead, presentations, and other materials—can be found on the Publications and Creative Services (PCS) website. Teams backgrounds are also available. The templates are being updated regularly based on staff feedback, so we encourage you to check back often. Updates to the brand guide are also underway to incorporate the latest improvements, ensuring everyone has the tools they need to represent the agency consistently.
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Oct. 22, 2025
Management and unclassified service compensation for 2025- 2027, including Workday settlement information
As you may have seen this morning, the Chief Human Resources Officer for the Department of Administrative Services sent an email regarding employee compensation changes for the 2025-2027 biennium. For your convenience, here is a brief overview, link to the ratified union contracts and the original email memo (note the ORS 240 reference includes ODHS and OHA staff).
Cost of living adjustments (COLAs) and new top step
For the 2025–27 biennium, the state has settled contracts with its largest labor unions, AFSCME and SEIU, which includes cost-of-living adjustments (COLAs) of 2.5% effective February 1, 2026, and 4% effective January 1, 2027. These same COLAs will apply to unrepresented, management, and unclassified employees, funded by the legislatively approved salary pot. Additionally, a new top salary step will be added for represented employees on February 1, 2027, and for unrepresented, management, and unclassified employees a new top step will be added on July 1, 2027.
Workday settlement
Over the summer, the state also resolved class action litigation and labor grievances related to Workday payroll implementation. While unrepresented, management, and unclassified employees were not part of the labor grievances, they were included in the class action settlement. To ensure equity, employees in salary range 30 and below will receive a one-time payment of $1,700 and 40 hours of paid leave—usable or cashable—within 90 days of new structural payroll changes, which are expected by July 1, 2027. Employees above salary range 30 will not receive the one-time payment or 40 hours of paid leave.
Thank you for your continued commitment to serving Oregonians and supporting the state’s mission during this time of transition. If you have any questions, please contact DAS CHRO at CHRO.HR@das.oregon.gov.
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Nov. 10, 2025
As part of the 2025–2027 collective bargaining process, the Class Study for Human Services Specialists (HSS) and Human Services Case Managers (HSCM) has been completed. We are writing to share key highlights of the study and provide an update on the implementation timeline.
Scope of the Study
The study reviewed the following classifications to ensure job titles and salary ranges match current work performed:
- Human Services Specialist 1 (HSS1)
- Human Services Specialist 2 (HSS2)
- Human Services Specialist 3 (HSS3)
- Human Services Specialist 4 (HSS4)
- Human Services Case Manager (HSCM)
Salary Implementation (Effective July 1, 2025)
- If your current base salary is below Step 1 of the new range, you will move to Step 1 of the new range.
- If your base salary matches a step in the new range, you will move to the same step number.
- If you are off step, you will first move to the next higher step in the old range, then to the same step number in the new range.
- If your base salary is above the top step of the new range, your pay will not go down, your salary will stay the same until the new range increases enough to match it. After that point, your pay will begin to move within the new range.
- Benefit Service Dates (BSDs) will not change.
Implementation Timeline and Next Steps
The ODHS Classification and Compensation (CNC) team and the Department of Administrative Services (DAS) have worked closely together to complete this transition and to ensure that updated pay is delivered as early as possible.
- DAS has completed the initial upload of updated classifications and salary ranges in Workday.
- The CNC team is reviewing and validating all compensation details. Corrections will be completed by November 21. *Managers, please watch your Workday inbox for needed action and approval.
- If retroactive salary adjustments are needed, employees will be notified. While there may be some cases in which manual calculations will be needed, most payments will be applied to either:
- the December 1 paycheck, or
- the mid-month December payroll cycle.
- Notifications to affected employees will be sent no later than November 28.
If you are impacted by these changes and do not see correct information in Workday by December 15, please contact:
DHS.CLASSIFICATIONS@odhsoha.oregon.gov
Thank you for your patience and cooperation throughout this process.
Sincerely,
ODHS Classification and Compensation Team
18 mins. 18 secs.
Oregon Department of Human Services
503-951-1217
https://www.oregon.gov/odhs/
