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"content": "\u003cp>The San José City Council on Tuesday approved agreements with two unions representing nearly 4,500 city workers, \u003ca href=\"https://www.kqed.org/news/11957602/san-joses-looming-city-worker-strike-would-be-largest-in-42-years\">averting a historic strike that threatened to disrupt\u003c/a> basic city services.\u003c/p>\n\u003cp>The vote follows the announcement of a deal reached late Monday, hours before a \u003ca href=\"https://www.kqed.org/news/11957679/4500-san-jose-city-workers-are-about-to-go-on-strike\">scheduled work stoppage\u003c/a> that would have been the city’s largest in more than 40 years — potentially shuttering libraries and community centers and also delaying permitting and inspections. The council’s approval came despite objections from Mayor Matt Mahan, who blasted the pact as irresponsible and predicted it would lead to painful budget cuts.[pullquote size=\"medium\" align=\"right\" citation=\"Michael Jun, housing development officer, San José\"]‘Workers have power, our labor has power. I’m really glad we came to an agreement and the city came back to the table and listened to our needs.’[/pullquote]Union leaders cheered the deal, which will give employees an immediate 6% raise.\u003c/p>\n\u003cp>“Workers have power, our labor has power,” said Michael Jun, a development officer with the city’s Housing Department. “I’m really glad we came to an agreement and the city came back to the table and listened to our needs.”\u003c/p>\n\u003cp>The three-year contract also includes a 5% wage hike in the fiscal year beginning July 2024 and a pay increase of at least 3.5% in July 2025. The final year raise will increase to 4% if city budget analysts project a surplus of at least $10 million in 2025, according to a bulletin sent to union members and shared with KQED.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>City workers represented by MEF-AFSCME Local 101 and IFPTE Local 21 will also receive eight weeks of paid family leave, up from one week, along with eight hours of new personal leave and a lump sum payment. Union leaders said they did not secure their desired outcome on callback pay — a bonus for extra work performed on short notice.\u003c/p>\n\u003cp>But the key sticking point throughout months of negotiations was wages. Workers represented by the unions maintained that wages in San José are not keeping pace with other municipalities, leading to employee turnover. Mahan argued that an overly generous wage offer would result in layoffs or service cuts down the road.\u003c/p>\n\u003cp>“Our unions did their job,” Mahan said. “But our council did not do its job. Our leaders were elected to represent the people, and the needs of the people took a back seat. The reality is, we are gambling with the services people rely on.”[pullquote size=\"medium\" align=\"right\" citation=\"San José Mayor Matt Mahon\"]‘Our unions did their job. But our council did not do its job. Our leaders were elected to represent the people, and the needs of the people took a back seat.’[/pullquote]Mahan supported a 5% raise in the current fiscal year and said the council must now amend \u003ca href=\"https://www.kqed.org/news/11957368/san-jose-budget-deep-dive-setting-dollars-aside\">the spending plan it passed in June\u003c/a> to account for the new raises.\u003c/p>\n\u003cp>“The council will have to reopen the balanced budget that we just passed and find a few million dollars to cut,” said Mahan, who implied the raises could lead the city back into the kind of fiscal problems it experienced last decade.\u003c/p>\n\u003cp>“We have seen this movie before, so I am frustrated with where we are,” he said.\u003c/p>\n\u003cp>But Councilmember Pam Foley said she voted for the contract along with eight other council members in order to aid workers and avert a work stoppage, even if it means cuts down the road.\u003c/p>\n\u003cp>“It’s just really important that we have labor peace right now,” Foley said.\u003c/p>\n\u003cp>“We really depend on Public Works, Department of Transportation, Parks and Rec — all of those staff to help make life easier for residents,” Foley added. “If they’re not happy, it makes it very difficult for them to do their job and my staff to do their job to take care of our residents.”[aside label='More Around San José' tag='san-jose']It was Foley and Councilmember David Cohen who pushed for the council to return from summer recess on Aug. 1, a week earlier than scheduled, in an attempt to break the gridlock in negotiations. Last week, the unions announced that 99% of members had \u003ca href=\"https://www.kqed.org/news/11958216/san-jose-city-worker-strike-on-hold-after-agreement\">supported a strike vote\u003c/a>, and the two sides returned to the bargaining table repeatedly in recent days as a potential strike drew near.\u003c/p>\n\u003cp>The deal falls roughly in between the two sides’ last public offer: The union previously asked for an 18% wage hike over three years, while the city had offered 12%.\u003c/p>\n\u003cp>A spokesman for MEF-AFSCME Local 101 said union members would vote on the contract beginning on Aug. 22. The council is expected to debate how to rebalance the current fiscal year budget in September.\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>The San José City Council on Tuesday approved agreements with two unions representing nearly 4,500 city workers, \u003ca href=\"https://www.kqed.org/news/11957602/san-joses-looming-city-worker-strike-would-be-largest-in-42-years\">averting a historic strike that threatened to disrupt\u003c/a> basic city services.\u003c/p>\n\u003cp>The vote follows the announcement of a deal reached late Monday, hours before a \u003ca href=\"https://www.kqed.org/news/11957679/4500-san-jose-city-workers-are-about-to-go-on-strike\">scheduled work stoppage\u003c/a> that would have been the city’s largest in more than 40 years — potentially shuttering libraries and community centers and also delaying permitting and inspections. The council’s approval came despite objections from Mayor Matt Mahan, who blasted the pact as irresponsible and predicted it would lead to painful budget cuts.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Union leaders cheered the deal, which will give employees an immediate 6% raise.\u003c/p>\n\u003cp>“Workers have power, our labor has power,” said Michael Jun, a development officer with the city’s Housing Department. “I’m really glad we came to an agreement and the city came back to the table and listened to our needs.”\u003c/p>\n\u003cp>The three-year contract also includes a 5% wage hike in the fiscal year beginning July 2024 and a pay increase of at least 3.5% in July 2025. The final year raise will increase to 4% if city budget analysts project a surplus of at least $10 million in 2025, according to a bulletin sent to union members and shared with KQED.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>City workers represented by MEF-AFSCME Local 101 and IFPTE Local 21 will also receive eight weeks of paid family leave, up from one week, along with eight hours of new personal leave and a lump sum payment. Union leaders said they did not secure their desired outcome on callback pay — a bonus for extra work performed on short notice.\u003c/p>\n\u003cp>But the key sticking point throughout months of negotiations was wages. Workers represented by the unions maintained that wages in San José are not keeping pace with other municipalities, leading to employee turnover. Mahan argued that an overly generous wage offer would result in layoffs or service cuts down the road.\u003c/p>\n\u003cp>“Our unions did their job,” Mahan said. “But our council did not do its job. Our leaders were elected to represent the people, and the needs of the people took a back seat. The reality is, we are gambling with the services people rely on.”\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Mahan supported a 5% raise in the current fiscal year and said the council must now amend \u003ca href=\"https://www.kqed.org/news/11957368/san-jose-budget-deep-dive-setting-dollars-aside\">the spending plan it passed in June\u003c/a> to account for the new raises.\u003c/p>\n\u003cp>“The council will have to reopen the balanced budget that we just passed and find a few million dollars to cut,” said Mahan, who implied the raises could lead the city back into the kind of fiscal problems it experienced last decade.\u003c/p>\n\u003cp>“We have seen this movie before, so I am frustrated with where we are,” he said.\u003c/p>\n\u003cp>But Councilmember Pam Foley said she voted for the contract along with eight other council members in order to aid workers and avert a work stoppage, even if it means cuts down the road.\u003c/p>\n\u003cp>“It’s just really important that we have labor peace right now,” Foley said.\u003c/p>\n\u003cp>“We really depend on Public Works, Department of Transportation, Parks and Rec — all of those staff to help make life easier for residents,” Foley added. “If they’re not happy, it makes it very difficult for them to do their job and my staff to do their job to take care of our residents.”\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>It was Foley and Councilmember David Cohen who pushed for the council to return from summer recess on Aug. 1, a week earlier than scheduled, in an attempt to break the gridlock in negotiations. Last week, the unions announced that 99% of members had \u003ca href=\"https://www.kqed.org/news/11958216/san-jose-city-worker-strike-on-hold-after-agreement\">supported a strike vote\u003c/a>, and the two sides returned to the bargaining table repeatedly in recent days as a potential strike drew near.\u003c/p>\n\u003cp>The deal falls roughly in between the two sides’ last public offer: The union previously asked for an 18% wage hike over three years, while the city had offered 12%.\u003c/p>\n\u003cp>A spokesman for MEF-AFSCME Local 101 said union members would vote on the contract beginning on Aug. 22. The council is expected to debate how to rebalance the current fiscal year budget in September.\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>",
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"slug": "santa-clara-county-pushes-food-businesses-to-pay-worker-wages-or-lose-permits",
"title": "Santa Clara County Pushes Food Businesses to Pay Worker Wages — or Lose Permits",
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"headTitle": "Santa Clara County Pushes Food Businesses to Pay Worker Wages — or Lose Permits | KQED",
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"content": "\u003cp>The most populous county in the Bay Area is helping state authorities address a perennial problem in labor law enforcement: businesses that were found to have cheated workers out of wages, but then fail to settle that debt.\u003c/p>\n\u003cp>Statewide, thousands of people with lower-income who have won wage claims in front of state regulators over the last decade may never recover their money, even after courts have ordered their employers to pay up.\u003c/p>\n\u003cp>Unscrupulous debtors often skirt those obligations by hiding assets or closing operations and reorganizing as a new business — leaving vulnerable families without restitution — while facing little to no consequences, said workers’ rights advocates.\u003c/p>\n\u003cp>But a unique Santa Clara County approach targeting food retailers is leading to money back in workers’ pockets, in an industry regulators rate as one of the top for workplace violations.\u003c/p>\n\u003cp>The county leverages the food permits it issues to push local restaurants and other food-serving businesses with unpaid \u003ca href=\"https://www.dir.ca.gov/dlse/Judgment-Enforcement-Unit.html#:~:text=What%20is%20a%20Judgment%3F,the%20worker%20recover%20the%20wages.\">labor violation judgments\u003c/a> to comply — or risk losing authorization to operate in Santa Clara. The permits of about 1,800 local employers are contingent on following all applicable workplace laws, such as minimum wage and overtime pay.\u003c/p>\n\u003cp>“It has enormous potential,” said Ruth Silver Taube, an attorney who coordinates the Santa Clara County \u003ca href=\"https://wagetheftcoalition.org/\">Wage Theft Coalition\u003c/a>. “It disincentivizes wage theft because business owners want to keep their restaurants open.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003ch2>‘Just a piece of paper’\u003c/h2>\n\u003cp>In California, workers lose \u003ca href=\"https://www.epi.org/publication/employers-steal-billions-from-workers-paychecks-each-year/\">roughly $2 billion\u003c/a> annually from employers who aren’t paying minimum wage, and that’s just one form of wage theft, according to the Economic Policy Institute. Many of those victimized, often lower-income immigrants and women, will never file an official complaint with the state agency tasked with investigating wage theft because they fear retaliation.[pullquote size=\"medium\" align=\"right\" citation=\"Ruth Silver Taube, attorney and coordinator, Santa Clara County Wage Theft Coalition\"]‘It has enormous potential. It disincentivizes wage theft because business owners want to keep their restaurants open.’[/pullquote]Workers already struggling to make ends meet report they have to rely more on tax-supported social programs to survive the lost wages. The state also \u003ca href=\"https://www.labor.ucla.edu/publication/hollow-victories-the-crisis-in-collecting-unpaid-wages-for-californias-workers/\">loses revenue\u003c/a> in payroll taxes, and businesses that do follow the law are at a competitive disadvantage because of the higher costs, according to the UCLA Labor Center.\u003c/p>\n\u003cp>Mirna Arana, a Guatemalan immigrant who now lives in San Leandro, in Alameda County, with her two young children, said she hasn’t received any of the $183,000 the California Labor Commissioner’s Office awarded her, including for unpaid regular wages and overtime. She often worked 12-hour shifts cleaning homes and office buildings, she said, but her former employer, Rene Herrera at Maid No. 1 Services, only paid her about $5 an hour.\u003c/p>\n\u003cfigure id=\"attachment_11958150\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958150\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-800x533.jpg\" alt=\"A woman plays with two children indoors beside a window.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Mirna Arana hasn’t received any of the $183,000 the California Labor Commissioner’s Office awarded her for unpaid wages and overtime. \u003ccite>(Farida Jhabvala Romero/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Her case was referred about two years ago to a small unit at the state agency that focuses on helping workers \u003ca href=\"https://wagetheftisacrime.com/Legal-Tools.html#sheriff\">collect\u003c/a> unpaid wages. But, by then, her employer had already filed for bankruptcy, she said. Efforts to enforce the judgment in her favor through bank levies were also unsuccessful.\u003c/p>\n\u003cp>“It has been such a stressful, difficult time,” said Arana in Spanish.\u003c/p>\n\u003cp>The experience of feeling exploited at her job inspired the 36-year-old to start her own house cleaning business, and she vowed to treat any employees she might hire fairly. But while she enlists a number of clients, Arana must still rely on government subsidized food assistance to get by, and she worries frequently about how to pay for her apartment’s rent.\u003c/p>\n\u003cp>Five years after she first filed her wage claim, she said the judgment she won is “just a piece of paper.”\u003c/p>\n\u003cp>“It feels like I didn’t achieve anything. That all my effort with this claim, to try to make sure that other workers didn’t go through what I did, wasn’t worth it,” Arana said.\u003c/p>\n\u003cp>California Secretary of State records show Maid No. 1 Services was terminated in May 2018. Herrera did not respond to multiple requests for comment.\u003c/p>\n\u003ch2>Santa Clara County’s solution\u003c/h2>\n\u003cp>In Santa Clara County, the \u003ca href=\"https://desj.sccgov.org/food-permit-enforcement-program\">Food Permit Enforcement Program\u003c/a> has helped collect more than $110,000 for workers since 2019, according to county officials. The program, which began as a pilot in a few cities, was halted during the pandemic before it was relaunched countywide last summer.\u003c/p>\n\u003cp>KQED contacted three workers who recovered lost wages through the program, but they declined to comment, as they did not want to be publicly associated with a wage dispute.\u003c/p>\n\u003cp>The county’s Office of Labor Standards Enforcement regularly combs state records to identify food permit holders with unpaid judgments. If a business owner does not respond to a series of letters within 45 days, their permit could be revoked, though nobody has lost one yet, said Jessie Yu, who directs the office.\u003c/p>\n\u003cfigure id=\"attachment_11958148\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958148\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-800x533.jpg\" alt='A hand holds a flier with the words \"wage theft\" written in bold on the top.' width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Daniella Balvidiva with the Fair Workplace Collaborative holds a flier on wage theft on April 28, 2023 in Gilroy. \u003ccite>(Farida Jhabvala Romero/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The county focuses on food permits because we see a nexus between vulnerable worker populations and a large number of labor violations in the food retail industry,” said Yu. “We want to make sure that our citizens are taken care of and that if they are working for eight hours, they get paid for eight hours.”\u003c/p>\n\u003cp>The first-of-its kind program works across jurisdictions to help ensure retail food vendors in the county comply not only with local laws, but state and federal ones as well, said Jenn Round, a labor standards enforcement expert at the Workplace Justice Lab at Rutgers University in New Jersey.\u003c/p>\n\u003cp>“The Santa Clara food permitting program is unique and innovative nationwide,” said Round, who works with local, state and federal agencies across the U.S. to more effectively protect the rights of low-wage workers.\u003c/p>\n\u003cp>“I haven’t heard of any other county in the country that is doing anything like that … to take on the challenge of enforcing a judgment that’s been issued by a different (state) agency,” she added.\u003c/p>\n\u003cp>This comes as the Labor Commissioner’s Office struggles with a \u003ca href=\"https://www.kqed.org/news/11955920/california-wage-theft-investigators-staffing-crisis\">staffing crisis\u003c/a> that dozens of employees at the agency say cripples its mission of ensuring a fair day’s pay in every workplace.\u003c/p>\n\u003cp>Most of the approximately 30,000 \u003ca href=\"https://www.dir.ca.gov/dlse/howtofilewageclaim.htm\">wage claims\u003c/a> workers file annually are settled with employers or dismissed. But those that aren’t, end up in court judgments, often after a years-long process due to major \u003ca href=\"https://www.kqed.org/news/11906889/california-workers-face-years-long-waits-for-justice-in-wage-theft-cases-state-data-shows\">delays\u003c/a> at the agency.\u003c/p>\n\u003cp>Even after they win, many workers are then left to their own devices to \u003ca href=\"https://www.dir.ca.gov/dlse/PubsTemp/DLSE%20Brochures/Collect%20Your%20Award%20from%20the%20Caifornia%20Labor/Brochure-JE_WEB-EN.pdf\">try to collect (PDF)\u003c/a> on those judgments. A fraction of those orders — involving people who labor in low-wage industries such as agriculture, construction and restaurants — are referred to the Labor Commissioner’s Judgment Enforcement Unit for help.\u003c/p>\n\u003cp>“These specific employers sometimes that come through our office will do everything they can to avoid these payments,” said James Yang, a senior deputy who works at the unit. “They start moving property, they start trying to sell or transfer the business, getting rid of real estate… It’s not easy.”\u003c/p>\n\u003cp>Yang says the unit is “very effective” at clawing back money in cases they can focus on, using collections tools that range from liens and bank levies to complex investigations to try to chase and seize assets to collect lost wages.\u003c/p>\n\u003cp>But because the unit has fewer than two dozen staff positions statewide, and only 13 of those are filled, it lacks the capacity to intensively investigate the thousands of cases it handles.\u003c/p>\n\u003cfigure id=\"attachment_11958146\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958146\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-800x533.jpg\" alt=\"Two people talk inside of a restaurant. One person is holding a clipboard.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Armando Ricardez, with the nonprofit Prosperity Lab, asks Lorena Gaeta, owner of Gaeta’s Taqueria, to sign a list acknowledging that she has received a certificate of completion for a training on workplace laws. The outreach effort informs small business owners about the county’s food permit enforcement program. \u003ccite>(Courtesy of Working Partnerships USA)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Even though Santa Clara’s food permit enforcement initiative only targets a small subset of unpaid judgments, it still sends a powerful message to employers, said Yang.\u003c/p>\n\u003cp>“It’s one county, one specific industry, we are talking about here. But it’s been very helpful,” he said. “And it’s garnered very positive attention.”\u003c/p>\n\u003cp>Other counties in California have expressed interest in setting up programs like Santa Clara’s to hold more wage thieves accountable, he added.\u003c/p>\n\u003cp>Several \u003ca href=\"https://www.labor.ucla.edu/publication/hollow-victories-the-crisis-in-collecting-unpaid-wages-for-californias-workers/\">studies\u003c/a> point to a high proportion of wage theft victims who are unable to collect on the judgments in their favor. The California Legislative Analyst’s Office \u003ca href=\"https://lao.ca.gov/Publications/Report/4165\">found\u003c/a> that fewer than half of workers who received an award for unpaid wages recovered them from their employers.\u003c/p>\n\u003cp>Over the last decade, more than 6,500 unpaid judgments, totaling nearly $85 million, remained open after being referred to the enforcement unit, according to a spokeswoman with the Department of Industrial Relations, which oversees the Labor Commissioner’s Office.\u003c/p>\n\u003cp>The total amount owed to workers is likely much higher, as those figures do not include cases that were not referred to the unit and whose outcome is not known to the agency. Also omitted are judgments stemming from investigations by the agency’s Bureau of Field Enforcement, which often issues citations totaling millions of dollars for widespread violations impacting dozens of workers at a time.\u003c/p>\n\u003ch2>Wage theft ‘not acceptable’ in Santa Clara County\u003c/h2>\n\u003cp>The numerous unpaid judgments show it’s “absolutely critical” for city and county governments to do more to disincentivize wage theft, said Silver Taube, the attorney working with Santa Clara County’s Wage Theft Coalition, and a supervising attorney at Alexander Community Law Center at Santa Clara University Law School.\u003c/p>\n\u003cp>“I believe it’s a business model. I think they know there’s no consequences, and they just don’t pay,” said Silver Taube, who has pushed for greater consequences for businesses with labor violations.\u003c/p>\n\u003cfigure id=\"attachment_11958147\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958147\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-800x533.jpg\" alt=\"Two people talk inside of a restaurant. One person is holding a clipboard.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Melissa Sanchez speaks with Tempo Kitchen & Bar’s general manager Ricardo Rivas on April 28, 2023 in Gilroy. Sanchez is part of an outreach team that informs businesses about the county’s food permit enforcement program and workplace laws. \u003ccite>(Farida Jhabvala Romero/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The Wage Theft Coalition advocated for Santa Clara County to establish the food permit enforcement program, and they helped convince cities, like \u003ca href=\"https://www.milpitas.gov/FAQ.aspx?QID=365\">Milpitas\u003c/a> and \u003ca href=\"https://law.scu.edu/kgaclc/newsletter-summer-2016-eliminating-wage-theft/\">San José\u003c/a>, that it’s to their benefit, too, to deny business permits or contracts to employers with unpaid judgments at the Labor Commissioner’s Office.[pullquote size=\"medium\" align=\"right\" citation=\"Jessie Yu, Director of Santa Clara County Office of Labor Standards Enforcement\"]‘The county focuses on food permits because we see a nexus between vulnerable worker populations and a large number of labor violations in the food retail industry.’[/pullquote]“Wage theft is on everyone’s radar now. And I do believe that there’s a consensus that it’s not acceptable in this county,” said Silver Taube. “It’s just that we have a lot of work to do, still.”\u003c/p>\n\u003cp>The county is spending hundreds of thousands of dollars a year to partner with community groups that inform workers of their rights and businesses of their responsibilities, said Yu.\u003c/p>\n\u003cp>On a sunny afternoon in downtown Gilroy, a group with green buttons that read “Community Outreach” visited food businesses, distributing brochures on the permit enforcement program and inviting them to a free training.\u003c/p>\n\u003cfigure id=\"attachment_11958145\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958145\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-800x533.jpg\" alt=\"Three people walk across a street as one of them pulls a wagon.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Daniella Baldivia pulls a cart full of flyers as other members of the Fair Workplace Collaborative follow in downtown Gilroy. The group informed business owners at restaurants, grocery stores and cafes about the county’s food permit enforcement program. \u003ccite>(Courtesy of Working Partnerships USA)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“We want to make sure you’re up to speed on all the laws,” Melissa Sanchez, with the Fair Workplace Collaborative, told general manager Ricardo Rivas at Tempo Kitchen & Bar.\u003c/p>\n\u003cp>Rivas said he appreciated the outreach effort, and would sign up for the training session.\u003c/p>\n\u003cp>“There are so many different things involved between state and county and federal laws, especially as far as labor goes,” Rivas said. “So being able to stay compliant with it, ensure that we are treating our workers here fairly, and in accordance with the law, is definitely a major importance for us.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"excerpt": "'Wage theft is on everyone's radar now, and I do believe that there's a consensus that it's not acceptable in this county,' said a workers' rights advocate. \r\n",
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"title": "Santa Clara County Pushes Food Businesses to Pay Worker Wages — or Lose Permits | KQED",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>The most populous county in the Bay Area is helping state authorities address a perennial problem in labor law enforcement: businesses that were found to have cheated workers out of wages, but then fail to settle that debt.\u003c/p>\n\u003cp>Statewide, thousands of people with lower-income who have won wage claims in front of state regulators over the last decade may never recover their money, even after courts have ordered their employers to pay up.\u003c/p>\n\u003cp>Unscrupulous debtors often skirt those obligations by hiding assets or closing operations and reorganizing as a new business — leaving vulnerable families without restitution — while facing little to no consequences, said workers’ rights advocates.\u003c/p>\n\u003cp>But a unique Santa Clara County approach targeting food retailers is leading to money back in workers’ pockets, in an industry regulators rate as one of the top for workplace violations.\u003c/p>\n\u003cp>The county leverages the food permits it issues to push local restaurants and other food-serving businesses with unpaid \u003ca href=\"https://www.dir.ca.gov/dlse/Judgment-Enforcement-Unit.html#:~:text=What%20is%20a%20Judgment%3F,the%20worker%20recover%20the%20wages.\">labor violation judgments\u003c/a> to comply — or risk losing authorization to operate in Santa Clara. The permits of about 1,800 local employers are contingent on following all applicable workplace laws, such as minimum wage and overtime pay.\u003c/p>\n\u003cp>“It has enormous potential,” said Ruth Silver Taube, an attorney who coordinates the Santa Clara County \u003ca href=\"https://wagetheftcoalition.org/\">Wage Theft Coalition\u003c/a>. “It disincentivizes wage theft because business owners want to keep their restaurants open.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch2>‘Just a piece of paper’\u003c/h2>\n\u003cp>In California, workers lose \u003ca href=\"https://www.epi.org/publication/employers-steal-billions-from-workers-paychecks-each-year/\">roughly $2 billion\u003c/a> annually from employers who aren’t paying minimum wage, and that’s just one form of wage theft, according to the Economic Policy Institute. Many of those victimized, often lower-income immigrants and women, will never file an official complaint with the state agency tasked with investigating wage theft because they fear retaliation.\u003c/p>\u003c/div>",
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"content": "‘It has enormous potential. It disincentivizes wage theft because business owners want to keep their restaurants open.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Workers already struggling to make ends meet report they have to rely more on tax-supported social programs to survive the lost wages. The state also \u003ca href=\"https://www.labor.ucla.edu/publication/hollow-victories-the-crisis-in-collecting-unpaid-wages-for-californias-workers/\">loses revenue\u003c/a> in payroll taxes, and businesses that do follow the law are at a competitive disadvantage because of the higher costs, according to the UCLA Labor Center.\u003c/p>\n\u003cp>Mirna Arana, a Guatemalan immigrant who now lives in San Leandro, in Alameda County, with her two young children, said she hasn’t received any of the $183,000 the California Labor Commissioner’s Office awarded her, including for unpaid regular wages and overtime. She often worked 12-hour shifts cleaning homes and office buildings, she said, but her former employer, Rene Herrera at Maid No. 1 Services, only paid her about $5 an hour.\u003c/p>\n\u003cfigure id=\"attachment_11958150\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958150\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-800x533.jpg\" alt=\"A woman plays with two children indoors beside a window.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-06-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Mirna Arana hasn’t received any of the $183,000 the California Labor Commissioner’s Office awarded her for unpaid wages and overtime. \u003ccite>(Farida Jhabvala Romero/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Her case was referred about two years ago to a small unit at the state agency that focuses on helping workers \u003ca href=\"https://wagetheftisacrime.com/Legal-Tools.html#sheriff\">collect\u003c/a> unpaid wages. But, by then, her employer had already filed for bankruptcy, she said. Efforts to enforce the judgment in her favor through bank levies were also unsuccessful.\u003c/p>\n\u003cp>“It has been such a stressful, difficult time,” said Arana in Spanish.\u003c/p>\n\u003cp>The experience of feeling exploited at her job inspired the 36-year-old to start her own house cleaning business, and she vowed to treat any employees she might hire fairly. But while she enlists a number of clients, Arana must still rely on government subsidized food assistance to get by, and she worries frequently about how to pay for her apartment’s rent.\u003c/p>\n\u003cp>Five years after she first filed her wage claim, she said the judgment she won is “just a piece of paper.”\u003c/p>\n\u003cp>“It feels like I didn’t achieve anything. That all my effort with this claim, to try to make sure that other workers didn’t go through what I did, wasn’t worth it,” Arana said.\u003c/p>\n\u003cp>California Secretary of State records show Maid No. 1 Services was terminated in May 2018. Herrera did not respond to multiple requests for comment.\u003c/p>\n\u003ch2>Santa Clara County’s solution\u003c/h2>\n\u003cp>In Santa Clara County, the \u003ca href=\"https://desj.sccgov.org/food-permit-enforcement-program\">Food Permit Enforcement Program\u003c/a> has helped collect more than $110,000 for workers since 2019, according to county officials. The program, which began as a pilot in a few cities, was halted during the pandemic before it was relaunched countywide last summer.\u003c/p>\n\u003cp>KQED contacted three workers who recovered lost wages through the program, but they declined to comment, as they did not want to be publicly associated with a wage dispute.\u003c/p>\n\u003cp>The county’s Office of Labor Standards Enforcement regularly combs state records to identify food permit holders with unpaid judgments. If a business owner does not respond to a series of letters within 45 days, their permit could be revoked, though nobody has lost one yet, said Jessie Yu, who directs the office.\u003c/p>\n\u003cfigure id=\"attachment_11958148\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958148\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-800x533.jpg\" alt='A hand holds a flier with the words \"wage theft\" written in bold on the top.' width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-04-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Daniella Balvidiva with the Fair Workplace Collaborative holds a flier on wage theft on April 28, 2023 in Gilroy. \u003ccite>(Farida Jhabvala Romero/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The county focuses on food permits because we see a nexus between vulnerable worker populations and a large number of labor violations in the food retail industry,” said Yu. “We want to make sure that our citizens are taken care of and that if they are working for eight hours, they get paid for eight hours.”\u003c/p>\n\u003cp>The first-of-its kind program works across jurisdictions to help ensure retail food vendors in the county comply not only with local laws, but state and federal ones as well, said Jenn Round, a labor standards enforcement expert at the Workplace Justice Lab at Rutgers University in New Jersey.\u003c/p>\n\u003cp>“The Santa Clara food permitting program is unique and innovative nationwide,” said Round, who works with local, state and federal agencies across the U.S. to more effectively protect the rights of low-wage workers.\u003c/p>\n\u003cp>“I haven’t heard of any other county in the country that is doing anything like that … to take on the challenge of enforcing a judgment that’s been issued by a different (state) agency,” she added.\u003c/p>\n\u003cp>This comes as the Labor Commissioner’s Office struggles with a \u003ca href=\"https://www.kqed.org/news/11955920/california-wage-theft-investigators-staffing-crisis\">staffing crisis\u003c/a> that dozens of employees at the agency say cripples its mission of ensuring a fair day’s pay in every workplace.\u003c/p>\n\u003cp>Most of the approximately 30,000 \u003ca href=\"https://www.dir.ca.gov/dlse/howtofilewageclaim.htm\">wage claims\u003c/a> workers file annually are settled with employers or dismissed. But those that aren’t, end up in court judgments, often after a years-long process due to major \u003ca href=\"https://www.kqed.org/news/11906889/california-workers-face-years-long-waits-for-justice-in-wage-theft-cases-state-data-shows\">delays\u003c/a> at the agency.\u003c/p>\n\u003cp>Even after they win, many workers are then left to their own devices to \u003ca href=\"https://www.dir.ca.gov/dlse/PubsTemp/DLSE%20Brochures/Collect%20Your%20Award%20from%20the%20Caifornia%20Labor/Brochure-JE_WEB-EN.pdf\">try to collect (PDF)\u003c/a> on those judgments. A fraction of those orders — involving people who labor in low-wage industries such as agriculture, construction and restaurants — are referred to the Labor Commissioner’s Judgment Enforcement Unit for help.\u003c/p>\n\u003cp>“These specific employers sometimes that come through our office will do everything they can to avoid these payments,” said James Yang, a senior deputy who works at the unit. “They start moving property, they start trying to sell or transfer the business, getting rid of real estate… It’s not easy.”\u003c/p>\n\u003cp>Yang says the unit is “very effective” at clawing back money in cases they can focus on, using collections tools that range from liens and bank levies to complex investigations to try to chase and seize assets to collect lost wages.\u003c/p>\n\u003cp>But because the unit has fewer than two dozen staff positions statewide, and only 13 of those are filled, it lacks the capacity to intensively investigate the thousands of cases it handles.\u003c/p>\n\u003cfigure id=\"attachment_11958146\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958146\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-800x533.jpg\" alt=\"Two people talk inside of a restaurant. One person is holding a clipboard.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-02-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Armando Ricardez, with the nonprofit Prosperity Lab, asks Lorena Gaeta, owner of Gaeta’s Taqueria, to sign a list acknowledging that she has received a certificate of completion for a training on workplace laws. The outreach effort informs small business owners about the county’s food permit enforcement program. \u003ccite>(Courtesy of Working Partnerships USA)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Even though Santa Clara’s food permit enforcement initiative only targets a small subset of unpaid judgments, it still sends a powerful message to employers, said Yang.\u003c/p>\n\u003cp>“It’s one county, one specific industry, we are talking about here. But it’s been very helpful,” he said. “And it’s garnered very positive attention.”\u003c/p>\n\u003cp>Other counties in California have expressed interest in setting up programs like Santa Clara’s to hold more wage thieves accountable, he added.\u003c/p>\n\u003cp>Several \u003ca href=\"https://www.labor.ucla.edu/publication/hollow-victories-the-crisis-in-collecting-unpaid-wages-for-californias-workers/\">studies\u003c/a> point to a high proportion of wage theft victims who are unable to collect on the judgments in their favor. The California Legislative Analyst’s Office \u003ca href=\"https://lao.ca.gov/Publications/Report/4165\">found\u003c/a> that fewer than half of workers who received an award for unpaid wages recovered them from their employers.\u003c/p>\n\u003cp>Over the last decade, more than 6,500 unpaid judgments, totaling nearly $85 million, remained open after being referred to the enforcement unit, according to a spokeswoman with the Department of Industrial Relations, which oversees the Labor Commissioner’s Office.\u003c/p>\n\u003cp>The total amount owed to workers is likely much higher, as those figures do not include cases that were not referred to the unit and whose outcome is not known to the agency. Also omitted are judgments stemming from investigations by the agency’s Bureau of Field Enforcement, which often issues citations totaling millions of dollars for widespread violations impacting dozens of workers at a time.\u003c/p>\n\u003ch2>Wage theft ‘not acceptable’ in Santa Clara County\u003c/h2>\n\u003cp>The numerous unpaid judgments show it’s “absolutely critical” for city and county governments to do more to disincentivize wage theft, said Silver Taube, the attorney working with Santa Clara County’s Wage Theft Coalition, and a supervising attorney at Alexander Community Law Center at Santa Clara University Law School.\u003c/p>\n\u003cp>“I believe it’s a business model. I think they know there’s no consequences, and they just don’t pay,” said Silver Taube, who has pushed for greater consequences for businesses with labor violations.\u003c/p>\n\u003cfigure id=\"attachment_11958147\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958147\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-800x533.jpg\" alt=\"Two people talk inside of a restaurant. One person is holding a clipboard.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-03-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Melissa Sanchez speaks with Tempo Kitchen & Bar’s general manager Ricardo Rivas on April 28, 2023 in Gilroy. Sanchez is part of an outreach team that informs businesses about the county’s food permit enforcement program and workplace laws. \u003ccite>(Farida Jhabvala Romero/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The Wage Theft Coalition advocated for Santa Clara County to establish the food permit enforcement program, and they helped convince cities, like \u003ca href=\"https://www.milpitas.gov/FAQ.aspx?QID=365\">Milpitas\u003c/a> and \u003ca href=\"https://law.scu.edu/kgaclc/newsletter-summer-2016-eliminating-wage-theft/\">San José\u003c/a>, that it’s to their benefit, too, to deny business permits or contracts to employers with unpaid judgments at the Labor Commissioner’s Office.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“Wage theft is on everyone’s radar now. And I do believe that there’s a consensus that it’s not acceptable in this county,” said Silver Taube. “It’s just that we have a lot of work to do, still.”\u003c/p>\n\u003cp>The county is spending hundreds of thousands of dollars a year to partner with community groups that inform workers of their rights and businesses of their responsibilities, said Yu.\u003c/p>\n\u003cp>On a sunny afternoon in downtown Gilroy, a group with green buttons that read “Community Outreach” visited food businesses, distributing brochures on the permit enforcement program and inviting them to a free training.\u003c/p>\n\u003cfigure id=\"attachment_11958145\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11958145\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-800x533.jpg\" alt=\"Three people walk across a street as one of them pulls a wagon.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/230814-WAGE-THEFT-FJR-01-KQED.jpg 2000w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Daniella Baldivia pulls a cart full of flyers as other members of the Fair Workplace Collaborative follow in downtown Gilroy. The group informed business owners at restaurants, grocery stores and cafes about the county’s food permit enforcement program. \u003ccite>(Courtesy of Working Partnerships USA)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“We want to make sure you’re up to speed on all the laws,” Melissa Sanchez, with the Fair Workplace Collaborative, told general manager Ricardo Rivas at Tempo Kitchen & Bar.\u003c/p>\n\u003cp>Rivas said he appreciated the outreach effort, and would sign up for the training session.\u003c/p>\n\u003cp>“There are so many different things involved between state and county and federal laws, especially as far as labor goes,” Rivas said. “So being able to stay compliant with it, ensure that we are treating our workers here fairly, and in accordance with the law, is definitely a major importance for us.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>More than 4,000 San José city employees plan to vote next week on whether to authorize a three-day strike for as soon as mid-August, labor organizers announced Thursday.\u003c/p>\n\u003cp>The strike would be the largest the city has seen in decades, potentially hobbling numerous daily operations, with a \u003ca href=\"https://www.sanjoseca.gov/your-government/departments-offices/office-of-the-city-manager/employee-relations/labor-relations-information/bargaining-units-labor-contract-info/mef\">broad swath of crucial workers\u003c/a> walking off the job, including some airport operations personnel, librarians and park managers.\u003c/p>\n\u003cp>Certain union-represented employees, including public safety radio dispatchers and wastewater treatment workers, would likely be deemed “essential, and prohibited from striking. \u003c/p>\n\u003cp>The vote comes some four months after the unions representing the workers began negotiating with the city over a new three-year contract, demanding significant pay hikes — including a 7% wage increase next year — along with more family leave and other expanded benefits. But negotiations reached an impasse in June, when the city’s latest offer fell short of the unions’ demands.[aside label=\"More on San José labor issues\" postID=\"news_11955897,news_11955267\"]More than 2,500 full-time employees have already signed a petition indicating they plan to vote next week in favor of the walkout, an organizer with \u003ca href=\"https://www.staffupsanjose.org/\">Staff Up San Jose\u003c/a>, a coalition of four unions involved in negotiations, told KQED. Voting concludes next Friday.\u003c/p>\n\u003cp>John Tucker, of the Municipal Employees’ Federation (MEF-AFSCME) Local 101, the largest union at the table, said that if workers vote to strike, they wouldn’t walk off the job until after the City Council returns from its summer recess, on Aug. 8, to give the city “every possibility to come to an agreement.”\u003c/p>\n\u003cp>The unions adjusted their demands significantly during mediation this month, he said, but the city has yet to make any meaningful change to its existing proposal.\u003c/p>\n\u003cp>“If they come to the middle, I think that they’ll find that we will be pragmatic and willing to reach an agreement that’s going to achieve our goals of getting back to service delivery,” Tucker said. “But so far, the city hasn’t shown signs of meeting us in the middle. They’re dug in their position. That’s the point of the strike vote: to get them to meet us in the middle and get a deal.”\u003c/p>\n\u003cp>Failing that, Tucker added, a three-day walkout will hopefully be enough to move the needle.\u003c/p>\n\u003cp>“Should we have to talk about a further strike afterwards, we’re willing to do so,” he said. “But we believe that that’s enough to show them that we’re serious about getting the city staffed up.”\u003c/p>\n\u003cp>In a written request, obtained by KQED, two members of the City Council on Tuesday asked the City Attorney’s Office to schedule a “special” Council meeting for next week.\u003c/p>\n\u003cp>“We believe that the council has a lot of questions and being able to start the discussion next week will help us better prepare for the next step in negotiations and also would exhibit a level of urgency that our employees believe the process deserves,” Councilmembers David Cohen and Pam Foley wrote.\u003c/p>\n\u003cp>If the special meeting is called next week, the Council could begin the process of drafting an updated offer for unions organizers to consider before directing workers to walk off the job.\u003c/p>\n\u003cp>San José Mayor Matt Mahan, however, told KQED earlier this month that the 7% wage increase the unions are asking for is simply “unrealistic,” pointing to a poor economic forecast in Silicon Valley.\u003c/p>\n\u003cp>“The context in which we’re operating is one in which large employers in Silicon Valley are laying people off,” Mahan said. “We’re not seeing signs of economic, and therefore tax base, growth when we look out over the next couple of years.”\u003c/p>\n\u003cp>But leaders of Staff Up San Jose argue that city workers have long been undervalued, making markedly less than their counterparts in neighboring jurisdictions, and that significant wage and benefit increases are needed to address the city’s staffing and retention crisis. As of May, the city reported 860 municipal job openings, marking more than a 13% vacancy rate.\u003c/p>\n\u003cp>City employees told KQED that their departments are chronically understaffed, leading to burnout and high turnover. Many referred to the city as a “training ground” where workers acquire skills, then leave for other employers who offer better pay and benefits.\u003c/p>\n\u003cp>Several other Council members, including Peter Ortiz and Omar Torres, are voicing their strong support for the workers, and urging the city to offer them a more generous contract.\u003c/p>\n\u003cp>“I am a strong ally of our bargaining units, and I do hope we, as a city, end the impasse and offer them a fair contract,” Torres said in a statement. “Too many of them are leaving our city. Now is not the time to have an understaffed and underpaid workforce, as too much is at stake.”\u003c/p>\n\u003cp>\u003cem>KQED’s Guy Marzorati contributed to this report.\u003c/em>\u003cbr>\n[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n",
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"excerpt": "Several council members called for a special meeting next week to avert the looming 3-day walkout, which could begin as soon as mid-August. City workers are demanding significant increases in pay, family leave and other benefits. ",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>More than 4,000 San José city employees plan to vote next week on whether to authorize a three-day strike for as soon as mid-August, labor organizers announced Thursday.\u003c/p>\n\u003cp>The strike would be the largest the city has seen in decades, potentially hobbling numerous daily operations, with a \u003ca href=\"https://www.sanjoseca.gov/your-government/departments-offices/office-of-the-city-manager/employee-relations/labor-relations-information/bargaining-units-labor-contract-info/mef\">broad swath of crucial workers\u003c/a> walking off the job, including some airport operations personnel, librarians and park managers.\u003c/p>\n\u003cp>Certain union-represented employees, including public safety radio dispatchers and wastewater treatment workers, would likely be deemed “essential, and prohibited from striking. \u003c/p>\n\u003cp>The vote comes some four months after the unions representing the workers began negotiating with the city over a new three-year contract, demanding significant pay hikes — including a 7% wage increase next year — along with more family leave and other expanded benefits. But negotiations reached an impasse in June, when the city’s latest offer fell short of the unions’ demands.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>More than 2,500 full-time employees have already signed a petition indicating they plan to vote next week in favor of the walkout, an organizer with \u003ca href=\"https://www.staffupsanjose.org/\">Staff Up San Jose\u003c/a>, a coalition of four unions involved in negotiations, told KQED. Voting concludes next Friday.\u003c/p>\n\u003cp>John Tucker, of the Municipal Employees’ Federation (MEF-AFSCME) Local 101, the largest union at the table, said that if workers vote to strike, they wouldn’t walk off the job until after the City Council returns from its summer recess, on Aug. 8, to give the city “every possibility to come to an agreement.”\u003c/p>\n\u003cp>The unions adjusted their demands significantly during mediation this month, he said, but the city has yet to make any meaningful change to its existing proposal.\u003c/p>\n\u003cp>“If they come to the middle, I think that they’ll find that we will be pragmatic and willing to reach an agreement that’s going to achieve our goals of getting back to service delivery,” Tucker said. “But so far, the city hasn’t shown signs of meeting us in the middle. They’re dug in their position. That’s the point of the strike vote: to get them to meet us in the middle and get a deal.”\u003c/p>\n\u003cp>Failing that, Tucker added, a three-day walkout will hopefully be enough to move the needle.\u003c/p>\n\u003cp>“Should we have to talk about a further strike afterwards, we’re willing to do so,” he said. “But we believe that that’s enough to show them that we’re serious about getting the city staffed up.”\u003c/p>\n\u003cp>In a written request, obtained by KQED, two members of the City Council on Tuesday asked the City Attorney’s Office to schedule a “special” Council meeting for next week.\u003c/p>\n\u003cp>“We believe that the council has a lot of questions and being able to start the discussion next week will help us better prepare for the next step in negotiations and also would exhibit a level of urgency that our employees believe the process deserves,” Councilmembers David Cohen and Pam Foley wrote.\u003c/p>\n\u003cp>If the special meeting is called next week, the Council could begin the process of drafting an updated offer for unions organizers to consider before directing workers to walk off the job.\u003c/p>\n\u003cp>San José Mayor Matt Mahan, however, told KQED earlier this month that the 7% wage increase the unions are asking for is simply “unrealistic,” pointing to a poor economic forecast in Silicon Valley.\u003c/p>\n\u003cp>“The context in which we’re operating is one in which large employers in Silicon Valley are laying people off,” Mahan said. “We’re not seeing signs of economic, and therefore tax base, growth when we look out over the next couple of years.”\u003c/p>\n\u003cp>But leaders of Staff Up San Jose argue that city workers have long been undervalued, making markedly less than their counterparts in neighboring jurisdictions, and that significant wage and benefit increases are needed to address the city’s staffing and retention crisis. As of May, the city reported 860 municipal job openings, marking more than a 13% vacancy rate.\u003c/p>\n\u003cp>City employees told KQED that their departments are chronically understaffed, leading to burnout and high turnover. Many referred to the city as a “training ground” where workers acquire skills, then leave for other employers who offer better pay and benefits.\u003c/p>\n\u003cp>Several other Council members, including Peter Ortiz and Omar Torres, are voicing their strong support for the workers, and urging the city to offer them a more generous contract.\u003c/p>\n\u003cp>“I am a strong ally of our bargaining units, and I do hope we, as a city, end the impasse and offer them a fair contract,” Torres said in a statement. “Too many of them are leaving our city. Now is not the time to have an understaffed and underpaid workforce, as too much is at stake.”\u003c/p>\n\u003cp>\u003cem>KQED’s Guy Marzorati contributed to this report.\u003c/em>\u003cbr>\n\u003c/p>\u003c/div>",
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"content": "\u003cp>\u003cstrong>Update, 4 p.m. Thursday: \u003c/strong>Stanford University graduate students have voted to unionize after an election conducted through the National Labor Relations Board came back with over 90% support Thursday.\u003c/p>\n\u003cp>Katherine Whatley, a Ph.D. student at Stanford, said the labor of grad students often goes unnoticed.\u003c/p>\n\u003cp>“Whether it be working in the lab or in the classroom or doing research, giving presentations — all of that is labor,” Whatley told KQED. “So, we use the [term] Stanford Graduate Workers because we want to highlight the fact that we are workers, not only students, and that the work that we do, the labor that we do, is vital to Stanford as an institution.”\u003c/p>\n\u003cp>With the election results finalized, the union can now bargain with the university for a contract. In a statement, Stanford said it looks forward to working in good faith with the union.\u003c/p>\n\u003cp>\u003cstrong>Original story, June 1:\u003c/strong> Graduate workers at \u003ca href=\"https://www.kqed.org/news/tag/stanford-university\">Stanford University\u003c/a> voted this week on whether to form a union.\u003c/p>\n\u003cp>If the campaign succeeds, thousands of graduate students who provide teaching and research duties could represent one of the nation’s largest bargaining units among graduate workers at a private university.\u003c/p>\n\u003cp>The vote comes months after \u003ca href=\"https://www.kqed.org/forum/2010101891301/48000-academic-workers-strike-across-university-of-california-campuse\">academic workers at the University of California walked off the job\u003c/a> in the largest higher education strike in U.S. history, and is part of a wave of union drives among graduate workers nationwide. Graduate workers at \u003ca href=\"https://news.yale.edu/2023/01/09/yale-graduate-students-vote-form-labor-union\">Yale University\u003c/a>, the \u003ca href=\"https://www.latimes.com/california/story/2023-02-17/usc-graduate-student-workers-vote-yes-to-unionization\">University of Southern California\u003c/a> and the \u003ca href=\"https://chicago.suntimes.com/education/2023/3/17/23645593/graduate-students-unionize-university-chicago-teaching-research\">University of Chicago\u003c/a> all voted to unionize this year.\u003c/p>\n\u003cp>The outcome of the election at Stanford is \u003ca href=\"https://news.stanford.edu/report/2023/05/18/graduate-student-union-election-scheduled/\">expected this summer\u003c/a>.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Amid soaring housing costs and a tumultuous academic job market, graduate workers at Stanford and elsewhere are pushing to increase wages and improve benefits. They say academic hierarchies and low pay can leave graduate workers vulnerable to harassment, bullying and discrimination.\u003c/p>\n\u003cp>Graduate workers see collective bargaining as a way to change that, and to create more fair, effective grievance processes when graduate employees do file complaints.\u003c/p>\n\u003cp>The \u003ca href=\"https://www.npr.org/sections/thetwo-way/2016/08/23/491090762/nlrb-rules-graduate-students-are-employees-with-the-right-to-unionize#:~:text=The%20National%20Labor%20Relations%20Board%20ruled%203%2D1%20Tuesday%20that,the%20right%20to%20collective%20bargaining.\">National Labor Relations Board ruled in 2016\u003c/a> that graduate students working as teaching or research assistants at private universities are employees. But graduate workers say the process for filing harassment complaints through the Title IX office — officially known as the SHARE (Sexual Harassment/Assault Response and Education) Title IX Office — is not equipped to support graduate student employees.\u003c/p>\n\u003ch2>A complaint process designed for students, not graduate workers\u003c/h2>\n\u003cp>Chloé Brault, a Ph.D. candidate in comparative literature at Stanford, said graduate workers need a process that treats reports of abuse or predatory behavior like workplace safety issues.\u003c/p>\n\u003cfigure id=\"attachment_11951864\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11951864\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut.jpg\" alt=\"A shot of the back of a woman's black T-shirt that reads, "Stanford works because we do."\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Chloé Brault, a Stanford Ph.D. candidate, shows the back of her T-shirt, which says, ‘Stanford Works Because We Do,’ near Wallenberg Hall on the Stanford campus on May 30, 2023. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The idea of power abuse — if you define harassment as power abuse — is very familiar to any graduate worker at Stanford,” Brault said. “This might look like bullying, it might look like retaining pay, it may look like undermining in a meeting in a professional setting, it might look like stalking. Frankly, I’ve heard it all.”\u003c/p>\n\u003cp>Brault said over the past six years, she’s been involved in three cases filed with the Title IX office as a witness, and she’s seen how traumatizing the process can be.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Chloé Brault, Stanford Ph.D. candidate\"]‘The idea of power abuse — if you define harassment as power abuse — is very familiar to any graduate worker at Stanford.’[/pullquote]\u003c/p>\n\u003cp>Regulations adopted during the Trump administration narrowed the definition of sexual harassment to conduct that is “so severe, pervasive and objectively offensive” it denies a person’s access to their education.\u003c/p>\n\u003cp>The \u003ca href=\"https://www.equalrights.org/issue/the-title-ix-process/\">Title IX process can take several months or longer\u003c/a>, and focus on determining whether allegations meet that federal definition of sexual harassment rather than providing support.\u003c/p>\n\u003cp>“We get told, ‘This meets the threshold, this does not, the grievance process will proceed whether you like it or not, we’ll give you options to opt in or opt out, but otherwise the investigation is happening with or without you,’” Brault said.\u003c/p>\n\u003cp>Brault added that international student workers face additional barriers to reporting, and for them taking a leave of absence can mean losing campus housing, income and visas.\u003c/p>\n\u003ch2>A push for a fairer, more transparent, more effective complaint process\u003c/h2>\n\u003cp>Through unionizing, Stanford graduate workers could bargain for an official grievance process that takes those concerns into account, and be provided with union representation in disciplinary proceedings. They’re also advocating for contingency plans for graduate workers when supervisors are accused of abuse.\u003c/p>\n\u003cfigure id=\"attachment_11951859\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11951859\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut.jpg\" alt=\"A shot of a college campus from inside an arched tunnel.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">The Stanford campus, on May 30, 2023. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Gabriela Basel, a third-year Ph.D. student studying chemical engineering, said she knows too many people at Stanford who have gone through the Title IX process only to see no changes.\u003c/p>\n\u003cp>“And it’s just gut-wrenching to hear these stories of power abuse and sexual abuse from supervisors and knowing that there’s nothing that graduate employees can do, there’s nowhere we can go,” Basel said.\u003c/p>\n\u003cp>But with a union, she said, Stanford will have no choice but to listen and sit down with workers at the bargaining table.[aside postID=news_11950873 hero='https://ww2.kqed.org/app/uploads/sites/10/2023/05/GettyImages-1490480975-1020x680.jpg']Stett Holbrook, senior director of media relations and issues management at Stanford, said in a statement that the university values the many contributions graduate students make to Stanford’s mission of teaching and research.\u003c/p>\n\u003cp>Holbrook also noted that the university is encouraging every eligible graduate student to educate themselves about what it means to become a member of a union and then to exercise their right to vote in the election.\u003c/p>\n\u003cp>Holbrook said the university is committed to providing a campus that is free of sex-based discrimination, sexual harassment and all forms of sexual misconduct. He said the school’s Title IX office has been working with the Graduate Life Office to increase its visibility within the graduate student community.\u003c/p>\n\u003cp>Stanford graduate workers are not alone in organizing to improve protections for those who experience abuse on the job. Student workers at \u003ca href=\"http://harvardgradunion.org/times-up-committee/nocarveout/\">Harvard\u003c/a> and \u003ca href=\"https://www.washingtonpost.com/education/2022/01/07/columbia-university-strike-ends/\">Columbia\u003c/a> both have pushed for the option of third-party arbitration for discrimination and harassment complaints.\u003c/p>\n\u003ch2>Labor movement meets the fight against gender-based violence\u003c/h2>\n\u003cp>Labor movements must think about sexual harassment and discrimination as a labor issue, said Erin O’Callaghan, an incoming assistant professor at Colorado State University who participated in two strikes while she was a graduate student worker at the University of Illinois at Chicago.\u003c/p>\n\u003cp>O’Callaghan co-authored a paper, ‘‘\u003ca href=\"https://pubmed.ncbi.nlm.nih.gov/34661481/#full-view-affiliation-1\">Sexual Harassment in the Academy: Harnessing the Growing Labor Movement in Higher Education to Address Sexual Harassment Against Graduate Workers\u003c/a>,” that calls for structural changes in academia to address gender-based violence.\u003c/p>\n\u003cp>According to a study cited in that paper, \u003ca href=\"https://journals.sagepub.com/doi/abs/10.1177/0361684316644838\">nearly 60% of female graduate students reported experiencing sexual harassment\u003c/a> from other students, and 38% of female graduate students reported sexual harassment by faculty or staff.\u003c/p>\n\u003cfigure id=\"attachment_11951861\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11951861\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut.jpg\" alt=\"On a college campus hundreds of students are gathered in a quad-like area surrounded by chunky buildings and green trees. It's a sea of students.\" width=\"1920\" height=\"1281\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut-1020x681.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut-1536x1025.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Students gather for a union rally at Stanford on April 3, 2023. \u003ccite>(Courtesy Fletcher Chapin)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The bottom line is that because [graduate workers] are such a cheap form of labor, and there’s another one to take your place, there’s no incentive to protect people that are in that type of working environment,” O’Callaghan said. “You could have four graduate students working under you as a faculty member and their collective salary would not come close to what you are paid.”\u003c/p>\n\u003cp>Union organizers are aiming to address some of that power imbalance by campaigning for a living wage, affordable housing and better benefits like full dental and vision coverage and subsidized child care.[pullquote size=\"medium\" align=\"right\" citation=\"Erin O’Callaghan, assistant professor, Colorado State University\"]‘The bottom line is that because [graduate workers] are such a cheap form of labor, and there’s another one to take your place, there’s no incentive to protect people that are in that type of working environment.’[/pullquote]Working conditions can be particularly precarious for \u003ca href=\"https://facts.stanford.edu/academics/graduate/\">international students, who make up about 35% of all graduate students at Stanford\u003c/a>.\u003c/p>\n\u003cp>Miikka Jaarte, a fourth-year Ph.D. candidate from Finland who is studying philosophy, said an estimated 45% of his annual take-home pay goes toward rent.\u003c/p>\n\u003cp>“Every year I was in Stanford housing, I would get a little pay bump and I would get a larger rent bump,” Jaarte said. “We would just like our wages to keep up with the cost of housing and with inflation.”\u003c/p>\n\u003cp>Union organizers are also pushing for better protections for international student workers, like improving legal resources and creating a grievance procedure for graduate workers who have been unjustly terminated and fear deportation.\u003c/p>\n\u003ch2>Workers organizing amid a bleak academic job market\u003c/h2>\n\u003cp>For Allen Nie, a fourth-year computer science Ph.D. student, unionizing is a way to acknowledge the value graduate student workers bring to the university, and their identities as workers.\u003c/p>\n\u003cfigure id=\"attachment_11951860\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11951860\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut.jpg\" alt=\"College students in hoodies with backpacks chat on campus on a sunny day. Many students are on a quad area with trees and big tan buildings.\" width=\"1920\" height=\"1281\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut-1020x681.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut-1536x1025.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Allen Nie, a fourth-year Stanford Ph.D. student, attends a rally on campus on April 3, 2023. \u003ccite>(Courtesy Fletcher Chapin)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“Even though there is some enrichment of our knowledge, we’re not just purely passively receiving that from the university,” he said. “To those of my fellow workers, I would say, ‘Take a hard look at how much you’re getting from the university and take a look at how much you’re contributing to the scientific community.'”\u003c/p>\n\u003cp>The wave of graduate workers organizing appears poised to continue. According to Bloomberg Law, \u003ca href=\"https://news.bloomberglaw.com/daily-labor-report/college-university-strike-wave-continues-its-swell-into-2023\">professors, graduate teaching and research assistants and other academic workers went on strike 15 times in 2022\u003c/a>, and the \u003ca href=\"https://twitter.com/unionelections/status/1599824581325336576\">largest union election petitions last year were filed by graduate workers\u003c/a>, according to Daily Union Elections.[pullquote size=\"medium\" align=\"right\" citation=\"Sarah Mason, graduate student researcher, UC Santa Cruz Center for Labor and Community\"]‘We need to be fighting now for what we need. And more than that, those fights can be the basis for truly transforming the university on our terms.’[/pullquote]Workers in higher education are responding to structural changes in academia over the last few decades, said Sarah Mason, a Ph.D. candidate in sociology and a graduate student researcher at the UC Santa Cruz Center for Labor and Community.\u003c/p>\n\u003cp>Departments and divisions have been financially gutted, workloads have exploded and tenured faculty positions have been replaced by a precarious workforce, Mason said. She added that students are crushed by private debt and described the prospects for future employment as incredibly bleak.\u003c/p>\n\u003cp>“I think there’s an increasing sense that these problems are not going to be solved by the people who created them,” Mason said. “We need to be fighting now for what we need. And more than that, those fights can be the basis for truly transforming the university on our terms.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cstrong>Update, 4 p.m. Thursday: \u003c/strong>Stanford University graduate students have voted to unionize after an election conducted through the National Labor Relations Board came back with over 90% support Thursday.\u003c/p>\n\u003cp>Katherine Whatley, a Ph.D. student at Stanford, said the labor of grad students often goes unnoticed.\u003c/p>\n\u003cp>“Whether it be working in the lab or in the classroom or doing research, giving presentations — all of that is labor,” Whatley told KQED. “So, we use the [term] Stanford Graduate Workers because we want to highlight the fact that we are workers, not only students, and that the work that we do, the labor that we do, is vital to Stanford as an institution.”\u003c/p>\n\u003cp>With the election results finalized, the union can now bargain with the university for a contract. In a statement, Stanford said it looks forward to working in good faith with the union.\u003c/p>\n\u003cp>\u003cstrong>Original story, June 1:\u003c/strong> Graduate workers at \u003ca href=\"https://www.kqed.org/news/tag/stanford-university\">Stanford University\u003c/a> voted this week on whether to form a union.\u003c/p>\n\u003cp>If the campaign succeeds, thousands of graduate students who provide teaching and research duties could represent one of the nation’s largest bargaining units among graduate workers at a private university.\u003c/p>\n\u003cp>The vote comes months after \u003ca href=\"https://www.kqed.org/forum/2010101891301/48000-academic-workers-strike-across-university-of-california-campuse\">academic workers at the University of California walked off the job\u003c/a> in the largest higher education strike in U.S. history, and is part of a wave of union drives among graduate workers nationwide. Graduate workers at \u003ca href=\"https://news.yale.edu/2023/01/09/yale-graduate-students-vote-form-labor-union\">Yale University\u003c/a>, the \u003ca href=\"https://www.latimes.com/california/story/2023-02-17/usc-graduate-student-workers-vote-yes-to-unionization\">University of Southern California\u003c/a> and the \u003ca href=\"https://chicago.suntimes.com/education/2023/3/17/23645593/graduate-students-unionize-university-chicago-teaching-research\">University of Chicago\u003c/a> all voted to unionize this year.\u003c/p>\n\u003cp>The outcome of the election at Stanford is \u003ca href=\"https://news.stanford.edu/report/2023/05/18/graduate-student-union-election-scheduled/\">expected this summer\u003c/a>.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Amid soaring housing costs and a tumultuous academic job market, graduate workers at Stanford and elsewhere are pushing to increase wages and improve benefits. They say academic hierarchies and low pay can leave graduate workers vulnerable to harassment, bullying and discrimination.\u003c/p>\n\u003cp>Graduate workers see collective bargaining as a way to change that, and to create more fair, effective grievance processes when graduate employees do file complaints.\u003c/p>\n\u003cp>The \u003ca href=\"https://www.npr.org/sections/thetwo-way/2016/08/23/491090762/nlrb-rules-graduate-students-are-employees-with-the-right-to-unionize#:~:text=The%20National%20Labor%20Relations%20Board%20ruled%203%2D1%20Tuesday%20that,the%20right%20to%20collective%20bargaining.\">National Labor Relations Board ruled in 2016\u003c/a> that graduate students working as teaching or research assistants at private universities are employees. But graduate workers say the process for filing harassment complaints through the Title IX office — officially known as the SHARE (Sexual Harassment/Assault Response and Education) Title IX Office — is not equipped to support graduate student employees.\u003c/p>\n\u003ch2>A complaint process designed for students, not graduate workers\u003c/h2>\n\u003cp>Chloé Brault, a Ph.D. candidate in comparative literature at Stanford, said graduate workers need a process that treats reports of abuse or predatory behavior like workplace safety issues.\u003c/p>\n\u003cfigure id=\"attachment_11951864\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11951864\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut.jpg\" alt=\"A shot of the back of a woman's black T-shirt that reads, "Stanford works because we do."\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65954_002_KQED_StanfordGradUnion_05302023-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Chloé Brault, a Stanford Ph.D. candidate, shows the back of her T-shirt, which says, ‘Stanford Works Because We Do,’ near Wallenberg Hall on the Stanford campus on May 30, 2023. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The idea of power abuse — if you define harassment as power abuse — is very familiar to any graduate worker at Stanford,” Brault said. “This might look like bullying, it might look like retaining pay, it may look like undermining in a meeting in a professional setting, it might look like stalking. Frankly, I’ve heard it all.”\u003c/p>\n\u003cp>Brault said over the past six years, she’s been involved in three cases filed with the Title IX office as a witness, and she’s seen how traumatizing the process can be.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "‘The idea of power abuse — if you define harassment as power abuse — is very familiar to any graduate worker at Stanford.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Regulations adopted during the Trump administration narrowed the definition of sexual harassment to conduct that is “so severe, pervasive and objectively offensive” it denies a person’s access to their education.\u003c/p>\n\u003cp>The \u003ca href=\"https://www.equalrights.org/issue/the-title-ix-process/\">Title IX process can take several months or longer\u003c/a>, and focus on determining whether allegations meet that federal definition of sexual harassment rather than providing support.\u003c/p>\n\u003cp>“We get told, ‘This meets the threshold, this does not, the grievance process will proceed whether you like it or not, we’ll give you options to opt in or opt out, but otherwise the investigation is happening with or without you,’” Brault said.\u003c/p>\n\u003cp>Brault added that international student workers face additional barriers to reporting, and for them taking a leave of absence can mean losing campus housing, income and visas.\u003c/p>\n\u003ch2>A push for a fairer, more transparent, more effective complaint process\u003c/h2>\n\u003cp>Through unionizing, Stanford graduate workers could bargain for an official grievance process that takes those concerns into account, and be provided with union representation in disciplinary proceedings. They’re also advocating for contingency plans for graduate workers when supervisors are accused of abuse.\u003c/p>\n\u003cfigure id=\"attachment_11951859\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11951859\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut.jpg\" alt=\"A shot of a college campus from inside an arched tunnel.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65956_005_KQED_StanfordGradUnion_05302023-qut-1536x1024.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">The Stanford campus, on May 30, 2023. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Gabriela Basel, a third-year Ph.D. student studying chemical engineering, said she knows too many people at Stanford who have gone through the Title IX process only to see no changes.\u003c/p>\n\u003cp>“And it’s just gut-wrenching to hear these stories of power abuse and sexual abuse from supervisors and knowing that there’s nothing that graduate employees can do, there’s nowhere we can go,” Basel said.\u003c/p>\n\u003cp>But with a union, she said, Stanford will have no choice but to listen and sit down with workers at the bargaining table.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Stett Holbrook, senior director of media relations and issues management at Stanford, said in a statement that the university values the many contributions graduate students make to Stanford’s mission of teaching and research.\u003c/p>\n\u003cp>Holbrook also noted that the university is encouraging every eligible graduate student to educate themselves about what it means to become a member of a union and then to exercise their right to vote in the election.\u003c/p>\n\u003cp>Holbrook said the university is committed to providing a campus that is free of sex-based discrimination, sexual harassment and all forms of sexual misconduct. He said the school’s Title IX office has been working with the Graduate Life Office to increase its visibility within the graduate student community.\u003c/p>\n\u003cp>Stanford graduate workers are not alone in organizing to improve protections for those who experience abuse on the job. Student workers at \u003ca href=\"http://harvardgradunion.org/times-up-committee/nocarveout/\">Harvard\u003c/a> and \u003ca href=\"https://www.washingtonpost.com/education/2022/01/07/columbia-university-strike-ends/\">Columbia\u003c/a> both have pushed for the option of third-party arbitration for discrimination and harassment complaints.\u003c/p>\n\u003ch2>Labor movement meets the fight against gender-based violence\u003c/h2>\n\u003cp>Labor movements must think about sexual harassment and discrimination as a labor issue, said Erin O’Callaghan, an incoming assistant professor at Colorado State University who participated in two strikes while she was a graduate student worker at the University of Illinois at Chicago.\u003c/p>\n\u003cp>O’Callaghan co-authored a paper, ‘‘\u003ca href=\"https://pubmed.ncbi.nlm.nih.gov/34661481/#full-view-affiliation-1\">Sexual Harassment in the Academy: Harnessing the Growing Labor Movement in Higher Education to Address Sexual Harassment Against Graduate Workers\u003c/a>,” that calls for structural changes in academia to address gender-based violence.\u003c/p>\n\u003cp>According to a study cited in that paper, \u003ca href=\"https://journals.sagepub.com/doi/abs/10.1177/0361684316644838\">nearly 60% of female graduate students reported experiencing sexual harassment\u003c/a> from other students, and 38% of female graduate students reported sexual harassment by faculty or staff.\u003c/p>\n\u003cfigure id=\"attachment_11951861\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11951861\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut.jpg\" alt=\"On a college campus hundreds of students are gathered in a quad-like area surrounded by chunky buildings and green trees. It's a sea of students.\" width=\"1920\" height=\"1281\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut-1020x681.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65958_002_StanfordUnionRally_DSC_6426-qut-1536x1025.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Students gather for a union rally at Stanford on April 3, 2023. \u003ccite>(Courtesy Fletcher Chapin)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The bottom line is that because [graduate workers] are such a cheap form of labor, and there’s another one to take your place, there’s no incentive to protect people that are in that type of working environment,” O’Callaghan said. “You could have four graduate students working under you as a faculty member and their collective salary would not come close to what you are paid.”\u003c/p>\n\u003cp>Union organizers are aiming to address some of that power imbalance by campaigning for a living wage, affordable housing and better benefits like full dental and vision coverage and subsidized child care.\u003c/p>\u003c/div>",
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"content": "‘The bottom line is that because [graduate workers] are such a cheap form of labor, and there’s another one to take your place, there’s no incentive to protect people that are in that type of working environment.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Working conditions can be particularly precarious for \u003ca href=\"https://facts.stanford.edu/academics/graduate/\">international students, who make up about 35% of all graduate students at Stanford\u003c/a>.\u003c/p>\n\u003cp>Miikka Jaarte, a fourth-year Ph.D. candidate from Finland who is studying philosophy, said an estimated 45% of his annual take-home pay goes toward rent.\u003c/p>\n\u003cp>“Every year I was in Stanford housing, I would get a little pay bump and I would get a larger rent bump,” Jaarte said. “We would just like our wages to keep up with the cost of housing and with inflation.”\u003c/p>\n\u003cp>Union organizers are also pushing for better protections for international student workers, like improving legal resources and creating a grievance procedure for graduate workers who have been unjustly terminated and fear deportation.\u003c/p>\n\u003ch2>Workers organizing amid a bleak academic job market\u003c/h2>\n\u003cp>For Allen Nie, a fourth-year computer science Ph.D. student, unionizing is a way to acknowledge the value graduate student workers bring to the university, and their identities as workers.\u003c/p>\n\u003cfigure id=\"attachment_11951860\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11951860\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut.jpg\" alt=\"College students in hoodies with backpacks chat on campus on a sunny day. Many students are on a quad area with trees and big tan buildings.\" width=\"1920\" height=\"1281\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut-1020x681.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/05/RS65957_001_StanfordUnionRally_DSC_6418-qut-1536x1025.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Allen Nie, a fourth-year Stanford Ph.D. student, attends a rally on campus on April 3, 2023. \u003ccite>(Courtesy Fletcher Chapin)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“Even though there is some enrichment of our knowledge, we’re not just purely passively receiving that from the university,” he said. “To those of my fellow workers, I would say, ‘Take a hard look at how much you’re getting from the university and take a look at how much you’re contributing to the scientific community.'”\u003c/p>\n\u003cp>The wave of graduate workers organizing appears poised to continue. According to Bloomberg Law, \u003ca href=\"https://news.bloomberglaw.com/daily-labor-report/college-university-strike-wave-continues-its-swell-into-2023\">professors, graduate teaching and research assistants and other academic workers went on strike 15 times in 2022\u003c/a>, and the \u003ca href=\"https://twitter.com/unionelections/status/1599824581325336576\">largest union election petitions last year were filed by graduate workers\u003c/a>, according to Daily Union Elections.\u003c/p>\u003c/div>",
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"content": "‘We need to be fighting now for what we need. And more than that, those fights can be the basis for truly transforming the university on our terms.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Workers in higher education are responding to structural changes in academia over the last few decades, said Sarah Mason, a Ph.D. candidate in sociology and a graduate student researcher at the UC Santa Cruz Center for Labor and Community.\u003c/p>\n\u003cp>Departments and divisions have been financially gutted, workloads have exploded and tenured faculty positions have been replaced by a precarious workforce, Mason said. She added that students are crushed by private debt and described the prospects for future employment as incredibly bleak.\u003c/p>\n\u003cp>“I think there’s an increasing sense that these problems are not going to be solved by the people who created them,” Mason said. “We need to be fighting now for what we need. And more than that, those fights can be the basis for truly transforming the university on our terms.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"slug": "new-to-negotiation-haggling-tips-to-score-bargains-in-a-tight-economy",
"title": "New to Negotiation? Haggling Tips to Score Bargains in a Tight Economy",
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"headTitle": "New to Negotiation? Haggling Tips to Score Bargains in a Tight Economy | KQED",
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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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"title": "Workers at Oakland Children's Hospital Stage 1-Day Strike, Demanding Better Working Conditions and Services",
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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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"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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"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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"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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"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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"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. 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>[ad floatright]\u003c/p>\n",
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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>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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"excerpt": "El programa GIFT de San Francisco proporcionará a 55 personas trans que viven en la ciudad $1,200 dólares al mes durante un máximo de 18 meses. La fecha límite para aplicar es el 15 de diciembre.",
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"description": "El programa GIFT de San Francisco proporcionará a 55 personas trans que viven en la ciudad $1,200 dólares al mes durante un máximo de 18 meses. La fecha límite para aplicar es el 15 de diciembre.",
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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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"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>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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