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"content": "\u003cp>Have you tried getting a discount at a farmers market over a bag of tomatoes? Negotiated for a better — or cheaper — room at a hotel or resort? How about lowering your rent hikes by calling up your landlord? Or about getting your car fixed? Tried to charm the check-in desk for a nicer seat on the airplane?\u003c/p>\n\u003cp>You probably were haggling — that is, bargaining with someone on cost.\u003c/p>\n\u003cp>Some people have been coached on the art of asking for a discount since childhood. For others, it makes their skin crawl. But sparking a simple discussion on prices might save you some precious dollars in a time of high inflation. \u003ca href=\"https://www.kqed.org/forum/2010101893325/haggling-your-way-through-a-tricky-economy\">KQED Forum spoke to two experts for some advice\u003c/a> on haggling, or bargaining, on prices:\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>Veronica Dagher\u003c/strong>, personal finance reporter for \u003cem>The Wall Street Journal\u003c/em>, and author of \u003cem>Wall Street Journal\u003c/em> e-book \u003cem>Resilience: How 20 Ambitious Women Used Obstacles to Fuel Their Success\u003c/em>\u003c/li>\n\u003cli>\u003cstrong>Richard Shell\u003c/strong>, professor of legal studies and business ethics, and of management, at the Wharton School, and author of \u003cem>Bargaining for Advantage: Negotiation Strategies for Reasonable People\u003c/em> and \u003cem>The Art of Woo: Using Strategic Persuasion to Sell Your Ideas\u003c/em>\u003c/li>\n\u003c/ul>\n\u003ch2>Negotiation doesn’t have to be adversarial\u003c/h2>\n\u003cp>When some people think about haggling, they are often imagining going into the discussion forcefully. But the experts agree charm and playfulness can go a long way.\u003c/p>\n\u003cp>“It may be a bit [more] outspoken than some people are used to, but it’s not this nasty ‘toe-to-toe fighting’ that’s going to get you the best results,” Dagher said.\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>\u003ca href=\"#tellus\">Tell us: What else do you need information about right now?\u003c/a>\u003c/strong>\u003c/li>\n\u003c/ul>\n\u003cp>“If they’re probably getting yelled at all day by disgruntled customers … you’re just another person yelling at them for something they probably have zero control over. Why are they going to be motivated to help you?” Dagher continued.\u003c/p>\n\u003cp>“They probably won’t. And then you’ll feel yucky afterward. And they will, too. So, I like that nicer approach.”\u003c/p>\n\u003ch2>Ask questions — in the spirit of investigation\u003c/h2>\n\u003cp>Shell says he has a list of stock questions for any sellers or clerks.\u003c/p>\n\u003cp>“Rather than say, ‘Can you get it to me for less?,’ it’s ‘Can you do better than that?'” said Shell, who advises asking questions like, “Is there any kind of deal that might apply?” and “Explain a little more why this is being charged the way it is?”\u003c/p>\n\u003cp>Then, said Shell, you can “investigate the reasons.”\u003c/p>\n\u003cp>“Very often, when you are good at asking questions, that tends to open up a little space,” said Shell. “And then you can sort of see if you fit in.”\u003c/p>\n\u003ch2>Shift your perspective\u003c/h2>\n\u003cp>For some, a transaction isn’t complete without haggling. For others, it makes them cringe.\u003c/p>\n\u003cp>But some KQED listeners called in to the show to say it’s sometimes a matter of changing one’s mindset. For example, haggling is simply expected in many other countries.\u003c/p>\n\u003cp>Shell adds that in a time of inflation, “just asking” is not a bad habit.\u003c/p>\n\u003cp>“Sometimes people say, ‘I feel terrible negotiating for myself. I feel greedy,'” said Shell. “I say, ‘Well, then don’t negotiate for yourself. Think of who you’re negotiating for.’ Is it your children? Is that their college education? Is it your future retirement fund?”\u003c/p>\n\u003cp>Ultimately, “it’s rare that someone has too \u003cem>much\u003c/em> money to take care of their financial security, or their self-respect, later in life,” said Shell. “And so, again, it’s not what you ask for. It’s how you do it.”\u003c/p>\n\u003cp>Plus, addressing your discomfort with haggling can be personally and professionally beneficial in other ways, Shell notes. “It’s just interpersonal conflict,” he said, noting that, like many, he was also “anxious about it” as a younger person.\u003c/p>\n\u003cp>But, said Shell, “I knew that as I get to be a professional, you’re going to have to manage conflict of all kinds. … It’s just about people. It’s social psychology in a very interesting and amazing way because you can create a lot of value — if you know how to manage conflict constructively.”\u003c/p>\n\u003cfigure id=\"attachment_11953043\" class=\"wp-caption alignnone\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11953043\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/06/pexels-erik-scheel-95425.jpg\" alt=\"Two hands with lighter skin exchange an apple over a fruit stand at a market.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">When negotiating for a discount, connecting with the person you’re talking with is key. \u003ccite>(Erik Scheel/Pexels)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch2>Feel uncomfortable? You don’t have to do it\u003c/h2>\n\u003cp>Some KQED Forum listeners called in and expressed their discomfort with haggling — especially with small businesses or when it appears the seller does not have the same financial background as them.\u003c/p>\n\u003cp>Shell emphasized that the key is to do it with respect. “You’re a human first,” he said.\u003c/p>\n\u003cp>Dagher expanded on this discomfort, saying that experts she talked to observed that women especially often have a hard time asking for lower prices. An example of an internal conflict, she says, is: “If I go to the farmers market and I’m negotiating with the person who’s the farmer, am I the jerk?”\u003c/p>\n\u003cp>On the contrary, said Dagher, “what I have found is actually so many people are expecting the negotiation.\u003c/p>\n\u003cp>“So instead of thinking, ‘Am I the jerk for asking for a better price?,’ it might be more like, ‘Am I the jerk for not asking for a better price?'”\u003c/p>\n\u003cp>“I think there’s a lot of shifting that needs to be done to get comfortable with this,” said Dagher. And remember: “[The] worst you can hear is ‘No’.”\u003c/p>\n\u003cp>\u003ca href=\"https://www.kqed.org/forum/2010101893325/haggling-your-way-through-a-tricky-economy\">Find more tips on haggling, discounts and negotiation by listening to the full KQED Forum show.\u003c/a>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003ch2>\u003ca id=\"tellus\">\u003c/a>Tell us: What else do you need information about?\u003c/h2>\n\u003cp>At KQED News, we know that it can sometimes be hard to track down the answers to navigate life in the Bay Area in 2023. We’ve published \u003ca href=\"https://www.kqed.org/news/tag/coronavirus-resources-and-explainers\">clear, practical explainers and guides about COVID\u003c/a>, \u003ca href=\"https://www.kqed.org/news/11936674/how-to-prepare-for-this-weeks-atmospheric-river-storm-sandbags-emergency-kits-and-more\">how to cope with intense winter weather\u003c/a> and \u003ca href=\"https://www.kqed.org/news/11821950/how-to-safely-attend-a-protest-in-the-bay-area\">how to exercise your right to protest safely\u003c/a>.\u003c/p>\n\u003cp>So tell us: What do you need to know more about? Tell us, and you could see your question answered online or on social media. What you submit will make our reporting stronger, and help us decide what to cover here on our site, and on KQED Public Radio, too.\u003c/p>\n\u003cp>[hearken id=\"10483\" src=\"https://modules.wearehearken.com/kqed/embed/10483.js\"]\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"excerpt": "Negotiation for a discount or a bargain doesn't come naturally for many folks. We spoke to experts about the best ways to start haggling on cost for many kinds of items.",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Have you tried getting a discount at a farmers market over a bag of tomatoes? Negotiated for a better — or cheaper — room at a hotel or resort? How about lowering your rent hikes by calling up your landlord? Or about getting your car fixed? Tried to charm the check-in desk for a nicer seat on the airplane?\u003c/p>\n\u003cp>You probably were haggling — that is, bargaining with someone on cost.\u003c/p>\n\u003cp>Some people have been coached on the art of asking for a discount since childhood. For others, it makes their skin crawl. But sparking a simple discussion on prices might save you some precious dollars in a time of high inflation. \u003ca href=\"https://www.kqed.org/forum/2010101893325/haggling-your-way-through-a-tricky-economy\">KQED Forum spoke to two experts for some advice\u003c/a> on haggling, or bargaining, on prices:\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>Veronica Dagher\u003c/strong>, personal finance reporter for \u003cem>The Wall Street Journal\u003c/em>, and author of \u003cem>Wall Street Journal\u003c/em> e-book \u003cem>Resilience: How 20 Ambitious Women Used Obstacles to Fuel Their Success\u003c/em>\u003c/li>\n\u003cli>\u003cstrong>Richard Shell\u003c/strong>, professor of legal studies and business ethics, and of management, at the Wharton School, and author of \u003cem>Bargaining for Advantage: Negotiation Strategies for Reasonable People\u003c/em> and \u003cem>The Art of Woo: Using Strategic Persuasion to Sell Your Ideas\u003c/em>\u003c/li>\n\u003c/ul>\n\u003ch2>Negotiation doesn’t have to be adversarial\u003c/h2>\n\u003cp>When some people think about haggling, they are often imagining going into the discussion forcefully. But the experts agree charm and playfulness can go a long way.\u003c/p>\n\u003cp>“It may be a bit [more] outspoken than some people are used to, but it’s not this nasty ‘toe-to-toe fighting’ that’s going to get you the best results,” Dagher said.\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>\u003ca href=\"#tellus\">Tell us: What else do you need information about right now?\u003c/a>\u003c/strong>\u003c/li>\n\u003c/ul>\n\u003cp>“If they’re probably getting yelled at all day by disgruntled customers … you’re just another person yelling at them for something they probably have zero control over. Why are they going to be motivated to help you?” Dagher continued.\u003c/p>\n\u003cp>“They probably won’t. And then you’ll feel yucky afterward. And they will, too. So, I like that nicer approach.”\u003c/p>\n\u003ch2>Ask questions — in the spirit of investigation\u003c/h2>\n\u003cp>Shell says he has a list of stock questions for any sellers or clerks.\u003c/p>\n\u003cp>“Rather than say, ‘Can you get it to me for less?,’ it’s ‘Can you do better than that?'” said Shell, who advises asking questions like, “Is there any kind of deal that might apply?” and “Explain a little more why this is being charged the way it is?”\u003c/p>\n\u003cp>Then, said Shell, you can “investigate the reasons.”\u003c/p>\n\u003cp>“Very often, when you are good at asking questions, that tends to open up a little space,” said Shell. “And then you can sort of see if you fit in.”\u003c/p>\n\u003ch2>Shift your perspective\u003c/h2>\n\u003cp>For some, a transaction isn’t complete without haggling. For others, it makes them cringe.\u003c/p>\n\u003cp>But some KQED listeners called in to the show to say it’s sometimes a matter of changing one’s mindset. For example, haggling is simply expected in many other countries.\u003c/p>\n\u003cp>Shell adds that in a time of inflation, “just asking” is not a bad habit.\u003c/p>\n\u003cp>“Sometimes people say, ‘I feel terrible negotiating for myself. I feel greedy,'” said Shell. “I say, ‘Well, then don’t negotiate for yourself. Think of who you’re negotiating for.’ Is it your children? Is that their college education? Is it your future retirement fund?”\u003c/p>\n\u003cp>Ultimately, “it’s rare that someone has too \u003cem>much\u003c/em> money to take care of their financial security, or their self-respect, later in life,” said Shell. “And so, again, it’s not what you ask for. It’s how you do it.”\u003c/p>\n\u003cp>Plus, addressing your discomfort with haggling can be personally and professionally beneficial in other ways, Shell notes. “It’s just interpersonal conflict,” he said, noting that, like many, he was also “anxious about it” as a younger person.\u003c/p>\n\u003cp>But, said Shell, “I knew that as I get to be a professional, you’re going to have to manage conflict of all kinds. … It’s just about people. It’s social psychology in a very interesting and amazing way because you can create a lot of value — if you know how to manage conflict constructively.”\u003c/p>\n\u003cfigure id=\"attachment_11953043\" class=\"wp-caption alignnone\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11953043\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/06/pexels-erik-scheel-95425.jpg\" alt=\"Two hands with lighter skin exchange an apple over a fruit stand at a market.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/06/pexels-erik-scheel-95425-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">When negotiating for a discount, connecting with the person you’re talking with is key. \u003ccite>(Erik Scheel/Pexels)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch2>Feel uncomfortable? You don’t have to do it\u003c/h2>\n\u003cp>Some KQED Forum listeners called in and expressed their discomfort with haggling — especially with small businesses or when it appears the seller does not have the same financial background as them.\u003c/p>\n\u003cp>Shell emphasized that the key is to do it with respect. “You’re a human first,” he said.\u003c/p>\n\u003cp>Dagher expanded on this discomfort, saying that experts she talked to observed that women especially often have a hard time asking for lower prices. An example of an internal conflict, she says, is: “If I go to the farmers market and I’m negotiating with the person who’s the farmer, am I the jerk?”\u003c/p>\n\u003cp>On the contrary, said Dagher, “what I have found is actually so many people are expecting the negotiation.\u003c/p>\n\u003cp>“So instead of thinking, ‘Am I the jerk for asking for a better price?,’ it might be more like, ‘Am I the jerk for not asking for a better price?'”\u003c/p>\n\u003cp>“I think there’s a lot of shifting that needs to be done to get comfortable with this,” said Dagher. And remember: “[The] worst you can hear is ‘No’.”\u003c/p>\n\u003cp>\u003ca href=\"https://www.kqed.org/forum/2010101893325/haggling-your-way-through-a-tricky-economy\">Find more tips on haggling, discounts and negotiation by listening to the full KQED Forum show.\u003c/a>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch2>\u003ca id=\"tellus\">\u003c/a>Tell us: What else do you need information about?\u003c/h2>\n\u003cp>At KQED News, we know that it can sometimes be hard to track down the answers to navigate life in the Bay Area in 2023. We’ve published \u003ca href=\"https://www.kqed.org/news/tag/coronavirus-resources-and-explainers\">clear, practical explainers and guides about COVID\u003c/a>, \u003ca href=\"https://www.kqed.org/news/11936674/how-to-prepare-for-this-weeks-atmospheric-river-storm-sandbags-emergency-kits-and-more\">how to cope with intense winter weather\u003c/a> and \u003ca href=\"https://www.kqed.org/news/11821950/how-to-safely-attend-a-protest-in-the-bay-area\">how to exercise your right to protest safely\u003c/a>.\u003c/p>\n\u003cp>So tell us: What do you need to know more about? Tell us, and you could see your question answered online or on social media. What you submit will make our reporting stronger, and help us decide what to cover here on our site, and on KQED Public Radio, too.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>Hundreds of workers at UCSF Benioff Children’s Hospital Oakland walked off the job Wednesday in a one-day strike over job security and protecting medical services in the East Bay, chanting, “UC, UC, you can’t hide … We can see your greedy side!”\u003c/p>\n\u003cp>Vocational nurses, mental health staff, physical therapists and housekeepers were among the broad swath of workers represented by the National Union of Healthcare Workers, who formed an early morning picket line as the sun rose outside the North Oakland hospital — in what the union is calling the largest strike in the hospital’s history.\u003c/p>\n\u003cp>The workers have been without contracts since last year, amid stalled negotiations with UCSF Health, which took over most hospital operations in 2014.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Since then, the union says, UCSF has cut crucial services and failed to adequately invest in its workforce, resulting in severe staffing shortages in some departments and reduced access to a variety of programs and procedures that many lower-income East Bay families have long relied on.\u003c/p>\n\u003cp>“Job security is the one thing that seems at the heart of all of this,” said Susana Yerian, a Spanish medical interpreter who translates for families who come in for pediatric surgery. “We just want to be able to provide care and not have anxiety about losing our job or not having a job.”\u003c/p>\n\u003cp>Fears of further cutbacks have only increased after UCSF recently projected a $200 million budget shortfall in 2023 and warned that it must “operate more efficiently,” according to the union.\u003c/p>\n\u003cfigure id=\"attachment_11947188\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11947188 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023.jpg\" alt=\"Throngs of protestors in red T-shirts hold red and yellow picket signs outside of UCSF Benioff Children's Hospital Oakland.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Hospital employees and supporters gather for a rally outside UCSF Benioff Children’s Hospital in Oakland on April 19, 2023, during a one-day strike authorized by more than 1,200 members of the National Union of Healthcare Workers at the Oakland and Walnut Creek hospitals. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“We’re understaffed, and patients are underserved,” said Stephanie Lum Ho, an office associate at the hospital’s Walnut Creek outpatient center, where workers also picketed on Wednesday.\u003c/p>\n\u003cp>Along with a push for expanded services at the facility, the union says UCSF has rejected its key demands that workers receive the same compensation as their counterparts at UCSF facilities in San Francisco and be guaranteed comparable jobs if the company takes full control of the hospital.\u003c/p>\n\u003cp>Wednesday’s walkout follows a long succession of recent local and national labor actions, particularly in the health care sector, including a \u003ca href=\"https://www.kqed.org/news/11929713/kaiser-mental-health-workers-appove-new-contract-ending-10-week-strike\">10-week strike last fall\u003c/a> waged by Kaiser Permanente mental health workers in Northern California, and a shorter walkout in late December \u003ca href=\"https://www.sfchronicle.com/bayarea/article/Nurses-at-Alta-Bates-Summit-plan-to-strike-17652715.php\">among registered nurses\u003c/a> at Alta Bates Summit Medical Center in Oakland and Berkeley.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Jackie Schalit, children’s mental health clinician, UCSF Benioff Children’s Hospital Oakland\"]‘We love the population that we work with. We love the kids. But to be disrespected by UCSF, and to be told they know better than the folks on the front lines, is just really, really upsetting.’[/pullquote]\u003c/p>\n\u003cp>Jackie Schalit, a children’s mental health clinician at the hospital and part of the union’s bargaining team, says staffing in her department has been slashed in half under UCSF’s leadership, with a growing number of programs squeezed, shut down altogether or relocated to offices in San Francisco.\u003c/p>\n\u003cp>“We love the population that we work with. We love the kids,” she said. “But to be disrespected by UCSF, and to be told they know better than the folks on the front lines, is just really, really upsetting.”\u003c/p>\n\u003cp>UCSF Benioff Children’s Hospital Oakland is one of five Level One pediatric trauma centers in California; the hospital accepts all patients no matter their income level or insurance status, and more than 70% of patients get their health coverage through Medi-Cal.\u003c/p>\n\u003cp>Schalit, who has worked at the hospital for more than 20 years, said she was drawn to the Oakland institution for the community-centered services it has historically provided.\u003c/p>\n\u003cp>“I felt so proud to work there. And it’s changed,” she said, noting that many of her young patients now have to wait months for services like occupational therapy — and are forced to travel to San Francisco for an increasing number of other basic services, like speech therapy.\u003c/p>\n\u003cfigure id=\"attachment_11947189\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11947189 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023.jpg\" alt=\"Throngs of protestors in red T-shirts hold red and yellow picket signs outside of UCSF Benioff Children's Hospital Oakland.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">A rally outside UCSF Benioff Children’s Hospital in Oakland on April 19, 2023. Workers staged a one-day strike demanding better working conditions and preserving services in the East Bay for their patients. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“How do you afford that? That’s not easy for a family that’s impacted by lots of different things,” Schalit said.\u003c/p>\n\u003cp>The hospital will continue to provide critical health care services throughout the day, with the help of replacement staff, and its emergency room will remain open, but all outpatient services throughout the region will be closed, UCSF said in a statement.[aside label='More Stories on Health Care' tag='health-care']In the statement, UCSF also said it had made its “last, best, and final offer” to the union on Friday, one that would provide most NUHW-represented employees a pay increase of at least 13%. The company said it had also agreed to most of the union’s job-security and enhanced severance demands.\u003c/p>\n\u003cp>“We worked hard to develop a proposal that honors the excellent work of our employees while preserving our ability to continue caring for children in our community,” UCSF said. “We’re disappointed the union rejected our final offer late Sunday night and is choosing to engage in a costly and disruptive strike.”\u003c/p>\n\u003cp>The union’s claim that UCSF was not committed to serving Oakland and East Bay communities was “simply not true,” the company said. It noted that the number of NUHW-represented employees at the hospital has steadily increased since 2018 and that UCSF is now investing $1.5 billion in modernizing its Oakland facilities and constructing a new hospital building to expand services.\u003c/p>\n\u003cp>\u003cem>This story includes reporting from KQED’s April Dembosky.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Hundreds of workers at UCSF Benioff Children’s Hospital Oakland walked off the job Wednesday in a one-day strike over job security and protecting medical services in the East Bay, chanting, “UC, UC, you can’t hide … We can see your greedy side!”\u003c/p>\n\u003cp>Vocational nurses, mental health staff, physical therapists and housekeepers were among the broad swath of workers represented by the National Union of Healthcare Workers, who formed an early morning picket line as the sun rose outside the North Oakland hospital — in what the union is calling the largest strike in the hospital’s history.\u003c/p>\n\u003cp>The workers have been without contracts since last year, amid stalled negotiations with UCSF Health, which took over most hospital operations in 2014.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Since then, the union says, UCSF has cut crucial services and failed to adequately invest in its workforce, resulting in severe staffing shortages in some departments and reduced access to a variety of programs and procedures that many lower-income East Bay families have long relied on.\u003c/p>\n\u003cp>“Job security is the one thing that seems at the heart of all of this,” said Susana Yerian, a Spanish medical interpreter who translates for families who come in for pediatric surgery. “We just want to be able to provide care and not have anxiety about losing our job or not having a job.”\u003c/p>\n\u003cp>Fears of further cutbacks have only increased after UCSF recently projected a $200 million budget shortfall in 2023 and warned that it must “operate more efficiently,” according to the union.\u003c/p>\n\u003cfigure id=\"attachment_11947188\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11947188 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023.jpg\" alt=\"Throngs of protestors in red T-shirts hold red and yellow picket signs outside of UCSF Benioff Children's Hospital Oakland.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/018_KQED_UCSFBenioffChildrensHospStrike_04192023-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Hospital employees and supporters gather for a rally outside UCSF Benioff Children’s Hospital in Oakland on April 19, 2023, during a one-day strike authorized by more than 1,200 members of the National Union of Healthcare Workers at the Oakland and Walnut Creek hospitals. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“We’re understaffed, and patients are underserved,” said Stephanie Lum Ho, an office associate at the hospital’s Walnut Creek outpatient center, where workers also picketed on Wednesday.\u003c/p>\n\u003cp>Along with a push for expanded services at the facility, the union says UCSF has rejected its key demands that workers receive the same compensation as their counterparts at UCSF facilities in San Francisco and be guaranteed comparable jobs if the company takes full control of the hospital.\u003c/p>\n\u003cp>Wednesday’s walkout follows a long succession of recent local and national labor actions, particularly in the health care sector, including a \u003ca href=\"https://www.kqed.org/news/11929713/kaiser-mental-health-workers-appove-new-contract-ending-10-week-strike\">10-week strike last fall\u003c/a> waged by Kaiser Permanente mental health workers in Northern California, and a shorter walkout in late December \u003ca href=\"https://www.sfchronicle.com/bayarea/article/Nurses-at-Alta-Bates-Summit-plan-to-strike-17652715.php\">among registered nurses\u003c/a> at Alta Bates Summit Medical Center in Oakland and Berkeley.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "‘We love the population that we work with. We love the kids. But to be disrespected by UCSF, and to be told they know better than the folks on the front lines, is just really, really upsetting.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Jackie Schalit, a children’s mental health clinician at the hospital and part of the union’s bargaining team, says staffing in her department has been slashed in half under UCSF’s leadership, with a growing number of programs squeezed, shut down altogether or relocated to offices in San Francisco.\u003c/p>\n\u003cp>“We love the population that we work with. We love the kids,” she said. “But to be disrespected by UCSF, and to be told they know better than the folks on the front lines, is just really, really upsetting.”\u003c/p>\n\u003cp>UCSF Benioff Children’s Hospital Oakland is one of five Level One pediatric trauma centers in California; the hospital accepts all patients no matter their income level or insurance status, and more than 70% of patients get their health coverage through Medi-Cal.\u003c/p>\n\u003cp>Schalit, who has worked at the hospital for more than 20 years, said she was drawn to the Oakland institution for the community-centered services it has historically provided.\u003c/p>\n\u003cp>“I felt so proud to work there. And it’s changed,” she said, noting that many of her young patients now have to wait months for services like occupational therapy — and are forced to travel to San Francisco for an increasing number of other basic services, like speech therapy.\u003c/p>\n\u003cfigure id=\"attachment_11947189\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11947189 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023.jpg\" alt=\"Throngs of protestors in red T-shirts hold red and yellow picket signs outside of UCSF Benioff Children's Hospital Oakland.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/013_KQED_UCSFBenioffChildrensHospStrike_04192023-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">A rally outside UCSF Benioff Children’s Hospital in Oakland on April 19, 2023. Workers staged a one-day strike demanding better working conditions and preserving services in the East Bay for their patients. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“How do you afford that? That’s not easy for a family that’s impacted by lots of different things,” Schalit said.\u003c/p>\n\u003cp>The hospital will continue to provide critical health care services throughout the day, with the help of replacement staff, and its emergency room will remain open, but all outpatient services throughout the region will be closed, UCSF said in a statement.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>In the statement, UCSF also said it had made its “last, best, and final offer” to the union on Friday, one that would provide most NUHW-represented employees a pay increase of at least 13%. The company said it had also agreed to most of the union’s job-security and enhanced severance demands.\u003c/p>\n\u003cp>“We worked hard to develop a proposal that honors the excellent work of our employees while preserving our ability to continue caring for children in our community,” UCSF said. “We’re disappointed the union rejected our final offer late Sunday night and is choosing to engage in a costly and disruptive strike.”\u003c/p>\n\u003cp>The union’s claim that UCSF was not committed to serving Oakland and East Bay communities was “simply not true,” the company said. It noted that the number of NUHW-represented employees at the hospital has steadily increased since 2018 and that UCSF is now investing $1.5 billion in modernizing its Oakland facilities and constructing a new hospital building to expand services.\u003c/p>\n\u003cp>\u003cem>This story includes reporting from KQED’s April Dembosky.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>",
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"slug": "cal-state-undergrad-workers-pursue-union-representation-for-higher-wages-paid-sick-time",
"title": "Cal State Undergrad Workers Pursue Union Representation for Higher Wages, Paid Sick Time",
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"headTitle": "Cal State Undergrad Workers Pursue Union Representation for Higher Wages, Paid Sick Time | KQED",
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"content": "\u003cp>California State University is the largest public university system in the country, so when sophomore Delilah Mays-Triplett decided that working on the San Diego State University campus as a library assistant would be the best thing for her education, she didn’t expect to be paid less than the local minimum wage.\u003c/p>\n\u003cp>But when Mays-Triplett’s check came, she saw she was paid $15.50 per hour, nearly a dollar lower than the San Diego minimum wage of $16.30.\u003c/p>\n\u003cp>That reason, paired with others, is why Mays-Triplett decided to sign a union authorization card when organizers approached her. Undergraduate student assistants at the university are mounting a union-organizing campaign, calling for more work hours, paid sick time and higher wages. The campaign could potentially affect thousands of library assistants, clerical workers and other nonacademic student employees and comes at a time of heightened labor activism on university campuses.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“There’s a lot of things that are kind of unfair about our job,” she said. “So just being able to organize and address some of those issues would be really helpful.” Mays-Triplett added that she finds power in “just being able to have a voice.”\u003c/p>\n\u003cp>The \u003ca href=\"https://www.csueu.org/\">California State University Employees Union\u003c/a>, which represents non-student workers in similar roles, \u003ca href=\"https://calmatters.org/wp-content/uploads/2022/06/HEERA_STATEMENT_OF_INTEREST_v3-1.pdf\">filed petitions (PDF)\u003c/a> with the state’s Public Employment Relations Board in 2021 to add student assistants to its existing bargaining units, and has been working with student organizers to collect union authorization cards since last fall.\u003c/p>\n\u003cp>“Thousands of student assistants signed union cards. You’re almost ready to file for an election!” organizers texted student supporters April 8. Union spokesperson Khanh Weinberg declined to make leaders available for an interview.\u003c/p>\n\u003cp>Cal State has disputed the union’s claim that student workers have enough in common with other university support staff to be folded into existing bargaining units. “The Student Assistants’ primary role is that of a student and not a traditional employee,” Timothy Yeung, lawyer for the university, \u003ca href=\"https://calmatters.org/wp-content/uploads/2022/06/CSU_Statement_of_Issues.pdf\">wrote in December to the administrative law judge handling the case (PDF)\u003c/a>.\u003c/p>\n\u003cp>[aside label='More Stories on Education' tag='education']\u003c/p>\n\u003cp>“We don’t have anything else to add on the matter,” Cal State spokesperson Mike Uhlenkamp wrote in response to an interview request.\u003c/p>\n\u003cp>But Grace Dearborn, another San Diego State student, said she deserves the same benefits as any other employee. Dearborn said she caught COVID last semester. While her supervisor allowed her to make up the hours she missed, she felt she should have gotten the paid COVID-related leave that California at the time required businesses to give full-time workers.\u003c/p>\n\u003cp>“This is a real job for a lot of students,” Dearborn said. “We get paid and we use that pay for bills and our personal expenses … if you’re expecting for it to be a real job, but not receive sick pay, I think that that’s really weird.”\u003c/p>\n\u003cp>Several cited the discrepancy between Cal State’s minimum wage and local minimum wages as part of their motivation. University attorney Marc Mootchnik told San Diego State’s student newspaper, The Daily Aztec, in 2016 that because Cal State is a state agency, it \u003ca href=\"https://thedailyaztec.com/80394/news/city-minimum-wage-does-not-apply-at-sdsu/\">is not required to comply\u003c/a> with local minimum wage laws.\u003c/p>\n\u003cp>Emma Galloway, a commuter student at \u003cspan style=\"font-weight: 400\">California State University, Northridge\u003c/span>, said receiving at least the Los Angeles minimum wage of $16.50 for her work as a student assistant in the journalism department office would help her save money to move out of her parents’ house.\u003c/p>\n\u003cp>“I have a very big fear of being homeless, especially with the homeless crisis in Los Angeles,” she said. “I’m really grateful to have my parents and to live under a roof, but that fear kind of lingers a little bit, and I just want to save enough to the point where I can rent a one-bedroom apartment.”\u003c/p>\n\u003cp>“Student assistants are a backbone” for the campus departments where they work, she added.\u003c/p>\n\u003cp>Some 11,000 Cal State teaching assistants and other academic workers already have union representation through the United Auto Workers. But the undergraduates involved in the California State University Employees Union organizing effort are doing work that’s arguably less related to their studies — such as filing office paperwork, helping with print jobs and assisting in checking out books at the library.\u003c/p>\n\u003ch2>More students are organizing\u003c/h2>\n\u003cp>They’re part of a recent wave of campus labor activism that includes the largest higher education strike in history, in which \u003ca href=\"https://calmatters.org/education/higher-education/2023/01/six-takeaways-for-californians-after-the-uc-graduate-student-worker-strike/\">48,000 graduate student workers at the University of California\u003c/a> walked off the job in November, eventually winning raises, transit passes and child care benefits.\u003c/p>\n\u003cfigure id=\"attachment_11946749\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11946749\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut.jpg\" alt=\"A line of protesters of all ages hold blue and white picket signs as they chant on a college campus.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Staff members during a strike among some 48,000 academic workers across all 10 University of California campuses at the UCSF Mission Bay campus on Nov. 15, 2022. The California State University Employees Union, which represents non-student workers in similar roles, filed petitions with the state’s Public Employment Relations Board in 2021 to add student assistants into its existing bargaining units, and has been working with student organizers to collect union authorization cards since fall 2022. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>In February, Dartmouth University \u003ca href=\"https://www.thedartmouth.com/article/2023/02/college-swcd-reach-tentative-agreement-to-21-base-pay-proposal\">agreed to pay its student dining hall workers\u003c/a> a base wage of $21 per hour after they voted to authorize a strike — less than a year after being recognized as a union. And last month, undergraduate residential advisors at the University of Pennsylvania filed for representation with the Office and Professional Employees International Union.\u003c/p>\n\u003cp>“The most fundamental demand that people on college campuses are making right now is honor the principles that you say you are committed to,” said Caroline Luce, labor historian at the UCLA Institute for Research on Labor and Employment and a member of the university’s lecturers’ union. “You say you’re a public-serving institution — it doesn’t make sense to be paying people wages that they can’t live on.”\u003c/p>\n\u003cp>While Cal State undergraduates have been inspired by the gains made by graduate student organizing, Luce said, they face an uphill battle if the university continues to oppose the effort, because of the high turnover in their ranks.[pullquote size=\"medium\" align=\"right\" citation=\"Caroline Luce, labor historian, UCLA Institute for Research on Labor and Employment\"]‘You say you’re a public-serving institution — it doesn’t make sense to be paying people wages that they can’t live on.’[/pullquote]“If [Cal State officials] draw things out, they will win basically because the students who [are organizing] will go on to bigger and better things and it might fall apart,” she said.\u003c/p>\n\u003cp>\u003ca href=\"https://perb.ca.gov/\">Public Employment Relations Board\u003c/a> hearings to determine whether the California State University Employees Union can expand its bargaining units to include student assistants began in March and will resume June 12.\u003c/p>\n\u003cp>Either the union or the university could appeal the judge’s decision to the full board and then to a state court of appeal. If the union prevails, it could then submit cards showing majority support and petition to represent the students, said the board’s general counsel, Felix De La Torre. It could also file to create a new bargaining unit composed of student assistants only.\u003c/p>\n\u003cp>“What makes it more unique than a typical public employee union drive is we’re dealing with individuals who straddle the line between employees and students,” said De La Torre. He cited recent controversies over whether, for example, collegiate athletes should be allowed to organize.\u003c/p>\n\u003cp>“All these cases begin to develop a body of law around this class of workers,” he said. “To that extent, it could be significant if this petition goes up to the board.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"title": "Cal State Undergrad Workers Pursue Union Representation for Higher Wages, Paid Sick Time | KQED",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>California State University is the largest public university system in the country, so when sophomore Delilah Mays-Triplett decided that working on the San Diego State University campus as a library assistant would be the best thing for her education, she didn’t expect to be paid less than the local minimum wage.\u003c/p>\n\u003cp>But when Mays-Triplett’s check came, she saw she was paid $15.50 per hour, nearly a dollar lower than the San Diego minimum wage of $16.30.\u003c/p>\n\u003cp>That reason, paired with others, is why Mays-Triplett decided to sign a union authorization card when organizers approached her. Undergraduate student assistants at the university are mounting a union-organizing campaign, calling for more work hours, paid sick time and higher wages. The campaign could potentially affect thousands of library assistants, clerical workers and other nonacademic student employees and comes at a time of heightened labor activism on university campuses.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“There’s a lot of things that are kind of unfair about our job,” she said. “So just being able to organize and address some of those issues would be really helpful.” Mays-Triplett added that she finds power in “just being able to have a voice.”\u003c/p>\n\u003cp>The \u003ca href=\"https://www.csueu.org/\">California State University Employees Union\u003c/a>, which represents non-student workers in similar roles, \u003ca href=\"https://calmatters.org/wp-content/uploads/2022/06/HEERA_STATEMENT_OF_INTEREST_v3-1.pdf\">filed petitions (PDF)\u003c/a> with the state’s Public Employment Relations Board in 2021 to add student assistants to its existing bargaining units, and has been working with student organizers to collect union authorization cards since last fall.\u003c/p>\n\u003cp>“Thousands of student assistants signed union cards. You’re almost ready to file for an election!” organizers texted student supporters April 8. Union spokesperson Khanh Weinberg declined to make leaders available for an interview.\u003c/p>\n\u003cp>Cal State has disputed the union’s claim that student workers have enough in common with other university support staff to be folded into existing bargaining units. “The Student Assistants’ primary role is that of a student and not a traditional employee,” Timothy Yeung, lawyer for the university, \u003ca href=\"https://calmatters.org/wp-content/uploads/2022/06/CSU_Statement_of_Issues.pdf\">wrote in December to the administrative law judge handling the case (PDF)\u003c/a>.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“We don’t have anything else to add on the matter,” Cal State spokesperson Mike Uhlenkamp wrote in response to an interview request.\u003c/p>\n\u003cp>But Grace Dearborn, another San Diego State student, said she deserves the same benefits as any other employee. Dearborn said she caught COVID last semester. While her supervisor allowed her to make up the hours she missed, she felt she should have gotten the paid COVID-related leave that California at the time required businesses to give full-time workers.\u003c/p>\n\u003cp>“This is a real job for a lot of students,” Dearborn said. “We get paid and we use that pay for bills and our personal expenses … if you’re expecting for it to be a real job, but not receive sick pay, I think that that’s really weird.”\u003c/p>\n\u003cp>Several cited the discrepancy between Cal State’s minimum wage and local minimum wages as part of their motivation. University attorney Marc Mootchnik told San Diego State’s student newspaper, The Daily Aztec, in 2016 that because Cal State is a state agency, it \u003ca href=\"https://thedailyaztec.com/80394/news/city-minimum-wage-does-not-apply-at-sdsu/\">is not required to comply\u003c/a> with local minimum wage laws.\u003c/p>\n\u003cp>Emma Galloway, a commuter student at \u003cspan style=\"font-weight: 400\">California State University, Northridge\u003c/span>, said receiving at least the Los Angeles minimum wage of $16.50 for her work as a student assistant in the journalism department office would help her save money to move out of her parents’ house.\u003c/p>\n\u003cp>“I have a very big fear of being homeless, especially with the homeless crisis in Los Angeles,” she said. “I’m really grateful to have my parents and to live under a roof, but that fear kind of lingers a little bit, and I just want to save enough to the point where I can rent a one-bedroom apartment.”\u003c/p>\n\u003cp>“Student assistants are a backbone” for the campus departments where they work, she added.\u003c/p>\n\u003cp>Some 11,000 Cal State teaching assistants and other academic workers already have union representation through the United Auto Workers. But the undergraduates involved in the California State University Employees Union organizing effort are doing work that’s arguably less related to their studies — such as filing office paperwork, helping with print jobs and assisting in checking out books at the library.\u003c/p>\n\u003ch2>More students are organizing\u003c/h2>\n\u003cp>They’re part of a recent wave of campus labor activism that includes the largest higher education strike in history, in which \u003ca href=\"https://calmatters.org/education/higher-education/2023/01/six-takeaways-for-californians-after-the-uc-graduate-student-worker-strike/\">48,000 graduate student workers at the University of California\u003c/a> walked off the job in November, eventually winning raises, transit passes and child care benefits.\u003c/p>\n\u003cfigure id=\"attachment_11946749\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11946749\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut.jpg\" alt=\"A line of protesters of all ages hold blue and white picket signs as they chant on a college campus.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/04/RS60139_007_KQED_UCStrike_11152022-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Staff members during a strike among some 48,000 academic workers across all 10 University of California campuses at the UCSF Mission Bay campus on Nov. 15, 2022. The California State University Employees Union, which represents non-student workers in similar roles, filed petitions with the state’s Public Employment Relations Board in 2021 to add student assistants into its existing bargaining units, and has been working with student organizers to collect union authorization cards since fall 2022. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>In February, Dartmouth University \u003ca href=\"https://www.thedartmouth.com/article/2023/02/college-swcd-reach-tentative-agreement-to-21-base-pay-proposal\">agreed to pay its student dining hall workers\u003c/a> a base wage of $21 per hour after they voted to authorize a strike — less than a year after being recognized as a union. And last month, undergraduate residential advisors at the University of Pennsylvania filed for representation with the Office and Professional Employees International Union.\u003c/p>\n\u003cp>“The most fundamental demand that people on college campuses are making right now is honor the principles that you say you are committed to,” said Caroline Luce, labor historian at the UCLA Institute for Research on Labor and Employment and a member of the university’s lecturers’ union. “You say you’re a public-serving institution — it doesn’t make sense to be paying people wages that they can’t live on.”\u003c/p>\n\u003cp>While Cal State undergraduates have been inspired by the gains made by graduate student organizing, Luce said, they face an uphill battle if the university continues to oppose the effort, because of the high turnover in their ranks.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“If [Cal State officials] draw things out, they will win basically because the students who [are organizing] will go on to bigger and better things and it might fall apart,” she said.\u003c/p>\n\u003cp>\u003ca href=\"https://perb.ca.gov/\">Public Employment Relations Board\u003c/a> hearings to determine whether the California State University Employees Union can expand its bargaining units to include student assistants began in March and will resume June 12.\u003c/p>\n\u003cp>Either the union or the university could appeal the judge’s decision to the full board and then to a state court of appeal. If the union prevails, it could then submit cards showing majority support and petition to represent the students, said the board’s general counsel, Felix De La Torre. It could also file to create a new bargaining unit composed of student assistants only.\u003c/p>\n\u003cp>“What makes it more unique than a typical public employee union drive is we’re dealing with individuals who straddle the line between employees and students,” said De La Torre. He cited recent controversies over whether, for example, collegiate athletes should be allowed to organize.\u003c/p>\n\u003cp>“All these cases begin to develop a body of law around this class of workers,” he said. “To that extent, it could be significant if this petition goes up to the board.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"slug": "googles-ghost-workers-demand-to-be-seen-seeking-better-wages-and-benefits-from-tech-giant",
"title": "Google's 'Ghost Workers' Demand to Be Seen, Seeking Better Wages and Benefits From Tech Giant",
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"content": "\u003cp>Teresa Partain has a job few people know exists. She’s a content moderator for Google’s ads engine and many of her colleagues do the same work for Google Search. Their job is to make sure the results people see are accurate and not spam or scams. Google calls these workers “quality raters,” but Partain said they call themselves “ghost workers.”\u003c/p>\n\u003cp>“Most people — even at Google — have no idea that we exist,” Partain said. “They don’t know that there are human beings doing a lot of the work. They think that the software is magic and already perfect and doesn’t need maintenance. And that’s just not true.”\u003c/p>\n\u003cp>But now they want to be seen. They’ve written letters to Google executives, held a rally outside the company’s Silicon Valley headquarters and created a petition to demand benefits and better pay.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Partain isn’t employed by Google directly, but by a subcontractor called Appen. And, she said, that employment setup is what has led to worker grievances — mainly low wages, no benefits and isolation from colleagues. Partain is one of at least 10,000 people worldwide doing this job, according to Google.\u003c/p>\n\u003cp>They work from home and even though they’re employed by subcontractors, they’re given assignments directly by Google. Partain evaluates the quality and placement of Google ads, while her colleagues rate the quality of Google Search results. Their tasks can range from confirming a search for “carrot cake recipe” brings up relevant results to making sure an airfare ad doesn’t appear next to a news story about a plane crash.\u003c/p>\n\u003cp>Without them, Google Search wouldn’t function smoothly. Google says it gets \u003ca href=\"https://www.google.com/search/howsearchworks/how-search-works/rigorous-testing/\">billions of queries\u003c/a> every day and it’s constantly making improvements to ensure its algorithms keep up. Danny Sullivan, the company’s public liaison for Search, wrote in a\u003ca href=\"https://blog.google/products/search/raters-experiments-improve-google-search/\"> blog post\u003c/a> that getting feedback from raters is “a key part of our evaluation process.”[pullquote align=\"right\" size=\"medium\" citation=\"Roberto Clack, executive director, Temp Worker Justice\"]‘A lot of people don’t really understand just how prevalent the subcontracting and staffing agency usage is. These models are really the driving force towards lower labor standards.’[/pullquote]Raters work on Google’s two most vital products — Search and ads. In 2022, Google made more than \u003ca href=\"https://abc.xyz/investor/static/pdf/20230203_alphabet_10K.pdf?cache=5ae4398\">$224 billion in revenue (PDF)\u003c/a> from Search and advertising, accounting for more than 79% of its total revenue. For comparison, that’s more than the entire gross domestic product of Greece.\u003c/p>\n\u003cp>“We support billions of dollars of revenue,” Google rater Ed Stackhouse told NPR. “And we get paid less than your average fast food worker.”\u003c/p>\n\u003cp>Google raters who work for Appen make between $14 and $14.50 an hour and under company policy can’t work more than 29 hours a week. Raters who spoke with NPR said they have health conditions or family needs that require them to work from home and they appreciate they can do that. But, since they can’t work more than 29 hours a week, they’re not eligible for benefits like health care and sick leave.\u003c/p>\n\u003cp>Google spokesperson Courtenay Mencini told NPR in a statement that “Our suppliers manage all employment terms for the raters, including pay and benefits.” Appen, which is an Australian company that has other big tech clients such as Salesforce and LinkedIn, didn’t respond to multiple requests for comment.\u003c/p>\n\u003ch2>Ramping up the pressure\u003c/h2>\n\u003cp>A group of about 50 Google workers gathered in an outdoor courtyard at the company’s sprawling California headquarters in February. Many of them wore red t-shirts that sported the Alphabet Workers Union logo, which is a labor group made up of people who work for Google and its parent company Alphabet.\u003c/p>\n\u003cp>They unfurled a massive white cloth banner that read, “Google: End Rater Poverty” and chanted “Equal pay for equal work.”\u003c/p>\n\u003cp>Raters had come from around the country to hand deliver a \u003ca href=\"https://www.ratersunion.org/\">petition\u003c/a> to Prabhakar Raghavan, Google’s senior vice president in charge of Search, ads and other divisions. The petition, which has now been signed by more than 850 raters, asks Raghavan to meet with them to discuss better pay and benefits.[pullquote align=\"right\" size=\"medium\" citation=\"Ed Stackhouse, Google rater\"]‘We support billions of dollars of revenue. And we get paid less than your average fast food worker.’[/pullquote]Partain flew in from Kansas for the rally and said she’d been a rater for more than seven years and that she and her colleagues “want to be able to do our job well, earn a dignified wage and have access to basic benefits.” The raters were joined by worker advocates, local politicians and union representatives.\u003c/p>\n\u003cp>“A lot of people don’t really understand just how prevalent the subcontracting and staffing agency usage is,” said Roberto Clack, executive director of Temp Worker Justice, a nonprofit that advocates for contract workers. “These models are really the driving force towards lower labor standards.”\u003c/p>\n\u003cp>Google’s Mencini declined to provide numbers on the company’s subcontractor workforce. But, according to estimates from the Alphabet Workers Union, Alphabet has around 200,000 contract workers worldwide who do \u003ca href=\"https://everygoogleworker.alphabetworkersunion.org/\">all sorts of jobs\u003c/a>. That’s more than 50% of the company’s total workforce.\u003c/p>\n\u003cdiv>\n\u003cp>The raters’ pressure campaign on Google began last year. With the help of Alphabet Workers Union, they began meeting each other and organizing online.\u003c/p>\n\u003cp>In May, Alphabet Workers Union published an open letter to Raghavan demanding the company raise pay for raters. Then, in January of this year, raters who work for Appen \u003ca href=\"https://www.forbes.com/sites/richardnieva/2023/01/11/google-search-quality-rater-raise/\">got their first-ever raise\u003c/a> to $14 or $14.50 an hour, based on seniority. Previously, workers made roughly $10 to $13 an hour.\u003c/p>\n\u003cp>After the February rally, Appen raters were told they’d get another raise by the end of this year that would increase their pay to $15 an hour. Then, a couple weeks later, Appen sent them an email saying the hours they work could be extended from the previous maximum of 26 hours per week to what raters have now — 29 hours per week. Raters can work their own hours, but it can be no more than 29 per week.\u003c/p>\n\u003cp>“So, the magic 30 hours a week is what we can’t go past,” Partain said.\u003c/p>\n\u003cp>Google’s Mencini told NPR that the company’s \u003ca href=\"https://urldefense.com/v3/__https:/support.google.com/corporate-suppliers/answer/10208902/*zippy=__;Iw!!Iwwt!Ub5DUC5iYYOJz9Y7sePkrMr9s_4Id4QlDovj04rf7c2RxXO5jdmw1TQ2oA5dU4_x1Qyq8MnV7RFg%24\">Wages and Benefits standards\u003c/a> — which would provide health care and sick leave to contractors — only apply to people who are assigned to Google at least 30 hours per week and have access to the company’s corporate systems or campuses.\u003c/p>\n\u003cp>Raters say that as long as they haven’t met that threshold, they’re going to keep up the pressure.\u003c/p>\n\u003cp>“What we’re asking for now is just to be allowed to get the same benefits as people who work 30 hours a week are supposed to get,” Partain said. “And if we have to work 30 hours a week in order to get them, people would be happy to do that.”\u003c/p>\n\u003cp>As far as a response from Raghavan to meet with them, raters say they’re still waiting.\u003c/p>\n\u003c/div>\u003cp>[ad floatright]\u003c/p>\n",
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"title": "Google's 'Ghost Workers' Demand to Be Seen, Seeking Better Wages and Benefits From Tech Giant | KQED",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Teresa Partain has a job few people know exists. She’s a content moderator for Google’s ads engine and many of her colleagues do the same work for Google Search. Their job is to make sure the results people see are accurate and not spam or scams. Google calls these workers “quality raters,” but Partain said they call themselves “ghost workers.”\u003c/p>\n\u003cp>“Most people — even at Google — have no idea that we exist,” Partain said. “They don’t know that there are human beings doing a lot of the work. They think that the software is magic and already perfect and doesn’t need maintenance. And that’s just not true.”\u003c/p>\n\u003cp>But now they want to be seen. They’ve written letters to Google executives, held a rally outside the company’s Silicon Valley headquarters and created a petition to demand benefits and better pay.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Partain isn’t employed by Google directly, but by a subcontractor called Appen. And, she said, that employment setup is what has led to worker grievances — mainly low wages, no benefits and isolation from colleagues. Partain is one of at least 10,000 people worldwide doing this job, according to Google.\u003c/p>\n\u003cp>They work from home and even though they’re employed by subcontractors, they’re given assignments directly by Google. Partain evaluates the quality and placement of Google ads, while her colleagues rate the quality of Google Search results. Their tasks can range from confirming a search for “carrot cake recipe” brings up relevant results to making sure an airfare ad doesn’t appear next to a news story about a plane crash.\u003c/p>\n\u003cp>Without them, Google Search wouldn’t function smoothly. Google says it gets \u003ca href=\"https://www.google.com/search/howsearchworks/how-search-works/rigorous-testing/\">billions of queries\u003c/a> every day and it’s constantly making improvements to ensure its algorithms keep up. Danny Sullivan, the company’s public liaison for Search, wrote in a\u003ca href=\"https://blog.google/products/search/raters-experiments-improve-google-search/\"> blog post\u003c/a> that getting feedback from raters is “a key part of our evaluation process.”\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Raters work on Google’s two most vital products — Search and ads. In 2022, Google made more than \u003ca href=\"https://abc.xyz/investor/static/pdf/20230203_alphabet_10K.pdf?cache=5ae4398\">$224 billion in revenue (PDF)\u003c/a> from Search and advertising, accounting for more than 79% of its total revenue. For comparison, that’s more than the entire gross domestic product of Greece.\u003c/p>\n\u003cp>“We support billions of dollars of revenue,” Google rater Ed Stackhouse told NPR. “And we get paid less than your average fast food worker.”\u003c/p>\n\u003cp>Google raters who work for Appen make between $14 and $14.50 an hour and under company policy can’t work more than 29 hours a week. Raters who spoke with NPR said they have health conditions or family needs that require them to work from home and they appreciate they can do that. But, since they can’t work more than 29 hours a week, they’re not eligible for benefits like health care and sick leave.\u003c/p>\n\u003cp>Google spokesperson Courtenay Mencini told NPR in a statement that “Our suppliers manage all employment terms for the raters, including pay and benefits.” Appen, which is an Australian company that has other big tech clients such as Salesforce and LinkedIn, didn’t respond to multiple requests for comment.\u003c/p>\n\u003ch2>Ramping up the pressure\u003c/h2>\n\u003cp>A group of about 50 Google workers gathered in an outdoor courtyard at the company’s sprawling California headquarters in February. Many of them wore red t-shirts that sported the Alphabet Workers Union logo, which is a labor group made up of people who work for Google and its parent company Alphabet.\u003c/p>\n\u003cp>They unfurled a massive white cloth banner that read, “Google: End Rater Poverty” and chanted “Equal pay for equal work.”\u003c/p>\n\u003cp>Raters had come from around the country to hand deliver a \u003ca href=\"https://www.ratersunion.org/\">petition\u003c/a> to Prabhakar Raghavan, Google’s senior vice president in charge of Search, ads and other divisions. The petition, which has now been signed by more than 850 raters, asks Raghavan to meet with them to discuss better pay and benefits.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Partain flew in from Kansas for the rally and said she’d been a rater for more than seven years and that she and her colleagues “want to be able to do our job well, earn a dignified wage and have access to basic benefits.” The raters were joined by worker advocates, local politicians and union representatives.\u003c/p>\n\u003cp>“A lot of people don’t really understand just how prevalent the subcontracting and staffing agency usage is,” said Roberto Clack, executive director of Temp Worker Justice, a nonprofit that advocates for contract workers. “These models are really the driving force towards lower labor standards.”\u003c/p>\n\u003cp>Google’s Mencini declined to provide numbers on the company’s subcontractor workforce. But, according to estimates from the Alphabet Workers Union, Alphabet has around 200,000 contract workers worldwide who do \u003ca href=\"https://everygoogleworker.alphabetworkersunion.org/\">all sorts of jobs\u003c/a>. That’s more than 50% of the company’s total workforce.\u003c/p>\n\u003cdiv>\n\u003cp>The raters’ pressure campaign on Google began last year. With the help of Alphabet Workers Union, they began meeting each other and organizing online.\u003c/p>\n\u003cp>In May, Alphabet Workers Union published an open letter to Raghavan demanding the company raise pay for raters. Then, in January of this year, raters who work for Appen \u003ca href=\"https://www.forbes.com/sites/richardnieva/2023/01/11/google-search-quality-rater-raise/\">got their first-ever raise\u003c/a> to $14 or $14.50 an hour, based on seniority. Previously, workers made roughly $10 to $13 an hour.\u003c/p>\n\u003cp>After the February rally, Appen raters were told they’d get another raise by the end of this year that would increase their pay to $15 an hour. Then, a couple weeks later, Appen sent them an email saying the hours they work could be extended from the previous maximum of 26 hours per week to what raters have now — 29 hours per week. Raters can work their own hours, but it can be no more than 29 per week.\u003c/p>\n\u003cp>“So, the magic 30 hours a week is what we can’t go past,” Partain said.\u003c/p>\n\u003cp>Google’s Mencini told NPR that the company’s \u003ca href=\"https://urldefense.com/v3/__https:/support.google.com/corporate-suppliers/answer/10208902/*zippy=__;Iw!!Iwwt!Ub5DUC5iYYOJz9Y7sePkrMr9s_4Id4QlDovj04rf7c2RxXO5jdmw1TQ2oA5dU4_x1Qyq8MnV7RFg%24\">Wages and Benefits standards\u003c/a> — which would provide health care and sick leave to contractors — only apply to people who are assigned to Google at least 30 hours per week and have access to the company’s corporate systems or campuses.\u003c/p>\n\u003cp>Raters say that as long as they haven’t met that threshold, they’re going to keep up the pressure.\u003c/p>\n\u003cp>“What we’re asking for now is just to be allowed to get the same benefits as people who work 30 hours a week are supposed to get,” Partain said. “And if we have to work 30 hours a week in order to get them, people would be happy to do that.”\u003c/p>\n\u003cp>As far as a response from Raghavan to meet with them, raters say they’re still waiting.\u003c/p>\n\u003c/div>\u003cp>\u003c/p>\u003c/div>",
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"slug": "a-deep-systemic-problem-persistent-backlogs-force-state-audit-of-california-labor-commissioners-office",
"title": "'A Deep, Systemic Problem': Persistent Backlogs Force State Audit of California Labor Commissioner's Office",
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"headTitle": "‘A Deep, Systemic Problem’: Persistent Backlogs Force State Audit of California Labor Commissioner’s Office | KQED",
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"content": "\u003cp>California’s independent state auditor will investigate the understaffed California Labor Commissioner’s Office over its persistent backlogs in workers’ wage theft claims, issues\u003ca href=\"https://calmatters.org/series/unpaid-wages-california-workers/\"> highlighted in a series of articles last year by CalMatters\u003c/a>.\u003c/p>\n\u003cp>The audit would start Sept. 1 — that is, if budget hearings before then don’t address the agency’s problems to the satisfaction of lawmakers who approved the investigation.\u003c/p>\n\u003cp>The Joint Legislative Audit Committee on Wednesday called for the audit over the objections of some of the state’s biggest labor unions, who argued the probe was unnecessary.\u003c/p>\n\u003cp>Labor Commissioner Lilia García-Brower on Wednesday also pushed back against an audit, testifying that her office already is undertaking multiple reforms to address her agency’s backlogs.\u003c/p>\n\u003cp>[aside label='More on California Labor' tag='labor']\u003c/p>\n\u003cp>The Labor Commissioner’s Office has struggled for years to address wage claims in a timely manner. Wage theft — the failure of employers to pay the minimum wage, pay overtime premiums, or provide meal and rest breaks — primarily affects low-wage workers, who are often immigrants or people of color, studies show.\u003c/p>\n\u003cp>Each worker’s claims by law are supposed to be heard in 120 days and decided 15 days after that. But CalMatters, in its series, uncovered that between 2017 and 2021, the state averaged 505 days.\u003c/p>\n\u003cp>After that, back pay can take years to recover, and \u003ca href=\"https://calmatters.org/california-divide/2022/09/california-wage-theft-cases/?series=unpaid-wages-california-workers\">many who win their claims are never paid\u003c/a>. The backlog was exacerbated last year, when \u003ca href=\"https://calmatters.org/newsletters/2023/01/california-budget-cuts-senate/\">new wage theft claims hit a record 38,000\u003c/a> and \u003ca href=\"https://esd.dof.ca.gov/Documents/bcp/2324/FY2324_ORG7350_BCP6630.pdf\">wait times climbed past 800 days (PDF)\u003c/a>.\u003c/p>\n\u003cp>“What is it going to take to get to 120 days? Is it additional measures to compel employers to participate, and if that’s the case, in which ways?” asked Assemblymember \u003ca href=\"https://calmatters.org/legislator-tracker/david-alvarez-1980/\">David Alvarez\u003c/a>, a Democrat from Chula Vista who chairs the legislative audit committee.\u003c/p>\n\u003cp>“I am willing to give an opportunity for those questions to be answered,” he said. “But I’d like to see detailed answers, not just, ‘We’re going to do better when we hire more people.’”\u003c/p>\n\u003cp>Alvarez held out the possibility that the committee could rescind their audit request before September if budget hearings satisfactorily address the issues the audit would target. The Labor Commissioner’s Office is seeking $12 million in the next fiscal year to hire 43 additional employees with the goal of reducing the time to hear a claim to 200 days.\u003c/p>\n\u003cp>The audit came at the request of state Sen. \u003ca href=\"https://calmatters.org/legislator-tracker/steven-glazer-1957/\">Steve Glazer\u003c/a>, a Walnut Creek Democrat, who agreed to the compromise to delay the audit until Sept. 1. The audit request put Glazer, a moderate Democrat, at odds with labor groups and workers’ advocates.\u003c/p>\n\u003cp>The California Labor Federation and several unions and worker centers wrote earlier in March that an audit would divert time and attention from an already understaffed agency.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>The California Chamber of Commerce testified in favor of the audit. Ashley Hoffman, a lobbyist for the chamber, told the committee it is important to the state’s employers that bad actors be held to account and that disputes be resolved expediently, out of court.\u003c/p>\n\u003cp>In addition to wage claims, California workers can also file lawsuits against employers through California’s Private Attorneys General Act (PAGA), a 19-year-old law that gives workers the same powers as the state to sue employers and recover civil penalties on behalf of co-workers. If they win, the workers can get a quarter of the penalties while the rest goes to the state for labor enforcement.[pullquote size=\"medium\" align=\"right\" citation=\"Assemblymember David Alvarez\"]‘I am willing to give an opportunity for those questions to be answered. But I’d like to see detailed answers, not just, ‘We’re going to do better when we hire more people.”[/pullquote]In 2022 the Department of Industrial Relations, the agency that houses the Labor Commissioner’s Office, received 5,813 notices of new PAGA suits, according to state data.\u003c/p>\n\u003cp>The chamber is among several business groups that succeeded in getting a measure to repeal the private enforcement law on the 2024 ballot.\u003c/p>\n\u003cp>Hoffman told the committee that workers get more of their back wages when they go through the Labor Commissioner’s process instead of filing a lawsuit with a private attorney.\u003c/p>\n\u003cp>In her testimony Wednesday, García-Brower said she is working to overhaul her office’s wage claims staff by recruiting recent graduates from the University of California, filling key managerial positions and implementing new pilot initiatives in certain offices, among other measures.\u003c/p>\n\u003cp>García-Brower, an appointee of Gov. Gavin Newsom, is the former director of a group that helped the state investigate wage theft in the janitorial industry before she became labor commissioner and is considered an ally of the unions and worker advocates who opposed the audit.\u003c/p>\n\u003cfigure id=\"attachment_11944542\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11944542\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut.jpg\" alt=\"Dozens of men and women holding signs in front of a Burger King franchise in Oakland, California.\" width=\"1920\" height=\"1440\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut-800x600.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut-1020x765.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut-160x120.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut-1536x1152.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Protesters demand a Burger King franchisee pay wages owed to workers on Oct. 25, 2019. The company operating the restaurant, Golden Gate Restaurant Group, was cited by the state Labor Commissioner’s Office for failing to pay workers minimum wage and other violations. \u003ccite>(Courtesy Trabajadores Unidos Workers United)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The labor and worker groups advocated instead for increased funding for García-Brower’s office, higher penalties for employers who violate labor law and an expedited hiring process for the Department of Industrial Relations. They also argued for boosting the use of criminal charges against problem employers and expanding local officials’ abilities to sue businesses on behalf of workers to relieve pressure on the state.[pullquote size=\"medium\" align=\"right\" citation=\"Lorena Gonzalez Fletcher, chief officer, California Labor Federation\"]‘Everyone knows there’s a problem, including the labor commissioner. I don’t think an audit is going to tell us anything we don’t know already.’[/pullquote]Lorena Gonzalez Fletcher, the former Assembly member who heads the California Labor Federation, told CalMatters in an interview before the hearing that an audit would be a distraction.\u003c/p>\n\u003cp>“Everyone knows there’s a problem, including the labor commissioner,” Gonzalez Fletcher said. “I don’t think an audit is going to tell us anything we don’t know already.”\u003c/p>\n\u003cp>But at the hearing, García-Brower conceded that the issues in her office went beyond a staffing shortage.\u003c/p>\n\u003cp>Assemblymember \u003ca href=\"https://calmatters.org/legislator-tracker/jim-wood-1960/\">Jim Wood\u003c/a>, a Democrat from Ukiah and a member of the legislative audit committee, said his office had considered proposing an audit of the labor commissioner’s wage claim issues.\u003c/p>\n\u003cp>He told García-Brower that his office struggled to get data on wage claims from her office, and that some of his constituents had faced people who worked for her who “are not always terribly friendly and very dismissive sometimes.” That prompted García-Brower to agree.\u003c/p>\n\u003cp>“I sat across six different labor commissioners, and most of them were dismissive,” García-Brower said, referring to her time as a labor activist. “So this is a deep, systemic problem within the culture of this agency, which is why we’re digging down deep to ensure that people understand we are a public-facing agency. 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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>California’s independent state auditor will investigate the understaffed California Labor Commissioner’s Office over its persistent backlogs in workers’ wage theft claims, issues\u003ca href=\"https://calmatters.org/series/unpaid-wages-california-workers/\"> highlighted in a series of articles last year by CalMatters\u003c/a>.\u003c/p>\n\u003cp>The audit would start Sept. 1 — that is, if budget hearings before then don’t address the agency’s problems to the satisfaction of lawmakers who approved the investigation.\u003c/p>\n\u003cp>The Joint Legislative Audit Committee on Wednesday called for the audit over the objections of some of the state’s biggest labor unions, who argued the probe was unnecessary.\u003c/p>\n\u003cp>Labor Commissioner Lilia García-Brower on Wednesday also pushed back against an audit, testifying that her office already is undertaking multiple reforms to address her agency’s backlogs.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The Labor Commissioner’s Office has struggled for years to address wage claims in a timely manner. Wage theft — the failure of employers to pay the minimum wage, pay overtime premiums, or provide meal and rest breaks — primarily affects low-wage workers, who are often immigrants or people of color, studies show.\u003c/p>\n\u003cp>Each worker’s claims by law are supposed to be heard in 120 days and decided 15 days after that. But CalMatters, in its series, uncovered that between 2017 and 2021, the state averaged 505 days.\u003c/p>\n\u003cp>After that, back pay can take years to recover, and \u003ca href=\"https://calmatters.org/california-divide/2022/09/california-wage-theft-cases/?series=unpaid-wages-california-workers\">many who win their claims are never paid\u003c/a>. The backlog was exacerbated last year, when \u003ca href=\"https://calmatters.org/newsletters/2023/01/california-budget-cuts-senate/\">new wage theft claims hit a record 38,000\u003c/a> and \u003ca href=\"https://esd.dof.ca.gov/Documents/bcp/2324/FY2324_ORG7350_BCP6630.pdf\">wait times climbed past 800 days (PDF)\u003c/a>.\u003c/p>\n\u003cp>“What is it going to take to get to 120 days? Is it additional measures to compel employers to participate, and if that’s the case, in which ways?” asked Assemblymember \u003ca href=\"https://calmatters.org/legislator-tracker/david-alvarez-1980/\">David Alvarez\u003c/a>, a Democrat from Chula Vista who chairs the legislative audit committee.\u003c/p>\n\u003cp>“I am willing to give an opportunity for those questions to be answered,” he said. “But I’d like to see detailed answers, not just, ‘We’re going to do better when we hire more people.’”\u003c/p>\n\u003cp>Alvarez held out the possibility that the committee could rescind their audit request before September if budget hearings satisfactorily address the issues the audit would target. The Labor Commissioner’s Office is seeking $12 million in the next fiscal year to hire 43 additional employees with the goal of reducing the time to hear a claim to 200 days.\u003c/p>\n\u003cp>The audit came at the request of state Sen. \u003ca href=\"https://calmatters.org/legislator-tracker/steven-glazer-1957/\">Steve Glazer\u003c/a>, a Walnut Creek Democrat, who agreed to the compromise to delay the audit until Sept. 1. The audit request put Glazer, a moderate Democrat, at odds with labor groups and workers’ advocates.\u003c/p>\n\u003cp>The California Labor Federation and several unions and worker centers wrote earlier in March that an audit would divert time and attention from an already understaffed agency.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The California Chamber of Commerce testified in favor of the audit. Ashley Hoffman, a lobbyist for the chamber, told the committee it is important to the state’s employers that bad actors be held to account and that disputes be resolved expediently, out of court.\u003c/p>\n\u003cp>In addition to wage claims, California workers can also file lawsuits against employers through California’s Private Attorneys General Act (PAGA), a 19-year-old law that gives workers the same powers as the state to sue employers and recover civil penalties on behalf of co-workers. If they win, the workers can get a quarter of the penalties while the rest goes to the state for labor enforcement.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>In 2022 the Department of Industrial Relations, the agency that houses the Labor Commissioner’s Office, received 5,813 notices of new PAGA suits, according to state data.\u003c/p>\n\u003cp>The chamber is among several business groups that succeeded in getting a measure to repeal the private enforcement law on the 2024 ballot.\u003c/p>\n\u003cp>Hoffman told the committee that workers get more of their back wages when they go through the Labor Commissioner’s process instead of filing a lawsuit with a private attorney.\u003c/p>\n\u003cp>In her testimony Wednesday, García-Brower said she is working to overhaul her office’s wage claims staff by recruiting recent graduates from the University of California, filling key managerial positions and implementing new pilot initiatives in certain offices, among other measures.\u003c/p>\n\u003cp>García-Brower, an appointee of Gov. Gavin Newsom, is the former director of a group that helped the state investigate wage theft in the janitorial industry before she became labor commissioner and is considered an ally of the unions and worker advocates who opposed the audit.\u003c/p>\n\u003cfigure id=\"attachment_11944542\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11944542\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut.jpg\" alt=\"Dozens of men and women holding signs in front of a Burger King franchise in Oakland, California.\" width=\"1920\" height=\"1440\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut-800x600.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut-1020x765.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut-160x120.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/03/RS53299_59372619533__C9A844C3-E366-4DC4-A1F5-5293FE97A06B-qut-1536x1152.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Protesters demand a Burger King franchisee pay wages owed to workers on Oct. 25, 2019. The company operating the restaurant, Golden Gate Restaurant Group, was cited by the state Labor Commissioner’s Office for failing to pay workers minimum wage and other violations. \u003ccite>(Courtesy Trabajadores Unidos Workers United)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The labor and worker groups advocated instead for increased funding for García-Brower’s office, higher penalties for employers who violate labor law and an expedited hiring process for the Department of Industrial Relations. They also argued for boosting the use of criminal charges against problem employers and expanding local officials’ abilities to sue businesses on behalf of workers to relieve pressure on the state.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Lorena Gonzalez Fletcher, the former Assembly member who heads the California Labor Federation, told CalMatters in an interview before the hearing that an audit would be a distraction.\u003c/p>\n\u003cp>“Everyone knows there’s a problem, including the labor commissioner,” Gonzalez Fletcher said. “I don’t think an audit is going to tell us anything we don’t know already.”\u003c/p>\n\u003cp>But at the hearing, García-Brower conceded that the issues in her office went beyond a staffing shortage.\u003c/p>\n\u003cp>Assemblymember \u003ca href=\"https://calmatters.org/legislator-tracker/jim-wood-1960/\">Jim Wood\u003c/a>, a Democrat from Ukiah and a member of the legislative audit committee, said his office had considered proposing an audit of the labor commissioner’s wage claim issues.\u003c/p>\n\u003cp>He told García-Brower that his office struggled to get data on wage claims from her office, and that some of his constituents had faced people who worked for her who “are not always terribly friendly and very dismissive sometimes.” That prompted García-Brower to agree.\u003c/p>\n\u003cp>“I sat across six different labor commissioners, and most of them were dismissive,” García-Brower said, referring to her time as a labor activist. “So this is a deep, systemic problem within the culture of this agency, which is why we’re digging down deep to ensure that people understand we are a public-facing agency. We were created to serve the public.”\u003c/p>\n\u003cp>Senator \u003ca href=\"https://calmatters.org/legislator-tracker/john-laird-1950/\">John Laird\u003c/a>, a Democrat from Salinas who sits on the committee, said García-Brower’s acknowledgement that the office’s problems went beyond staffing issues swayed him in favor of the audit.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>\u003cspan style=\"font-weight: 400\">Last spring, workers at Chevron’s Richmond refinery went on strike for 10 weeks, demanding higher pay, better health benefits, and safer working conditions. When the strike ended, union leaders say that Chevron initially encouraged managers and workers to put the strike behind them.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">But now, USW Local 5, the union representing Richmond refinery workers, alleges Chevron has fired at least\u003c/span>\u003ca href=\"https://www.kqed.org/news/11940114/union-says-chevron-fired-several-richmond-refinery-workers-who-went-on-strike\">\u003cspan style=\"font-weight: 400\"> 5 workers for their \u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">role in the strikes, a claim that Chevron denies.\u003c/span>\u003c/p>\n\u003cp>\u003cb>Guest: \u003c/b>\u003cspan style=\"font-weight: 400\">\u003ca href=\"https://twitter.com/TedrickG\">Ted Goldberg\u003c/a>, KQED supervising senior editor for news\u003c/span>\u003c/p>\n\u003cp>\u003cb>Links:\u003c/b>\u003c/p>\n\u003cul>\n\u003cli style=\"font-weight: 400\">\u003cb>‘\u003c/b>\u003ca href=\"https://www.kqed.org/news/11940114/union-says-chevron-fired-several-richmond-refinery-workers-who-went-on-strike\">\u003cspan style=\"font-weight: 400\">Union Says Chevron Fired Several Richmond Refinery Workers Who Went on Strike\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">,’ by Ted Goldberg, Feb. 5, 2023.\u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003ca href=\"https://www.kqed.org/about/17653/help-make-the-bay-even-better\">\u003cspan style=\"font-weight: 400\">The Bay Survey\u003c/span>\u003c/a>\u003c/li>\n\u003c/ul>\n\u003cdiv class=\"card card--enclosed grey\">\n\u003cp id=\"embed-code\" class=\"inconsolata\">\n\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" frameborder=\"0\" height=\"200\" scrolling=\"no\" src=\"https://playlist.megaphone.fm/?e=KQINC4497538450&light=true\" width=\"100%\" class=\"iframe-class\">\u003c/iframe>\n\u003c/p>\n\u003c/div>\n\u003cp>[ad fullwidth]\u003c/p>\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cspan style=\"font-weight: 400\">Last spring, workers at Chevron’s Richmond refinery went on strike for 10 weeks, demanding higher pay, better health benefits, and safer working conditions. When the strike ended, union leaders say that Chevron initially encouraged managers and workers to put the strike behind them.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">But now, USW Local 5, the union representing Richmond refinery workers, alleges Chevron has fired at least\u003c/span>\u003ca href=\"https://www.kqed.org/news/11940114/union-says-chevron-fired-several-richmond-refinery-workers-who-went-on-strike\">\u003cspan style=\"font-weight: 400\"> 5 workers for their \u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">role in the strikes, a claim that Chevron denies.\u003c/span>\u003c/p>\n\u003cp>\u003cb>Guest: \u003c/b>\u003cspan style=\"font-weight: 400\">\u003ca href=\"https://twitter.com/TedrickG\">Ted Goldberg\u003c/a>, KQED supervising senior editor for news\u003c/span>\u003c/p>\n\u003cp>\u003cb>Links:\u003c/b>\u003c/p>\n\u003cul>\n\u003cli style=\"font-weight: 400\">\u003cb>‘\u003c/b>\u003ca href=\"https://www.kqed.org/news/11940114/union-says-chevron-fired-several-richmond-refinery-workers-who-went-on-strike\">\u003cspan style=\"font-weight: 400\">Union Says Chevron Fired Several Richmond Refinery Workers Who Went on Strike\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">,’ by Ted Goldberg, Feb. 5, 2023.\u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003ca href=\"https://www.kqed.org/about/17653/help-make-the-bay-even-better\">\u003cspan style=\"font-weight: 400\">The Bay Survey\u003c/span>\u003c/a>\u003c/li>\n\u003c/ul>\n\u003cdiv class=\"card card--enclosed grey\">\n\u003cp id=\"embed-code\" class=\"inconsolata\">\n\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" frameborder=\"0\" height=\"200\" scrolling=\"no\" src=\"https://playlist.megaphone.fm/?e=KQINC4497538450&light=true\" width=\"100%\" class=\"iframe-class\">\u003c/iframe>\n\u003c/p>\n\u003c/div>\n\u003cp>\u003c/p>\u003c/div>",
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"slug": "gift-el-programa-de-san-francisco-que-otorgara-1200-al-mes-a-personas-transgenero",
"title": "'GIFT', el programa de San Francisco que otorgará $1,200 al mes a personas transgénero",
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"headTitle": "‘GIFT’, el programa de San Francisco que otorgará $1,200 al mes a personas transgénero | KQED",
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"content": "\u003cp>\u003ca href=\"https://www.kqed.org/news/11934613/gift-is-san-franciscos-guaranteed-income-program-for-transgender-people-heres-how-to-apply\">\u003cem>Read in English\u003c/em>\u003c/a>\u003c/p>\n\u003cp>El programa \u003ca href=\"https://www.giftincome.org/es/apply\">GIFT de San Francisco proporcionará a 55 personas trans que viven en la ciudad $1,200 dólares al mes\u003c/a> durante un máximo de 18 meses, y la fecha límite para solicitarlo se acerca rápidamente.\u003c/p>\n\u003cp>GIFT (por sus siglas en inglés), que significa Ingresos Garantizados para Personas Transgénero, \u003ca href=\"https://www.giftincome.org/es/faq\">es el primer programa de ingresos garantizados del Área de la Bahía que se centra exclusivamente en atender a las personas trans\u003c/a>. Este fue creado por la ciudad en colaboración con el centro comunitario de salud Lyon-Martin, el cual proporciona atención médica a las personas trans, no binarias e intersexuales, junto con las mujeres cisgénero que forman parte de la comunidad LGBTQA+, y el Distrito Transgénero de San Francisco, que trabaja para empoderar y visibilizar a las personas trans.\u003c/p>\n\u003cp>La fecha límite para \u003ca href=\"https://www.giftincome.org/es/apply\">solicitar GIFT\u003c/a> es el jueves 15 de diciembre. La aplicación de GIFT \u003ca href=\"https://www.giftincome.org/apply\">ya está disponible en línea\u003c/a> y en la misma página, puedes subir todos los documentos requeridos. \u003ca href=\"https://www.giftincome.org/es/apply\">El sitio de GIFT también está disponible en español\u003c/a>.\u003c/p>\n\u003cp>\u003ca href=\"https://www.giftincome.org/es/faq\">El sitio de GIFT incluye una sección de preguntas frecuentes\u003c/a>, y también hemos creado esta guía para responder a preguntas adicionales que el público ha hecho a KQED sobre el programa.\u003c/p>\n\u003cp>\u003cstrong>Ir a:\u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003ca href=\"#GIFT\">\u003cstrong>¿Quién puede solicitar la ayuda GIFT?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#impuestos\">\u003cstrong>¿Cómo funciona GIFT con mis impuestos o con otras prestaciones que esté recibiendo?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#vivienda\">\u003cstrong>¿Cómo puedo demostrar que vivo en San Francisco si mi situación de vivienda es complicada?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#encuestas\">\u003cstrong>¿Qué son las encuestas que los participantes tienen que hacer cada tres meses?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#puedo\">\u003cstrong>¿Dónde puedo hablar con alguien que me ayude a solicitar GIFT?\u003c/strong>\u003c/a>\u003c/li>\n\u003c/ul>\n\u003ch3>¿Qué es GIFT y para qué sirve el programa?\u003c/h3>\n\u003cp>El programa GIFT ofrecerá a 55 personas trans de San Francisco $1,200 dólares al mes durante 18 meses, desde enero de 2023 hasta junio de 2024. Los fondos se entregarán a los participantes a través de una tarjeta Visa de débito que el programa recargará con la misma cantidad cada mes.\u003c/p>\n\u003cp>Aubrey Davis, asociada ejecutiva del Distrito Transgénero, señala que muchas personas trans de San Francisco siguen teniendo dificultades para hacer alcanzar el dinero debido a la situación económica, pero también a causa de la intolerancia y discriminación.\u003c/p>\n\u003cp>Dice que algunas personas trans también se enfrentan a la falta de hogar y a la inseguridad de la vivienda después de haber sido expulsadas por la familia.\u003c/p>\n\u003cp>“Este programa propone mejorar este tipo de situación, hacer posible que las personas puedan mantenerse a sí mismas, que tengan un poco más de tranquilidad con sus finanzas”, dijo Davis. Añadió que no es fácil vivir en una de las ciudades más caras del país y la ayuda económica que ofrecería GIFT sería como una especie de salvavidas para cubrir algunos gastos esenciales.\u003cbr>\n[ad fullwidth]\u003c/p>\n\u003ch3>\u003ca id=\"GIFT\">\u003c/a>¿Quién puede aplicar a GIFT?\u003c/h3>\n\u003cp>Para poder solicitar GIFT, debe:\u003c/p>\n\u003cul>\n\u003cli>Tener 18 años o más\u003c/li>\n\u003cli>No percibir ingresos superiores a $600 dólares al mes\u003c/li>\n\u003cli>Vivir en la ciudad de San Francisco\u003c/li>\n\u003cli>Hablar con los organizadores de GIFT cada tres meses durante el programa para llenar una encuesta\u003c/li>\n\u003c/ul>\n\u003cp>Debe de completar y entregar su solicitud \u003cstrong>antes de la fecha límite del 15 de diciembre\u003c/strong>. Recuerde que sólo se seleccionarán 55 beneficiarios para este programa piloto.\u003c/p>\n\u003cp>Dado que la financiación procede de la ciudad de San Francisco, sólo los residentes de San Francisco podrán participar en el programa, y aquellos participantes inscritos si abandonan la ciudad también tendrán que abandonar el programa GIFT.\u003c/p>\n\u003ch3>\u003ca id=\"impuestos\">\u003c/a>¿Cómo incluyo GIFT en mis impuestos o en otras prestaciones que esté recibiendo?\u003c/h3>\n\u003cp>Tendrá que declarar a la Oficina de Impuestos sobre la Renta (IRS, por sus siglas en inglés) lo que ha recibido de GIFT cuando presente sus impuestos del 2023 en el 2024.\u003c/p>\n\u003cp>Otros organismos públicos, como la Administración del Seguro Social, también considerarán el GIFT como un ingreso, lo que podría afectar a otras prestaciones, como la Seguridad de Ingreso Suplementario (SSI por sus siglas en inglés).\u003c/p>\n\u003cp>“A veces se tarda décadas en conseguir la SSI y cuando por fin se recibe, sólo se puede ganar hasta cierto punto”, dijo Samuel Favela, asociado del programa en el Distrito Transgénero. El SSI y otros programas de ayuda del gobierno, como CalFresh, tienen estrictos límites de ingresos. Favela señala la posibilidad de que alguien pueda perder estas prestaciones si supera el límite de ingresos al recibir los fondos de GIFT.\u003c/p>\n\u003cp>Si es elegido para participar en GIFT y también recibe prestaciones estatales como CalFresh o CalWorks, Favela recomienda notificar a ese organismo de la existencia de GIFT antes de empezar a recibir dinero. “Si no lo comunica, le pasarán factura al final del programa”, dice Favela.\u003c/p>\n\u003cp>Sin embargo, Favela afirma que el equipo del Distrito Transexual se compromete a ayudar a la gente en estas situaciones delicadas, ya que la organización cree que alguien no debería tener que elegir entre dos salvavidas cuando se trata de sobrevivir.\u003c/p>\n\u003cp>“Hay exenciones a las que pueden acogerse y vamos a trabajar con ellos en eso también”, dijo Favela.\u003c/p>\n\u003cp>Pero lo más importante que puede hacer si recibe prestaciones del gobierno y está avanzando en el proceso de solicitud de GIFT es ser lo más transparente posible, tanto con los organizadores de GIFT, como con los organismos gubernamentales. “Su trabajador social es probablemente la mejor persona con la que debe ponerse en contacto, y quien también puede ponerse en contacto con nosotros”, añadió Favela.\u003c/p>\n\u003ch3>Trabajo de manera informal. ¿Qué puedo hacer para demostrar mis ingresos?\u003c/h3>\n\u003cp>En la página web de GIFT puede \u003ca href=\"https://www.giftincome.org/es/apply\">cargar diversos documentos para acompañar su solicitud\u003c/a> y comprobar sus ingresos. Puede incluir formularios W-2, talones de pago o incluso extractos bancarios. Las personas que sólo reciben ingresos del SSI o del SSDI pueden compartir las cartas que reciben de la Administración del Seguro Social confirmando que reciben estas prestaciones. También se aceptan las cartas de ayuda financiera de universidades o escuelas.\u003c/p>\n\u003cp>Pero si trabaja de manera informal y no dispone de documentación que acredite sus ingresos, puede presentar una carta de autocertificación. Este \u003ca href=\"https://www.giftincome.org/_files/ugd/40a234_33ab30018f9c4a53bc75aee82f583dcb.pdf\">formulario de declaración de ingresos está disponible en PDF\u003c/a> en el sitio web de GIFT, junto con otros documentos para descargar y utilizar, y le permite compartir cuántos ingresos tiene al mes, cuántas personas viven con usted y por qué no puede aportar pruebas de sus ingresos.\u003c/p>\n\u003cp>“Confiamos en que la gente nos facilite la información correcta y tenga buenas intenciones”, explica Favela, quien añade que son muy comprensivos con el hecho de que la gente tenga muchas formas distintas de ganarse la visa. “Así que si quieren hacernos saber que son trabajadores sexuales, y esto es lo que ganan al mes, sólo tienen que escribir un correo electrónico y llenar esa sección de esa manera”, dijo Favela.\u003c/p>\n\u003cfigure id=\"attachment_11934956\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11934956\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE.jpg\" alt=\"\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">En el sitio web de GIFT, puede subir una serie de documentos para acompañar su solicitud y comprobar cuánto gana. \u003ccite>(Cottonbro/Pexels)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch3>\u003ca id=\"vivienda\">\u003c/a>Mi situación de vivienda es complicada, o estoy entre dos alojamientos en este momento. ¿Cómo puedo demostrar que vivo en San Francisco?\u003c/h3>\n\u003cp>Al igual que para verificar sus ingresos, hay muchas formas de confirmar que vive actualmente en San Francisco. Si no tiene ningún recibo de PG&E o de una compañía telefónica que incluya su nombre y dirección actual, puede pedir a un trabajador social o proveedor de atención sanitaria o agencia con la que esté trabajando, que escriba una carta que confirme que vive en la ciudad.\u003c/p>\n\u003cp>Si se aloja en un albergue, puede solicitar una carta de verificación a la gerencia del albergue. Pero si eso tampoco es una opción, puede llenar otro \u003ca href=\"https://www.giftincome.org/_files/ugd/40a234_e495477cb1df47319fab57e3b20f314e.pdf\">formulario de autocertificación de residencia (PDF) disponible en el sitio web de GIFT\u003c/a>.\u003c/p>\n\u003cp>En el formulario de declaración de residencia, tendrá que confirmar que actualmente no tiene vivienda y que no hay ningún organismo u organización que pueda facilitarle una carta que confirme su situación de alojamiento. Una vez completado, \u003ca href=\"https://www.giftincome.org/es/apply\">puede subirlo al portal en línea con el resto de sus documentos\u003c/a>.\u003c/p>\n\u003ch3>\u003ca id=\"encuestas\">\u003c/a>¿Qué hay de esas encuestas de seguimiento que los participantes en GIFT tienen que hacer cada tres meses?\u003c/h3>\n\u003cp>Aubrey Davis, asociada ejecutiva del Distrito Transgénero, confirma que el objetivo de estos controles es saber cómo les va a la gente desde que inició el programa. “No estamos vigilando cómo gastan el dinero”, afirma Davis. “Pero nos gustaría saber cómo está mejorando su vida”.\u003c/p>\n\u003cp>La clínica Lyon-Martin y el Distrito Transgénero participarán en estos seguimientos, los cuales también verán si han cambiado las rutinas diarias y las responsabilidades de los participantes. Por ejemplo, explica Davis, “¿Están recibiendo la atención de salud mental que necesitan? ¿Pueden pagar la comida? ¿Pueden pagar el seguro? ¿Pueden acudir a las citas con el médico o conseguir recetas médicas?\u003c/p>\n\u003cp>En estas conversaciones, si un participante dice que necesita servicios de atención de salud, se le puede poner en contacto con los Servicios Comunitarios de Salud Lyon-Martin para que reciba tratamiento. Algunos de estos datos también se compartirán con la Oficina de Iniciativas Transgénero del Ayuntamiento. Sin embargo, el equipo del Distrito Transgénero aclaró que estos datos se utilizarán para comprender mejor el impacto del programa.\u003c/p>\n\u003cp>También es importante mencionar que las agencias de la ciudad no comparten información sobre el estatus migratorio de nadie con las agencias federales.\u003c/p>\n\u003ch3>¿Puedo participar en este programa si estoy indocumentado?\u003c/h3>\n\u003cp>Sí, y no necesita un número del Seguro Social para recibir los ingresos de GIFT.\u003c/p>\n\u003cp>\u003cstrong>Los organizadores dicen que las personas hispanohablantes monolingües, y los inmigrantes indocumentados tienen prioridad de inscripción.\u003c/strong>\u003c/p>\n\u003ch3>¿Cómo se elegirá exactamente a los participantes?\u003c/h3>\n\u003cp>El centro de Servicios Comunitarios de Salud Lyon-Martin y el Distrito Transgénero seleccionarán a los participantes al azar. Y en cuanto al público trans de San Francisco al que se quiere llegar, el programa todavía tiene “datos demográficos que estamos tratando de concretar”, dijo Favela.\u003c/p>\n\u003cp>\u003cstrong>“El 60% de las personas que vamos a intentar que participen en el programa son personas trans negras”, explicaron.\u003c/strong> “Así que en esa selección al azar, al menos el 60% van a ser [personas trans negras]”.\u003c/p>\n\u003cp>“Los clasificaremos según la categoría en la que se encuentren y luego simplemente haremos una selección al azar dentro de cada categoría”, añadió Davis.\u003c/p>\n\u003ch3>\u003ca id=\"puedo\">\u003c/a>¿Dónde puedo dirigirme?\u003c/h3>\n\u003cp>\u003ca href=\"https://www.giftincome.org/es/apply\">Dado que la solicitud GIFT sólo está disponible en línea\u003c/a>, puede resultar difícil presentarla para las personas que no tienen acceso regular a una computadora o una conexión estable a Internet.\u003c/p>\n\u003cp>Para ofrecer un asesoramiento más personalizado, el equipo del centro de Servicios Comunitarios de Salud Lyon-Martin está aceptando ayudar a personas interesadas sin cita previa a presentar su solicitud, o que tengan preguntas al respecto. Puede hablar en persona con el equipo en la clínica ubicada en el 1735 de la calle Mission, cerca de las líneas 14 y 49 de Muni. También puede llamarles al (415) 565-7667.\u003c/p>\n\u003cp>Davis, del Distrito Transgénero, también recomienda que acuda a su trabajador social si lo tiene. Si usted o alguien que usted conoce necesita más ayuda en español, Davis recomienda contactar a \u003ca href=\"https://ellaparatranslatinas.org/es/home\">El/La Para TransLatinas\u003c/a>, una organización que se centra en servir y abogar por las personas trans Latinx en el Área de la Bahía. Puede ponerse en contacto llamando al (415) 864-7278.\u003c/p>\n\u003cp>\u003cstrong>¿Quiere solicitar GIFT pero se siente inseguro o incluso nervioso por hacerlo?\u003c/strong>\u003c/p>\n\u003cp>“No tenga dudas”, exhorta Davis, añadiendo que, al tratarse de un programa piloto, este puede influir en lo que se pueda hacer en San Francisco, y potencialmente otras ciudades más.\u003c/p>\n\u003cp>“Por el momento, es una oportunidad única en la vida, y esto ayudará a muchas más personas trans, jóvenes trans y personas mayores trans en el futuro”, dijo.\u003c/p>\n\u003chr>\n\u003cp>\u003cem>Este artículo fue traducido por la periodista \u003ca href=\"https://www.kqed.org/author/mpena/\">María Peña\u003c/a> y editado por el periodista \u003ca href=\"https://www.kqed.org/author/ccabreralomeli\">Carlos Cabrera-Lomelí\u003c/a>.\u003c/em>\u003cbr>\n[ad fullwidth]\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.kqed.org/news/11934613/gift-is-san-franciscos-guaranteed-income-program-for-transgender-people-heres-how-to-apply\">\u003cem>Read in English\u003c/em>\u003c/a>\u003c/p>\n\u003cp>El programa \u003ca href=\"https://www.giftincome.org/es/apply\">GIFT de San Francisco proporcionará a 55 personas trans que viven en la ciudad $1,200 dólares al mes\u003c/a> durante un máximo de 18 meses, y la fecha límite para solicitarlo se acerca rápidamente.\u003c/p>\n\u003cp>GIFT (por sus siglas en inglés), que significa Ingresos Garantizados para Personas Transgénero, \u003ca href=\"https://www.giftincome.org/es/faq\">es el primer programa de ingresos garantizados del Área de la Bahía que se centra exclusivamente en atender a las personas trans\u003c/a>. Este fue creado por la ciudad en colaboración con el centro comunitario de salud Lyon-Martin, el cual proporciona atención médica a las personas trans, no binarias e intersexuales, junto con las mujeres cisgénero que forman parte de la comunidad LGBTQA+, y el Distrito Transgénero de San Francisco, que trabaja para empoderar y visibilizar a las personas trans.\u003c/p>\n\u003cp>La fecha límite para \u003ca href=\"https://www.giftincome.org/es/apply\">solicitar GIFT\u003c/a> es el jueves 15 de diciembre. La aplicación de GIFT \u003ca href=\"https://www.giftincome.org/apply\">ya está disponible en línea\u003c/a> y en la misma página, puedes subir todos los documentos requeridos. \u003ca href=\"https://www.giftincome.org/es/apply\">El sitio de GIFT también está disponible en español\u003c/a>.\u003c/p>\n\u003cp>\u003ca href=\"https://www.giftincome.org/es/faq\">El sitio de GIFT incluye una sección de preguntas frecuentes\u003c/a>, y también hemos creado esta guía para responder a preguntas adicionales que el público ha hecho a KQED sobre el programa.\u003c/p>\n\u003cp>\u003cstrong>Ir a:\u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003ca href=\"#GIFT\">\u003cstrong>¿Quién puede solicitar la ayuda GIFT?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#impuestos\">\u003cstrong>¿Cómo funciona GIFT con mis impuestos o con otras prestaciones que esté recibiendo?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#vivienda\">\u003cstrong>¿Cómo puedo demostrar que vivo en San Francisco si mi situación de vivienda es complicada?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#encuestas\">\u003cstrong>¿Qué son las encuestas que los participantes tienen que hacer cada tres meses?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#puedo\">\u003cstrong>¿Dónde puedo hablar con alguien que me ayude a solicitar GIFT?\u003c/strong>\u003c/a>\u003c/li>\n\u003c/ul>\n\u003ch3>¿Qué es GIFT y para qué sirve el programa?\u003c/h3>\n\u003cp>El programa GIFT ofrecerá a 55 personas trans de San Francisco $1,200 dólares al mes durante 18 meses, desde enero de 2023 hasta junio de 2024. Los fondos se entregarán a los participantes a través de una tarjeta Visa de débito que el programa recargará con la misma cantidad cada mes.\u003c/p>\n\u003cp>Aubrey Davis, asociada ejecutiva del Distrito Transgénero, señala que muchas personas trans de San Francisco siguen teniendo dificultades para hacer alcanzar el dinero debido a la situación económica, pero también a causa de la intolerancia y discriminación.\u003c/p>\n\u003cp>Dice que algunas personas trans también se enfrentan a la falta de hogar y a la inseguridad de la vivienda después de haber sido expulsadas por la familia.\u003c/p>\n\u003cp>“Este programa propone mejorar este tipo de situación, hacer posible que las personas puedan mantenerse a sí mismas, que tengan un poco más de tranquilidad con sus finanzas”, dijo Davis. Añadió que no es fácil vivir en una de las ciudades más caras del país y la ayuda económica que ofrecería GIFT sería como una especie de salvavidas para cubrir algunos gastos esenciales.\u003cbr>\n\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch3>\u003ca id=\"GIFT\">\u003c/a>¿Quién puede aplicar a GIFT?\u003c/h3>\n\u003cp>Para poder solicitar GIFT, debe:\u003c/p>\n\u003cul>\n\u003cli>Tener 18 años o más\u003c/li>\n\u003cli>No percibir ingresos superiores a $600 dólares al mes\u003c/li>\n\u003cli>Vivir en la ciudad de San Francisco\u003c/li>\n\u003cli>Hablar con los organizadores de GIFT cada tres meses durante el programa para llenar una encuesta\u003c/li>\n\u003c/ul>\n\u003cp>Debe de completar y entregar su solicitud \u003cstrong>antes de la fecha límite del 15 de diciembre\u003c/strong>. Recuerde que sólo se seleccionarán 55 beneficiarios para este programa piloto.\u003c/p>\n\u003cp>Dado que la financiación procede de la ciudad de San Francisco, sólo los residentes de San Francisco podrán participar en el programa, y aquellos participantes inscritos si abandonan la ciudad también tendrán que abandonar el programa GIFT.\u003c/p>\n\u003ch3>\u003ca id=\"impuestos\">\u003c/a>¿Cómo incluyo GIFT en mis impuestos o en otras prestaciones que esté recibiendo?\u003c/h3>\n\u003cp>Tendrá que declarar a la Oficina de Impuestos sobre la Renta (IRS, por sus siglas en inglés) lo que ha recibido de GIFT cuando presente sus impuestos del 2023 en el 2024.\u003c/p>\n\u003cp>Otros organismos públicos, como la Administración del Seguro Social, también considerarán el GIFT como un ingreso, lo que podría afectar a otras prestaciones, como la Seguridad de Ingreso Suplementario (SSI por sus siglas en inglés).\u003c/p>\n\u003cp>“A veces se tarda décadas en conseguir la SSI y cuando por fin se recibe, sólo se puede ganar hasta cierto punto”, dijo Samuel Favela, asociado del programa en el Distrito Transgénero. El SSI y otros programas de ayuda del gobierno, como CalFresh, tienen estrictos límites de ingresos. Favela señala la posibilidad de que alguien pueda perder estas prestaciones si supera el límite de ingresos al recibir los fondos de GIFT.\u003c/p>\n\u003cp>Si es elegido para participar en GIFT y también recibe prestaciones estatales como CalFresh o CalWorks, Favela recomienda notificar a ese organismo de la existencia de GIFT antes de empezar a recibir dinero. “Si no lo comunica, le pasarán factura al final del programa”, dice Favela.\u003c/p>\n\u003cp>Sin embargo, Favela afirma que el equipo del Distrito Transexual se compromete a ayudar a la gente en estas situaciones delicadas, ya que la organización cree que alguien no debería tener que elegir entre dos salvavidas cuando se trata de sobrevivir.\u003c/p>\n\u003cp>“Hay exenciones a las que pueden acogerse y vamos a trabajar con ellos en eso también”, dijo Favela.\u003c/p>\n\u003cp>Pero lo más importante que puede hacer si recibe prestaciones del gobierno y está avanzando en el proceso de solicitud de GIFT es ser lo más transparente posible, tanto con los organizadores de GIFT, como con los organismos gubernamentales. “Su trabajador social es probablemente la mejor persona con la que debe ponerse en contacto, y quien también puede ponerse en contacto con nosotros”, añadió Favela.\u003c/p>\n\u003ch3>Trabajo de manera informal. ¿Qué puedo hacer para demostrar mis ingresos?\u003c/h3>\n\u003cp>En la página web de GIFT puede \u003ca href=\"https://www.giftincome.org/es/apply\">cargar diversos documentos para acompañar su solicitud\u003c/a> y comprobar sus ingresos. Puede incluir formularios W-2, talones de pago o incluso extractos bancarios. Las personas que sólo reciben ingresos del SSI o del SSDI pueden compartir las cartas que reciben de la Administración del Seguro Social confirmando que reciben estas prestaciones. También se aceptan las cartas de ayuda financiera de universidades o escuelas.\u003c/p>\n\u003cp>Pero si trabaja de manera informal y no dispone de documentación que acredite sus ingresos, puede presentar una carta de autocertificación. Este \u003ca href=\"https://www.giftincome.org/_files/ugd/40a234_33ab30018f9c4a53bc75aee82f583dcb.pdf\">formulario de declaración de ingresos está disponible en PDF\u003c/a> en el sitio web de GIFT, junto con otros documentos para descargar y utilizar, y le permite compartir cuántos ingresos tiene al mes, cuántas personas viven con usted y por qué no puede aportar pruebas de sus ingresos.\u003c/p>\n\u003cp>“Confiamos en que la gente nos facilite la información correcta y tenga buenas intenciones”, explica Favela, quien añade que son muy comprensivos con el hecho de que la gente tenga muchas formas distintas de ganarse la visa. “Así que si quieren hacernos saber que son trabajadores sexuales, y esto es lo que ganan al mes, sólo tienen que escribir un correo electrónico y llenar esa sección de esa manera”, dijo Favela.\u003c/p>\n\u003cfigure id=\"attachment_11934956\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11934956\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE.jpg\" alt=\"\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/12/HAND-ON-LAPTOP-ON-DESK-NEXT-TO-WINDOW-HERE-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">En el sitio web de GIFT, puede subir una serie de documentos para acompañar su solicitud y comprobar cuánto gana. \u003ccite>(Cottonbro/Pexels)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch3>\u003ca id=\"vivienda\">\u003c/a>Mi situación de vivienda es complicada, o estoy entre dos alojamientos en este momento. ¿Cómo puedo demostrar que vivo en San Francisco?\u003c/h3>\n\u003cp>Al igual que para verificar sus ingresos, hay muchas formas de confirmar que vive actualmente en San Francisco. Si no tiene ningún recibo de PG&E o de una compañía telefónica que incluya su nombre y dirección actual, puede pedir a un trabajador social o proveedor de atención sanitaria o agencia con la que esté trabajando, que escriba una carta que confirme que vive en la ciudad.\u003c/p>\n\u003cp>Si se aloja en un albergue, puede solicitar una carta de verificación a la gerencia del albergue. Pero si eso tampoco es una opción, puede llenar otro \u003ca href=\"https://www.giftincome.org/_files/ugd/40a234_e495477cb1df47319fab57e3b20f314e.pdf\">formulario de autocertificación de residencia (PDF) disponible en el sitio web de GIFT\u003c/a>.\u003c/p>\n\u003cp>En el formulario de declaración de residencia, tendrá que confirmar que actualmente no tiene vivienda y que no hay ningún organismo u organización que pueda facilitarle una carta que confirme su situación de alojamiento. Una vez completado, \u003ca href=\"https://www.giftincome.org/es/apply\">puede subirlo al portal en línea con el resto de sus documentos\u003c/a>.\u003c/p>\n\u003ch3>\u003ca id=\"encuestas\">\u003c/a>¿Qué hay de esas encuestas de seguimiento que los participantes en GIFT tienen que hacer cada tres meses?\u003c/h3>\n\u003cp>Aubrey Davis, asociada ejecutiva del Distrito Transgénero, confirma que el objetivo de estos controles es saber cómo les va a la gente desde que inició el programa. “No estamos vigilando cómo gastan el dinero”, afirma Davis. “Pero nos gustaría saber cómo está mejorando su vida”.\u003c/p>\n\u003cp>La clínica Lyon-Martin y el Distrito Transgénero participarán en estos seguimientos, los cuales también verán si han cambiado las rutinas diarias y las responsabilidades de los participantes. Por ejemplo, explica Davis, “¿Están recibiendo la atención de salud mental que necesitan? ¿Pueden pagar la comida? ¿Pueden pagar el seguro? ¿Pueden acudir a las citas con el médico o conseguir recetas médicas?\u003c/p>\n\u003cp>En estas conversaciones, si un participante dice que necesita servicios de atención de salud, se le puede poner en contacto con los Servicios Comunitarios de Salud Lyon-Martin para que reciba tratamiento. Algunos de estos datos también se compartirán con la Oficina de Iniciativas Transgénero del Ayuntamiento. Sin embargo, el equipo del Distrito Transgénero aclaró que estos datos se utilizarán para comprender mejor el impacto del programa.\u003c/p>\n\u003cp>También es importante mencionar que las agencias de la ciudad no comparten información sobre el estatus migratorio de nadie con las agencias federales.\u003c/p>\n\u003ch3>¿Puedo participar en este programa si estoy indocumentado?\u003c/h3>\n\u003cp>Sí, y no necesita un número del Seguro Social para recibir los ingresos de GIFT.\u003c/p>\n\u003cp>\u003cstrong>Los organizadores dicen que las personas hispanohablantes monolingües, y los inmigrantes indocumentados tienen prioridad de inscripción.\u003c/strong>\u003c/p>\n\u003ch3>¿Cómo se elegirá exactamente a los participantes?\u003c/h3>\n\u003cp>El centro de Servicios Comunitarios de Salud Lyon-Martin y el Distrito Transgénero seleccionarán a los participantes al azar. Y en cuanto al público trans de San Francisco al que se quiere llegar, el programa todavía tiene “datos demográficos que estamos tratando de concretar”, dijo Favela.\u003c/p>\n\u003cp>\u003cstrong>“El 60% de las personas que vamos a intentar que participen en el programa son personas trans negras”, explicaron.\u003c/strong> “Así que en esa selección al azar, al menos el 60% van a ser [personas trans negras]”.\u003c/p>\n\u003cp>“Los clasificaremos según la categoría en la que se encuentren y luego simplemente haremos una selección al azar dentro de cada categoría”, añadió Davis.\u003c/p>\n\u003ch3>\u003ca id=\"puedo\">\u003c/a>¿Dónde puedo dirigirme?\u003c/h3>\n\u003cp>\u003ca href=\"https://www.giftincome.org/es/apply\">Dado que la solicitud GIFT sólo está disponible en línea\u003c/a>, puede resultar difícil presentarla para las personas que no tienen acceso regular a una computadora o una conexión estable a Internet.\u003c/p>\n\u003cp>Para ofrecer un asesoramiento más personalizado, el equipo del centro de Servicios Comunitarios de Salud Lyon-Martin está aceptando ayudar a personas interesadas sin cita previa a presentar su solicitud, o que tengan preguntas al respecto. Puede hablar en persona con el equipo en la clínica ubicada en el 1735 de la calle Mission, cerca de las líneas 14 y 49 de Muni. También puede llamarles al (415) 565-7667.\u003c/p>\n\u003cp>Davis, del Distrito Transgénero, también recomienda que acuda a su trabajador social si lo tiene. Si usted o alguien que usted conoce necesita más ayuda en español, Davis recomienda contactar a \u003ca href=\"https://ellaparatranslatinas.org/es/home\">El/La Para TransLatinas\u003c/a>, una organización que se centra en servir y abogar por las personas trans Latinx en el Área de la Bahía. Puede ponerse en contacto llamando al (415) 864-7278.\u003c/p>\n\u003cp>\u003cstrong>¿Quiere solicitar GIFT pero se siente inseguro o incluso nervioso por hacerlo?\u003c/strong>\u003c/p>\n\u003cp>“No tenga dudas”, exhorta Davis, añadiendo que, al tratarse de un programa piloto, este puede influir en lo que se pueda hacer en San Francisco, y potencialmente otras ciudades más.\u003c/p>\n\u003cp>“Por el momento, es una oportunidad única en la vida, y esto ayudará a muchas más personas trans, jóvenes trans y personas mayores trans en el futuro”, dijo.\u003c/p>\n\u003chr>\n\u003cp>\u003cem>Este artículo fue traducido por la periodista \u003ca href=\"https://www.kqed.org/author/mpena/\">María Peña\u003c/a> y editado por el periodista \u003ca href=\"https://www.kqed.org/author/ccabreralomeli\">Carlos Cabrera-Lomelí\u003c/a>.\u003c/em>\u003cbr>\n\u003c/p>\u003c/div>",
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"slug": "mass-bay-area-tech-layoffs-thrust-thousands-of-h-1b-visa-holders-into-frantic-job-hunt",
"title": "Mass Bay Area Tech Layoffs Thrust Thousands of H-1B Visa Holders Into Frantic Job Hunt",
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"headTitle": "Mass Bay Area Tech Layoffs Thrust Thousands of H-1B Visa Holders Into Frantic Job Hunt | KQED",
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"content": "\u003cp>\u003ca href=\"https://layoffs.fyi/\">Mass layoffs\u003c/a> have pitched thousands of Bay Area workers into a desperate search to find another employer before they’re required to self-deport.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Vidhi Agrawal, commercial operations director, Databricks\"]‘It’s a sudden thing that happens, and you have family, you have kids here, who’ve grown up here. And to uproot, sell everything and move back to your home country, within two months. For any human, any individual, it’s hard.’[/pullquote]An unemployed H-1B visa holder has to find a new employer, or “sponsor,” within 60 days, or leave the country. Thousands of Bay Area tech and biotech workers have surged onto sites like LinkedIn, frantically looking for friendly faces, like 36-year-old \u003ca href=\"https://www.linkedin.com/in/vidhiagrawal/\">Vidhi Agrawal\u003c/a> of San Francisco.\u003c/p>\n\u003cp>An H-1B visa holder herself, Agrawal works at the San Francisco software company Databricks. She and a friend have been running an informal database linking H-1B visa holders with prospective employers. In the last two weeks, the off-hours project has exploded from roughly 50 friends and acquaintances to over 500 people nationwide. She’s also in contact with about 100 hiring managers and recruiters from multiple companies.\u003c/p>\n\u003cp>“It’s a sudden thing that happens, and you have family, you have kids here, who’ve grown up here,” said Agrawal. “And to uproot, sell everything and move back to your home country, within two months. For any human, any individual, it’s hard.” To make matters worse, \u003ca href=\"https://www.kqed.org/news/11913665/200000-documented-dreamers-are-literally-waiting-a-lifetime-for-a-green-card\">many Indian H-1B holders are in a years-long queue to get a green card\u003c/a>, and leaving the country is tantamount to letting go of a huge investment of time and patience.\u003c/p>\n\u003cp>Agrawal added that H-1B visa workers are always particularly vulnerable to layoffs. “We did sign up for this. When we come on work visas, we know what we’re signing up for. It’s not, like, things have changed on us,” she said.[aside postID=\"news_11913665,news_11931311,forum_2010101891200\" label=\"Related Posts\"]\u003c/p>\n\u003cp>At the very least, \u003ca href=\"https://www.immihelp.com/h-1b-visa-layoff-and-60-days-grace-period/\">employers are required to notify federal immigration authorities and cover the cost of a plane flight back to the home country\u003c/a> when they lay off H-1B workers. Many companies, however, offer more support than that.\u003c/p>\n\u003cp>Remarking on the mass layoffs at Meta, \u003ca href=\"https://about.fb.com/news/2022/11/mark-zuckerberg-layoff-message-to-employees/\">Mark Zuckerberg, for instance, wrote\u003c/a>, “I know this is especially difficult if you’re here on a visa. There’s a notice period before termination and some visa grace periods, which means everyone will have time to make plans and work through their immigration status. We have dedicated immigration specialists to help guide you based on what you and your family need.” Private attorneys, of course, are eager to help for a fee.\u003c/p>\n\u003cp>\u003ca href=\"https://www.lyft.com/blog/posts/an-update-on-our-team\">Lyft\u003c/a> offers those on visas \u003ca href=\"https://www.lyft.com/blog/posts/an-update-on-our-team\">the option to extend employment (with no expectation to work)\u003c/a> for an additional eight weeks in lieu of eight weeks of severance.\u003c/p>\n\u003cp>“That’s a huge benefit, because it means they have a greater time runway,” said Sophie Alcorn, who runs \u003ca href=\"https://www.alcorn.law/\">Alcorn Immigration Law\u003c/a> in Mountain View and writes about immigration for \u003ca href=\"https://techcrunch.com/2022/11/07/dear-sophie-how-can-i-stay-in-the-us-if-ive-been-laid-off/\">TechCrunch\u003c/a>.\u003c/p>\n\u003cp>“A lot of the laid-off tech workers have plenty of savings. They could find another job eventually. But getting through the holiday season with Thanksgiving just now and the December holidays, plus the hiring freezes, it’s going to be really hard to get an offer within the 60-day grace period that would allow the future employer to have enough prep time to do the three to four weeks of work that it takes to get an H-1B ready for filing with the government,” she said.\u003c/p>\n\u003cp>A number of people familiar with American immigration law say the 60-day grace period doesn’t accurately reflect the panic many workers and their families are in right now because of the paperwork involved in transitioning to a new job. “There’s a whole prefiling subcomponent with a totally different government agency besides USCIS (United States Citizenship and Immigration Services) and the Department of Homeland Security,” Alcorn explained.\u003c/p>\n\u003cp>“You have to get a certified labor condition application approved with the Department of Labor. Plus, many of the companies that have the funds to hire right now are early stage tech companies who listen to their venture capitalists and preserve their cash. So now they can hire, which is great. But if they’re new to the immigration process, getting set up as a petitioning employer takes additional time. So I’ve been advising people to try to get interviews as soon as possible and, if at all possible, try to accept an offer before the end of the first month of the H-1B grace period.”\u003c/p>\n\u003cp>“I’ve been lucky, for the most part,” said 39-year-old \u003ca href=\"https://www.linkedin.com/in/gutgutia/\">Abhishek Gutgutia\u003c/a> of San José. “Companies I’ve worked with have been wonderful. But there are definitely companies out there who take advantage of immigrant workers, H1-B workers, because they are afraid of losing status, or they just don’t know, and that’s not OK.”\u003c/p>\n\u003cp>Gutgutia arrived in the U.S. in 2012 to get his MBA. After graduation, he got an H-1B, then transitioned to an \u003ca href=\"https://www.uscis.gov/working-in-the-united-states/permanent-workers/employment-based-immigration-first-preference-eb-1\">EB1-A\u003c/a>, and got a green card after 10 years of waiting.\u003c/p>\n\u003cp>The entrepreneur saw the mass layoffs as an opportunity to start a new company, \u003ca href=\"http://www.gozeno.io/\">Zeno\u003c/a>, which he characterizes as TurboTax for DIY-minded immigrants. “I’ve been on H-1B visa in the past,” said Gutgutia. “So I know the pain points all too well, which also inspired me to start this venture.”\u003c/p>\n\u003cp>Is there any chance of a fix, even a temporary one, in Washington D.C.? Alcorn says she’s talking about it with lawmakers and professional associations. “We’re putting together a coalition to request executive action to temporarily extend the 60-day grace period for this group of people to 180 days, so that there’s more time runway to stay in the country and look for other jobs, or self-petition green cards or, without illegally working, create a funded start-up that could then be their employer in the future.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://layoffs.fyi/\">Mass layoffs\u003c/a> have pitched thousands of Bay Area workers into a desperate search to find another employer before they’re required to self-deport.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "‘It’s a sudden thing that happens, and you have family, you have kids here, who’ve grown up here. And to uproot, sell everything and move back to your home country, within two months. For any human, any individual, it’s hard.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>An unemployed H-1B visa holder has to find a new employer, or “sponsor,” within 60 days, or leave the country. Thousands of Bay Area tech and biotech workers have surged onto sites like LinkedIn, frantically looking for friendly faces, like 36-year-old \u003ca href=\"https://www.linkedin.com/in/vidhiagrawal/\">Vidhi Agrawal\u003c/a> of San Francisco.\u003c/p>\n\u003cp>An H-1B visa holder herself, Agrawal works at the San Francisco software company Databricks. She and a friend have been running an informal database linking H-1B visa holders with prospective employers. In the last two weeks, the off-hours project has exploded from roughly 50 friends and acquaintances to over 500 people nationwide. She’s also in contact with about 100 hiring managers and recruiters from multiple companies.\u003c/p>\n\u003cp>“It’s a sudden thing that happens, and you have family, you have kids here, who’ve grown up here,” said Agrawal. “And to uproot, sell everything and move back to your home country, within two months. For any human, any individual, it’s hard.” To make matters worse, \u003ca href=\"https://www.kqed.org/news/11913665/200000-documented-dreamers-are-literally-waiting-a-lifetime-for-a-green-card\">many Indian H-1B holders are in a years-long queue to get a green card\u003c/a>, and leaving the country is tantamount to letting go of a huge investment of time and patience.\u003c/p>\n\u003cp>Agrawal added that H-1B visa workers are always particularly vulnerable to layoffs. “We did sign up for this. When we come on work visas, we know what we’re signing up for. It’s not, like, things have changed on us,” she said.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>At the very least, \u003ca href=\"https://www.immihelp.com/h-1b-visa-layoff-and-60-days-grace-period/\">employers are required to notify federal immigration authorities and cover the cost of a plane flight back to the home country\u003c/a> when they lay off H-1B workers. Many companies, however, offer more support than that.\u003c/p>\n\u003cp>Remarking on the mass layoffs at Meta, \u003ca href=\"https://about.fb.com/news/2022/11/mark-zuckerberg-layoff-message-to-employees/\">Mark Zuckerberg, for instance, wrote\u003c/a>, “I know this is especially difficult if you’re here on a visa. There’s a notice period before termination and some visa grace periods, which means everyone will have time to make plans and work through their immigration status. We have dedicated immigration specialists to help guide you based on what you and your family need.” Private attorneys, of course, are eager to help for a fee.\u003c/p>\n\u003cp>\u003ca href=\"https://www.lyft.com/blog/posts/an-update-on-our-team\">Lyft\u003c/a> offers those on visas \u003ca href=\"https://www.lyft.com/blog/posts/an-update-on-our-team\">the option to extend employment (with no expectation to work)\u003c/a> for an additional eight weeks in lieu of eight weeks of severance.\u003c/p>\n\u003cp>“That’s a huge benefit, because it means they have a greater time runway,” said Sophie Alcorn, who runs \u003ca href=\"https://www.alcorn.law/\">Alcorn Immigration Law\u003c/a> in Mountain View and writes about immigration for \u003ca href=\"https://techcrunch.com/2022/11/07/dear-sophie-how-can-i-stay-in-the-us-if-ive-been-laid-off/\">TechCrunch\u003c/a>.\u003c/p>\n\u003cp>“A lot of the laid-off tech workers have plenty of savings. They could find another job eventually. But getting through the holiday season with Thanksgiving just now and the December holidays, plus the hiring freezes, it’s going to be really hard to get an offer within the 60-day grace period that would allow the future employer to have enough prep time to do the three to four weeks of work that it takes to get an H-1B ready for filing with the government,” she said.\u003c/p>\n\u003cp>A number of people familiar with American immigration law say the 60-day grace period doesn’t accurately reflect the panic many workers and their families are in right now because of the paperwork involved in transitioning to a new job. “There’s a whole prefiling subcomponent with a totally different government agency besides USCIS (United States Citizenship and Immigration Services) and the Department of Homeland Security,” Alcorn explained.\u003c/p>\n\u003cp>“You have to get a certified labor condition application approved with the Department of Labor. Plus, many of the companies that have the funds to hire right now are early stage tech companies who listen to their venture capitalists and preserve their cash. So now they can hire, which is great. But if they’re new to the immigration process, getting set up as a petitioning employer takes additional time. So I’ve been advising people to try to get interviews as soon as possible and, if at all possible, try to accept an offer before the end of the first month of the H-1B grace period.”\u003c/p>\n\u003cp>“I’ve been lucky, for the most part,” said 39-year-old \u003ca href=\"https://www.linkedin.com/in/gutgutia/\">Abhishek Gutgutia\u003c/a> of San José. “Companies I’ve worked with have been wonderful. But there are definitely companies out there who take advantage of immigrant workers, H1-B workers, because they are afraid of losing status, or they just don’t know, and that’s not OK.”\u003c/p>\n\u003cp>Gutgutia arrived in the U.S. in 2012 to get his MBA. After graduation, he got an H-1B, then transitioned to an \u003ca href=\"https://www.uscis.gov/working-in-the-united-states/permanent-workers/employment-based-immigration-first-preference-eb-1\">EB1-A\u003c/a>, and got a green card after 10 years of waiting.\u003c/p>\n\u003cp>The entrepreneur saw the mass layoffs as an opportunity to start a new company, \u003ca href=\"http://www.gozeno.io/\">Zeno\u003c/a>, which he characterizes as TurboTax for DIY-minded immigrants. “I’ve been on H-1B visa in the past,” said Gutgutia. “So I know the pain points all too well, which also inspired me to start this venture.”\u003c/p>\n\u003cp>Is there any chance of a fix, even a temporary one, in Washington D.C.? Alcorn says she’s talking about it with lawmakers and professional associations. “We’re putting together a coalition to request executive action to temporarily extend the 60-day grace period for this group of people to 180 days, so that there’s more time runway to stay in the country and look for other jobs, or self-petition green cards or, without illegally working, create a funded start-up that could then be their employer in the future.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"slug": "multiple-strikes-in-bay-area-health-care-reflect-a-workforce-decimated-by-labor-shortage",
"title": "Multiple Bay Area Health Care Strikes Reflect a Workforce Under Increasing Strain",
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"headTitle": "Multiple Bay Area Health Care Strikes Reflect a Workforce Under Increasing Strain | KQED",
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"content": "\u003cp>Nearly 2,000 registered nurses at Alta Bates Summit Medical Center campuses in Oakland and Berkeley began a five-day strike Monday in response to high turnover rates, staff shortages and workplace safety issues.\u003c/p>\n\u003cp>The nurses, represented by the California Nurses Association and National Nurses United, called on Sutter Health to implement workplace violence prevention plans, increase staffing and provide more robust safety resources, including better access to medical-grade safety equipment.\u003c/p>\n\u003cp>“I am seeing nurses leave the medical center for other nursing positions on a regular basis. We have nurses working overtime, and even double shifts, day after day to keep the hospital running,” said Mike Hill, a nurse in Sutter’s intensive care unit.\u003c/p>\n\u003cp>Hill said that while workplace violence in hospitals — mostly of patients toward staff — has always been a concern, there was an uptick in incidents during the pandemic, when many patients didn’t have the family support they needed.\u003c/p>\n\u003cp>“Sometimes it’s intentional. Other times, it’s from anger, fear or a medical condition that causes them to lash out at staff. Either way, it’s dangerous for us as professionals,” said Hill. “It’s not just physical violence. Sometimes it’s verbal threats.”\u003c/p>\n\u003cp>When workplace violence occurs, hospitals announce “code gray” on the intercom system to alert security, Hill said. But like the nursing team, the security department at Alta Bates is understaffed, and in some cases it takes too long for guards to arrive at the scene, Hill said, forcing other nurses to step in to help their colleagues. Hill said more security guards are needed both inside the hospital and in the parking garage, to prevent vehicle break-ins, thefts and attacks on staff.\u003c/p>\n\u003cp>Those concerns about violence, he added, are compounded by the hospital failing to take the necessary measures to effectively protect nurses from COVID exposure and other diseases.\u003c/p>\n\u003cp>Last year, the California Division of Occupational Safety and Health (Cal/OSHA) fined Sutter Health for violations tied to COVID-related workplace safety issues after an investigation was launched in response to the July 2021 \u003ca href=\"https://www.nationalnursesunited.org/press/calosha-finds-alta-bates-summit-medical-center-guilty-eight-serious-violations\">death of an Alta Bates nurse\u003c/a>, who contracted the disease.\u003c/p>\n\u003cp>“Sutter must create working conditions to enhance patient care while also providing a safe work environment that retains nurses,” said Hill.\u003c/p>\n\u003cp>Ann Gaebler, a registered nurse of over 40 years, said she has never seen Sutter “act this disrespectfully” toward nurses, and it’s causing experienced health care providers to leave.\u003c/p>\n\u003cp>“Without proper mentorship, we see young nurses suffering the moral injury and the moral distress of having to care for patients without the support they need, and so they leave,” Gaebler said in a statement. “This is not how you grow the next generation of nurses or how to take care of a community. We need Sutter to step up to address our concerns about retention, so we can continue to provide excellent care to our patients.”[pullquote size=\"medium\" align=\"right\" citation=\"Dr. Joanne Spetz, director, Philip R. Lee Institute for Health Policy Studies, UCSF\"]‘I think the pandemic revealed and exacerbated a lot of problems that existed already, and some of those problems were brewing around stress and burnout and workloads, as we’re hearing from physicians and nurses and other health care professionals.’[/pullquote]\u003c/p>\n\u003cp>In response to the walkout, Sutter management faulted local leaders in the nurses unions, accusing them of putting “politics above the patients and the nurses they represent” despite Sutter being willing to bargain, a spokesperson said in a statement on Monday.\u003c/p>\n\u003cp>“Our attention remains on providing safe, high-quality care to the patients and communities we’re honored to serve, and we are confident in our ability to manage this disruption,” the statement said. “We are hopeful the union shares our desire to reach an agreement and enable our nurses to turn their focus back to the patients the union has asked them to walk away from.”\u003c/p>\n\u003cfigure id=\"attachment_11930036\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11930036\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-800x533.jpg\" alt=\"People holding yellow and red signs and wearing red nurse outfits walk across the street.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut.jpg 1920w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Nurses begin a five-day strike at Alta Bates Summit Medical Center in Oakland on Oct. 24, 2022. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Sutter Health’s proposed contract includes a pay increase of more than 20% over four years and a commitment to pursuing initiatives aimed at promoting diversity and advancing equity among its employees, along with continued health coverage for nurses and their families.\u003c/p>\n\u003cp>The Sutter nurses strike is just the latest in a slew of labor actions in recent months among health care workers throughout the Bay Area, mirroring a larger nationwide trend.\u003c/p>\n\u003cp>The walkout comes less than a week after some 2,000 Kaiser Permanente mental health care employees approved \u003ca href=\"https://about.kaiserpermanente.org/who-we-are/labor-relations/new-4-year-agreement-ratified\">a four-year contract\u003c/a>, ending an unprecedented, grueling 10-week strike over staffing shortages, wages and patient care, and just days after the Valley Physicians Group, a union representing about 450 doctors employed by Santa Clara County, announced its intention to hit the picket line on November 1 over similar issues.[aside postID=\"news_11929713,news_11924980\" label=\"Related Posts\"]Even though \u003ca href=\"https://www.bls.gov/opub/ted/2020/union-membership-rate-8-point-6-percent-in-manufacturing-23-point-4-percent-in-utilities-in-2019.htm#:~:text=Bureau%20of%20Labor%20Statistics,-The%20Economics%20Daily&text=In%202019%2C%20the%20union%20membership,hunting%3B%20and%20finance%20and%20insurance.\">less than 7% of health care workers nationwide were unionized\u003c/a> as of 2020, the health care sector \u003ca href=\"https://www.npr.org/sections/health-shots/2021/01/11/955128562/for-health-care-workers-the-pandemic-is-fueling-renewed-interest-in-unions\">also has seen renewed interest in unionization since the pandemic\u003c/a>.\u003c/p>\n\u003cp>“I think the pandemic revealed and exacerbated a lot of problems that existed already, and some of those problems were brewing around stress and burnout and workloads, as we’re hearing from physicians and nurses and other health care professionals,” Dr. Joanne Spetz, director of the Philip R. Lee Institute for Health Policy Studies at UCSF, told KQED.\u003c/p>\n\u003cp>The pandemic, she added, also laid bare the extent of labor shortages across a wide range of essential jobs within health care settings, including custodial staff, nursing assistants, food-service workers and delivery people.\u003c/p>\n\u003cp>“When those jobs are all in short supply, that puts even more pressure on physicians, nurses and others,” Spetz said.\u003c/p>\n\u003cp>And many health care workers are finding that their most common demands — for reduced workloads, more support services, more time for administrative tasks and, in a growing number of instances, tougher security measures — are often not sufficiently met by employers, who often cite nationwide labor shortages and rising costs of doing business.\u003c/p>\n\u003cp>Unionization is more popular than it’s ever been, even across political lines, with \u003ca href=\"https://news.gallup.com/poll/398303/approval-labor-unions-highest-point-1965.aspx\">a recent Gallup poll showing that 71% of Americans approve of labor unions\u003c/a>, the highest approval rating since 1965.\u003c/p>\n\u003cp>But questions remain over how financially well positioned hospitals are to hire and train more people and meet their employees’ increasingly vocal — and organized — demands.\u003c/p>\n\u003cp>“Health care is competing against a lot of other industries and sectors that also are having difficulty recruiting,” Spetz said.\u003c/p>\n\u003cp>“A skilled trade or retail or a restaurant can change their prices pretty quickly, but for health care, they are in these often multiyear insurance contracts and they cannot immediately drum up more revenue in order to pay those higher wages,” said Spetz. “They’re likely to be going back to the insurance industry in the next few years as their contracts come up for renegotiation and ask for more money. And then the insurance companies eventually are going to need to figure out how to pass that on in the price of higher premiums.”\u003c/p>\n\u003cp>And, Spetz added, the pressure of keeping costs down at a time of rampant inflation in a labor-intensive field like health care is exacerbated by the rising costs of supplies and equipment.\u003c/p>\n\u003cp>“Because it takes a while to have the ability to raise revenue … that just puts more financial pressure,” Spetz said, adding that as the pandemic relief money fades, hospitals will be facing financial shortfalls and worrying about “how the money’s going to play out for them.”\u003c/p>\n\u003cp>“A lot of it comes down to building a workplace where health care workers really feel valued, are able to use all their skills, are respected as professionals, regardless of what level they work within the organization … and have the autonomy to use their knowledge and skills to the highest ability,” Spetz said. “You need to be adequately staffed in general. And so that’s going to be the big challenge for employers, is how to create that healthy, supportive work culture. And you have to do that while you’re dealing with labor shortages and plugging all the holes that need to be plugged.”\u003c/p>\n\u003cp>\u003cem>Additional reporting was contributed by Bay City News and KQED’s Laura Klivans.\u003c/em>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"description": "Thousands of nurses at Alta Bates Summit Medical Center went on strike Monday, marking the latest in a slew of recent actions among health care workers throughout the region.",
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"headline": "Multiple Bay Area Health Care Strikes Reflect a Workforce Under Increasing Strain",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Nearly 2,000 registered nurses at Alta Bates Summit Medical Center campuses in Oakland and Berkeley began a five-day strike Monday in response to high turnover rates, staff shortages and workplace safety issues.\u003c/p>\n\u003cp>The nurses, represented by the California Nurses Association and National Nurses United, called on Sutter Health to implement workplace violence prevention plans, increase staffing and provide more robust safety resources, including better access to medical-grade safety equipment.\u003c/p>\n\u003cp>“I am seeing nurses leave the medical center for other nursing positions on a regular basis. We have nurses working overtime, and even double shifts, day after day to keep the hospital running,” said Mike Hill, a nurse in Sutter’s intensive care unit.\u003c/p>\n\u003cp>Hill said that while workplace violence in hospitals — mostly of patients toward staff — has always been a concern, there was an uptick in incidents during the pandemic, when many patients didn’t have the family support they needed.\u003c/p>\n\u003cp>“Sometimes it’s intentional. Other times, it’s from anger, fear or a medical condition that causes them to lash out at staff. Either way, it’s dangerous for us as professionals,” said Hill. “It’s not just physical violence. Sometimes it’s verbal threats.”\u003c/p>\n\u003cp>When workplace violence occurs, hospitals announce “code gray” on the intercom system to alert security, Hill said. But like the nursing team, the security department at Alta Bates is understaffed, and in some cases it takes too long for guards to arrive at the scene, Hill said, forcing other nurses to step in to help their colleagues. Hill said more security guards are needed both inside the hospital and in the parking garage, to prevent vehicle break-ins, thefts and attacks on staff.\u003c/p>\n\u003cp>Those concerns about violence, he added, are compounded by the hospital failing to take the necessary measures to effectively protect nurses from COVID exposure and other diseases.\u003c/p>\n\u003cp>Last year, the California Division of Occupational Safety and Health (Cal/OSHA) fined Sutter Health for violations tied to COVID-related workplace safety issues after an investigation was launched in response to the July 2021 \u003ca href=\"https://www.nationalnursesunited.org/press/calosha-finds-alta-bates-summit-medical-center-guilty-eight-serious-violations\">death of an Alta Bates nurse\u003c/a>, who contracted the disease.\u003c/p>\n\u003cp>“Sutter must create working conditions to enhance patient care while also providing a safe work environment that retains nurses,” said Hill.\u003c/p>\n\u003cp>Ann Gaebler, a registered nurse of over 40 years, said she has never seen Sutter “act this disrespectfully” toward nurses, and it’s causing experienced health care providers to leave.\u003c/p>\n\u003cp>“Without proper mentorship, we see young nurses suffering the moral injury and the moral distress of having to care for patients without the support they need, and so they leave,” Gaebler said in a statement. “This is not how you grow the next generation of nurses or how to take care of a community. We need Sutter to step up to address our concerns about retention, so we can continue to provide excellent care to our patients.”\u003c/p>\u003c/div>",
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"content": "‘I think the pandemic revealed and exacerbated a lot of problems that existed already, and some of those problems were brewing around stress and burnout and workloads, as we’re hearing from physicians and nurses and other health care professionals.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>In response to the walkout, Sutter management faulted local leaders in the nurses unions, accusing them of putting “politics above the patients and the nurses they represent” despite Sutter being willing to bargain, a spokesperson said in a statement on Monday.\u003c/p>\n\u003cp>“Our attention remains on providing safe, high-quality care to the patients and communities we’re honored to serve, and we are confident in our ability to manage this disruption,” the statement said. “We are hopeful the union shares our desire to reach an agreement and enable our nurses to turn their focus back to the patients the union has asked them to walk away from.”\u003c/p>\n\u003cfigure id=\"attachment_11930036\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11930036\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-800x533.jpg\" alt=\"People holding yellow and red signs and wearing red nurse outfits walk across the street.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/10/RS59635_001_KQED_SutterRNStrikeOakland_10242022-qut.jpg 1920w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Nurses begin a five-day strike at Alta Bates Summit Medical Center in Oakland on Oct. 24, 2022. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Sutter Health’s proposed contract includes a pay increase of more than 20% over four years and a commitment to pursuing initiatives aimed at promoting diversity and advancing equity among its employees, along with continued health coverage for nurses and their families.\u003c/p>\n\u003cp>The Sutter nurses strike is just the latest in a slew of labor actions in recent months among health care workers throughout the Bay Area, mirroring a larger nationwide trend.\u003c/p>\n\u003cp>The walkout comes less than a week after some 2,000 Kaiser Permanente mental health care employees approved \u003ca href=\"https://about.kaiserpermanente.org/who-we-are/labor-relations/new-4-year-agreement-ratified\">a four-year contract\u003c/a>, ending an unprecedented, grueling 10-week strike over staffing shortages, wages and patient care, and just days after the Valley Physicians Group, a union representing about 450 doctors employed by Santa Clara County, announced its intention to hit the picket line on November 1 over similar issues.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Even though \u003ca href=\"https://www.bls.gov/opub/ted/2020/union-membership-rate-8-point-6-percent-in-manufacturing-23-point-4-percent-in-utilities-in-2019.htm#:~:text=Bureau%20of%20Labor%20Statistics,-The%20Economics%20Daily&text=In%202019%2C%20the%20union%20membership,hunting%3B%20and%20finance%20and%20insurance.\">less than 7% of health care workers nationwide were unionized\u003c/a> as of 2020, the health care sector \u003ca href=\"https://www.npr.org/sections/health-shots/2021/01/11/955128562/for-health-care-workers-the-pandemic-is-fueling-renewed-interest-in-unions\">also has seen renewed interest in unionization since the pandemic\u003c/a>.\u003c/p>\n\u003cp>“I think the pandemic revealed and exacerbated a lot of problems that existed already, and some of those problems were brewing around stress and burnout and workloads, as we’re hearing from physicians and nurses and other health care professionals,” Dr. Joanne Spetz, director of the Philip R. Lee Institute for Health Policy Studies at UCSF, told KQED.\u003c/p>\n\u003cp>The pandemic, she added, also laid bare the extent of labor shortages across a wide range of essential jobs within health care settings, including custodial staff, nursing assistants, food-service workers and delivery people.\u003c/p>\n\u003cp>“When those jobs are all in short supply, that puts even more pressure on physicians, nurses and others,” Spetz said.\u003c/p>\n\u003cp>And many health care workers are finding that their most common demands — for reduced workloads, more support services, more time for administrative tasks and, in a growing number of instances, tougher security measures — are often not sufficiently met by employers, who often cite nationwide labor shortages and rising costs of doing business.\u003c/p>\n\u003cp>Unionization is more popular than it’s ever been, even across political lines, with \u003ca href=\"https://news.gallup.com/poll/398303/approval-labor-unions-highest-point-1965.aspx\">a recent Gallup poll showing that 71% of Americans approve of labor unions\u003c/a>, the highest approval rating since 1965.\u003c/p>\n\u003cp>But questions remain over how financially well positioned hospitals are to hire and train more people and meet their employees’ increasingly vocal — and organized — demands.\u003c/p>\n\u003cp>“Health care is competing against a lot of other industries and sectors that also are having difficulty recruiting,” Spetz said.\u003c/p>\n\u003cp>“A skilled trade or retail or a restaurant can change their prices pretty quickly, but for health care, they are in these often multiyear insurance contracts and they cannot immediately drum up more revenue in order to pay those higher wages,” said Spetz. “They’re likely to be going back to the insurance industry in the next few years as their contracts come up for renegotiation and ask for more money. And then the insurance companies eventually are going to need to figure out how to pass that on in the price of higher premiums.”\u003c/p>\n\u003cp>And, Spetz added, the pressure of keeping costs down at a time of rampant inflation in a labor-intensive field like health care is exacerbated by the rising costs of supplies and equipment.\u003c/p>\n\u003cp>“Because it takes a while to have the ability to raise revenue … that just puts more financial pressure,” Spetz said, adding that as the pandemic relief money fades, hospitals will be facing financial shortfalls and worrying about “how the money’s going to play out for them.”\u003c/p>\n\u003cp>“A lot of it comes down to building a workplace where health care workers really feel valued, are able to use all their skills, are respected as professionals, regardless of what level they work within the organization … and have the autonomy to use their knowledge and skills to the highest ability,” Spetz said. “You need to be adequately staffed in general. And so that’s going to be the big challenge for employers, is how to create that healthy, supportive work culture. And you have to do that while you’re dealing with labor shortages and plugging all the holes that need to be plugged.”\u003c/p>\n\u003cp>\u003cem>Additional reporting was contributed by Bay City News and KQED’s Laura Klivans.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"title": "'We're Drowning': Why Kaiser Mental Health Workers Are Striking",
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"content": "\u003cp>On Friday, the fifth day of an open-ended strike by Kaiser Permanente mental health workers across Northern California, some 200 employees and supporters marched to the health care giant’s Oakland headquarters, demanding that management increase staffing and resources.\u003c/p>\n\u003cp>They were among the roughly 2,000 Kaiser therapists, social workers and other mental health care staffers across Northern California — represented by the National Union of Healthcare Workers — who formed picket lines outside Kaiser facilities this week, after negotiations with management ended without resolution last weekend. Those striking said employee morale is dangerously low and patient care has become substandard due to long wait times for treatment. [aside label=\"Related Stories\" postID=\"news_11922524,news_11922748,news_11921580\"] Kaiser officials have called the strike unethical to patients and counterproductive, pointing to the shortage of mental health professionals nationwide. A company representative declined to participate in an interview, citing ongoing negotiations.\u003c/p>\n\u003cp class=\"p1\">But in a statement issued Friday, Deb Catsavas, senior vice president of human resources at Kaiser Permanente Northern California, reiterated the company’s stance that the strike and “disruption to patient care” were unnecessary.\u003c/p>\n\u003cp class=\"p1\">“While [the National Union of Healthcare Workers] claims it is fighting for increased access to care, its primary demand is for union members to spend less time seeing patients,” said Catsavas. “Our patients cannot afford a proposal that significantly reduces the time available to care for our patients and their mental health needs.”\u003c/p>\n\u003cp>The strike comes amid what the White House has described as an unprecedented mental health crisis among Americans of all ages.\u003c/p>\n\u003ch2>Why are Kaiser mental health care workers striking?\u003c/h2>\n\u003cp>“We’re striking because it’s demoralizing to work for a company that actively does things to capitalize on burnout,” Naomi Johnson, an associate clinical social worker for Kaiser, told KQED Forum. “We’re really working very hard as clinicians to try to see patients as frequently as we can, and to provide the care that we’re trained [for] and good at providing. And we’re not supported in doing that by the company.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Kaiser tells patients that “if you have any sort of concerns or you want to come to therapy, please reach out,” added Johnson. “And then as providers, we’re told, ‘Only treat people who meet medical necessity.’ So it’s really difficult because we have this huge influx of people trying to seek services, but there aren’t enough of us to actually meet the demand, so we’re just completely overwhelmed. … We’re drowning, as clinicians.”\u003c/p>\n\u003cfigure id=\"attachment_11923078\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11923078\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut.jpg\" alt=\"a protest\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Kaiser mental health care workers rally before a march from Oakland Kaiser Medical Center to Kaiser’s corporate headquarters on Friday, Aug. 19, 2022, the fifth day of an open-ended strike. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch2>How does understaffing affect patients seeking treatment?\u003c/h2>\n\u003cp>“There are currently 2,600 Kaiser patients for every mental health worker in (the) Northern California Kaiser system,” Ilana Marcucci-Morris, a licensed clinical social worker in Kaiser’s psychiatry department in Oakland, told Forum. That means the average Kaiser therapist sees between seven and 12 patients per day, while someone in private practice might see between three and six. After a series of initial intake calls, the majority of Kaiser patients calling with a “nonurgent” need wait between two and three months to see a therapist.\u003c/p>\n\u003cp>The National Union of Healthcare Workers points to \u003ca href=\"https://nuhw.org/more-than-2000-kaiser-permanente-mental-health-clinicians-to-start-open-ended-strike-august-15/\">internal Kaiser documents illustrating\u003c/a> that “patients who received an initial mental health assessment on June 13 weren’t scheduled for follow-up appointments for a month in San Francisco, more than two months in Sacramento and three months or more in other parts of Northern California.” That length of time, experts say, does a disservice to those who have already taken the often-difficult first step of seeking support.\u003c/p>\n\u003cp>“The goal is to help people get better and terminate,” said Marcucci-Morris. “But the system within Kaiser does not allow for that. It’s the opposite. People are waiting longer, and deteriorating to where they either give up and pay [for therapy] out of pocket, which sets up a system for folks who have those resources to pay a private practice therapist and get better.” She said people who can’t afford private therapy and insurance premiums aren’t able to get better. “They get worse and they stay in Kaiser and they just stay sick,” she said.\u003c/p>\n\u003cfigure id=\"attachment_11923083\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11923083\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut.jpg\" alt=\"protestors reflected in a bus window\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Kaiser mental health care workers and supporters hold signs on the picket line outside Oakland Kaiser Medical Center. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch2>What is causing the understaffing?\u003c/h2>\n\u003cp>Kaiser administrators point to what they describe as a nationwide staffing shortage. “Across the country, there are not enough mental health care professionals to meet the increased demand for care,” said Kaiser’s Catsavas in an Aug. 15 statement. “This has created challenges for Kaiser Permanente and mental health care providers everywhere.”\u003c/p>\n\u003cp>Company administrators say they have worked to combat the shortage by hiring new mental health clinicians, including nearly 200 new clinicians since January 2021; improving mental health care access through virtual care; and launching a $500,000 initiative to recruit new employees.[pullquote align=\"right\" size=\"medium\" citation=\"Ilana Marcucci-Morris, Kaiser psychiatrist\"]‘There isn’t a shortage of clinicians. There’s only a shortage of clinicians that want to work for Kaiser.’[/pullquote]But those on strike said the severity of the shortage is specific to Kaiser, and that burnout and poor working conditions are contributing to low retention of existing employees, and making it difficult for the company to recruit new ones.\u003c/p>\n\u003cp>“There isn’t a shortage of clinicians. There’s only a shortage of clinicians that want to work for Kaiser,” said Marcucci-Morris. “We get into this field to help people, and it’s hard to recruit therapists when Kaiser’s reputation is known to make people wait so long for therapy sessions. It’s really, really not ethical. And I personally have a handful of colleagues and friends who are therapists with time in their schedules who I’ve tried to recruit for Kaiser. But the reputation is just so poor.”\u003c/p>\n\u003cp>It’s more appealing, said those striking, for qualified therapists to work for a private practice. “Workers just don’t want to work for Kaiser anymore, and that’s the real crisis we’re facing,” said Marcucci-Morris.\u003c/p>\n\u003cp>The union said the rate at which mental health clinicians are leaving Kaiser nearly doubled in the past year, with 668 clinicians leaving between June 2021 and May 2022, compared to 335 clinicians the previous year. In a union survey of 200 of those departing clinicians, 85% said they were leaving because their workload was unsustainable or because they felt they did not have enough time to complete the work, and 76% said they were unable to “treat patients in line with standards of care and medical necessity.”\u003c/p>\n\u003cp>“We need to grow the mental health workforce, there’s no doubt about that,” California state Senator Scott Wiener told KQED Forum. “It is also the case that the shortage is not as severe right now as the health plans say … health plans can take steps to expand their workforce, including paying better, providing better reimbursements to private providers, and those are investments that they should be making that they have not made.”\u003c/p>\n\u003cp>“I don’t think it’s the case that they can just throw up their hands and say, we have some challenges with the workforce, and so therefore, we’re going to make people wait three months,” he added. “We have real shortages of physical health care providers, but we don’t tolerate around physical health what we have long tolerated around mental health, which is effectively denying people access to lifesaving care.”\u003c/p>\n\u003cfigure id=\"attachment_11923080\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11923080\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut.jpg\" alt=\"a baby in a stroller as part of a protest \" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Kaiser mental health care workers carry signs on the picket line outside Oakland Kaiser Medical Center on Friday, Aug. 19, 2022, the fifth day of an open-ended strike. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch2>Has California passed any recent laws to address this shortage?\u003c/h2>\n\u003cp>\u003ca href=\"https://openstates.org/ca/bills/20212022/SB221/\">Senate Bill 221\u003c/a>, which passed in 2021 and went into effect July 1, 2022, said that “health plans, including Kaiser, must provide timely access to mental health and addiction treatment,” Senator Wiener told Forum. “And that means a prompt first visit.”\u003c/p>\n\u003cp>The law codifies existing regulations from the Department of Managed Health Care and the Department of Insurance that require a health care service plan or an insurer to ensure that “for an enrollee requesting a non-urgent appointment with a non-physician mental health care provider … appointments are offered within 10 business days of the request for an appointment.” Follow-up visits have to happen within two weeks, added Wiener.\u003c/p>\n\u003cp>\u003ca href=\"https://leginfo.legislature.ca.gov/faces/billVotesClient.xhtml?bill_id=202120220SB858\" target=\"_blank\" rel=\"noopener noreferrer\">Senate Bill 858\u003c/a>, which recently passed on the California State Assembly floor and will now move to Gov. Gavin Newsom’s desk, would update the way health insurance companies are fined for violations, something that hasn’t been updated or even adjusted for inflation since the 1970s, said Wiener. Currently, the maximum fine possible stands at $2,500 per violation; the bill, if passed, would increase that amount to $25,000.\u003c/p>\n\u003cp>“We think that will create a much larger incentive to actually follow the law and provide people with timely and appropriate access to health care,” he said.\u003c/p>\n\u003ch2>What exactly are the strikers asking for? What’s the current status of negotiations?\u003c/h2>\n\u003cp>In negotiations that led up to the strike, the National Union of Healthcare Workers accepted Kaiser’s wage-increase offer. But the union held fast on its demand that nine hours per week — up from the current six hours — be allotted for administrative work. Kaiser rejected that demand, arguing it would not leave adequate time to see patients. The company’s counteroffer, of an additional 1.2 hours for that work, was flatly rejected.\u003c/p>\n\u003cp>“We wouldn’t be striking right now if money was the primary [issue],” said Marcucci-Morris, pointing to burnout, retention issues and poor morale — as well as what the union describes as the lack of a clear plan for how the company is going to meet the requirements laid out by SB 221.\u003c/p>\n\u003cp>“It’s not going to fix the problems to buy the therapists out and pay us more,” she said. “What good is more pay when you’re drowning and can’t come up for air?”\u003c/p>\n\u003ch2>How is the strike affecting patients in need of care?\u003c/h2>\n\u003cp>Kaiser is legally obligated to continue providing care for its members during a labor strike.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n\u003cp>“Beginning this week, our patients will receive care from those mental health clinicians who choose patient needs over the strike, as well as from our psychiatrists, clinical managers, and other licensed professionals,” said Catsavas in a statement on the first day of the strike, while noting that “some nonurgent appointments may need to be rescheduled” and that patients whose appointments might be affected “will be directly contacted prior to the date of the appointment to ensure they receive the care they need.”\u003c/p>\n\n",
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"excerpt": "On the fifth day of an open-ended strike, Kaiser mental health workers gathered in Oakland to protest outside the health care giant's corporate headquarters. Here's what they're marching for.",
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"title": "'We're Drowning': Why Kaiser Mental Health Workers Are Striking | KQED",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>On Friday, the fifth day of an open-ended strike by Kaiser Permanente mental health workers across Northern California, some 200 employees and supporters marched to the health care giant’s Oakland headquarters, demanding that management increase staffing and resources.\u003c/p>\n\u003cp>They were among the roughly 2,000 Kaiser therapists, social workers and other mental health care staffers across Northern California — represented by the National Union of Healthcare Workers — who formed picket lines outside Kaiser facilities this week, after negotiations with management ended without resolution last weekend. Those striking said employee morale is dangerously low and patient care has become substandard due to long wait times for treatment. \u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp> Kaiser officials have called the strike unethical to patients and counterproductive, pointing to the shortage of mental health professionals nationwide. A company representative declined to participate in an interview, citing ongoing negotiations.\u003c/p>\n\u003cp class=\"p1\">But in a statement issued Friday, Deb Catsavas, senior vice president of human resources at Kaiser Permanente Northern California, reiterated the company’s stance that the strike and “disruption to patient care” were unnecessary.\u003c/p>\n\u003cp class=\"p1\">“While [the National Union of Healthcare Workers] claims it is fighting for increased access to care, its primary demand is for union members to spend less time seeing patients,” said Catsavas. “Our patients cannot afford a proposal that significantly reduces the time available to care for our patients and their mental health needs.”\u003c/p>\n\u003cp>The strike comes amid what the White House has described as an unprecedented mental health crisis among Americans of all ages.\u003c/p>\n\u003ch2>Why are Kaiser mental health care workers striking?\u003c/h2>\n\u003cp>“We’re striking because it’s demoralizing to work for a company that actively does things to capitalize on burnout,” Naomi Johnson, an associate clinical social worker for Kaiser, told KQED Forum. “We’re really working very hard as clinicians to try to see patients as frequently as we can, and to provide the care that we’re trained [for] and good at providing. And we’re not supported in doing that by the company.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Kaiser tells patients that “if you have any sort of concerns or you want to come to therapy, please reach out,” added Johnson. “And then as providers, we’re told, ‘Only treat people who meet medical necessity.’ So it’s really difficult because we have this huge influx of people trying to seek services, but there aren’t enough of us to actually meet the demand, so we’re just completely overwhelmed. … We’re drowning, as clinicians.”\u003c/p>\n\u003cfigure id=\"attachment_11923078\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11923078\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut.jpg\" alt=\"a protest\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57886_021_KQED_KaiserStrikeOakland_08192022-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Kaiser mental health care workers rally before a march from Oakland Kaiser Medical Center to Kaiser’s corporate headquarters on Friday, Aug. 19, 2022, the fifth day of an open-ended strike. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch2>How does understaffing affect patients seeking treatment?\u003c/h2>\n\u003cp>“There are currently 2,600 Kaiser patients for every mental health worker in (the) Northern California Kaiser system,” Ilana Marcucci-Morris, a licensed clinical social worker in Kaiser’s psychiatry department in Oakland, told Forum. That means the average Kaiser therapist sees between seven and 12 patients per day, while someone in private practice might see between three and six. After a series of initial intake calls, the majority of Kaiser patients calling with a “nonurgent” need wait between two and three months to see a therapist.\u003c/p>\n\u003cp>The National Union of Healthcare Workers points to \u003ca href=\"https://nuhw.org/more-than-2000-kaiser-permanente-mental-health-clinicians-to-start-open-ended-strike-august-15/\">internal Kaiser documents illustrating\u003c/a> that “patients who received an initial mental health assessment on June 13 weren’t scheduled for follow-up appointments for a month in San Francisco, more than two months in Sacramento and three months or more in other parts of Northern California.” That length of time, experts say, does a disservice to those who have already taken the often-difficult first step of seeking support.\u003c/p>\n\u003cp>“The goal is to help people get better and terminate,” said Marcucci-Morris. “But the system within Kaiser does not allow for that. It’s the opposite. People are waiting longer, and deteriorating to where they either give up and pay [for therapy] out of pocket, which sets up a system for folks who have those resources to pay a private practice therapist and get better.” She said people who can’t afford private therapy and insurance premiums aren’t able to get better. “They get worse and they stay in Kaiser and they just stay sick,” she said.\u003c/p>\n\u003cfigure id=\"attachment_11923083\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11923083\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut.jpg\" alt=\"protestors reflected in a bus window\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57866_005_KQED_KaiserStrikeOakland_08192022-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Kaiser mental health care workers and supporters hold signs on the picket line outside Oakland Kaiser Medical Center. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch2>What is causing the understaffing?\u003c/h2>\n\u003cp>Kaiser administrators point to what they describe as a nationwide staffing shortage. “Across the country, there are not enough mental health care professionals to meet the increased demand for care,” said Kaiser’s Catsavas in an Aug. 15 statement. “This has created challenges for Kaiser Permanente and mental health care providers everywhere.”\u003c/p>\n\u003cp>Company administrators say they have worked to combat the shortage by hiring new mental health clinicians, including nearly 200 new clinicians since January 2021; improving mental health care access through virtual care; and launching a $500,000 initiative to recruit new employees.\u003c/p>\u003c/div>",
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"content": "‘There isn’t a shortage of clinicians. There’s only a shortage of clinicians that want to work for Kaiser.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>But those on strike said the severity of the shortage is specific to Kaiser, and that burnout and poor working conditions are contributing to low retention of existing employees, and making it difficult for the company to recruit new ones.\u003c/p>\n\u003cp>“There isn’t a shortage of clinicians. There’s only a shortage of clinicians that want to work for Kaiser,” said Marcucci-Morris. “We get into this field to help people, and it’s hard to recruit therapists when Kaiser’s reputation is known to make people wait so long for therapy sessions. It’s really, really not ethical. And I personally have a handful of colleagues and friends who are therapists with time in their schedules who I’ve tried to recruit for Kaiser. But the reputation is just so poor.”\u003c/p>\n\u003cp>It’s more appealing, said those striking, for qualified therapists to work for a private practice. “Workers just don’t want to work for Kaiser anymore, and that’s the real crisis we’re facing,” said Marcucci-Morris.\u003c/p>\n\u003cp>The union said the rate at which mental health clinicians are leaving Kaiser nearly doubled in the past year, with 668 clinicians leaving between June 2021 and May 2022, compared to 335 clinicians the previous year. In a union survey of 200 of those departing clinicians, 85% said they were leaving because their workload was unsustainable or because they felt they did not have enough time to complete the work, and 76% said they were unable to “treat patients in line with standards of care and medical necessity.”\u003c/p>\n\u003cp>“We need to grow the mental health workforce, there’s no doubt about that,” California state Senator Scott Wiener told KQED Forum. “It is also the case that the shortage is not as severe right now as the health plans say … health plans can take steps to expand their workforce, including paying better, providing better reimbursements to private providers, and those are investments that they should be making that they have not made.”\u003c/p>\n\u003cp>“I don’t think it’s the case that they can just throw up their hands and say, we have some challenges with the workforce, and so therefore, we’re going to make people wait three months,” he added. “We have real shortages of physical health care providers, but we don’t tolerate around physical health what we have long tolerated around mental health, which is effectively denying people access to lifesaving care.”\u003c/p>\n\u003cfigure id=\"attachment_11923080\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11923080\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut.jpg\" alt=\"a baby in a stroller as part of a protest \" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2022/08/RS57907_044_KQED_KaiserStrikeOakland_08192022-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Kaiser mental health care workers carry signs on the picket line outside Oakland Kaiser Medical Center on Friday, Aug. 19, 2022, the fifth day of an open-ended strike. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch2>Has California passed any recent laws to address this shortage?\u003c/h2>\n\u003cp>\u003ca href=\"https://openstates.org/ca/bills/20212022/SB221/\">Senate Bill 221\u003c/a>, which passed in 2021 and went into effect July 1, 2022, said that “health plans, including Kaiser, must provide timely access to mental health and addiction treatment,” Senator Wiener told Forum. “And that means a prompt first visit.”\u003c/p>\n\u003cp>The law codifies existing regulations from the Department of Managed Health Care and the Department of Insurance that require a health care service plan or an insurer to ensure that “for an enrollee requesting a non-urgent appointment with a non-physician mental health care provider … appointments are offered within 10 business days of the request for an appointment.” Follow-up visits have to happen within two weeks, added Wiener.\u003c/p>\n\u003cp>\u003ca href=\"https://leginfo.legislature.ca.gov/faces/billVotesClient.xhtml?bill_id=202120220SB858\" target=\"_blank\" rel=\"noopener noreferrer\">Senate Bill 858\u003c/a>, which recently passed on the California State Assembly floor and will now move to Gov. Gavin Newsom’s desk, would update the way health insurance companies are fined for violations, something that hasn’t been updated or even adjusted for inflation since the 1970s, said Wiener. Currently, the maximum fine possible stands at $2,500 per violation; the bill, if passed, would increase that amount to $25,000.\u003c/p>\n\u003cp>“We think that will create a much larger incentive to actually follow the law and provide people with timely and appropriate access to health care,” he said.\u003c/p>\n\u003ch2>What exactly are the strikers asking for? What’s the current status of negotiations?\u003c/h2>\n\u003cp>In negotiations that led up to the strike, the National Union of Healthcare Workers accepted Kaiser’s wage-increase offer. But the union held fast on its demand that nine hours per week — up from the current six hours — be allotted for administrative work. Kaiser rejected that demand, arguing it would not leave adequate time to see patients. The company’s counteroffer, of an additional 1.2 hours for that work, was flatly rejected.\u003c/p>\n\u003cp>“We wouldn’t be striking right now if money was the primary [issue],” said Marcucci-Morris, pointing to burnout, retention issues and poor morale — as well as what the union describes as the lack of a clear plan for how the company is going to meet the requirements laid out by SB 221.\u003c/p>\n\u003cp>“It’s not going to fix the problems to buy the therapists out and pay us more,” she said. “What good is more pay when you’re drowning and can’t come up for air?”\u003c/p>\n\u003ch2>How is the strike affecting patients in need of care?\u003c/h2>\n\u003cp>Kaiser is legally obligated to continue providing care for its members during a labor strike.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“Beginning this week, our patients will receive care from those mental health clinicians who choose patient needs over the strike, as well as from our psychiatrists, clinical managers, and other licensed professionals,” said Catsavas in a statement on the first day of the strike, while noting that “some nonurgent appointments may need to be rescheduled” and that patients whose appointments might be affected “will be directly contacted prior to the date of the appointment to ensure they receive the care they need.”\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Nearly 5,000 striking nurses at Stanford and Lucile Packard Children’s hospitals plan to return to work Tuesday after overwhelmingly approving new three-year contracts.\u003c/p>\n\u003cp>The new agreements, which cover nurses at both hospitals, include yearly wage increases of 7% this year and 5% for each of the following two years, along with more generous retirement benefits and additional vacation time.\u003c/p>\n\u003cp>In an effort to address severe staffing shortages and high rates of burnout in the profession, the contracts also offer better access to mental health support and new pay incentives for recruiting and retaining nurses in hard-to-staff sectors, like critical care.\u003c/p>\n\u003cp>“We are very proud of the advances we have made with these contracts,” Colleen Borges, president of the Committee for Recognition of Nursing Achievement (CRONA), the union representing nurses, told reporters Monday. “They addressed the goals we set out at the outset of negotiations, and we hope will lead the way to improve nursing as an overall profession.”\u003c/p>\n\u003cp>https://twitter.com/CRONAnurses/status/1521176731083706368\u003c/p>\n\u003cp>\u003ca href=\"https://www.kqed.org/news/11912231/stanford-nurses-strike-over-staffing-shortages-lack-of-mental-health-support\">Nurses went on strike last Monday\u003c/a>, April 25, in an action that more than 90% of the union’s rank-and-file supported after their previous contracts expired in March. Union officials argued that the two hospitals were not adequately reinvesting in staffing, even after receiving hundreds of millions of dollars in federal pandemic relief funding. Revenue for the two hospitals grew 16%, to a combined $8.3 billion, according to Stanford Health Care’s financial disclosure for the 2021 fiscal year.\u003c/p>\n\u003cp>Kathy Stormberg, CRONA’s vice president, said management finally got the message that the nursing profession needs to be more sustainable and appealing.\u003c/p>\n\u003cp>“Amid a nationwide shortage of nurses driven by high levels of burnout, moral injury, exhaustion and trauma, hospitals need to step up their support for the nursing profession,” she told reporters on Monday. “Creating better and safer working conditions for nurses is directly connected to ensuring the best care conditions for the patients who are in our charge.”\u003c/p>\n\u003cp>[aside label=\"related coverage\" tag=\"stanford-hospital\"]A 2021 UCSF study estimated a \u003ca href=\"https://www.ucsf.edu/news/2021/09/421366/california-faces-short-term-nursing-shortage-covid-19-retirements\">shortage of more than 40,000 full-time registered nurses in California\u003c/a>, part of what it identified as a longer-term trend that has been accelerated during the COVID-19 pandemic.\u003c/p>\n\u003cp>Meanwhile, a survey conducted by CRONA in November found that 45% of Stanford nurses had considered leaving their jobs due to a lack of resources, training and support staff.\u003c/p>\n\u003cp>Kimberley Reed, a union representative who has worked for roughly 18 years as a nurse in Stanford Hospital’s cardiac intensive care unit, said many nurses simply have been pushed to the brink.\u003c/p>\n\u003cp>“There’s been high turnover, an increased amount of overtime that we’re using, decreased resources available to us,” she said. “And there’s really no time for us to rest and recharge. All of this is not sustainable.”\u003c/p>\n\u003cp>Reed said she’s particularly encouraged that the new contract includes better mental health support and pay incentives for nurses working with severely ill patients in emergency departments, intensive care units and critical care transport teams.\u003c/p>\n\u003cp>“The reason that is so important is because it’s been really, really hard for the institution to be able to get nurses in those areas,” she said. “So this incentive program will hopefully retain the nurses who have been here through the pandemic. And it will also incentivize experienced nurses who want to come to Stanford to work in those areas.”\u003c/p>\n\u003cp>Pressure mounted against hospital management heading into the strike, with nurses receiving strong support from elected officials across the Peninsula and South Bay. \u003ca href=\"https://twitter.com/SenAlexPadilla/status/1520202366049562626\">U.S. Sen. Alex Padilla also visited the picket line Friday\u003c/a>, calling nurses “real-life superheroes.”\u003c/p>\n\u003cp>In a statement, Stanford said it was pleased to reach a deal that reflects “shared priorities and enhances existing benefits supporting our nurses’ health, well-being, and ongoing professional development.”\u003c/p>\n\u003cp>CRONA officials agreed Monday that both sides had shared goals, but suggested that they approached the negotiations in notably different ways.\u003c/p>\n\u003cp>“Sticking points really had to do with sort of a philosophical difference in how we approach things,” Stormberg said. “It wasn’t so much that there was a specific issue, rather that it was a complete package of changes that we were working on.”\u003c/p>\n\u003cp>\u003cem>This story includes reporting from KQED’s Sara Hossaini and Eli Walsh of Bay City News.\u003c/em>\u003cbr>\n[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Nearly 5,000 striking nurses at Stanford and Lucile Packard Children’s hospitals plan to return to work Tuesday after overwhelmingly approving new three-year contracts.\u003c/p>\n\u003cp>The new agreements, which cover nurses at both hospitals, include yearly wage increases of 7% this year and 5% for each of the following two years, along with more generous retirement benefits and additional vacation time.\u003c/p>\n\u003cp>In an effort to address severe staffing shortages and high rates of burnout in the profession, the contracts also offer better access to mental health support and new pay incentives for recruiting and retaining nurses in hard-to-staff sectors, like critical care.\u003c/p>\n\u003cp>“We are very proud of the advances we have made with these contracts,” Colleen Borges, president of the Committee for Recognition of Nursing Achievement (CRONA), the union representing nurses, told reporters Monday. “They addressed the goals we set out at the outset of negotiations, and we hope will lead the way to improve nursing as an overall profession.”\u003c/p>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\n\u003cp>\u003ca href=\"https://www.kqed.org/news/11912231/stanford-nurses-strike-over-staffing-shortages-lack-of-mental-health-support\">Nurses went on strike last Monday\u003c/a>, April 25, in an action that more than 90% of the union’s rank-and-file supported after their previous contracts expired in March. Union officials argued that the two hospitals were not adequately reinvesting in staffing, even after receiving hundreds of millions of dollars in federal pandemic relief funding. Revenue for the two hospitals grew 16%, to a combined $8.3 billion, according to Stanford Health Care’s financial disclosure for the 2021 fiscal year.\u003c/p>\n\u003cp>Kathy Stormberg, CRONA’s vice president, said management finally got the message that the nursing profession needs to be more sustainable and appealing.\u003c/p>\n\u003cp>“Amid a nationwide shortage of nurses driven by high levels of burnout, moral injury, exhaustion and trauma, hospitals need to step up their support for the nursing profession,” she told reporters on Monday. “Creating better and safer working conditions for nurses is directly connected to ensuring the best care conditions for the patients who are in our charge.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>A 2021 UCSF study estimated a \u003ca href=\"https://www.ucsf.edu/news/2021/09/421366/california-faces-short-term-nursing-shortage-covid-19-retirements\">shortage of more than 40,000 full-time registered nurses in California\u003c/a>, part of what it identified as a longer-term trend that has been accelerated during the COVID-19 pandemic.\u003c/p>\n\u003cp>Meanwhile, a survey conducted by CRONA in November found that 45% of Stanford nurses had considered leaving their jobs due to a lack of resources, training and support staff.\u003c/p>\n\u003cp>Kimberley Reed, a union representative who has worked for roughly 18 years as a nurse in Stanford Hospital’s cardiac intensive care unit, said many nurses simply have been pushed to the brink.\u003c/p>\n\u003cp>“There’s been high turnover, an increased amount of overtime that we’re using, decreased resources available to us,” she said. “And there’s really no time for us to rest and recharge. All of this is not sustainable.”\u003c/p>\n\u003cp>Reed said she’s particularly encouraged that the new contract includes better mental health support and pay incentives for nurses working with severely ill patients in emergency departments, intensive care units and critical care transport teams.\u003c/p>\n\u003cp>“The reason that is so important is because it’s been really, really hard for the institution to be able to get nurses in those areas,” she said. “So this incentive program will hopefully retain the nurses who have been here through the pandemic. And it will also incentivize experienced nurses who want to come to Stanford to work in those areas.”\u003c/p>\n\u003cp>Pressure mounted against hospital management heading into the strike, with nurses receiving strong support from elected officials across the Peninsula and South Bay. \u003ca href=\"https://twitter.com/SenAlexPadilla/status/1520202366049562626\">U.S. Sen. Alex Padilla also visited the picket line Friday\u003c/a>, calling nurses “real-life superheroes.”\u003c/p>\n\u003cp>In a statement, Stanford said it was pleased to reach a deal that reflects “shared priorities and enhances existing benefits supporting our nurses’ health, well-being, and ongoing professional development.”\u003c/p>\n\u003cp>CRONA officials agreed Monday that both sides had shared goals, but suggested that they approached the negotiations in notably different ways.\u003c/p>\n\u003cp>“Sticking points really had to do with sort of a philosophical difference in how we approach things,” Stormberg said. “It wasn’t so much that there was a specific issue, rather that it was a complete package of changes that we were working on.”\u003c/p>\n\u003cp>\u003cem>This story includes reporting from KQED’s Sara Hossaini and Eli Walsh of Bay City News.\u003c/em>\u003cbr>\n\u003c/p>\u003c/div>",
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"content": "\u003cp>About 5,000 nurses at Stanford and Lucile Packard Children’s hospitals went on strike Monday, with workers calling on Stanford Health Care management to boost wages, address staffing shortages and provide workers with more mental health support, a need that’s grown during the pandemic.\u003c/p>\n\u003cp>According to the Committee for Recognition of Nursing Achievement, or CRONA, which represents the striking nurses, executives at Stanford Health Care and Luclle Packard Children’s Hospital have failed to address low staff retention and high turnover rates and have attempted to withdraw health benefits for striking nurses.\u003c/p>\n\u003cp>Stanford administrators and union leaders are set to go back to the bargaining table Tuesday as nurses enter their second day of an open-ended strike.\u003c/p>\n\u003cp>Roughly 93% of nurses represented by CRONA voted to authorize the strike earlier this month after their labor contract with Stanford expired March 31. The strike is CRONA’s first in more than two decades, according to the union.\u003c/p>\n\u003cp>“A strike has always been the last resort for CRONA nurses, but we are prepared to stand strong and make sacrifices today for the transformative changes that the nursing profession and our patients need,” said CRONA President Colleen Borges on Monday. Borges is a pediatric oncology nurse at Packard Children’s.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>https://twitter.com/CRONAnurses/status/1518635587435065345?s=20&t=zWCMkNe3aGzraOscLsagKg\u003c/p>\n\u003cp>A survey conducted by CRONA in November found that 45% of Stanford nurses considered leaving due to a lack of resources, training and support staff.\u003c/p>\n\u003cp>Stanford Health Care Chief Nurse Executive Dale Beatty and Stanford Children’s Health Senior Vice President Jesus Cepero said in a joint statement that they respect the union’s right to strike, but argued that Stanford will be forced to reduce some services and reschedule elective procedures during the strike, even after securing replacement nurses for the two hospitals.\u003c/p>\n\u003cp>The two executives also argued that Stanford’s most recent contract offer to CRONA was sufficient, offering increased wages, student loan repayment assistance and incentive payments for nurses in units with high turnover rates.\u003c/p>\n\u003cp>“We continue to work toward an agreement with CRONA on a contract that our nurses can support and be proud of,” Beatty and Cepero said. “Our nurses are exceptional, and we strive to recognize and reward their enormous contributions.”\u003c/p>\n\u003cp>[aside postID=news_11911519 hero='https://ww2.kqed.org/app/uploads/sites/10/2022/04/GettyImages-1392178871-1020x676.jpg']“Nobody wants to strike,” ICU cardiac nurse Kimberley Reed told KQED. “Because it’s not good for hospitals. It’s not good for nurses. It’s not good for our patients.”\u003c/p>\n\u003cp>But Reed said she’ll be at the bargaining table to fight for better retirement benefits and to make sure that patients get the best care — and part of that, she said, is making sure nurses also get the mental health care they need.\u003c/p>\n\u003cp>“A lot of [workers] are paying for mental health services out of their pockets,” she said. “And I think with the death of Michael Odell … that actually did something to a lot of people.” Odell was a 27-year-old traveling nurse who was working at Stanford Health Care in January when he \u003ca href=\"https://www.statnews.com/2022/03/23/nurse-warned-of-pandemic-mental-toll-health-workers/\">died by an apparent suicide\u003c/a>.\u003c/p>\n\u003cp>“We had been bringing these [mental health] issues to light even before the tragic death of one of our colleagues,” Fred Taleghani, a nurse at Lucile Packard Children’s Hospital and a member of the union’s negotiation team, told KQED before the strike began.\u003c/p>\n\u003cp>The hospitals’ existing employee assistance program, Taleghani said, “was taking upwards [of] four to six weeks to even get an appointment with a therapist. And [for] anyone experiencing a mental health crisis, you need help immediately. A month from now, a month and a half from now — it doesn’t work.”\u003c/p>\n\u003cp>Taleghani said the union is asking for creative workarounds to get the hospitals to improve mental health care options for workers.\u003c/p>\n\u003cp>“We’re asking for $1,750 that [a] nurse can reimburse up to 80% of their outside mental health expenses with,” he said. “Mental health is a really personal issue, and you have to have a therapist that you connect with — and a randomly assigned therapist from a large company … is just not workable.”\u003c/p>\n\u003ch2>Hospitals plan to cut striking workers’ benefits\u003c/h2>\n\u003cp>Stanford Health and Packard Children’s announced earlier this month that they would cut striking workers’ health care benefits as of May 1. Stanford executives Beatty and Cepero said doing so is “standard national practice,” as health care benefits from an employer are generally only provided to those who are actively working.\u003c/p>\n\u003cp>“This standard practice is not unique to our hospitals and applies to any of our employees who are not working, are on unpaid status, and are not on an approved leave,” they said.\u003c/p>\n\u003cp>State legislators representing parts of the peninsula have called on Stanford to resolve the contract dispute.\u003c/p>\n\u003cp>In a joint letter Friday to Stanford Health Care President and CEO David Entwistle and Packard Children’s President and CEO Paul King, Assemblymembers Ash Kalra (D-San José) and Marc Berman (D-Palo Alto) and state Sen. Josh Becker (D-San Mateo) called it “unconscionable” that the two hospitals would cut health care benefits for striking workers and suggested it was a tactic to break the picket line.\u003c/p>\n\u003cp>The legislators and CRONA also have noted that Stanford Health Care and Packard Children’s have received hundreds of millions of dollars in federal pandemic relief funding — Stanford Health Care’s financial disclosure for the end of the 2021 fiscal year reported that revenue for the two hospitals grew 16% to a combined $8.3 billion.\u003c/p>\n\u003cp>“Cutting off the health care for these frontline health care workers and their families after they have carried us through a pandemic is not only unnecessary — it is cruel and out of step with the values Stanford and Packard publicly advertise,” Kalra, Berman and Becker said. “Having received generous federal funding the last two years, Stanford and Packard health care should not be playing games with nurses’ health care benefits.”\u003c/p>\n\u003cp>CRONA has yet to announce an end date for the strike and plans to continue bargaining with Stanford Health executives.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n\u003cp>\u003cem>This story includes reporting from Eli Walsh of Bay City News, KQED’s Sukey Lewis and KQED’s April Dembosky. \u003c/em>\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>About 5,000 nurses at Stanford and Lucile Packard Children’s hospitals went on strike Monday, with workers calling on Stanford Health Care management to boost wages, address staffing shortages and provide workers with more mental health support, a need that’s grown during the pandemic.\u003c/p>\n\u003cp>According to the Committee for Recognition of Nursing Achievement, or CRONA, which represents the striking nurses, executives at Stanford Health Care and Luclle Packard Children’s Hospital have failed to address low staff retention and high turnover rates and have attempted to withdraw health benefits for striking nurses.\u003c/p>\n\u003cp>Stanford administrators and union leaders are set to go back to the bargaining table Tuesday as nurses enter their second day of an open-ended strike.\u003c/p>\n\u003cp>Roughly 93% of nurses represented by CRONA voted to authorize the strike earlier this month after their labor contract with Stanford expired March 31. The strike is CRONA’s first in more than two decades, according to the union.\u003c/p>\n\u003cp>“A strike has always been the last resort for CRONA nurses, but we are prepared to stand strong and make sacrifices today for the transformative changes that the nursing profession and our patients need,” said CRONA President Colleen Borges on Monday. Borges is a pediatric oncology nurse at Packard Children’s.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“Nobody wants to strike,” ICU cardiac nurse Kimberley Reed told KQED. “Because it’s not good for hospitals. It’s not good for nurses. It’s not good for our patients.”\u003c/p>\n\u003cp>But Reed said she’ll be at the bargaining table to fight for better retirement benefits and to make sure that patients get the best care — and part of that, she said, is making sure nurses also get the mental health care they need.\u003c/p>\n\u003cp>“A lot of [workers] are paying for mental health services out of their pockets,” she said. “And I think with the death of Michael Odell … that actually did something to a lot of people.” Odell was a 27-year-old traveling nurse who was working at Stanford Health Care in January when he \u003ca href=\"https://www.statnews.com/2022/03/23/nurse-warned-of-pandemic-mental-toll-health-workers/\">died by an apparent suicide\u003c/a>.\u003c/p>\n\u003cp>“We had been bringing these [mental health] issues to light even before the tragic death of one of our colleagues,” Fred Taleghani, a nurse at Lucile Packard Children’s Hospital and a member of the union’s negotiation team, told KQED before the strike began.\u003c/p>\n\u003cp>The hospitals’ existing employee assistance program, Taleghani said, “was taking upwards [of] four to six weeks to even get an appointment with a therapist. And [for] anyone experiencing a mental health crisis, you need help immediately. A month from now, a month and a half from now — it doesn’t work.”\u003c/p>\n\u003cp>Taleghani said the union is asking for creative workarounds to get the hospitals to improve mental health care options for workers.\u003c/p>\n\u003cp>“We’re asking for $1,750 that [a] nurse can reimburse up to 80% of their outside mental health expenses with,” he said. “Mental health is a really personal issue, and you have to have a therapist that you connect with — and a randomly assigned therapist from a large company … is just not workable.”\u003c/p>\n\u003ch2>Hospitals plan to cut striking workers’ benefits\u003c/h2>\n\u003cp>Stanford Health and Packard Children’s announced earlier this month that they would cut striking workers’ health care benefits as of May 1. Stanford executives Beatty and Cepero said doing so is “standard national practice,” as health care benefits from an employer are generally only provided to those who are actively working.\u003c/p>\n\u003cp>“This standard practice is not unique to our hospitals and applies to any of our employees who are not working, are on unpaid status, and are not on an approved leave,” they said.\u003c/p>\n\u003cp>State legislators representing parts of the peninsula have called on Stanford to resolve the contract dispute.\u003c/p>\n\u003cp>In a joint letter Friday to Stanford Health Care President and CEO David Entwistle and Packard Children’s President and CEO Paul King, Assemblymembers Ash Kalra (D-San José) and Marc Berman (D-Palo Alto) and state Sen. Josh Becker (D-San Mateo) called it “unconscionable” that the two hospitals would cut health care benefits for striking workers and suggested it was a tactic to break the picket line.\u003c/p>\n\u003cp>The legislators and CRONA also have noted that Stanford Health Care and Packard Children’s have received hundreds of millions of dollars in federal pandemic relief funding — Stanford Health Care’s financial disclosure for the end of the 2021 fiscal year reported that revenue for the two hospitals grew 16% to a combined $8.3 billion.\u003c/p>\n\u003cp>“Cutting off the health care for these frontline health care workers and their families after they have carried us through a pandemic is not only unnecessary — it is cruel and out of step with the values Stanford and Packard publicly advertise,” Kalra, Berman and Becker said. “Having received generous federal funding the last two years, Stanford and Packard health care should not be playing games with nurses’ health care benefits.”\u003c/p>\n\u003cp>CRONA has yet to announce an end date for the strike and plans to continue bargaining with Stanford Health executives.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"info": "Possible is hosted by entrepreneur Reid Hoffman and writer Aria Finger. Together in Possible, Hoffman and Finger lead enlightening discussions about building a brighter collective future. The show features interviews with visionary guests like Trevor Noah, Sam Altman and Janette Sadik-Khan. Possible paints an optimistic portrait of the world we can create through science, policy, business, art and our shared humanity. It asks: What if everything goes right for once? How can we get there? Each episode also includes a short fiction story generated by advanced AI GPT-4, serving as a thought-provoking springboard to speculate how humanity could leverage technology for good.",
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"soldout": {
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"title": "SOLD OUT: Rethinking Housing in America",
"tagline": "A new future for housing",
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"info": "",
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