Orangewood Update: Oct. 22, 2025

Dear OCEA member,

As a direct result of increased outreach and concerns from members, your OCEA staff and Orangewood management are again meeting periodically to address those concerns. We have jointly committed to maintaining an open line of communication so issues can be dealt with as quickly as possible.

In mid-August, OCEA Labor Relations Representatives Carolyn Gasga, Alisha Greene and Alyse DeCavallas met with Deputy Director Kristi Fiskum and Orangewood managers Maureen Mutch and Nancy Genovese to discuss several member-initiated issues and ways to address them going forward.

Here are a few items that we discussed at our recent meeting:

Staffing Ratios

Many members have raised concerns about being “out of ratio” when working with youth at Orangewood. Management told us staffing ratios are determined on a campus-wide basis rather than on a single location or moment and that actual staffing is based on need. This issue may be at least partially addressed by helping ensure that we all speak the same language. In this instance, we were able to determine that "need" is the ultimate staffing criteria.

If you feel you are consistently responsible for more youth than is reasonable, management requested that you report the situation to the OCFC in-box Management@ssa.ocgov.com so they are aware and can review. Of course, you should also share those concerns with OCEA. Please include as much detail as possible—dates, times, staff-to-youth numbers, frequency, and any issues that resulted—and we will follow-up with management.

Training

We also raised the issue of training for non-OCFC staff. Management responded that the current level of training is the highest ever for non-OCFC staff and added that they are expected to handle situations as capably as full-time OCFC staff. If you experience situations where this is not happening, please escalate those concerns.

In addition, OCFC management committed to providing all staff with more training, particularly on responding to emergencies.

CCL

We also spoke about your concerns regarding the frequency of CCL’s presence at Orangewood and the anxiety that brings for some staff. Leadership agreed to provide a summary of CCL’s role, what may trigger their involvement, and what to expect during an interview.

Orangewood management was receptive to our feedback, and we look forward to continuing a collaborative relationship and attending recurring meetings. In the meantime, please continue to send your workplace issues to Orangewood leadership and your OCEA Labor Relations Representatives Carolyn (cgasga@ocea.org), Alisha (agreene@ocea.org) or Alysse (adecavallas@ocea.org).

We rely heavily on members like you to let us know as issues arise. Your involvement will help create a stronger union and will result in a better workplace for all OCEA members.

In Solidarity,

OCEA

Publication Date: October 22, 2025