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"slug": "trabaja-en-interiores-durante-una-ola-de-calor-descubra-como-le-protegen-las-leyes-de-california",
"title": "¿Trabaja en interiores durante una ola de calor? Sepa cómo le protegen las leyes de California",
"publishDate": 1725477239,
"format": "standard",
"headTitle": "¿Trabaja en interiores durante una ola de calor? Sepa cómo le protegen las leyes de California | KQED",
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"content": "\u003cp>\u003ca href=\"https://www.kqed.org/news/11999014/working-inside-during-a-heat-wave-what-to-know-about-californias-new-protections\">\u003ci>Read in English\u003c/i>\u003c/a>\u003c/p>\n\u003cp>[dropcap]E[/dropcap]n julio, \u003ca href=\"https://www.kqed.org/news/11992779/extreme-california-heat-wave-poses-danger-even-in-normally-cool-san-francisco\">San José superó los 100 grados\u003c/a> durante varios días. Gilberta Acevedo lleva 10 años trabajando en un Taco Bell de la zona oeste de la ciudad, en ese tiempo ha soportado muchas olas de calor. Pero esta vez, el calor era intolerable para ella.\u003c/p>\n\u003cp>“En cuanto entrabas en la cocina, empezabas a sudar”, dijo ella. “Era peor que entrar en un horno”.\u003c/p>\n\u003cp>“Hacía semanas que el aire acondicionado había dejado de funcionar”, dijo Acevedo. “La cabeza me empezó a dar vueltas y, aunque bebía agua, me daban ganas de vomitar”, explica Acevedo. “Pero llegué a un punto en el que supe que tenía que hacer algo. Peligraba mi salud. Tengo hijos y no puedo seguir trabajando así”.\u003c/p>\n\u003cp>Tras pedirle a su supervisor que mejoraran las condiciones en la cocina varias veces y el no ver ningún resultado, Acevedo, junto con sus compañeros de trabajo y con la ayuda del Sindicato de Trabajadores de Comida Rápida de California, organizó una huelga de un día en julio para exigir que la dirección de la empresa hiciera reparaciones e instruyera a los empleados sobre cómo evitar las enfermedades causadas por las altas temperaturas. Poco después de la huelga, la gerencia reparó el aire acondicionado y organizó cursos de capacitación.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“Necesitamos un lugar seguro para trabajar. Aunque estemos bajo techo, el calor realmente también nos puede afectar”, afirma. Y Acevedo no es la única, ya que trabajadores de todo el estado \u003ca href=\"https://www.kqed.org/news/11989975/taco-bell-kfc-workers-in-san-jose-walk-out-over-hot-dangerous-conditions\">han tenido que tomar medidas para exigir protecciones contra el calor excesivo\u003c/a> a lo largo de este verano, \u003ca href=\"https://www.reuters.com/business/environment/2024-could-be-worlds-hottest-year-june-breaks-records-2024-07-08/\">el más caluroso del mundo jamás registrado\u003c/a>.\u003c/p>\n\u003cp>Pero ahora hay buenas noticias: California acaba de promulgar \u003ca href=\"https://www.kqed.org/news/11991314/california-board-approves-long-awaited-heat-protections-for-most-indoor-workers\">protecciones contra el calor para los empleados que trabajan en interiores\u003c/a>. A partir del 24 de julio, la Junta Estatal de Normas de Seguridad y Salud en el Trabajo (o Cal/OSHA por sus siglas en inglés) hará cumplir toda \u003ca href=\"https://www.dir.ca.gov/oshsb/documents/Indoor-Heat-updated-txtbrdconsider.pdf\">una serie de normas que protegen a los trabajadores de interior\u003c/a>, independientemente de su situación migratoria o laboral.\u003c/p>\n\u003cp>Durante casi dos décadas, Cal/OSHA ha tenido protecciones para las \u003ca href=\"https://www.kqed.org/news/11955907/derechos-laborales-ola-de-calor\">personas que trabajan al aire libre, como los trabajadores agrícolas y los conductores de reparto\u003c/a>, por ejemplo, pero éstas nunca incluyeron a los empleados en interiores. Ahora, los millones de californianos que trabajan en almacenes, oficinas, restaurantes, supermercados y casi todos los demás lugares de trabajo en interiores están legalmente protegidos por el estado cuando trabajan en condiciones de calor excesivo o peligroso.\u003c/p>\n\u003cp>KQED habló tanto con Cal/OSHA como con defensores de los derechos laborales para comprender mejor estas nuevas protecciones en el lugar de trabajo y cómo los trabajadores pueden defenderse si su empleador no cumple las normas y permite un entorno de trabajo peligrosamente caluroso. E incluso si usted no se siente cómodo hablando de estas cosas con su supervisor, usted todavía tiene opciones.\u003c/p>\n\u003ch3>\u003cstrong>¿Cuándo se aplican las nuevas protecciones contra el calor en interiores en California?\u003c/strong>\u003c/h3>\n\u003cp>Las nuevas normas tienen \u003ca href=\"http://(PDF,%20enlace%20en%20ingl%C3%A9s)\">una decena de páginas\u003c/a> (enlace sólo en inglés) y se dividen en dos secciones:\u003c/p>\n\u003cul>\n\u003cli>Sus derechos como empleado y las responsabilidades de su empleador cuando las temperaturas en el lugar de trabajo \u003cstrong>alcanzan o superan los 82 grados\u003c/strong>.\u003c/li>\n\u003cli>Qué debe hacer su empleador cuando las temperaturas \u003cstrong>alcanzan o superan los 87 grados\u003c/strong>.\u003c/li>\n\u003c/ul>\n\u003cp>Recuerde que estas normas se refieren a la temperatura de la zona donde trabaja, no a la temperatura que hace afuera, en la calle.\u003c/p>\n\u003cp>California tardó mucho tiempo en hacer oficiales estas normas laborales. La Legislatura \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201520160SB1167\">aprobó por primera vez un proyecto de ley que pedía estas regulaciones en 2016\u003c/a> (enlace sólo en inglés), pero no sería hasta siete años más tarde cuando Cal/OSHA presentó un borrador de las posibles normas. El borrador tardaría varios meses más en \u003ca href=\"https://www.kqed.org/news/11980459/california-workers-heat-illness-protections\">pasar por diferentes organismos estatales\u003c/a> (enlace sólo en inglés) y, finalmente, el 23 de julio, la Oficina de Derecho Administrativo dio el visto bueno definitivo.\u003c/p>\n\u003cfigure id=\"attachment_12002746\" class=\"wp-caption aligncenter\" style=\"max-width: 1536px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12002746\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa.jpg\" alt=\"\" width=\"1536\" height=\"1024\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa-160x107.jpg 160w\" sizes=\"(max-width: 1536px) 100vw, 1536px\">\u003cfigcaption class=\"wp-caption-text\">Una trabajadora coloca una pupusa terminada en un plato en un restaurante de Hayward. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch3>\u003cstrong>Sus derechos cuando las temperaturas en el interior del lugar de trabajo alcanzan los 82 grados\u003c/strong>\u003c/h3>\n\u003cp>Cuando las temperaturas alcanzan los 82 grados en el interior de su lugar de trabajo, su empleador debe proporcionarle cuatro cosas:\u003c/p>\n\u003ch4>\u003cstrong>Agua para los trabajadores\u003c/strong>\u003c/h4>\n\u003cp>Los empleadores deben proporcionar a cada trabajador al menos dos galones de agua al día, lo que equivale a unas dos botellas de agua de 16.9 onzas por hora.\u003c/p>\n\u003cp>Esta agua debe ser “fresca, pura y adecuadamente enfríada”, dijo Eric Berg, jefe de salud de Cal/OSHA. “El agua debe ser gratuita. Los empleadores nunca pueden cobrar a los empleados por ello”, dijo. “Tiene que estar lo más cerca posible del lugar donde los empleados están trabajando”.\u003c/p>\n\u003cp>Si un trabajador necesita más agua durante su turno, debe poder beber toda la que necesite sin temor a represalias. Si la gente se queda sin agua, es responsabilidad del jefe tener un plan para conseguir más agua antes de que se acabe, no de los empleados.\u003c/p>\n\u003ch4>\u003cstrong>Zonas de descanso para los empleados\u003c/strong>\u003c/h4>\n\u003cp>“Puede tratarse de una zona con sombra al aire libre o de un área de descanso interior que sea fresca”, explica Berg. Este espacio debe mantenerse a una temperatura inferior a 82 grados y estar disponible siempre que un trabajador sienta que lo necesita. Estas zonas de descanso también deben ser lo suficientemente amplias como para que los empleados quepan cómodamente y disponer de agua fresca de forma accesible.\u003c/p>\n\u003cp>Sin embargo, añade Berg, estas zonas deben ser espacios que los trabajadores no se sientan desanimados a utilizar, como el despacho del director. “No va a sentirse cómodo descansando en el despacho del gerente”, afirma.\u003c/p>\n\u003ch4>\u003cstrong>Descanso para los trabajadores\u003c/strong>\u003c/h4>\n\u003cp>Según las nuevas normas, los trabajadores de California tienen derecho a tomarse descansos preventivos para refrescarse siempre que sientan que están a punto de sobrecalentarse. Este descanso puede realizarse en la zona de enfriamiento designada en cualquier momento durante el turno de un trabajador. Mientras se toman ese descanso, su supervisor tiene que preguntarles si están experimentando algún síntoma de enfermedad por calor. El trabajador puede seguir descansando hasta que se sienta preparado para volver al lugar de trabajo.\u003c/p>\n\u003cp>Si un trabajador siente o muestra \u003ca href=\"https://www.cdc.gov/extreme-heat/signs-symptoms/index.html\">síntomas de enfermedad por calor\u003c/a> (enlace sólo en inglés) (como vómitos, desorientación, inestabilidad al caminar o comportamiento irracional), su supervisor debe prestarle de inmediato primeros auxilios o procurarle atención médica. Y si se descubre que alguien está sufriendo una enfermedad por calor, no se le puede ordenar que se reincorpore al trabajo hasta que todos sus síntomas hayan desaparecido y se haya recuperado por completo.\u003c/p>\n\u003ch4>\u003cstrong>Capacitación para empleados y supervisores\u003c/strong>\u003c/h4>\n\u003cp>Tanto los empleados como los supervisores deben recibir cursos de formación sobre estas nuevas protecciones de Cal/OSHA, que son obligatorias por ley. Los trabajadores deben conocer los síntomas de las enfermedades causadas por el calor, mientras que los empleadores deben asegurarse de que los supervisores estén entrenados sobre cómo vigilar la salud de su mismo equipo y qué hacer durante una emergencia.\u003c/p>\n\u003ch3>\u003cstrong>Sus derechos cuando las temperaturas en el interior del lugar de trabajo alcanzan los 87 grados\u003c/strong>\u003c/h3>\n\u003cp>Una vez que su lugar de trabajo alcanza los 87 grados, su jefe todavía tiene que proporcionarle las cuatro protecciones básicas (agua, zonas de enfriamiento, descanso y capacitación) mencionadas anteriormente. Pero además de eso, también tienen que empezar a adoptar lo que Cal/OSHA llama “medidas de evaluación y control”.”\u003c/p>\n\u003cp>¿Qué significa esto? En pocas palabras, su empleador tiene que comenzar a llevar un registro detallado de la temperatura en su lugar de trabajo durante todo el turno de trabajo. Los registros tienen que incluir la fecha, la hora y la ubicación específica de todas las temperaturas medidas.\u003c/p>\n\u003cp>Y algo importante que hay que aclarar: su empleador no puede limitarse a consultar la aplicación meteorológica de su teléfono y registrar esa temperatura. Tiene que medir manualmente la temperatura del propio lugar de trabajo con un termómetro real.\u003c/p>\n\u003cp>Disponer de este registro también puede ayudar a los trabajadores en el futuro si necesitan denunciar un lugar de trabajo inseguro, dijo AnaStacia Nicol Wright, responsable de políticas de Worksafe, una organización sin ánimo de lucro de derechos laborales con sede en Oakland que lleva años abogando por la protección contra el calor en interiores.\u003c/p>\n\u003cp>“Si el empleado opta por emprender algún tipo de acción legal, podrá solicitar el acceso a los registros que se supone deberían conservarse”, explicó.\u003c/p>\n\u003cp>Algo más a tener en cuenta: si su trabajo requiere que usted use ropa de cuerpo completo a lo largo de su turno, su empleador está obligado a comenzar a llevar un registro de la temperatura antes, cuando es de 82 grados.\u003c/p>\n\u003cp>“La ropa de todo el cuerpo sería el equipo de protección o overoles destinados a proteger el producto o proteger al empleado de la contaminación”, dijo Berg de Cal/OSHA. “No incluye ropa que permita la transpiración, como un uniforme”.\u003c/p>\n\u003cfigure id=\"attachment_12002747\" class=\"wp-caption alignnone\" style=\"max-width: 1536px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12002747\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers.jpg\" alt=\"\" width=\"1536\" height=\"1024\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers-160x107.jpg 160w\" sizes=\"(max-width: 1536px) 100vw, 1536px\">\u003cfigcaption class=\"wp-caption-text\">Trabajadores preparando comidas congeladas en Amy’s Kitchen en Santa Rosa en 2022. Las protecciones contra el calor en California para los trabajadores de interior incluyen directrices para los que deben llevar ropa de cuerpo entero. \u003ccite>(Farida Jhabvala Romero/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch3>\u003cstrong>¿Está obligado mi empleador a instalar aire acondicionado durante una ola de calor?\u003c/strong>\u003c/h3>\n\u003cp>No, la nueva normativa sobre el calor no obliga a los empleadores a instalar aire acondicionado en el lugar de trabajo si no disponen ya de él.\u003c/p>\n\u003cp>\u003ca href=\"https://www.dir.ca.gov/oshsb/documents/Indoor-Heat-updated-txtbrdconsider.pdf\">En su reglamento\u003c/a> (PDF, sólo en inglés), Cal/OSHA considera el aire acondicionado como un tipo de “medida de protección” y los empresarios “deberán utilizar medidas de protección … para minimizar el riesgo de enfermedades causadas por el calor”.\u003c/p>\n\u003cp>Si se dispone de aire acondicionado en el lugar de trabajo, debe encenderse para bajar la temperatura por debajo de los 87 grados. Lo mismo cabe decir de los ventiladores y enfriadores de agua disponibles. Y si esto no es suficiente para bajar la temperatura por debajo de los 87 grados, los empleadores tienen que aplicar otras estrategias:\u003c/p>\n\u003cul>\n\u003cli>Requerir pausas para refrescarse con mayor frecuencia\u003c/li>\n\u003cli>Rotar a los distintos trabajadores en las zonas de altas temperaturas\u003c/li>\n\u003cli>Distribuir entre los trabajadores equipos personales de protección contra el calor.\u003c/li>\n\u003c/ul>\n\u003cp>Pero si no hay aire acondicionado en el lugar, como ocurre en muchos hogares y lugares de trabajo del Área de la Bahía, el empleador no está obligado a instalarlo. Esto se debe a que Cal/OSHA tiene que tener en cuenta todos los diferentes tipos de lugares de trabajo de California antes de establecer una nueva norma, dijo Berg. Esta parte del reglamento “no impone una medida específica”, explicó. “Sólo dice que hay que examinar todos los controles posibles y aplicar lo que sea eficaz y factible para ese lugar de trabajo”.\u003c/p>\n\u003cp>Sin embargo, eso no impide que los trabajadores se unan para solicitar aire acondicionado si creen que lo necesitan, como fue el caso de Acevedo y sus compañeros de trabajo en el Taco Bell de San José.\u003c/p>\n\u003ch3>\u003cstrong>¿Se aplican estas protecciones a todas las personas que trabajan en interiores?\u003c/strong>\u003c/h3>\n\u003cp>Las nuevas normas de Cal/OSHA protegen a todas las personas que trabajan en interiores en California, con una excepción: las personas que trabajan en prisiones, centros de detención locales y centros de menores. Las prisiones de California \u003ca href=\"https://www.kqed.org/news/11993408/incarcerated-women-plead-for-help-after-central-valley-prison-death-amid-extreme-heat\">emplean a decenas de miles de guardias, enfermeras, conserjes y otros puestos\u003c/a> (enlace sólo en inglés), junto con casi 39 mil personas encarceladas que también tienen empleos en prisiones estatales, \u003ca href=\"https://www.kqed.org/news/11983846/state-prisons-offset-new-inmate-wage-hikes-by-cutting-hours-for-some-workers\">la mayoría de las cuales ganan menos de $1 dólar por hora\u003c/a> (enlace sólo en inglés).\u003c/p>\n\u003cp>A pesar de que las prisiones también están expuestas al calor extremo, los funcionarios están investigando actualmente la muerte de una mujer encarcelada en el Centro de Mujeres de California Central en el condado de Madera que, según los defensores, \u003ca href=\"https://www.kqed.org/news/11993408/incarcerated-women-plead-for-help-after-central-valley-prison-death-amid-extreme-heat\">fue un caso de agotamiento por calor\u003c/a> (enlace sólo en inglés), Cal/OSHA no incluye a esta población en las nuevas protecciones. Esto se debe a que los reguladores acordaron eximir a las prisiones estatales como parte de un compromiso con la administración del gobernador Gavin Newsom, que alegó que \u003ca href=\"https://www.kqed.org/news/11983396/prison-workers-excluded-from-indoor-heat-protections-by-california-regulators\">incluir a las prisiones costaría a estas instalaciones miles de millones de dólares para cumplir\u003c/a> (enlace sólo en inglés).\u003c/p>\n\u003cp>[aside label ='Historias Relacionadas' tag='kqed-en-espanol']\u003c/p>\n\u003cp>Fuera de las prisiones, esta normativa se aplica en todos los lugares de trabajo interiores del estado, incluidos restaurantes, escuelas, oficinas, tiendas, almacenes, fábricas y cualquier otro tipo de instalación donde los empleados trabajen en interiores.\u003c/p>\n\u003cp>También se aplican cuando los trabajadores carecen de una situación legal permanente en Estados Unidos. “Todas nuestras normas que protegen a los trabajadores se aplican independientemente de los papeles que una persona pueda tener o no tener”, dijo Berg de Cal/OSHA. “El estatus migratorio no tiene ninguna importancia”.\u003c/p>\n\u003cp>Las protecciones contra el calor también se aplican en los lugares de trabajo donde los empleados trabajan sin que exista un contrato de trabajo formal. Si hay un intercambio de dinero por el trabajo que está haciendo, eso establece una relación de empleador-empleado, incluso sin un contrato firmado.\u003c/p>\n\u003ch3>\u003cstrong>Donde trabajo la temperatura supera los 82 grados, pero mi empleador no respeta las nuevas normas. ¿Qué puedo hacer?\u003c/strong>\u003c/h3>\n\u003cp>Ahora que estas normas están en vigor, los trabajadores tienen un papel que desempeñar para asegurarse de que sus empleadores las cumplen realmente, dijo Wright, de Worksafe.\u003c/p>\n\u003cp>“No podemos confiar sólo en la bondad de la gente”, afirma.\u003c/p>\n\u003ch4>\u003cstrong>Primero, comparta la información\u003c/strong>\u003c/h4>\n\u003cp>Si su empleador no les proporciona a usted y a sus compañeros de trabajo suficiente agua, descanso o capacitación durante una ola de calor, usted está protegido por la ley para informar de esto a su supervisor.\u003c/p>\n\u003cp>Es posible que desconozcan la nueva normativa y, si es así, puede compartir con ellos las normas completas de Cal/OSHA y hacerles saber que la agencia puede incluso ayudarles a crear un plan para cumplir todos los requisitos (enlace sólo en inglés).\u003c/p>\n\u003ch4>\u003cstrong>Llevar un registro de lo que ocurre\u003c/strong>\u003c/h4>\n\u003cp>Por desgracia, no todos los trabajadores tienen una relación positiva con su supervisor. Si cree que su empleador simplemente se niega a ofrecerle protección contra el calor, Wright le recomienda que empiece a documentar lo que ocurre en el trabajo.\u003c/p>\n\u003cp>“Documente, registre y anote cada vez que su empleador no le proporcione estas protecciones”, dice. Estas anotaciones no tienen qué ser demasiado complejas, añade, pueden ser tan sencillas como hacer una nota rápida en su teléfono o en un pedazo de papel que guarde para usted, en la que describa cosas como pedir agua a su supervisor o un descanso para refrescarse y que se lo nieguen.\u003c/p>\n\u003cp>“Basta con anotar la fecha y la hora”, dice Wright. A continuación, ofrece un ejemplo de lo que podría ser una anotacióna eficaz:\u003c/p>\n\u003cp>\u003cem>\u003cstrong>1 de julio: no había zona de descanso. A la 1:30 p.m. le pregunté a mi jefe si podía sentarme y tomar un descanso en su despacho porque tiene aire acondicionado y me dijo que no. Volví a preguntarle a las 3:30 p.m. porque le dije que no me sentía bien. Me volvió a decir que no.\u003c/strong>\u003c/em>\u003c/p>\n\u003cp>Llevar un registro de todo lo que sucede en su lugar de trabajo le ayudará más adelante si decide presentar una queja contra su empleador ante Cal/OSHA. Con eso en mente, Wright recomienda hablar con su empleador sobre problemas de calor a través de correo electrónico o texto para que tenga un registro escrito de su respuesta también.\u003c/p>\n\u003cp>“Ahora se puede complicar”, dijo, “porque una vez que empiece a documentar las cosas de esa manera, especialmente si usted trabaja en un lugar donde normalmente no se habla a través de correspondencia electrónica (su empleador) probablemente tendrá la idea de que está tratando de establecer las bases para un caso legal.”\u003c/p>\n\u003cp>Si se pone nervioso por cómo pueda reaccionar su jefe si empieza a hablar de lo que está pasando en su trabajo, otra opción es hablar primero con sus compañeros de trabajo y comprobar si ellos también están sufriendo con el calor. “Si actúa en pares, si fuese a quejarse con otro empleado, estaría participando en lo que se considera ‘acción concertada’ y eso le da algunas protecciones adicionales”, dijo Wright.\u003c/p>\n\u003cp>Mantenga la calma y documente cualquier cosa que esté sucediendo y que vaya en contra de los derechos que el estado le otorga legalmente.\u003c/p>\n\u003cp>Puede presentar una queja sobre seguridad contra su empleador ante Cal/OSHA poniéndose en contacto con la oficina de zona de la agencia más cercana a su lugar de trabajo. \u003ca href=\"https://www.dir.ca.gov/dosh/DistrictOffices.htm\">Una lista con la información de contacto de cada oficina de la zona está disponible en el sitio web de Cal/OSHA\u003c/a> (enlace sólo en inglés). Incluso puede presentar una queja de forma anónima si teme posibles represalias por parte de su empleador.\u003c/p>\n\u003cp>Si le da nervios ponerse en contacto con Cal/OSHA, también puede acudir a una de las muchas organizaciones de California que ofrecen asistencia jurídica gratuita a los trabajadores para hablar de lo que está ocurriendo en su puesto de trabajo:\u003c/p>\n\u003cul>\n\u003cli>\u003ca href=\"https://legalaidatwork.org/clinics/workers-rights-clinic/\">Legal Aid at Work\u003c/a>: 415-404-9093\u003c/li>\n\u003cli>\u003ca href=\"https://www.asianlawcaucus.org/get-help#workers-rights\">Asian Law Caucus\u003c/a>: 415-896-1701\u003c/li>\n\u003cli>\u003ca href=\"https://www.centrolegal.org/workers-rights/\">Centro Legal de la Raza\u003c/a> (Oakland): 510-437-1554\u003c/li>\n\u003cli>\u003ca href=\"https://www.lrcl.org/workers-rights\">La Raza Centro Legal\u003c/a> (San Francisco): 415-575-3500\u003c/li>\n\u003cli>\u003ca href=\"https://www.tuwu.org/\">Trabajadores Unidos Workers United\u003c/a>: 415-621-4155\u003c/li>\n\u003cli>\u003ca href=\"https://www.rightscenter.org/es/get-help/\">Center for Workers’ Rights\u003c/a> (Sacramento): 916-905-5857\u003c/li>\n\u003cli>\u003ca href=\"https://crla.org/es\">California Rural Legal Assistance\u003c/a> (Central Valley): 800-337-0690\u003c/li>\n\u003c/ul>\n\u003ch3>\u003cstrong>¿Y si la empresa toma represalias contra usted?\u003c/strong>\u003c/h3>\n\u003cp>Documentar cuando su empleador no le está manteniendo seguro y hablar de ello está protegido por la ley en California. De hecho, es ilegal que un empleador despida o reduzca las horas de trabajo de alguien que hable sobre sus derechos laborales.\u003c/p>\n\u003cp>Pero aunque eso es lo que dice la ley, la realidad puede ser mucho más complicada.\u003c/p>\n\u003cp>“No pueden tomar represalias contra usted, pero la realidad es que sí pueden”, afirma Wright.\u003c/p>\n\u003cp>Algunos empleadores empezarán a cumplir las normas de seguridad cuando se den cuenta de que los trabajadores empiezan a tomar sus propias medidas. “A veces se les pone sobre aviso al ver que usted conoce sus derechos laborales”.\u003c/p>\n\u003cp>Pero aunque eso es lo que dice la ley, la realidad puede ser mucho más complicada.\u003c/p>\n\u003cp>“No pueden tomar represalias contra usted, pero la realidad es que sí pueden”, afirma Wright.\u003c/p>\n\u003cp>Algunos empleadores empezarán a cumplir las normas de seguridad cuando se den cuenta de que los trabajadores empiezan a tomar sus propias medidas. “A veces se les pone sobre aviso al ver que usted conoce sus derechos”.\u003c/p>\n\u003cp>“Pero lamentablemente hay que tener en cuenta que esto podría ponerle en el ojo del huracán de su empleador y arriesgar perder su trabajo por ello”, dijo Wright. “No es justo. No está bien. Cada vez que tenemos un cliente, tenemos que decirles de lo que puede suceder una vez que usted presenta una denuncia contra su empleador.”\u003c/p>\n\u003cp>Si usted pierde su trabajo o sus horas laborales después de hablar con su empleador acerca de las protecciones contra el calor, usted tiene una razón para presentar una denuncia de represalia con la Oficina del Comisionado Laboral del estado. Puede presentar una \u003ca href=\"https://www.dir.ca.gov/dlse/rci_osha_complaint.htm\">queja por represalias\u003c/a> (enlace sólo en inglés) en línea llamando al 714-558-4913 o por correo electrónico.\u003c/p>\n\u003cp>Aunque la Oficina del Comisionado Laboral tarda varios meses en tramitar una denuncia, este organismo tiene potestad para investigar a los empleadores, imponer sanciones y devolver a los trabajadores afectados el salario perdido o incluso su trabajo.\u003c/p>\n\u003cp>\u003cem>Esta guía incluye información de Farida Jhabvala Romero y Brian Krans, de KQED.\u003c/em>\u003c/p>\n\u003chr>\n\u003cp>[ad floatright]\u003c/p>\n\u003cp>\u003cem>Este artículo fue traducido por la periodista, \u003ca href=\"https://twitter.com/soytapatia\">María Peña\u003c/a>.\u003c/em>\u003c/p>\n\n",
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"excerpt": "Explore una guía para pedirle a su empleador protección contra el calor. La ley de California ahora exige protecciones para todos los trabajadores de interiores, independientemente de su estatus migratorio o situación laboral.\r\n",
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"title": "¿Trabaja en interiores durante una ola de calor? Sepa cómo le protegen las leyes de California | KQED",
"description": "Explore una guía para pedirle a su empleador protección contra el calor. La ley de California ahora exige protecciones para todos los trabajadores de interiores, independientemente de su estatus migratorio o situación laboral.\r\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.kqed.org/news/11999014/working-inside-during-a-heat-wave-what-to-know-about-californias-new-protections\">\u003ci>Read in English\u003c/i>\u003c/a>\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003cspan class=\"utils-parseShortcode-shortcodes-__dropcapShortcode__dropcap\">E\u003c/span>\u003c/p>\u003cp>n julio, \u003ca href=\"https://www.kqed.org/news/11992779/extreme-california-heat-wave-poses-danger-even-in-normally-cool-san-francisco\">San José superó los 100 grados\u003c/a> durante varios días. Gilberta Acevedo lleva 10 años trabajando en un Taco Bell de la zona oeste de la ciudad, en ese tiempo ha soportado muchas olas de calor. Pero esta vez, el calor era intolerable para ella.\u003c/p>\n\u003cp>“En cuanto entrabas en la cocina, empezabas a sudar”, dijo ella. “Era peor que entrar en un horno”.\u003c/p>\n\u003cp>“Hacía semanas que el aire acondicionado había dejado de funcionar”, dijo Acevedo. “La cabeza me empezó a dar vueltas y, aunque bebía agua, me daban ganas de vomitar”, explica Acevedo. “Pero llegué a un punto en el que supe que tenía que hacer algo. Peligraba mi salud. Tengo hijos y no puedo seguir trabajando así”.\u003c/p>\n\u003cp>Tras pedirle a su supervisor que mejoraran las condiciones en la cocina varias veces y el no ver ningún resultado, Acevedo, junto con sus compañeros de trabajo y con la ayuda del Sindicato de Trabajadores de Comida Rápida de California, organizó una huelga de un día en julio para exigir que la dirección de la empresa hiciera reparaciones e instruyera a los empleados sobre cómo evitar las enfermedades causadas por las altas temperaturas. Poco después de la huelga, la gerencia reparó el aire acondicionado y organizó cursos de capacitación.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“Necesitamos un lugar seguro para trabajar. Aunque estemos bajo techo, el calor realmente también nos puede afectar”, afirma. Y Acevedo no es la única, ya que trabajadores de todo el estado \u003ca href=\"https://www.kqed.org/news/11989975/taco-bell-kfc-workers-in-san-jose-walk-out-over-hot-dangerous-conditions\">han tenido que tomar medidas para exigir protecciones contra el calor excesivo\u003c/a> a lo largo de este verano, \u003ca href=\"https://www.reuters.com/business/environment/2024-could-be-worlds-hottest-year-june-breaks-records-2024-07-08/\">el más caluroso del mundo jamás registrado\u003c/a>.\u003c/p>\n\u003cp>Pero ahora hay buenas noticias: California acaba de promulgar \u003ca href=\"https://www.kqed.org/news/11991314/california-board-approves-long-awaited-heat-protections-for-most-indoor-workers\">protecciones contra el calor para los empleados que trabajan en interiores\u003c/a>. A partir del 24 de julio, la Junta Estatal de Normas de Seguridad y Salud en el Trabajo (o Cal/OSHA por sus siglas en inglés) hará cumplir toda \u003ca href=\"https://www.dir.ca.gov/oshsb/documents/Indoor-Heat-updated-txtbrdconsider.pdf\">una serie de normas que protegen a los trabajadores de interior\u003c/a>, independientemente de su situación migratoria o laboral.\u003c/p>\n\u003cp>Durante casi dos décadas, Cal/OSHA ha tenido protecciones para las \u003ca href=\"https://www.kqed.org/news/11955907/derechos-laborales-ola-de-calor\">personas que trabajan al aire libre, como los trabajadores agrícolas y los conductores de reparto\u003c/a>, por ejemplo, pero éstas nunca incluyeron a los empleados en interiores. Ahora, los millones de californianos que trabajan en almacenes, oficinas, restaurantes, supermercados y casi todos los demás lugares de trabajo en interiores están legalmente protegidos por el estado cuando trabajan en condiciones de calor excesivo o peligroso.\u003c/p>\n\u003cp>KQED habló tanto con Cal/OSHA como con defensores de los derechos laborales para comprender mejor estas nuevas protecciones en el lugar de trabajo y cómo los trabajadores pueden defenderse si su empleador no cumple las normas y permite un entorno de trabajo peligrosamente caluroso. E incluso si usted no se siente cómodo hablando de estas cosas con su supervisor, usted todavía tiene opciones.\u003c/p>\n\u003ch3>\u003cstrong>¿Cuándo se aplican las nuevas protecciones contra el calor en interiores en California?\u003c/strong>\u003c/h3>\n\u003cp>Las nuevas normas tienen \u003ca href=\"http://(PDF,%20enlace%20en%20ingl%C3%A9s)\">una decena de páginas\u003c/a> (enlace sólo en inglés) y se dividen en dos secciones:\u003c/p>\n\u003cul>\n\u003cli>Sus derechos como empleado y las responsabilidades de su empleador cuando las temperaturas en el lugar de trabajo \u003cstrong>alcanzan o superan los 82 grados\u003c/strong>.\u003c/li>\n\u003cli>Qué debe hacer su empleador cuando las temperaturas \u003cstrong>alcanzan o superan los 87 grados\u003c/strong>.\u003c/li>\n\u003c/ul>\n\u003cp>Recuerde que estas normas se refieren a la temperatura de la zona donde trabaja, no a la temperatura que hace afuera, en la calle.\u003c/p>\n\u003cp>California tardó mucho tiempo en hacer oficiales estas normas laborales. La Legislatura \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201520160SB1167\">aprobó por primera vez un proyecto de ley que pedía estas regulaciones en 2016\u003c/a> (enlace sólo en inglés), pero no sería hasta siete años más tarde cuando Cal/OSHA presentó un borrador de las posibles normas. El borrador tardaría varios meses más en \u003ca href=\"https://www.kqed.org/news/11980459/california-workers-heat-illness-protections\">pasar por diferentes organismos estatales\u003c/a> (enlace sólo en inglés) y, finalmente, el 23 de julio, la Oficina de Derecho Administrativo dio el visto bueno definitivo.\u003c/p>\n\u003cfigure id=\"attachment_12002746\" class=\"wp-caption aligncenter\" style=\"max-width: 1536px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12002746\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa.jpg\" alt=\"\" width=\"1536\" height=\"1024\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/Cook-with-large-pupusa-160x107.jpg 160w\" sizes=\"(max-width: 1536px) 100vw, 1536px\">\u003cfigcaption class=\"wp-caption-text\">Una trabajadora coloca una pupusa terminada en un plato en un restaurante de Hayward. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch3>\u003cstrong>Sus derechos cuando las temperaturas en el interior del lugar de trabajo alcanzan los 82 grados\u003c/strong>\u003c/h3>\n\u003cp>Cuando las temperaturas alcanzan los 82 grados en el interior de su lugar de trabajo, su empleador debe proporcionarle cuatro cosas:\u003c/p>\n\u003ch4>\u003cstrong>Agua para los trabajadores\u003c/strong>\u003c/h4>\n\u003cp>Los empleadores deben proporcionar a cada trabajador al menos dos galones de agua al día, lo que equivale a unas dos botellas de agua de 16.9 onzas por hora.\u003c/p>\n\u003cp>Esta agua debe ser “fresca, pura y adecuadamente enfríada”, dijo Eric Berg, jefe de salud de Cal/OSHA. “El agua debe ser gratuita. Los empleadores nunca pueden cobrar a los empleados por ello”, dijo. “Tiene que estar lo más cerca posible del lugar donde los empleados están trabajando”.\u003c/p>\n\u003cp>Si un trabajador necesita más agua durante su turno, debe poder beber toda la que necesite sin temor a represalias. Si la gente se queda sin agua, es responsabilidad del jefe tener un plan para conseguir más agua antes de que se acabe, no de los empleados.\u003c/p>\n\u003ch4>\u003cstrong>Zonas de descanso para los empleados\u003c/strong>\u003c/h4>\n\u003cp>“Puede tratarse de una zona con sombra al aire libre o de un área de descanso interior que sea fresca”, explica Berg. Este espacio debe mantenerse a una temperatura inferior a 82 grados y estar disponible siempre que un trabajador sienta que lo necesita. Estas zonas de descanso también deben ser lo suficientemente amplias como para que los empleados quepan cómodamente y disponer de agua fresca de forma accesible.\u003c/p>\n\u003cp>Sin embargo, añade Berg, estas zonas deben ser espacios que los trabajadores no se sientan desanimados a utilizar, como el despacho del director. “No va a sentirse cómodo descansando en el despacho del gerente”, afirma.\u003c/p>\n\u003ch4>\u003cstrong>Descanso para los trabajadores\u003c/strong>\u003c/h4>\n\u003cp>Según las nuevas normas, los trabajadores de California tienen derecho a tomarse descansos preventivos para refrescarse siempre que sientan que están a punto de sobrecalentarse. Este descanso puede realizarse en la zona de enfriamiento designada en cualquier momento durante el turno de un trabajador. Mientras se toman ese descanso, su supervisor tiene que preguntarles si están experimentando algún síntoma de enfermedad por calor. El trabajador puede seguir descansando hasta que se sienta preparado para volver al lugar de trabajo.\u003c/p>\n\u003cp>Si un trabajador siente o muestra \u003ca href=\"https://www.cdc.gov/extreme-heat/signs-symptoms/index.html\">síntomas de enfermedad por calor\u003c/a> (enlace sólo en inglés) (como vómitos, desorientación, inestabilidad al caminar o comportamiento irracional), su supervisor debe prestarle de inmediato primeros auxilios o procurarle atención médica. Y si se descubre que alguien está sufriendo una enfermedad por calor, no se le puede ordenar que se reincorpore al trabajo hasta que todos sus síntomas hayan desaparecido y se haya recuperado por completo.\u003c/p>\n\u003ch4>\u003cstrong>Capacitación para empleados y supervisores\u003c/strong>\u003c/h4>\n\u003cp>Tanto los empleados como los supervisores deben recibir cursos de formación sobre estas nuevas protecciones de Cal/OSHA, que son obligatorias por ley. Los trabajadores deben conocer los síntomas de las enfermedades causadas por el calor, mientras que los empleadores deben asegurarse de que los supervisores estén entrenados sobre cómo vigilar la salud de su mismo equipo y qué hacer durante una emergencia.\u003c/p>\n\u003ch3>\u003cstrong>Sus derechos cuando las temperaturas en el interior del lugar de trabajo alcanzan los 87 grados\u003c/strong>\u003c/h3>\n\u003cp>Una vez que su lugar de trabajo alcanza los 87 grados, su jefe todavía tiene que proporcionarle las cuatro protecciones básicas (agua, zonas de enfriamiento, descanso y capacitación) mencionadas anteriormente. Pero además de eso, también tienen que empezar a adoptar lo que Cal/OSHA llama “medidas de evaluación y control”.”\u003c/p>\n\u003cp>¿Qué significa esto? En pocas palabras, su empleador tiene que comenzar a llevar un registro detallado de la temperatura en su lugar de trabajo durante todo el turno de trabajo. Los registros tienen que incluir la fecha, la hora y la ubicación específica de todas las temperaturas medidas.\u003c/p>\n\u003cp>Y algo importante que hay que aclarar: su empleador no puede limitarse a consultar la aplicación meteorológica de su teléfono y registrar esa temperatura. Tiene que medir manualmente la temperatura del propio lugar de trabajo con un termómetro real.\u003c/p>\n\u003cp>Disponer de este registro también puede ayudar a los trabajadores en el futuro si necesitan denunciar un lugar de trabajo inseguro, dijo AnaStacia Nicol Wright, responsable de políticas de Worksafe, una organización sin ánimo de lucro de derechos laborales con sede en Oakland que lleva años abogando por la protección contra el calor en interiores.\u003c/p>\n\u003cp>“Si el empleado opta por emprender algún tipo de acción legal, podrá solicitar el acceso a los registros que se supone deberían conservarse”, explicó.\u003c/p>\n\u003cp>Algo más a tener en cuenta: si su trabajo requiere que usted use ropa de cuerpo completo a lo largo de su turno, su empleador está obligado a comenzar a llevar un registro de la temperatura antes, cuando es de 82 grados.\u003c/p>\n\u003cp>“La ropa de todo el cuerpo sería el equipo de protección o overoles destinados a proteger el producto o proteger al empleado de la contaminación”, dijo Berg de Cal/OSHA. “No incluye ropa que permita la transpiración, como un uniforme”.\u003c/p>\n\u003cfigure id=\"attachment_12002747\" class=\"wp-caption alignnone\" style=\"max-width: 1536px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12002747\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers.jpg\" alt=\"\" width=\"1536\" height=\"1024\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/food-line-workers-160x107.jpg 160w\" sizes=\"(max-width: 1536px) 100vw, 1536px\">\u003cfigcaption class=\"wp-caption-text\">Trabajadores preparando comidas congeladas en Amy’s Kitchen en Santa Rosa en 2022. Las protecciones contra el calor en California para los trabajadores de interior incluyen directrices para los que deben llevar ropa de cuerpo entero. \u003ccite>(Farida Jhabvala Romero/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003ch3>\u003cstrong>¿Está obligado mi empleador a instalar aire acondicionado durante una ola de calor?\u003c/strong>\u003c/h3>\n\u003cp>No, la nueva normativa sobre el calor no obliga a los empleadores a instalar aire acondicionado en el lugar de trabajo si no disponen ya de él.\u003c/p>\n\u003cp>\u003ca href=\"https://www.dir.ca.gov/oshsb/documents/Indoor-Heat-updated-txtbrdconsider.pdf\">En su reglamento\u003c/a> (PDF, sólo en inglés), Cal/OSHA considera el aire acondicionado como un tipo de “medida de protección” y los empresarios “deberán utilizar medidas de protección … para minimizar el riesgo de enfermedades causadas por el calor”.\u003c/p>\n\u003cp>Si se dispone de aire acondicionado en el lugar de trabajo, debe encenderse para bajar la temperatura por debajo de los 87 grados. Lo mismo cabe decir de los ventiladores y enfriadores de agua disponibles. Y si esto no es suficiente para bajar la temperatura por debajo de los 87 grados, los empleadores tienen que aplicar otras estrategias:\u003c/p>\n\u003cul>\n\u003cli>Requerir pausas para refrescarse con mayor frecuencia\u003c/li>\n\u003cli>Rotar a los distintos trabajadores en las zonas de altas temperaturas\u003c/li>\n\u003cli>Distribuir entre los trabajadores equipos personales de protección contra el calor.\u003c/li>\n\u003c/ul>\n\u003cp>Pero si no hay aire acondicionado en el lugar, como ocurre en muchos hogares y lugares de trabajo del Área de la Bahía, el empleador no está obligado a instalarlo. Esto se debe a que Cal/OSHA tiene que tener en cuenta todos los diferentes tipos de lugares de trabajo de California antes de establecer una nueva norma, dijo Berg. Esta parte del reglamento “no impone una medida específica”, explicó. “Sólo dice que hay que examinar todos los controles posibles y aplicar lo que sea eficaz y factible para ese lugar de trabajo”.\u003c/p>\n\u003cp>Sin embargo, eso no impide que los trabajadores se unan para solicitar aire acondicionado si creen que lo necesitan, como fue el caso de Acevedo y sus compañeros de trabajo en el Taco Bell de San José.\u003c/p>\n\u003ch3>\u003cstrong>¿Se aplican estas protecciones a todas las personas que trabajan en interiores?\u003c/strong>\u003c/h3>\n\u003cp>Las nuevas normas de Cal/OSHA protegen a todas las personas que trabajan en interiores en California, con una excepción: las personas que trabajan en prisiones, centros de detención locales y centros de menores. Las prisiones de California \u003ca href=\"https://www.kqed.org/news/11993408/incarcerated-women-plead-for-help-after-central-valley-prison-death-amid-extreme-heat\">emplean a decenas de miles de guardias, enfermeras, conserjes y otros puestos\u003c/a> (enlace sólo en inglés), junto con casi 39 mil personas encarceladas que también tienen empleos en prisiones estatales, \u003ca href=\"https://www.kqed.org/news/11983846/state-prisons-offset-new-inmate-wage-hikes-by-cutting-hours-for-some-workers\">la mayoría de las cuales ganan menos de $1 dólar por hora\u003c/a> (enlace sólo en inglés).\u003c/p>\n\u003cp>A pesar de que las prisiones también están expuestas al calor extremo, los funcionarios están investigando actualmente la muerte de una mujer encarcelada en el Centro de Mujeres de California Central en el condado de Madera que, según los defensores, \u003ca href=\"https://www.kqed.org/news/11993408/incarcerated-women-plead-for-help-after-central-valley-prison-death-amid-extreme-heat\">fue un caso de agotamiento por calor\u003c/a> (enlace sólo en inglés), Cal/OSHA no incluye a esta población en las nuevas protecciones. Esto se debe a que los reguladores acordaron eximir a las prisiones estatales como parte de un compromiso con la administración del gobernador Gavin Newsom, que alegó que \u003ca href=\"https://www.kqed.org/news/11983396/prison-workers-excluded-from-indoor-heat-protections-by-california-regulators\">incluir a las prisiones costaría a estas instalaciones miles de millones de dólares para cumplir\u003c/a> (enlace sólo en inglés).\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Fuera de las prisiones, esta normativa se aplica en todos los lugares de trabajo interiores del estado, incluidos restaurantes, escuelas, oficinas, tiendas, almacenes, fábricas y cualquier otro tipo de instalación donde los empleados trabajen en interiores.\u003c/p>\n\u003cp>También se aplican cuando los trabajadores carecen de una situación legal permanente en Estados Unidos. “Todas nuestras normas que protegen a los trabajadores se aplican independientemente de los papeles que una persona pueda tener o no tener”, dijo Berg de Cal/OSHA. “El estatus migratorio no tiene ninguna importancia”.\u003c/p>\n\u003cp>Las protecciones contra el calor también se aplican en los lugares de trabajo donde los empleados trabajan sin que exista un contrato de trabajo formal. Si hay un intercambio de dinero por el trabajo que está haciendo, eso establece una relación de empleador-empleado, incluso sin un contrato firmado.\u003c/p>\n\u003ch3>\u003cstrong>Donde trabajo la temperatura supera los 82 grados, pero mi empleador no respeta las nuevas normas. ¿Qué puedo hacer?\u003c/strong>\u003c/h3>\n\u003cp>Ahora que estas normas están en vigor, los trabajadores tienen un papel que desempeñar para asegurarse de que sus empleadores las cumplen realmente, dijo Wright, de Worksafe.\u003c/p>\n\u003cp>“No podemos confiar sólo en la bondad de la gente”, afirma.\u003c/p>\n\u003ch4>\u003cstrong>Primero, comparta la información\u003c/strong>\u003c/h4>\n\u003cp>Si su empleador no les proporciona a usted y a sus compañeros de trabajo suficiente agua, descanso o capacitación durante una ola de calor, usted está protegido por la ley para informar de esto a su supervisor.\u003c/p>\n\u003cp>Es posible que desconozcan la nueva normativa y, si es así, puede compartir con ellos las normas completas de Cal/OSHA y hacerles saber que la agencia puede incluso ayudarles a crear un plan para cumplir todos los requisitos (enlace sólo en inglés).\u003c/p>\n\u003ch4>\u003cstrong>Llevar un registro de lo que ocurre\u003c/strong>\u003c/h4>\n\u003cp>Por desgracia, no todos los trabajadores tienen una relación positiva con su supervisor. Si cree que su empleador simplemente se niega a ofrecerle protección contra el calor, Wright le recomienda que empiece a documentar lo que ocurre en el trabajo.\u003c/p>\n\u003cp>“Documente, registre y anote cada vez que su empleador no le proporcione estas protecciones”, dice. Estas anotaciones no tienen qué ser demasiado complejas, añade, pueden ser tan sencillas como hacer una nota rápida en su teléfono o en un pedazo de papel que guarde para usted, en la que describa cosas como pedir agua a su supervisor o un descanso para refrescarse y que se lo nieguen.\u003c/p>\n\u003cp>“Basta con anotar la fecha y la hora”, dice Wright. A continuación, ofrece un ejemplo de lo que podría ser una anotacióna eficaz:\u003c/p>\n\u003cp>\u003cem>\u003cstrong>1 de julio: no había zona de descanso. A la 1:30 p.m. le pregunté a mi jefe si podía sentarme y tomar un descanso en su despacho porque tiene aire acondicionado y me dijo que no. Volví a preguntarle a las 3:30 p.m. porque le dije que no me sentía bien. Me volvió a decir que no.\u003c/strong>\u003c/em>\u003c/p>\n\u003cp>Llevar un registro de todo lo que sucede en su lugar de trabajo le ayudará más adelante si decide presentar una queja contra su empleador ante Cal/OSHA. Con eso en mente, Wright recomienda hablar con su empleador sobre problemas de calor a través de correo electrónico o texto para que tenga un registro escrito de su respuesta también.\u003c/p>\n\u003cp>“Ahora se puede complicar”, dijo, “porque una vez que empiece a documentar las cosas de esa manera, especialmente si usted trabaja en un lugar donde normalmente no se habla a través de correspondencia electrónica (su empleador) probablemente tendrá la idea de que está tratando de establecer las bases para un caso legal.”\u003c/p>\n\u003cp>Si se pone nervioso por cómo pueda reaccionar su jefe si empieza a hablar de lo que está pasando en su trabajo, otra opción es hablar primero con sus compañeros de trabajo y comprobar si ellos también están sufriendo con el calor. “Si actúa en pares, si fuese a quejarse con otro empleado, estaría participando en lo que se considera ‘acción concertada’ y eso le da algunas protecciones adicionales”, dijo Wright.\u003c/p>\n\u003cp>Mantenga la calma y documente cualquier cosa que esté sucediendo y que vaya en contra de los derechos que el estado le otorga legalmente.\u003c/p>\n\u003cp>Puede presentar una queja sobre seguridad contra su empleador ante Cal/OSHA poniéndose en contacto con la oficina de zona de la agencia más cercana a su lugar de trabajo. \u003ca href=\"https://www.dir.ca.gov/dosh/DistrictOffices.htm\">Una lista con la información de contacto de cada oficina de la zona está disponible en el sitio web de Cal/OSHA\u003c/a> (enlace sólo en inglés). Incluso puede presentar una queja de forma anónima si teme posibles represalias por parte de su empleador.\u003c/p>\n\u003cp>Si le da nervios ponerse en contacto con Cal/OSHA, también puede acudir a una de las muchas organizaciones de California que ofrecen asistencia jurídica gratuita a los trabajadores para hablar de lo que está ocurriendo en su puesto de trabajo:\u003c/p>\n\u003cul>\n\u003cli>\u003ca href=\"https://legalaidatwork.org/clinics/workers-rights-clinic/\">Legal Aid at Work\u003c/a>: 415-404-9093\u003c/li>\n\u003cli>\u003ca href=\"https://www.asianlawcaucus.org/get-help#workers-rights\">Asian Law Caucus\u003c/a>: 415-896-1701\u003c/li>\n\u003cli>\u003ca href=\"https://www.centrolegal.org/workers-rights/\">Centro Legal de la Raza\u003c/a> (Oakland): 510-437-1554\u003c/li>\n\u003cli>\u003ca href=\"https://www.lrcl.org/workers-rights\">La Raza Centro Legal\u003c/a> (San Francisco): 415-575-3500\u003c/li>\n\u003cli>\u003ca href=\"https://www.tuwu.org/\">Trabajadores Unidos Workers United\u003c/a>: 415-621-4155\u003c/li>\n\u003cli>\u003ca href=\"https://www.rightscenter.org/es/get-help/\">Center for Workers’ Rights\u003c/a> (Sacramento): 916-905-5857\u003c/li>\n\u003cli>\u003ca href=\"https://crla.org/es\">California Rural Legal Assistance\u003c/a> (Central Valley): 800-337-0690\u003c/li>\n\u003c/ul>\n\u003ch3>\u003cstrong>¿Y si la empresa toma represalias contra usted?\u003c/strong>\u003c/h3>\n\u003cp>Documentar cuando su empleador no le está manteniendo seguro y hablar de ello está protegido por la ley en California. De hecho, es ilegal que un empleador despida o reduzca las horas de trabajo de alguien que hable sobre sus derechos laborales.\u003c/p>\n\u003cp>Pero aunque eso es lo que dice la ley, la realidad puede ser mucho más complicada.\u003c/p>\n\u003cp>“No pueden tomar represalias contra usted, pero la realidad es que sí pueden”, afirma Wright.\u003c/p>\n\u003cp>Algunos empleadores empezarán a cumplir las normas de seguridad cuando se den cuenta de que los trabajadores empiezan a tomar sus propias medidas. “A veces se les pone sobre aviso al ver que usted conoce sus derechos laborales”.\u003c/p>\n\u003cp>Pero aunque eso es lo que dice la ley, la realidad puede ser mucho más complicada.\u003c/p>\n\u003cp>“No pueden tomar represalias contra usted, pero la realidad es que sí pueden”, afirma Wright.\u003c/p>\n\u003cp>Algunos empleadores empezarán a cumplir las normas de seguridad cuando se den cuenta de que los trabajadores empiezan a tomar sus propias medidas. “A veces se les pone sobre aviso al ver que usted conoce sus derechos”.\u003c/p>\n\u003cp>“Pero lamentablemente hay que tener en cuenta que esto podría ponerle en el ojo del huracán de su empleador y arriesgar perder su trabajo por ello”, dijo Wright. “No es justo. No está bien. Cada vez que tenemos un cliente, tenemos que decirles de lo que puede suceder una vez que usted presenta una denuncia contra su empleador.”\u003c/p>\n\u003cp>Si usted pierde su trabajo o sus horas laborales después de hablar con su empleador acerca de las protecciones contra el calor, usted tiene una razón para presentar una denuncia de represalia con la Oficina del Comisionado Laboral del estado. Puede presentar una \u003ca href=\"https://www.dir.ca.gov/dlse/rci_osha_complaint.htm\">queja por represalias\u003c/a> (enlace sólo en inglés) en línea llamando al 714-558-4913 o por correo electrónico.\u003c/p>\n\u003cp>Aunque la Oficina del Comisionado Laboral tarda varios meses en tramitar una denuncia, este organismo tiene potestad para investigar a los empleadores, imponer sanciones y devolver a los trabajadores afectados el salario perdido o incluso su trabajo.\u003c/p>\n\u003cp>\u003cem>Esta guía incluye información de Farida Jhabvala Romero y Brian Krans, de KQED.\u003c/em>\u003c/p>\n\u003chr>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cem>Este artículo fue traducido por la periodista, \u003ca href=\"https://twitter.com/soytapatia\">María Peña\u003c/a>.\u003c/em>\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cem>\u003ca href=\"http://itunes.apple.com/us/podcast/the-california-report-magazine/id1314750545?mt=2\" target=\"_blank\" rel=\"noopener noreferrer\">Listen to this and more in-depth storytelling by subscribing to The California Report Magazine podcast.\u003c/a>\u003c/em>\u003c/p>\n\u003ch2>\u003ca href=\"https://www.kqed.org/mindshift/64470/5-ways-the-black-panthers-shaped-u-s-schools\">How the Black Panthers Helped Shape U.S. Schools\u003c/a>\u003c/h2>\n\u003cp>Back in the 1960s, people were challenging the status quo in a lot of ways, including how schools should be run. At the same time, the Black power movement was gaining traction. It was during this era, in 1966, that the Black Panther Party for Self-Defense started in Oakland. The FBI called them dangerous because of their belief in Black nationalism, socialism, and armed self-defense against police brutality. But the Black Panthers also took an innovative approach to education and community support. We bring you an episode from our friends at KQED’s MindShift podcast about how one high school in Oakland is still continuing that legacy.\u003c/p>\n\u003ch2 class=\"routes-Site-routes-Post-Title-__Title__title\">\u003ca href=\"https://www.kqed.org/news/12002041/central-valley-students-find-connection-and-belonging-through-japanese-drumming\">Central Valley Students Find Connection and Belonging Through Japanese Drumming\u003c/a>\u003c/h2>\n\u003cp>The Central Valley town of Ballico sits in the middle of acres of almond orchards. It’s the kind of place you might miss as you’re driving past. But it’s got a rich history: some of the first farmers who settled here came from Japan. And these days, while the people who live here come from many backgrounds, if you visit the local school, you can still hear the influence of Japanese American culture. As reporter Alice Daniel tells us, kids here practice and perform Taiko — a traditional style of Japanese drumming — year-round.\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\"> [ad fullwidth]\u003cbr>\n\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\n",
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