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"content": "\u003cp>\u003cb>Here are the morning’s top stories on Tuesday, July 1, 2025…\u003c/b>\u003c/p>\n\u003cul>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">As Immigration and Customs Enforcement actions ramp up across California, fear is spreading through communities, even in small Central Valley towns like Dinuba. But one grocery store owner is doing more than just ringing up customers – he’s delivering food right to their doors.\u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">On Monday, state lawmakers \u003c/span>\u003ca href=\"https://www.kqed.org/news/12046558/california-lawmakers-approve-major-overhaul-of-landmark-environmental-law\">\u003cspan style=\"font-weight: 400\">passed two controversial bills\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> that will overhaul the state’s landmark environmental law, known as CEQA.\u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">Several new state laws are taking effect Tuesday, including one meant to \u003c/span>\u003ca href=\"https://www.dir.ca.gov/DIRNews/2025/2025-60.html\">\u003cspan style=\"font-weight: 400\">help agency-hired domestic workers.\u003c/span>\u003c/a>\u003c/li>\n\u003cli>The U.S. Department of Justice \u003ca href=\"https://laist.com/news/politics/trump-adminstration-sues-los-angeles-sanctuary-city-policies\">is suing Los Angeles\u003c/a> over its sanctuary city policies, alleging that the city’s laws “deliberately” obstruct federal immigration enforcement.\u003c/li>\n\u003c/ul>\n\u003ch2>\u003cstrong>Central Valley Business Starts Food Delivery For Immigrant Community\u003c/strong>\u003c/h2>\n\u003cp>Inside the Dinuba Food Center, customers trickle in and out. Behind the counter is Mohmaed Saeed. He opened the store back in March. In towns like Dinuba in the Central Valley, immigrants make up much of the workforce. Now, stepped-up immigration enforcement isn’t just stoking fear, it’s threatening small businesses like Saeed’s and putting entire neighborhoods on edge.\u003c/p>\n\u003cp>With many residents worried about going to work or even in some cases, going outside at all, Saeed launched a home delivery service. He’s now making up to 40 deliveries a day, using his store’s truck and rotating staff. “I was thinking to do something. Not just for the store but for the clients, for all the neighborhood,” Saeed said.\u003c/p>\n\u003cp>Saeed moved to California from Yemen when he was 13. He lived in Bakersfield, and now he’s in Fresno, where his family runs several food centers. But he opened this Dinuba store on his own. And he remembers how much the neighborhood showed up for him when he first opened. “They said, ‘We just want to help. We’re happy to see a new business here.’ I’m not going to forget that,” he said.\u003c/p>\n\u003ch2 class=\"routes-Site-routes-Post-Title-__Title__title\">\u003ca href=\"https://www.kqed.org/news/12046558/california-lawmakers-approve-major-overhaul-of-landmark-environmental-law\">California Lawmakers Approve Major Overhaul Of Landmark Environmental Law\u003c/a>\u003c/h2>\n\u003cp>After weeks of tense negotiations with Gov. Gavin Newsom, California lawmakers on Monday passed two \u003ca href=\"https://www.kqed.org/news/12036917/bill-reform-controversial-environmental-law-faces-first-legislative-hurdle\">controversial bills\u003c/a> that promise to make big changes to the state’s landmark environmental law to boost housing and clean energy projects.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>The two bills — AB 609 from Asm. Buffy Wicks, D-Oakland, and SB 607, by Sen. Scott Wiener, D-San Francisco — were folded into addendums to the state budget, which was \u003ca href=\"https://www.gov.ca.gov/2025/06/27/budget/\">approved Friday\u003c/a>. They both take aim at the \u003ca href=\"https://oag.ca.gov/environment/ceqa\">1970 California Environmental Quality Act\u003c/a>, known as CEQA , which has been the ire of \u003ca href=\"https://calmatters.org/housing/2025/03/ceqa-infill-housing-wicks/\">housing\u003c/a> \u003ca href=\"https://calmatters.org/commentary/2025/06/ceqa-environmental-law-reform/\">advocates\u003c/a> and \u003ca href=\"https://lhc.ca.gov/report/california-environmental-quality-act-ceqa/\">oversight agencies\u003c/a> for years. Critics claim its ever-broadening scope and lengthy review process have slowed development and made it too expensive to build.\u003c/p>\n\u003cp>For years, however, reforming CEQA has been a divisive issue among state Democrats, due to its ardent support among labor, \u003ca href=\"https://ceja.org/what-we-do/green-zones/ceqa-case-studies/\">environmental\u003c/a> \u003ca href=\"https://ceqaworks.org/\">groups\u003c/a> and others, who have heralded it as one of the \u003ca href=\"https://w.ecovote.org/california-environmental-quality-act-the-myths-vs-the-facts/\">most important tools\u003c/a> to fight pollution and sprawl. And they often point to \u003ca href=\"https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3956250\">studies \u003c/a>\u003ca href=\"https://www.cp-dr.com/articles/how-long-can-the-swiss-cheese-approach-ceqa-go/b24c31e081204b8eb4cbbf4f6313f2db\">calling into question\u003c/a> whether it truly stops development from moving forward.\u003c/p>\n\u003ch2>\u003cstrong>Domestic Workers Get New Protections \u003c/strong>\u003c/h2>\n\u003cp>New legislation that went into effect Tuesday \u003ca href=\"https://www.dir.ca.gov/DIRNews/2025/2025-60.html\">ensures health and safety protections\u003c/a> to more than 175,000 agency-hired domestic workers in California.\u003c/p>\n\u003cp>Coverage under the Department of Occupational Safety and Health, or Cal/OSHA is now extended to these domestic workers, including housekeepers, nannies and home care workers.\u003c/p>\n\u003cp>Businesses that employ household domestic service workers on a temporary or permanent basis will have several responsibilities. They will have to establish, implement, and maintain an effective injury and illness prevention program (IIPP), inspect workplaces to identify, evaluate and correct potential safety hazards, and report any serious workplace injuries to Cal/OSHA. Domestic workers will also be able to access information and guidance from Cal/OSHA on how to be safe in the workplace.\u003c/p>\n\u003cp>\u003ca style=\"font-size: 24px;font-weight: bold\" href=\"https://laist.com/news/politics/trump-adminstration-sues-los-angeles-sanctuary-city-policies\">\u003cstrong>Trump Administration Sues Los Angeles Over Its Sanctuary City Policies\u003c/strong>\u003c/a>\u003c/p>\n\u003cp>The Department of Justice is suing Los Angeles over its sanctuary city policies, alleging that the city’s laws “deliberately” obstruct federal immigration enforcement. In the lawsuit filed Monday, the department blames the ordinance for why it deployed the National Guard and U.S. Marines. “Sanctuary policies were the driving cause of the violence, chaos, and attacks on law enforcement that Americans recently witnessed in Los Angeles,” Attorney General Pamela Bondi said in a statement.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>L.A. declared itself a sanctuary city in 2019 and enshrined its policies into law last year. The declaration does not allow the city to cooperate with federal agents and prohibits federal agents from using city resources — staff and property — for immigration enforcement. “Trump is tearing families apart and he’s trying to force every city and town to help him carry out his white nationalist agenda,” L.A. City Council member Hugo Soto-Martinez said. “The lawsuit gets one thing right. We refuse to stand by and let Donald Trump deport innocent families. We’re going to do everything within our power to keep families together.”\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cb>Here are the morning’s top stories on Tuesday, July 1, 2025…\u003c/b>\u003c/p>\n\u003cul>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">As Immigration and Customs Enforcement actions ramp up across California, fear is spreading through communities, even in small Central Valley towns like Dinuba. But one grocery store owner is doing more than just ringing up customers – he’s delivering food right to their doors.\u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">On Monday, state lawmakers \u003c/span>\u003ca href=\"https://www.kqed.org/news/12046558/california-lawmakers-approve-major-overhaul-of-landmark-environmental-law\">\u003cspan style=\"font-weight: 400\">passed two controversial bills\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> that will overhaul the state’s landmark environmental law, known as CEQA.\u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">Several new state laws are taking effect Tuesday, including one meant to \u003c/span>\u003ca href=\"https://www.dir.ca.gov/DIRNews/2025/2025-60.html\">\u003cspan style=\"font-weight: 400\">help agency-hired domestic workers.\u003c/span>\u003c/a>\u003c/li>\n\u003cli>The U.S. Department of Justice \u003ca href=\"https://laist.com/news/politics/trump-adminstration-sues-los-angeles-sanctuary-city-policies\">is suing Los Angeles\u003c/a> over its sanctuary city policies, alleging that the city’s laws “deliberately” obstruct federal immigration enforcement.\u003c/li>\n\u003c/ul>\n\u003ch2>\u003cstrong>Central Valley Business Starts Food Delivery For Immigrant Community\u003c/strong>\u003c/h2>\n\u003cp>Inside the Dinuba Food Center, customers trickle in and out. Behind the counter is Mohmaed Saeed. He opened the store back in March. In towns like Dinuba in the Central Valley, immigrants make up much of the workforce. Now, stepped-up immigration enforcement isn’t just stoking fear, it’s threatening small businesses like Saeed’s and putting entire neighborhoods on edge.\u003c/p>\n\u003cp>With many residents worried about going to work or even in some cases, going outside at all, Saeed launched a home delivery service. He’s now making up to 40 deliveries a day, using his store’s truck and rotating staff. “I was thinking to do something. Not just for the store but for the clients, for all the neighborhood,” Saeed said.\u003c/p>\n\u003cp>Saeed moved to California from Yemen when he was 13. He lived in Bakersfield, and now he’s in Fresno, where his family runs several food centers. But he opened this Dinuba store on his own. And he remembers how much the neighborhood showed up for him when he first opened. “They said, ‘We just want to help. We’re happy to see a new business here.’ I’m not going to forget that,” he said.\u003c/p>\n\u003ch2 class=\"routes-Site-routes-Post-Title-__Title__title\">\u003ca href=\"https://www.kqed.org/news/12046558/california-lawmakers-approve-major-overhaul-of-landmark-environmental-law\">California Lawmakers Approve Major Overhaul Of Landmark Environmental Law\u003c/a>\u003c/h2>\n\u003cp>After weeks of tense negotiations with Gov. Gavin Newsom, California lawmakers on Monday passed two \u003ca href=\"https://www.kqed.org/news/12036917/bill-reform-controversial-environmental-law-faces-first-legislative-hurdle\">controversial bills\u003c/a> that promise to make big changes to the state’s landmark environmental law to boost housing and clean energy projects.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The two bills — AB 609 from Asm. Buffy Wicks, D-Oakland, and SB 607, by Sen. Scott Wiener, D-San Francisco — were folded into addendums to the state budget, which was \u003ca href=\"https://www.gov.ca.gov/2025/06/27/budget/\">approved Friday\u003c/a>. They both take aim at the \u003ca href=\"https://oag.ca.gov/environment/ceqa\">1970 California Environmental Quality Act\u003c/a>, known as CEQA , which has been the ire of \u003ca href=\"https://calmatters.org/housing/2025/03/ceqa-infill-housing-wicks/\">housing\u003c/a> \u003ca href=\"https://calmatters.org/commentary/2025/06/ceqa-environmental-law-reform/\">advocates\u003c/a> and \u003ca href=\"https://lhc.ca.gov/report/california-environmental-quality-act-ceqa/\">oversight agencies\u003c/a> for years. Critics claim its ever-broadening scope and lengthy review process have slowed development and made it too expensive to build.\u003c/p>\n\u003cp>For years, however, reforming CEQA has been a divisive issue among state Democrats, due to its ardent support among labor, \u003ca href=\"https://ceja.org/what-we-do/green-zones/ceqa-case-studies/\">environmental\u003c/a> \u003ca href=\"https://ceqaworks.org/\">groups\u003c/a> and others, who have heralded it as one of the \u003ca href=\"https://w.ecovote.org/california-environmental-quality-act-the-myths-vs-the-facts/\">most important tools\u003c/a> to fight pollution and sprawl. And they often point to \u003ca href=\"https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3956250\">studies \u003c/a>\u003ca href=\"https://www.cp-dr.com/articles/how-long-can-the-swiss-cheese-approach-ceqa-go/b24c31e081204b8eb4cbbf4f6313f2db\">calling into question\u003c/a> whether it truly stops development from moving forward.\u003c/p>\n\u003ch2>\u003cstrong>Domestic Workers Get New Protections \u003c/strong>\u003c/h2>\n\u003cp>New legislation that went into effect Tuesday \u003ca href=\"https://www.dir.ca.gov/DIRNews/2025/2025-60.html\">ensures health and safety protections\u003c/a> to more than 175,000 agency-hired domestic workers in California.\u003c/p>\n\u003cp>Coverage under the Department of Occupational Safety and Health, or Cal/OSHA is now extended to these domestic workers, including housekeepers, nannies and home care workers.\u003c/p>\n\u003cp>Businesses that employ household domestic service workers on a temporary or permanent basis will have several responsibilities. They will have to establish, implement, and maintain an effective injury and illness prevention program (IIPP), inspect workplaces to identify, evaluate and correct potential safety hazards, and report any serious workplace injuries to Cal/OSHA. Domestic workers will also be able to access information and guidance from Cal/OSHA on how to be safe in the workplace.\u003c/p>\n\u003cp>\u003ca style=\"font-size: 24px;font-weight: bold\" href=\"https://laist.com/news/politics/trump-adminstration-sues-los-angeles-sanctuary-city-policies\">\u003cstrong>Trump Administration Sues Los Angeles Over Its Sanctuary City Policies\u003c/strong>\u003c/a>\u003c/p>\n\u003cp>The Department of Justice is suing Los Angeles over its sanctuary city policies, alleging that the city’s laws “deliberately” obstruct federal immigration enforcement. In the lawsuit filed Monday, the department blames the ordinance for why it deployed the National Guard and U.S. Marines. “Sanctuary policies were the driving cause of the violence, chaos, and attacks on law enforcement that Americans recently witnessed in Los Angeles,” Attorney General Pamela Bondi said in a statement.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>L.A. declared itself a sanctuary city in 2019 and enshrined its policies into law last year. The declaration does not allow the city to cooperate with federal agents and prohibits federal agents from using city resources — staff and property — for immigration enforcement. “Trump is tearing families apart and he’s trying to force every city and town to help him carry out his white nationalist agenda,” L.A. City Council member Hugo Soto-Martinez said. “The lawsuit gets one thing right. We refuse to stand by and let Donald Trump deport innocent families. We’re going to do everything within our power to keep families together.”\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cem>Updated 5:27 p.m. Monday\u003c/em>\u003c/p>\n\u003cp>Last weekend’s major \u003ca href=\"https://www.kqed.org/news/12025273/martinez-refining-company-investigating-if-leak-during-maintenance-contributed-to-fire\">fire at an East Bay refinery\u003c/a>, which caused dangerous air conditions and spurred a shelter-in-place order, has reignited concern from community members over the facility’s rocky few years and impact on their neighborhoods.\u003c/p>\n\u003cp>The blaze at \u003ca href=\"https://www.kqed.org/news/tag/martinez-refinery\">Martinez Refining Co.’s petroleum refinery\u003c/a> was reported by the company around 1:45 p.m. Saturday, hours after the Bay Area Air District began receiving complaints of odors in the area. It sent plumes of black smoke into the air for hours and forced much of Martinez and the surrounding communities of Pacheco and Clyde to shelter in place until late Saturday night.\u003c/p>\n\u003cp>Fire officials mostly extinguished the fire by 11 a.m. Sunday and Martinez Refining Co. said it was fully contained to the refinery site. However, dangerous airborne chemicals released by the fire could spread much farther and linger for days, adding to the burden already faced by neighboring communities.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“I think it’s a constant issue with the refinery that people are concerned about — what’s escaping the stacks?” asked Dawn Elton, who manages an ACE Hardware store less than a mile from the refinery. She shut down her store Saturday afternoon after seeing the huge black cloud.\u003c/p>\n\u003cp>On Monday afternoon, the Bay Area Air District issued two notices of violation to the Martinez refinery for public nuisance, excessive smoke and soot fallout. The agency said more violations are possible as it continues to investigate. \u003c/p>\n\u003cp>The fire started after two workers discovered a leak of hydrocarbon material while preparing for planned maintenance at one of the refinery’s process units. They evacuated the area before the material caught on fire and spread within the immediate vicinity, according to the company.\u003c/p>\n\u003cfigure id=\"attachment_11968800\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11968800\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/12/GettyImages-1467777894-e1738620843534.jpg\" alt=\"A view of two large industrial facilities — both refineries — each with many smokestacks - with hills in the background.\" width=\"2000\" height=\"1333\">\u003cfigcaption class=\"wp-caption-text\">A view of the Martinez Refining Company in the foreground and the Marathon Refinery in the background, on Nov. 24, 2019, in Martinez, California. \u003ccite>(Michael R. Lopez/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>At least six people have been treated for health concerns related to the fire, including three who were taken to hospitals with minor injuries. Workers who were taking air quality readings experienced dizziness, the company said.\u003c/p>\n\u003cp>Although most of the visible smoke had cleared by late Sunday and the shelter-in-place was downgraded to a health advisory — meaning conditions were mostly dangerous to elderly and immuno-compromised people — Elton is worried that there could also be longer-term effects for her and other locals.\u003c/p>\n\u003cp>“It was raining, so did [rainwater] go into the soil? Was anything dangerous to us that will come back later to harm us in some way?” she asked.\u003c/p>\n\u003cp>Living near oil refineries like the one in Martinez is already hazardous, even without a fire or flaring incident.\u003c/p>\n\u003cp>[aside postID=news_12025273 hero='https://cdn.kqed.org/wp-content/uploads/sites/10/2025/02/475966196_17941090172958161_4612211217959910985_n-e1738464480621-1020x706.jpg']\u003c/p>\n\u003cp>According to the Environmental Protection Agency, petroleum refineries can release thousands of pounds of BTEX compounds — benzene, toluene, ethylbenzene and xylene, as well as carbon monoxide, hydrogen sulfide and sulfur dioxide — each year. Many of these are known or suspected to cause cancer and developmental or reproductive problems and worsen pre-existing respiratory conditions.\u003c/p>\n\u003cp>“There can be potentially more risk for people living nearby because they have chronic exposure to hazardous chemicals and then these spikes of exposure that could exacerbate many different types of health risks,” said David Gonzalez, an assistant professor at the UC Berkeley School of Public Health. “This is something that people living near the refinery have been calling attention to for a long time.”\u003c/p>\n\u003cp>Saturday’s fire was the third major incident at the Martinez refinery since Shell sold it to PBF Energy in 2020.\u003c/p>\n\u003cp>In 2022, the refinery released \u003ca href=\"https://www.kqed.org/news/11952517/martinez-refinery-chemical-release-poses-no-long-term-hazard-tests-find\">nearly 50,000 pounds of powdered industrial chemicals\u003c/a> into the air. There were also more than a dozen notices that hazardous materials were released or spilled by the site in 2023, and flaring occurred at least three times last year.\u003c/p>\n\u003cp>Martinez Refining Co. said in a statement that it would investigate the root cause of the fire and apologized “for the disruption and concern” it caused to the community.\u003c/p>\n\u003cp>However, many residents want the site to be shut down, and some, like Samantha Viano, are hoping local officials will step in to make sure this trend doesn’t continue.\u003c/p>\n\u003cp>“It just seems like this kind of stuff is happening more and more, which is really scary,” said Viano.\u003c/p>\n\u003cp>Most of her extended family lives in Martinez, and she said in her 30 years in the city, there have been many spills, but only one other shelter-in-place order.\u003c/p>\n\u003cp>“How are they going to stop this from happening?” she said. “Because I think the whole community is really scared now.”\u003c/p>\n\u003cp>\u003cem>KQED’s \u003c/em>\u003ca href=\"https://www.kqed.org/author/shossaini\">\u003cem>Sara Hossaini\u003c/em>\u003c/a>\u003cem> contributed to this report. \u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cem>Updated 5:27 p.m. Monday\u003c/em>\u003c/p>\n\u003cp>Last weekend’s major \u003ca href=\"https://www.kqed.org/news/12025273/martinez-refining-company-investigating-if-leak-during-maintenance-contributed-to-fire\">fire at an East Bay refinery\u003c/a>, which caused dangerous air conditions and spurred a shelter-in-place order, has reignited concern from community members over the facility’s rocky few years and impact on their neighborhoods.\u003c/p>\n\u003cp>The blaze at \u003ca href=\"https://www.kqed.org/news/tag/martinez-refinery\">Martinez Refining Co.’s petroleum refinery\u003c/a> was reported by the company around 1:45 p.m. Saturday, hours after the Bay Area Air District began receiving complaints of odors in the area. It sent plumes of black smoke into the air for hours and forced much of Martinez and the surrounding communities of Pacheco and Clyde to shelter in place until late Saturday night.\u003c/p>\n\u003cp>Fire officials mostly extinguished the fire by 11 a.m. Sunday and Martinez Refining Co. said it was fully contained to the refinery site. However, dangerous airborne chemicals released by the fire could spread much farther and linger for days, adding to the burden already faced by neighboring communities.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“I think it’s a constant issue with the refinery that people are concerned about — what’s escaping the stacks?” asked Dawn Elton, who manages an ACE Hardware store less than a mile from the refinery. She shut down her store Saturday afternoon after seeing the huge black cloud.\u003c/p>\n\u003cp>On Monday afternoon, the Bay Area Air District issued two notices of violation to the Martinez refinery for public nuisance, excessive smoke and soot fallout. The agency said more violations are possible as it continues to investigate. \u003c/p>\n\u003cp>The fire started after two workers discovered a leak of hydrocarbon material while preparing for planned maintenance at one of the refinery’s process units. They evacuated the area before the material caught on fire and spread within the immediate vicinity, according to the company.\u003c/p>\n\u003cfigure id=\"attachment_11968800\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11968800\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/12/GettyImages-1467777894-e1738620843534.jpg\" alt=\"A view of two large industrial facilities — both refineries — each with many smokestacks - with hills in the background.\" width=\"2000\" height=\"1333\">\u003cfigcaption class=\"wp-caption-text\">A view of the Martinez Refining Company in the foreground and the Marathon Refinery in the background, on Nov. 24, 2019, in Martinez, California. \u003ccite>(Michael R. Lopez/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>At least six people have been treated for health concerns related to the fire, including three who were taken to hospitals with minor injuries. Workers who were taking air quality readings experienced dizziness, the company said.\u003c/p>\n\u003cp>Although most of the visible smoke had cleared by late Sunday and the shelter-in-place was downgraded to a health advisory — meaning conditions were mostly dangerous to elderly and immuno-compromised people — Elton is worried that there could also be longer-term effects for her and other locals.\u003c/p>\n\u003cp>“It was raining, so did [rainwater] go into the soil? Was anything dangerous to us that will come back later to harm us in some way?” she asked.\u003c/p>\n\u003cp>Living near oil refineries like the one in Martinez is already hazardous, even without a fire or flaring incident.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>According to the Environmental Protection Agency, petroleum refineries can release thousands of pounds of BTEX compounds — benzene, toluene, ethylbenzene and xylene, as well as carbon monoxide, hydrogen sulfide and sulfur dioxide — each year. Many of these are known or suspected to cause cancer and developmental or reproductive problems and worsen pre-existing respiratory conditions.\u003c/p>\n\u003cp>“There can be potentially more risk for people living nearby because they have chronic exposure to hazardous chemicals and then these spikes of exposure that could exacerbate many different types of health risks,” said David Gonzalez, an assistant professor at the UC Berkeley School of Public Health. “This is something that people living near the refinery have been calling attention to for a long time.”\u003c/p>\n\u003cp>Saturday’s fire was the third major incident at the Martinez refinery since Shell sold it to PBF Energy in 2020.\u003c/p>\n\u003cp>In 2022, the refinery released \u003ca href=\"https://www.kqed.org/news/11952517/martinez-refinery-chemical-release-poses-no-long-term-hazard-tests-find\">nearly 50,000 pounds of powdered industrial chemicals\u003c/a> into the air. There were also more than a dozen notices that hazardous materials were released or spilled by the site in 2023, and flaring occurred at least three times last year.\u003c/p>\n\u003cp>Martinez Refining Co. said in a statement that it would investigate the root cause of the fire and apologized “for the disruption and concern” it caused to the community.\u003c/p>\n\u003cp>However, many residents want the site to be shut down, and some, like Samantha Viano, are hoping local officials will step in to make sure this trend doesn’t continue.\u003c/p>\n\u003cp>“It just seems like this kind of stuff is happening more and more, which is really scary,” said Viano.\u003c/p>\n\u003cp>Most of her extended family lives in Martinez, and she said in her 30 years in the city, there have been many spills, but only one other shelter-in-place order.\u003c/p>\n\u003cp>“How are they going to stop this from happening?” she said. “Because I think the whole community is really scared now.”\u003c/p>\n\u003cp>\u003cem>KQED’s \u003c/em>\u003ca href=\"https://www.kqed.org/author/shossaini\">\u003cem>Sara Hossaini\u003c/em>\u003c/a>\u003cem> contributed to this report. \u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>",
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"slug": "striking-antioch-georgia-pacific-plant-workers-describe-unsafe-conditions",
"title": "Striking Antioch Georgia-Pacific Plant Workers Describe 'Unsafe' Conditions",
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"content": "\u003cp>Jacob San Miguel said he had frequent nosebleeds from working 12-hour shifts in clouds of fiberglass dust.\u003c/p>\n\u003cp>His coworker, Jimmie Arnold III, went to the emergency room several times after waking up at night struggling to breathe. He said it was because air contaminants on the job activated his asthma.\u003c/p>\n\u003cp>They are among the roughly 100 workers striking over wages and safety concerns at a drywall manufacturing plant in Antioch owned by Georgia-Pacific, one of the world’s top manufacturers of paper, tissue and building products. Employees interviewed by KQED said the company has failed to fix health hazards at the facility, ignoring worker complaints for years.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Georgia-Pacific is owned by Koch Industries, the second-largest private company in the U.S., according to \u003ca href=\"https://www.forbes.com/lists/largest-private-companies/#:~:text=RANK,14\">\u003cem>Forbes\u003c/em>\u003c/a>. Koch Industries has an estimated annual revenue of about $125 billion. The employees at the Antioch plant said they often had difficulty breathing, chronic coughs and severe lightheadedness, including from the smell of known carcinogens and other chemicals hanging thick in the air.\u003c/p>\n\u003cp>The workers, most of them in their 20s, said insufficient ventilation at the Minaker Road facility causes them to routinely inhale fiberglass dust, formaldehyde and other toxins released from materials used to make drywall, which is also known as gypsum. They worry about long-term exposure to chemicals such as formaldehyde, which has been linked to \u003ca href=\"https://www.cancer.org/cancer/risk-prevention/chemicals/formaldehyde.html#:~:text=The%20US%20Occupational%20Safety%20and,only%20occur%20over%2015%20minutes.\">throat cancers\u003c/a>.\u003c/p>\n\u003cfigure id=\"attachment_12005847\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12005847\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED.jpg\" alt=\"\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">The Georgia-Pacific Antioch Wallboard Plant in Antioch on Sept. 20, 2024, a manufacturing plant producing drywall products. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“By the end of your shift, you can barely breathe through your nose,” said Fernando Tapia, 21, who works at the start of the drywall line. “Your nose is clogged up. You are constantly coughing.”\u003c/p>\n\u003cp>He and other workers said ventilation fans at the facility are often broken or nonexistent, while machines constantly kick up dust and worsen the indoor air quality.\u003c/p>\n\u003cp>“The fan that we have, they barely fixed it like a couple of weeks ago. But realistically, it’s not circulating any fresh air inside,” Tapia said while coworkers stood behind him at the picket line last week.\u003c/p>\n\u003cp>The company provides surgical masks that don’t filter tiny particles or N95 masks that quickly clog up, they said. Both kinds of masks are also hard to wear while doing strenuous physical labor with goggles on, so some prefer not to wear the masks at all.\u003c/p>\n\u003cfigure id=\"attachment_12005845\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12005845\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED.jpg\" alt=\"\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Employee Jacob San Miguel (right) speaks with fellow members of the International Longshore & Warehouse Workers Union Local 6 (ILWU) during a strike at the Georgia-Pacific Antioch Wallboard Plant in Antioch on Sept. 20, 2024. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>California law mandates employers to monitor for fibrous glass, formaldehyde and other airborne contaminants if it’s reasonable to suspect employees are exposed to concentrations higher than \u003ca href=\"https://www.dir.ca.gov/title8/5155.html\">permissible levels\u003c/a>. If so, businesses must take steps to reduce and prevent workers’ exposure to those chemicals, preferably through local exhaust ventilation, which is considered more efficient than masks.\u003c/p>\n\u003cp>A spokesperson for Georgia-Pacific, which has more than 30,000 employees at 150 facilities in the U.S., declined to provide information on air monitoring at the Antioch Gypsum plant.\u003c/p>\n\u003cp>“Georgia-Pacific works to act with proper regard for the rights of others, especially regarding safety and the environment, and we fully comply with all local, state, and federal laws and regulations,” Nicole Linton, external communications manager for the company, said in a statement. “Safety is our company’s top priority. We strive for continuous improvement in our key safety processes.”\u003c/p>\n\u003cp>Over the last decade, Georgia-Pacific facilities across the U.S. have been cited for dozens of violations, most of which are considered serious, according to Occupational Safety and Health Administration \u003ca href=\"https://www.osha.gov/ords/imis/establishment.search?establishment=Georgia%20Pacific&state=all&officetype=all&office=all&sitezip=100000&startmonth=09&startday=24&startyear=2014&endmonth=09&endday=24&endyear=2019&p_case=all&p_start=20&p_finish=40&p_sort=12&p_desc=DESC&p_direction=Prev&p_show=20&p_violations_exist=yes\">records\u003c/a>. At least three employees have died on the job after falling 85 feet, getting sucked into machinery and drowning in a pulper tub. Others suffered amputations, second- and third-degree burns, skull and leg fractures, and other injuries that required hospitalization, according to OSHA.\u003c/p>\n\u003cp>Workplace safety regulators issued initial penalties of nearly $567,000 against the company between September 2014 and September 2024. Georgia-Pacific agreed to pay $376,000 after reaching settlements.\u003c/p>\n\u003cp>Garrett Brown, who was a field inspector with Cal/OSHA for 18 years, said the citations indicate the company has a weak safety program.\u003c/p>\n\u003cp>“I’m sure they would deny it. But if you had a strong safety program, you would not have fatalities, multiple amputations and falls,” Brown said.\u003c/p>\n\u003cfigure id=\"attachment_12005848\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12005848\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED.jpg\" alt=\"\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">A truck carrying drywall departs the Georgia-Pacific Antioch Wallboard Plant in Antioch on Sept. 20, 2024, a manufacturing plant producing drywall products. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>At the Antioch facility, some workers said they hadn’t received the required training on how to protect themselves from fiberglass particles and some of the dry chemicals they handle.\u003c/p>\n\u003cp>“They didn’t give me any mask or anything like that. They didn’t tell me how bad the fiberglass was going to be. And there’s nights I’m waking up, I’m wheezing,” said Arnold, 26, who has worked at the plant for three years. “Not only is it unfair wages, but we have a lot of chemicals at the plant that are unsafe to our bodies.”\u003c/p>\n\u003cp>[aside label=\"Related Stories\" postID=\"news_11969846,news_11956246,news_11992304\"]\u003c/p>\n\u003cp>Georgia-Pacific has brought dozens of workers from Nevada, Texas and other states to continue operating at a reduced capacity since the strike began on Sept. 16, said Pedro de Sá, a business agent with International Longshore & Warehouse Union Local 6.\u003c/p>\n\u003cp>The company and the union, which represents 85 production and shipping workers at the facility, have been negotiating a contract since May, including recently with the help of a federal mediator. Before the strike, Georgia-Pacific’s last offer included a wage raise of 12% over four years, which workers rejected as insufficient due, in part, to inflation and job health hazards, de Sá said.\u003c/p>\n\u003cp>“For us, this is about fairness,” he said. “It’s a sacrifice. These workers made a stand being like, ‘We will make the sacrifice to make sure that we get where we deserve.’”\u003c/p>\n\u003cp>San Miguel, 27, said he’s ready to hold out for as long as needed because the company had not addressed workers’ safety complaints.\u003c/p>\n\u003cp>“Over the years that we’ve worked here, we start to feel it on our bodies,” San Miguel, a machine operator, said. “It accumulates in the air. You see the air sparkle and the dust particles getting picked up. It’s just stuff we’ve been talking about over many years, and even the people before us have complained about it.”\u003c/p>\n\u003cp>De Sá said he facilitated a call with the workers and Cal/OSHA on Sept. 17 to file a complaint about unsafe working conditions. It’s unlikely the agency would inspect the Antioch facility during a labor strike, according to Brown, the retired inspector.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"excerpt": "Employees said they routinely inhale fiberglass particles, known carcinogens and other toxic chemicals on the job, causing them nosebleeds, lightheadedness, shortness of breath and other problems. ",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Jacob San Miguel said he had frequent nosebleeds from working 12-hour shifts in clouds of fiberglass dust.\u003c/p>\n\u003cp>His coworker, Jimmie Arnold III, went to the emergency room several times after waking up at night struggling to breathe. He said it was because air contaminants on the job activated his asthma.\u003c/p>\n\u003cp>They are among the roughly 100 workers striking over wages and safety concerns at a drywall manufacturing plant in Antioch owned by Georgia-Pacific, one of the world’s top manufacturers of paper, tissue and building products. Employees interviewed by KQED said the company has failed to fix health hazards at the facility, ignoring worker complaints for years.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Georgia-Pacific is owned by Koch Industries, the second-largest private company in the U.S., according to \u003ca href=\"https://www.forbes.com/lists/largest-private-companies/#:~:text=RANK,14\">\u003cem>Forbes\u003c/em>\u003c/a>. Koch Industries has an estimated annual revenue of about $125 billion. The employees at the Antioch plant said they often had difficulty breathing, chronic coughs and severe lightheadedness, including from the smell of known carcinogens and other chemicals hanging thick in the air.\u003c/p>\n\u003cp>The workers, most of them in their 20s, said insufficient ventilation at the Minaker Road facility causes them to routinely inhale fiberglass dust, formaldehyde and other toxins released from materials used to make drywall, which is also known as gypsum. They worry about long-term exposure to chemicals such as formaldehyde, which has been linked to \u003ca href=\"https://www.cancer.org/cancer/risk-prevention/chemicals/formaldehyde.html#:~:text=The%20US%20Occupational%20Safety%20and,only%20occur%20over%2015%20minutes.\">throat cancers\u003c/a>.\u003c/p>\n\u003cfigure id=\"attachment_12005847\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12005847\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED.jpg\" alt=\"\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-45-BL-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">The Georgia-Pacific Antioch Wallboard Plant in Antioch on Sept. 20, 2024, a manufacturing plant producing drywall products. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“By the end of your shift, you can barely breathe through your nose,” said Fernando Tapia, 21, who works at the start of the drywall line. “Your nose is clogged up. You are constantly coughing.”\u003c/p>\n\u003cp>He and other workers said ventilation fans at the facility are often broken or nonexistent, while machines constantly kick up dust and worsen the indoor air quality.\u003c/p>\n\u003cp>“The fan that we have, they barely fixed it like a couple of weeks ago. But realistically, it’s not circulating any fresh air inside,” Tapia said while coworkers stood behind him at the picket line last week.\u003c/p>\n\u003cp>The company provides surgical masks that don’t filter tiny particles or N95 masks that quickly clog up, they said. Both kinds of masks are also hard to wear while doing strenuous physical labor with goggles on, so some prefer not to wear the masks at all.\u003c/p>\n\u003cfigure id=\"attachment_12005845\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12005845\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED.jpg\" alt=\"\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-32-BL-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Employee Jacob San Miguel (right) speaks with fellow members of the International Longshore & Warehouse Workers Union Local 6 (ILWU) during a strike at the Georgia-Pacific Antioch Wallboard Plant in Antioch on Sept. 20, 2024. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>California law mandates employers to monitor for fibrous glass, formaldehyde and other airborne contaminants if it’s reasonable to suspect employees are exposed to concentrations higher than \u003ca href=\"https://www.dir.ca.gov/title8/5155.html\">permissible levels\u003c/a>. If so, businesses must take steps to reduce and prevent workers’ exposure to those chemicals, preferably through local exhaust ventilation, which is considered more efficient than masks.\u003c/p>\n\u003cp>A spokesperson for Georgia-Pacific, which has more than 30,000 employees at 150 facilities in the U.S., declined to provide information on air monitoring at the Antioch Gypsum plant.\u003c/p>\n\u003cp>“Georgia-Pacific works to act with proper regard for the rights of others, especially regarding safety and the environment, and we fully comply with all local, state, and federal laws and regulations,” Nicole Linton, external communications manager for the company, said in a statement. “Safety is our company’s top priority. We strive for continuous improvement in our key safety processes.”\u003c/p>\n\u003cp>Over the last decade, Georgia-Pacific facilities across the U.S. have been cited for dozens of violations, most of which are considered serious, according to Occupational Safety and Health Administration \u003ca href=\"https://www.osha.gov/ords/imis/establishment.search?establishment=Georgia%20Pacific&state=all&officetype=all&office=all&sitezip=100000&startmonth=09&startday=24&startyear=2014&endmonth=09&endday=24&endyear=2019&p_case=all&p_start=20&p_finish=40&p_sort=12&p_desc=DESC&p_direction=Prev&p_show=20&p_violations_exist=yes\">records\u003c/a>. At least three employees have died on the job after falling 85 feet, getting sucked into machinery and drowning in a pulper tub. Others suffered amputations, second- and third-degree burns, skull and leg fractures, and other injuries that required hospitalization, according to OSHA.\u003c/p>\n\u003cp>Workplace safety regulators issued initial penalties of nearly $567,000 against the company between September 2014 and September 2024. Georgia-Pacific agreed to pay $376,000 after reaching settlements.\u003c/p>\n\u003cp>Garrett Brown, who was a field inspector with Cal/OSHA for 18 years, said the citations indicate the company has a weak safety program.\u003c/p>\n\u003cp>“I’m sure they would deny it. But if you had a strong safety program, you would not have fatalities, multiple amputations and falls,” Brown said.\u003c/p>\n\u003cfigure id=\"attachment_12005848\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-12005848\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED.jpg\" alt=\"\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/09/240920-GEORGIAPACIFICDRYWALL-69-BL-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">A truck carrying drywall departs the Georgia-Pacific Antioch Wallboard Plant in Antioch on Sept. 20, 2024, a manufacturing plant producing drywall products. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>At the Antioch facility, some workers said they hadn’t received the required training on how to protect themselves from fiberglass particles and some of the dry chemicals they handle.\u003c/p>\n\u003cp>“They didn’t give me any mask or anything like that. They didn’t tell me how bad the fiberglass was going to be. And there’s nights I’m waking up, I’m wheezing,” said Arnold, 26, who has worked at the plant for three years. “Not only is it unfair wages, but we have a lot of chemicals at the plant that are unsafe to our bodies.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Georgia-Pacific has brought dozens of workers from Nevada, Texas and other states to continue operating at a reduced capacity since the strike began on Sept. 16, said Pedro de Sá, a business agent with International Longshore & Warehouse Union Local 6.\u003c/p>\n\u003cp>The company and the union, which represents 85 production and shipping workers at the facility, have been negotiating a contract since May, including recently with the help of a federal mediator. Before the strike, Georgia-Pacific’s last offer included a wage raise of 12% over four years, which workers rejected as insufficient due, in part, to inflation and job health hazards, de Sá said.\u003c/p>\n\u003cp>“For us, this is about fairness,” he said. “It’s a sacrifice. These workers made a stand being like, ‘We will make the sacrifice to make sure that we get where we deserve.’”\u003c/p>\n\u003cp>San Miguel, 27, said he’s ready to hold out for as long as needed because the company had not addressed workers’ safety complaints.\u003c/p>\n\u003cp>“Over the years that we’ve worked here, we start to feel it on our bodies,” San Miguel, a machine operator, said. “It accumulates in the air. You see the air sparkle and the dust particles getting picked up. It’s just stuff we’ve been talking about over many years, and even the people before us have complained about it.”\u003c/p>\n\u003cp>De Sá said he facilitated a call with the workers and Cal/OSHA on Sept. 17 to file a complaint about unsafe working conditions. It’s unlikely the agency would inspect the Antioch facility during a labor strike, according to Brown, the retired inspector.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>\u003cb>Here are the morning’s top stories on Monday, August 26, 2024…\u003c/b>\u003c/p>\n\u003cul>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">In Santa Monica, one woman is still seeking justice, decades after the city took her father’s land. Silas White was a black entrepreneur who planned to turn the land into a beach club for black beachgoers. In March, \u003c/span>\u003ca href=\"https://www.kcrw.com/news/shows/press-play-with-madeleine-brand/weight-loss-ebony-beach-club-life-examined/silas-white\">\u003cspan style=\"font-weight: 400\">the Santa Monica City Council voted to explore compensating White’s descendants\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> for his plot of land. But in late July, the city missed its self-imposed deadline for a report that would have provided recommendations on reparations to the council.\u003c/span>\u003c/li>\n\u003cli>State occupational health and safety regulators are trying to speed up their investigations of fatal accidents. Cal/OSHA \u003ca href=\"https://www.dir.ca.gov/DIRNews/2024/2024-64.html\">is staffing up\u003c/a> across the state to help review cases involving worker deaths.\u003c/li>\n\u003c/ul>\n\u003ch2>\u003cb>Santa Monica Misses Self-Imposed Deadline To Tackle Reparations\u003c/b>\u003c/h2>\n\u003cp>\u003ca href=\"https://www.kcrw.com/news/shows/press-play-with-madeleine-brand/weight-loss-ebony-beach-club-life-examined/silas-white\">\u003cspan style=\"font-weight: 400\">Earlier this year\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">, \u003c/span>\u003cspan style=\"font-weight: 400\">the Santa Monica City Council voted to explore compensating the descendants of a Black man named Silas White for his plot of land on Ocean Avenue near Pico Boulevard. Decades ago, White dreamed of converting a building he owned into the Ebony Beach Club, a place where African Americans could feel safe from discrimination while at the beach in Santa Monica. The city took the land, saying they needed it for public parking. Now the luxury Viceroy Hotel sits on the site.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">But in late July, the city missed its self-imposed deadline for a report that would have provided recommendations on reparations to the council.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The family of Silas White continues to push for justice. “The dream of the beach club was always in the back of his mind. It was the only beach that black people would go to,” his daughter Connie White said. “And it just felt that it wasn’t just that we were only able to use that one portion of the beach that didn’t have any facilities, no where to change clothes or no where to eat or anything like that. So he was taking all of that into consideration.” \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The group \u003c/span>\u003ca href=\"https://www.facebook.com/Whereismyland/posts/pfbid02tfGNfshCSFnzQmQG8CiPGbEHoBKoA2CCWups96ECdiBNMJbK2VTZahjYT3yt1ZK6l\">\u003cspan style=\"font-weight: 400\">Where Is My Land\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> is working with the White family. CEO Kavon Ward said she was disappointed but not surprised by the council delay. She said she still believes the city of Santa Monica will compensate the family, but it’s unclear if it will be done fairly.\u003c/span>\u003c/p>\n\u003ch2>\u003cb>State Agency Works To Speed Up Investigations Of Deadly Workplace Accidents \u003c/b>\u003c/h2>\n\u003cp>\u003cspan style=\"font-weight: 400\">California’s \u003c/span>\u003ca href=\"https://www.dir.ca.gov/dosh/\">\u003cspan style=\"font-weight: 400\">Division of Occupational Safety and Health\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> has bolstered staff to investigate worker deaths, and whether there is any criminal negligence involving employers.\u003c/span>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Cal/OSHA’s Bureau of Investigations reviews worker deaths and refers cases involving criminal negligence by employers to local prosecutors. But until recently, the bureau had just three investigators for the whole state, based in Oakland and L.A.\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The agency says since July, a total of nine positions have been filled for offices throughout the state. Special Investigators are now co-located with enforcement offices in Redding, Sacramento, Oakland, Modesto, Fresno, Bakersfield and San Diego. \u003c/span>\u003ca href=\"https://www.dir.ca.gov/dosh/CFOI/California-Occupational-Fatalities.pdf\">\u003cspan style=\"font-weight: 400\">More than 500 workers died in California in 2022. \u003c/span>\u003c/a>\u003c/p>\n\n",
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"description": "Here are the morning's top stories on Monday, August 26, 2024… In Santa Monica, one woman is still seeking justice, decades after the city took her father's land. Silas White was a black entrepreneur who planned to turn the land into a beach club for black beachgoers. In March, the Santa Monica City Council voted to explore compensating White's descendants for his plot of land. But in late July, the city missed its self-imposed deadline for a report that would have provided recommendations on reparations to the council. State occupational health and safety regulators are trying to speed up their",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cb>Here are the morning’s top stories on Monday, August 26, 2024…\u003c/b>\u003c/p>\n\u003cul>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">In Santa Monica, one woman is still seeking justice, decades after the city took her father’s land. Silas White was a black entrepreneur who planned to turn the land into a beach club for black beachgoers. In March, \u003c/span>\u003ca href=\"https://www.kcrw.com/news/shows/press-play-with-madeleine-brand/weight-loss-ebony-beach-club-life-examined/silas-white\">\u003cspan style=\"font-weight: 400\">the Santa Monica City Council voted to explore compensating White’s descendants\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> for his plot of land. But in late July, the city missed its self-imposed deadline for a report that would have provided recommendations on reparations to the council.\u003c/span>\u003c/li>\n\u003cli>State occupational health and safety regulators are trying to speed up their investigations of fatal accidents. Cal/OSHA \u003ca href=\"https://www.dir.ca.gov/DIRNews/2024/2024-64.html\">is staffing up\u003c/a> across the state to help review cases involving worker deaths.\u003c/li>\n\u003c/ul>\n\u003ch2>\u003cb>Santa Monica Misses Self-Imposed Deadline To Tackle Reparations\u003c/b>\u003c/h2>\n\u003cp>\u003ca href=\"https://www.kcrw.com/news/shows/press-play-with-madeleine-brand/weight-loss-ebony-beach-club-life-examined/silas-white\">\u003cspan style=\"font-weight: 400\">Earlier this year\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">, \u003c/span>\u003cspan style=\"font-weight: 400\">the Santa Monica City Council voted to explore compensating the descendants of a Black man named Silas White for his plot of land on Ocean Avenue near Pico Boulevard. Decades ago, White dreamed of converting a building he owned into the Ebony Beach Club, a place where African Americans could feel safe from discrimination while at the beach in Santa Monica. The city took the land, saying they needed it for public parking. Now the luxury Viceroy Hotel sits on the site.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">But in late July, the city missed its self-imposed deadline for a report that would have provided recommendations on reparations to the council.\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The family of Silas White continues to push for justice. “The dream of the beach club was always in the back of his mind. It was the only beach that black people would go to,” his daughter Connie White said. “And it just felt that it wasn’t just that we were only able to use that one portion of the beach that didn’t have any facilities, no where to change clothes or no where to eat or anything like that. So he was taking all of that into consideration.” \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The group \u003c/span>\u003ca href=\"https://www.facebook.com/Whereismyland/posts/pfbid02tfGNfshCSFnzQmQG8CiPGbEHoBKoA2CCWups96ECdiBNMJbK2VTZahjYT3yt1ZK6l\">\u003cspan style=\"font-weight: 400\">Where Is My Land\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> is working with the White family. CEO Kavon Ward said she was disappointed but not surprised by the council delay. She said she still believes the city of Santa Monica will compensate the family, but it’s unclear if it will be done fairly.\u003c/span>\u003c/p>\n\u003ch2>\u003cb>State Agency Works To Speed Up Investigations Of Deadly Workplace Accidents \u003c/b>\u003c/h2>\n\u003cp>\u003cspan style=\"font-weight: 400\">California’s \u003c/span>\u003ca href=\"https://www.dir.ca.gov/dosh/\">\u003cspan style=\"font-weight: 400\">Division of Occupational Safety and Health\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> has bolstered staff to investigate worker deaths, and whether there is any criminal negligence involving employers.\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Cal/OSHA’s Bureau of Investigations reviews worker deaths and refers cases involving criminal negligence by employers to local prosecutors. But until recently, the bureau had just three investigators for the whole state, based in Oakland and L.A.\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The agency says since July, a total of nine positions have been filled for offices throughout the state. Special Investigators are now co-located with enforcement offices in Redding, Sacramento, Oakland, Modesto, Fresno, Bakersfield and San Diego. \u003c/span>\u003ca href=\"https://www.dir.ca.gov/dosh/CFOI/California-Occupational-Fatalities.pdf\">\u003cspan style=\"font-weight: 400\">More than 500 workers died in California in 2022. \u003c/span>\u003c/a>\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cb>Here are the morning’s top stories on Thursday, August 8, 2024…\u003c/b>\u003c/p>\n\u003cul>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">Multiple cities throughout California have seen temperatures well above 90 degrees this week. Workers, both indoors and outdoors, are feeling the heat, but for the first time ever, \u003c/span>\u003ca href=\"https://www.kqed.org/news/11999014/working-inside-during-a-heat-wave-what-to-know-about-californias-new-protections\">\u003cspan style=\"font-weight: 400\">indoor workers finally have protections\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> against excessive heat in the workplace. At the end of last month, state officials unveiled new rules of what’s required in indoor workplaces when temperatures surpass 82 degrees.\u003c/span>\u003cspan style=\"font-weight: 400\"> \u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">California put hundreds of millions worth of federal homelessness dollars at risk. A \u003c/span>\u003ca href=\"https://calmatters.org/housing/homelessness/2024/08/hud-hcd-audit/\">\u003cspan style=\"font-weight: 400\">federal audit\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> out this week blames “chaotic” and “disorganized” anti-fraud policies at the state’s housing agency. Auditors gave the California agency its lowest possible ranking. \u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">A \u003ca href=\"https://www.kqed.org/news/11999170/us-abortion-rates-have-gone-up-slightly-since-roe-was-overturned-new-study-finds\">new report\u003c/a> says abortions are up nationwide compared to before Roe v. Wade was overturned two years ago. California is leading the way, providing more than 16,000 abortions a month on average.\u003c/span>\u003c/li>\n\u003c/ul>\n\u003ch2>\u003ca href=\"https://www.kqed.org/news/11999014/working-inside-during-a-heat-wave-what-to-know-about-californias-new-protections\">\u003cb>Working Inside During a Heat Wave? Learn How New California Rules Protect You\u003c/b>\u003c/a>\u003c/h2>\n\u003cp>\u003cspan style=\"font-weight: 400\">California recently \u003c/span>\u003ca href=\"https://www.kqed.org/news/11991314/california-board-approves-long-awaited-heat-protections-for-most-indoor-workers\">\u003cspan style=\"font-weight: 400\">enacted heat protections for employees who work indoors\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">. As of July 24, the state’s Occupational Safety and Health Standards Board (Cal/OSHA) will enforce \u003c/span>\u003ca href=\"https://www.dir.ca.gov/oshsb/documents/Indoor-Heat-updated-txtbrdconsider.pdf\">\u003cspan style=\"font-weight: 400\">a whole set of rules that protect indoor workers\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">, regardless of their immigration or employment status.\u003c/span>\u003c/p>\n\u003cp>Once temperatures reach 82 degrees inside your indoor workplace, your employer needs to provide you with four things: at least two gallons of water per day, cool-down areas for employees, workers have the right to take preventative cool-down rests whenever they feel close to overheating and both employees and supervisors need to be trained about these new Cal/OSHA protections. Further protections are in place if indoor work temperatures reach 87 degrees.\u003c/p>\n\u003cp>Cal/OSHA’s new rules protect every person working indoors in California — with one exception: people who work in prisons, local detention facilities and juvenile facilities. That’s because regulators agreed to exempt state prisons as part of a compromise with Gov. Gavin Newsom’s administration, which claimed \u003ca href=\"https://www.kqed.org/news/11983396/prison-workers-excluded-from-indoor-heat-protections-by-california-regulators\">including prisons would cost these facilities billions of dollars to comply\u003c/a>.\u003c/p>\n\u003ch2>\u003ca href=\"https://calmatters.org/housing/homelessness/2024/08/hud-hcd-audit/\">\u003cb>Audit: California Risked Millions In Homelessness Funds Due To Poor Anti-Fraud Protections\u003c/b>\u003c/a>\u003c/h2>\n\u003cp>\u003cspan style=\"font-weight: 400\">California put hundreds of millions of homelessness dollars at risk because of its “disorganized” and “chaotic” anti-fraud policies, according to a \u003c/span>\u003ca href=\"https://www.hudoig.gov/sites/default/files/2024-08/2024la1001_0.pdf\">\u003cspan style=\"font-weight: 400\">critical federal audit\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> released this week.\u003c/span>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The audit analyzed California’s Department of Housing and Community Development, which oversees the state’s homelessness programs. It gave the California agency its lowest possible ranking, finding that it lacked adequate policies to prevent, detect and respond to fraud. As a result, the audit found, the state agency failed to properly protect $319.5 million in federal homelessness funds, which were distributed during the COVID-19 pandemic, from the possibility of misuse. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The audit did not uncover any new instances of fraud.\u003c/span>\u003c/p>\n\u003ch2>\u003ca href=\"https://www.kqed.org/news/11999170/us-abortion-rates-have-gone-up-slightly-since-roe-was-overturned-new-study-finds\">\u003cb>US Abortion Rates Have Gone Up Slightly Since Roe Was Overturned, New Study Finds\u003c/b>\u003c/a>\u003c/h2>\n\u003cp>The number of women getting \u003ca href=\"https://apnews.com/hub/abortion\">abortions\u003c/a> in the U.S. each month actually went up in the first three months of 2024 compared with the months before the Supreme Court overturned Roe v. Wade, \u003ca href=\"https://societyfp.org/wp-content/uploads/2024/07/WeCount-Report-7-Mar-2024-data.pdf\">a report released Wednesday found\u003c/a>, reflecting the lengths that Democratic-controlled states went to expand access.\u003c/p>\n\u003cp>A major reason for the increase is that some Democratic-controlled states enacted laws to protect doctors who use telemedicine to see patients in places that have abortion bans, according to the quarterly #WeCount report for the Society of Family Planning, which supports abortion access.\u003c/p>\n\u003cp>The data comes ahead of the \u003ca href=\"https://apnews.com/hub/election-2024\">November elections\u003c/a> in which abortion-rights supporters hope the issue will drive voters to the polls. In some places, voters will have a chance to enshrine or reject state-level abortion protections.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>In the first three months of 2024, California provided the largest average number of abortions per month (16,217), followed by New York (9,660), Illinois (8,243), Florida (7,470), and New Jersey (4,983), the study found.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cb>Here are the morning’s top stories on Thursday, August 8, 2024…\u003c/b>\u003c/p>\n\u003cul>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">Multiple cities throughout California have seen temperatures well above 90 degrees this week. Workers, both indoors and outdoors, are feeling the heat, but for the first time ever, \u003c/span>\u003ca href=\"https://www.kqed.org/news/11999014/working-inside-during-a-heat-wave-what-to-know-about-californias-new-protections\">\u003cspan style=\"font-weight: 400\">indoor workers finally have protections\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> against excessive heat in the workplace. At the end of last month, state officials unveiled new rules of what’s required in indoor workplaces when temperatures surpass 82 degrees.\u003c/span>\u003cspan style=\"font-weight: 400\"> \u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">California put hundreds of millions worth of federal homelessness dollars at risk. A \u003c/span>\u003ca href=\"https://calmatters.org/housing/homelessness/2024/08/hud-hcd-audit/\">\u003cspan style=\"font-weight: 400\">federal audit\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> out this week blames “chaotic” and “disorganized” anti-fraud policies at the state’s housing agency. Auditors gave the California agency its lowest possible ranking. \u003c/span>\u003c/li>\n\u003cli style=\"font-weight: 400\">\u003cspan style=\"font-weight: 400\">A \u003ca href=\"https://www.kqed.org/news/11999170/us-abortion-rates-have-gone-up-slightly-since-roe-was-overturned-new-study-finds\">new report\u003c/a> says abortions are up nationwide compared to before Roe v. Wade was overturned two years ago. California is leading the way, providing more than 16,000 abortions a month on average.\u003c/span>\u003c/li>\n\u003c/ul>\n\u003ch2>\u003ca href=\"https://www.kqed.org/news/11999014/working-inside-during-a-heat-wave-what-to-know-about-californias-new-protections\">\u003cb>Working Inside During a Heat Wave? Learn How New California Rules Protect You\u003c/b>\u003c/a>\u003c/h2>\n\u003cp>\u003cspan style=\"font-weight: 400\">California recently \u003c/span>\u003ca href=\"https://www.kqed.org/news/11991314/california-board-approves-long-awaited-heat-protections-for-most-indoor-workers\">\u003cspan style=\"font-weight: 400\">enacted heat protections for employees who work indoors\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">. As of July 24, the state’s Occupational Safety and Health Standards Board (Cal/OSHA) will enforce \u003c/span>\u003ca href=\"https://www.dir.ca.gov/oshsb/documents/Indoor-Heat-updated-txtbrdconsider.pdf\">\u003cspan style=\"font-weight: 400\">a whole set of rules that protect indoor workers\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\">, regardless of their immigration or employment status.\u003c/span>\u003c/p>\n\u003cp>Once temperatures reach 82 degrees inside your indoor workplace, your employer needs to provide you with four things: at least two gallons of water per day, cool-down areas for employees, workers have the right to take preventative cool-down rests whenever they feel close to overheating and both employees and supervisors need to be trained about these new Cal/OSHA protections. Further protections are in place if indoor work temperatures reach 87 degrees.\u003c/p>\n\u003cp>Cal/OSHA’s new rules protect every person working indoors in California — with one exception: people who work in prisons, local detention facilities and juvenile facilities. That’s because regulators agreed to exempt state prisons as part of a compromise with Gov. Gavin Newsom’s administration, which claimed \u003ca href=\"https://www.kqed.org/news/11983396/prison-workers-excluded-from-indoor-heat-protections-by-california-regulators\">including prisons would cost these facilities billions of dollars to comply\u003c/a>.\u003c/p>\n\u003ch2>\u003ca href=\"https://calmatters.org/housing/homelessness/2024/08/hud-hcd-audit/\">\u003cb>Audit: California Risked Millions In Homelessness Funds Due To Poor Anti-Fraud Protections\u003c/b>\u003c/a>\u003c/h2>\n\u003cp>\u003cspan style=\"font-weight: 400\">California put hundreds of millions of homelessness dollars at risk because of its “disorganized” and “chaotic” anti-fraud policies, according to a \u003c/span>\u003ca href=\"https://www.hudoig.gov/sites/default/files/2024-08/2024la1001_0.pdf\">\u003cspan style=\"font-weight: 400\">critical federal audit\u003c/span>\u003c/a>\u003cspan style=\"font-weight: 400\"> released this week.\u003c/span>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The audit analyzed California’s Department of Housing and Community Development, which oversees the state’s homelessness programs. It gave the California agency its lowest possible ranking, finding that it lacked adequate policies to prevent, detect and respond to fraud. As a result, the audit found, the state agency failed to properly protect $319.5 million in federal homelessness funds, which were distributed during the COVID-19 pandemic, from the possibility of misuse. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The audit did not uncover any new instances of fraud.\u003c/span>\u003c/p>\n\u003ch2>\u003ca href=\"https://www.kqed.org/news/11999170/us-abortion-rates-have-gone-up-slightly-since-roe-was-overturned-new-study-finds\">\u003cb>US Abortion Rates Have Gone Up Slightly Since Roe Was Overturned, New Study Finds\u003c/b>\u003c/a>\u003c/h2>\n\u003cp>The number of women getting \u003ca href=\"https://apnews.com/hub/abortion\">abortions\u003c/a> in the U.S. each month actually went up in the first three months of 2024 compared with the months before the Supreme Court overturned Roe v. Wade, \u003ca href=\"https://societyfp.org/wp-content/uploads/2024/07/WeCount-Report-7-Mar-2024-data.pdf\">a report released Wednesday found\u003c/a>, reflecting the lengths that Democratic-controlled states went to expand access.\u003c/p>\n\u003cp>A major reason for the increase is that some Democratic-controlled states enacted laws to protect doctors who use telemedicine to see patients in places that have abortion bans, according to the quarterly #WeCount report for the Society of Family Planning, which supports abortion access.\u003c/p>\n\u003cp>The data comes ahead of the \u003ca href=\"https://apnews.com/hub/election-2024\">November elections\u003c/a> in which abortion-rights supporters hope the issue will drive voters to the polls. In some places, voters will have a chance to enshrine or reject state-level abortion protections.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>In the first three months of 2024, California provided the largest average number of abortions per month (16,217), followed by New York (9,660), Illinois (8,243), Florida (7,470), and New Jersey (4,983), the study found.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"slug": "waiting-and-sweltering-why-are-californias-indoor-heat-protections-for-workers-5-years-late",
"title": "Why It's Taken 5 Years for California Workers to Get Indoor Heat Protection",
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"headTitle": "Why It’s Taken 5 Years for California Workers to Get Indoor Heat Protection | KQED",
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"content": "\u003cp>After sorting and loading packages through a 100-plus-degree heat wave at an Inland Empire Amazon air freight hub last July, workers and their advocates called California’s workplace safety agency to complain of unsafe conditions.\u003c/p>\n\u003cp>Cal/OSHA inspectors came out, and in a citation issued in January and announced this week, agreed with the workers: The online retail giant hadn’t done enough to address the heat for those working outside on the tarmac and had committed “serious” safety violations.\u003c/p>\n\u003cp>But workers didn’t get all the accountability they wanted.\u003c/p>\n\u003cp>Cal/OSHA dismissed nearly half their complaints — the ones alleging hot working conditions inside the warehouses. One possible reason: While California requires employers to reduce the risks of heat illness for outdoor workers, a comparable rule still isn’t on the books for indoor workers. And though state lawmakers ordered one in 2016 and set a 2019 deadline, it won’t be until next month when the state is finally expected to adopt a rule to go into effect by the summer.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Shane Gusman, lobbyist who represented the Teamsters and other unions during discussions\"]‘There’s a lot of push and pull between the employers’ and the workers’ side on this. It’s just something at this point in time we need to get in place. Summer’s coming.’[/pullquote]Excessive heat can cause nausea, vomiting, fainting, and, in the most extreme cases, heat stroke, leading to organ damage or death. In California, \u003ca href=\"https://www.rand.org/pubs/working_papers/WRA1386-1.html\">seven workers died\u003c/a> from indoor heat from 2010 through 2017. In recent years, summer temperatures \u003ca href=\"https://ktla.com/news/local-news/these-southern-california-temperatures-are-now-the-highest-ever-recorded/\">across southern California\u003c/a> have broken historical records.\u003c/p>\n\u003cp>Amazon disputed the citation and said it is appealing. It said that its San Bernardino air hub is air-conditioned, workers are encouraged to take breaks, and the company generally supports an indoor heat standard. It declined to comment on the state’s proposed rule. “We’ve seen the positive impacts of an effective heat mitigation program and believe all employers should be held to the same standard as we have proactively set,” company spokesperson Maureen Lynch Vogel wrote in an email.\u003c/p>\n\u003cp>To understand why a state rule has taken so long — even with lives at stake — is to take a journey through the byzantine world of administrative rulemaking in California.\u003c/p>\n\u003cp>A CalMatters review found:\u003c/p>\n\u003cul>\n\u003cli>The 2016 law gave \u003ca href=\"https://www.dir.ca.gov/dosh/\">Cal/OSHA\u003c/a> the option to adopt an indoor heat rule targeted at certain industries, but the agency wrote a broad one, prompting immediate pushback from a wide swath of employers;\u003c/li>\n\u003cli>The Cal/OSHA advisory committee took employer and worker input and drafted a rule by the 2019 deadline, but it had to be submitted to a little-known state workplace safety board for approval;\u003c/li>\n\u003cli>During the pandemic, that safety board, part of the understaffed Department of Industrial Relations, was focused on emergency COVID-19 prevention rules;\u003c/li>\n\u003cli>Before any vote could happen, the rule triggered a requirement in state law for an economic impact study;\u003c/li>\n\u003cli>The state hired two different contractors to complete the economic assessment and didn’t submit the final study until September 2021;\u003c/li>\n\u003cli>After another year-plus of “detailed consultation” with other agencies, the safety board started its own rulemaking process in March 2023. Still, there have been four public comment periods since — more than most other recent regulations.\u003c/li>\n\u003c/ul>\n\u003cp>The \u003ca href=\"https://www.dir.ca.gov/oshsb/oshsb.html\">Occupational Safety and Health Standards Board\u003c/a> is expected to give final approval to the rule at its March 21 meeting, making California the third state with indoor heat protections.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Approval would come at the last possible minute:\u003cstrong> \u003c/strong>If there are further amendments and the vote doesn’t happen in March, the workplace safety board’s formal rulemaking process — which can take as long as a year — would have to start over.\u003c/p>\n\u003cp>“There’s a lot of push and pull between the employers’ and the workers’ side on this,” said Shane Gusman, a lobbyist who represented the Teamsters and other unions during the discussions. “It’s just something at this point in time we need to get in place. Summer’s coming.”\u003c/p>\n\u003ch2>What’s in the indoor heat rule\u003c/h2>\n\u003cp>The rule would require employers statewide to provide cooling areas and monitor workers who take cooling breaks for signs of heat illness when indoor workplaces hit 82 degrees.\u003c/p>\n\u003cp>If the temperature hits 87, or if workers wear restrictive clothing or work near a heat source, businesses would have to take further steps: First, to cool the worksite, if feasible. If not, employers must adjust work schedules, slow production, allow more breaks or rotate workers through assignments. They’d have to provide personal fans or cooling vests as a last resort.\u003c/p>\n\u003cp>Industries expected to be most affected include warehouses, manufacturing and restaurants.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Sara Fee, former Amazon air hub employee\"]‘The humidity inside the building was unbearable. You felt heavy in your chest like it was hard to breathe.’[/pullquote]Neither advocates for workers nor employers are satisfied with the proposed rule. Workers want to require lower temperatures. Employers said the rule is too complicated, conflicts with the outdoor heat rule and is too broad to apply to vastly different indoor workplaces.\u003c/p>\n\u003cp>“The hard part about this regulation for California employers has been trying to find language that works equally well for an office building, a restaurant kitchen and a storage shed,” said Rob Moutrie, policy advocate for the California Chamber of Commerce.\u003c/p>\n\u003cp>Workers’ advocates said their top priority now is to get a rule on the books without further delay.\u003c/p>\n\u003cp>Without the indoor rule, workers complaining of heat at the Amazon warehouse last summer asked Cal/OSHA to inspect inside under a general rule requiring safe workplaces.\u003c/p>\n\u003cp>“The humidity inside the building was unbearable,” said former air hub employee Sara Fee, who helped file the complaint along with the San Bernardino-based Warehouse Worker Resource Center, where she now works. “You felt heavy in your chest like it was hard to breathe.”\u003c/p>\n\u003cp>Hauling packages in and out of truck trailers was the hottest task. The metal containers sitting in the sun easily climbed above 100 degrees, Fee said, and even with air conditioners in the warehouse and fans near the trucks, the trailers “feel like a sauna” with workers in “constant motion.”\u003c/p>\n\u003cfigure id=\"attachment_11976716\" class=\"wp-caption alignnone\" style=\"max-width: 1568px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11976716\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy.jpg\" alt=\"An older white woman with a plaid shirt on a black tshirt and a black truckers hat with a map behind her and looking at the camera with a slight smile. \" width=\"1568\" height=\"1046\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy.jpg 1568w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-1536x1025.jpg 1536w\" sizes=\"(max-width: 1568px) 100vw, 1568px\">\u003cfigcaption class=\"wp-caption-text\">Inland Empire Amazon Workers United founder Sara Fee in front of the Warehouse Worker Resource Center in Ontario on Feb 13, 2024. \u003ccite>(Elisa Ferrari for CalMatters)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The heat that comes from the trailer almost knocks you over,” Fee said. “We had fans you could turn around and face into the trailers, but you might as well be standing there with a straw in your mouth blowing air.”\u003c/p>\n\u003cp>The agency found no evidence of safety violations indoors, according to the citation.\u003c/p>\n\u003cp>Amazon is appealing the outdoor citations and disputed claims about hot working conditions both inside and outside the 660,000-square-foot KSBD facility at San Bernardino International Airport, where about 1,400 workers carry cargo off arriving planes, sort them with the help of large robots and load them onto truck trailers.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Lynch Vogel, spokesperson, Amazon\"]‘There’s simply no truth to claims that KSBD workers are working in extreme temperatures indoors.’[/pullquote]Amazon spokesperson Lynch Vogel said the facility is fully air-conditioned — unlike many others in the distribution industry — and never hotter than 78 degrees inside. “There’s simply no truth to claims that KSBD workers are working in extreme temperatures indoors,” she wrote in a statement.\u003c/p>\n\u003cp>But Tim Shadix, legal director of the Warehouse Worker Resource Center, said he suspects the lack of an indoor heat rule made it more difficult to issue violations inside the warehouse. The prior summer, workers wearing thermometers inside the warehouse and truck trailers reported temperatures of between 75 and 96 degrees and between 80 and 121 on the tarmac — \u003ca href=\"https://www.latimes.com/business/story/2022-09-21/amazon-heat-wave-california-work\">a report that\u003c/a> Amazon also disputed.\u003c/p>\n\u003cp>“Having a clear standard would give more clear indication to employers to take more proactive steps, and if there’s still a need for citations, having explicit standards that are required to be followed will make that process a clearer path for Cal/OSHA,” Shadix said.\u003c/p>\n\u003ch2>A long, hot history\u003c/h2>\n\u003cp>Though recent heat waves have made the \u003ca href=\"https://calmatters.org/california-divide/2023/07/workplace-injuries-rising-temperatures/\">risks of hot workplaces\u003c/a> top-of-mind for policymakers, workers have been pushing for protections for decades.\u003c/p>\n\u003cp>Workers in factories and even libraries in Southern California were petitioning the state for a general heat standard — indoors and outdoors — as early as the 1980s, said Kevin Riley, director of the Labor Occupational Safety and Health Program at UCLA.\u003c/p>\n\u003cp>“The library branches didn’t have air conditioning yet, and (librarians) got sick in the stacks,” he said. “Then in the subsequent decade or two, a lot of those spaces became air-conditioned.”\u003c/p>\n\u003cp>In 2005, the heat-related deaths of four farmworkers prompted California to adopt an outdoor heat illness prevention rule, which requires shade and water when the temperature hits 80 degrees and, for farming and construction work, additional breaks and monitoring when it hits 95. It was the first such rule in the nation; a 2021 study \u003ca href=\"https://docs.iza.org/dp14560.pdf\">suggested it has helped (PDF)\u003c/a> to decrease workplace injuries on hot days.\u003c/p>\n\u003cp>Other workers, such as those in the newly booming warehouses of the High Desert and Inland Empire, took up the cause of an indoor heat rule. In 2011, a union representing workers at a Lancaster warehouse secured heat protections in its contract with Rite Aid, but union president Luisa Gratz said as the climate gets hotter, workers need stronger protections in state law, too.\u003c/p>\n\u003cfigure id=\"attachment_11976719\" class=\"wp-caption alignnone\" style=\"max-width: 1568px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11976719\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy.jpg\" alt=\"\" width=\"1568\" height=\"1045\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy.jpg 1568w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-1536x1024.jpg 1536w\" sizes=\"(max-width: 1568px) 100vw, 1568px\">\u003cfigcaption class=\"wp-caption-text\">Workers load packages into electric trucks at an Amazon facility in Poway on Nov. 16, 2022. \u003ccite>(Sandy Huffaker/REUTERS)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Last year, the Teamsters secured a contract with UPS that averted a nationwide strike and that, besides higher pay, included air conditioning in delivery trucks for drivers and additional fans, ice machines and water fountains in buildings.\u003c/p>\n\u003cp>In California, \u003ca href=\"https://www.rand.org/pubs/working_papers/WRA1386-1.html\">20 workers died\u003c/a> from heat illness between 2010 and 2017, seven of them because of indoor heat, according to the Rand Corp., which analyzed the state’s proposed indoor heat rules. Workers compensation data analyzed by Cal/OSHA show between 2010 and 2018 — the hottest decade on record — an average of 185 workers a year claimed injuries from indoor heat, a figure that was rising, and nearly 20% of all workplace heat injuries.\u003c/p>\n\u003cp>The agency only recently began separately counting safety complaints that mention indoor heat; it received 194 such complaints in 2022 and 549 last year.\u003c/p>\n\u003cp>Those most likely to experience injuries are younger and male, a likely indication of who is working in industries with the most heat exposure, said Amy Heinzerling, chief of the Emerging Workplace Hazards Unit at the California Department of Public Health. Nearly 10% were injured within the first two weeks on the job, Heinzerling found in another study, highlighting the importance of “gradually increasing worker exposure to hot conditions and really keeping a close eye on them for signs of heat illness.”\u003c/p>\n\u003cp>In 2016, former state Sen. \u003ca href=\"https://calmatters.org/legislator-tracker/connie-leyva-1967/\">Connie Leyva\u003c/a>, a labor-friendly Democrat from the Inland Empire, introduced the bill for Cal/OSHA to develop an indoor heat rule. It was a direct response to reports of workers falling ill from heat in warehouses concentrated in her district, she said.\u003c/p>\n\u003cp>She initially wanted the rule to take effect in 2017 and said in a recent interview she “had no idea that it would take this long.”\u003c/p>\n\u003cp>“I did expect it to happen right away,” she said.\u003c/p>\n\u003ch2>Delays in rulemaking\u003c/h2>\n\u003cp>When Cal/OSHA’s indoor heat advisory committee began meeting to draft the rule in February 2017, a wide range of employers pushed back immediately, some questioning the need for an indoor rule at all.\u003c/p>\n\u003cp>The committee met over the next two years, going back and forth on the temperature and whether to consider other factors, such as workers’ activity level and humidity levels in the workplace. Worker advocates wanted an across-the-board 80-degree threshold, while some employers called for stricter protections to kick in only at 95 degrees.\u003c/p>\n\u003cp>In early 2019, the agency had a draft proposal ready for the workplace safety board to kick off formal rulemaking — a process that can be as short as a few months and as long as one year.\u003c/p>\n\u003cp>That’s where the delays really began.\u003c/p>\n\u003cp>Because the rule would have at least $50 million in economic impact, a 2011 state law required a study to be submitted to the Department of Finance. The requirement has irked labor advocates, who argue workplace regulations are already subject to vetting. The Cal/OSHA advisory committee on indoor heat met three times and revised a draft rule seven times before submitting it to the safety board, which also takes comments.\u003c/p>\n\u003cp>[aside label=\"Related Stories\" postID=\"news_11956922,news_11969338,news_11886628\"]Leyva, backed by the California Labor Federation, tried in 2017 and 2021 to exempt Cal/OSHA from conducting economic impact studies, saying they slow down regulations that are needed for workers’ safety. Both times, the bill cleared the Senate and then died. Leyva blamed business interests that were hostile to new regulations.\u003c/p>\n\u003cp>“All the people who were always talking about streamlining things and saying, ‘There’s too much regulation, there’s too many hoops to jump through,’” she said, “We propose a bill that’s going to streamline it, and all of a sudden, ‘Oh, no, we can’t do that.’”\u003c/p>\n\u003cp>In February 2020, the Department of Industrial Relations, which houses Cal/OSHA and the occupational safety board, submitted a draft study to the Department of Finance. While that study was underway, the department put out a second contract. It submitted a final study a year and a half later, using the new contractor.\u003c/p>\n\u003cp>Neither department explained why two contractors were needed. The final economic impact study conducted by the Rand Corp. estimated that the proposed rule would cost employers statewide $215 million in the first year and about $88 million annually afterward, mostly for employers to install AC or fans or provide cool-down areas. The analysis also predicted the rule would cut indoor workplace heat injuries by 40% by 2030.\u003c/p>\n\u003cp>Another year passed. Asked for an explanation for the delay, the Department of Industrial Relations said only that it was talking to other agencies, including the governor’s office, between late 2021 and early 2023. The department responded in a statement Wednesday after weeks of inquiries. It declined to make a representative of the safety board available for an interview.\u003c/p>\n\u003cp>“This was a complex rulemaking that required detailed consultation with subject matter experts at various points, which led to further edits and refinements to the documents,” a department spokesperson said.\u003c/p>\n\u003cp>In November 2022, then-Assembly Labor chairperson \u003ca href=\"https://calmatters.org/legislator-tracker/ash-kalra-1972/\">Ash Kalra\u003c/a>, a San José Democrat, asked an embattled and understaffed Cal/OSHA about why the rule was taking so long. Director Jeff Killip, who \u003ca href=\"https://www.cal-osha.com/flash-report/dosh-chief-resigns/\">left his post in January\u003c/a>, replied that the pandemic had “diverted our focus,” and the standards board would soon be ready to begin formal rulemaking.\u003c/p>\n\u003cp>The board, which the governor appoints, kicked off that process in March 2023. Its vote of approval, along with the Department of Finance’s approval of the economic impact document, is among the last steps that are still needed.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Tim Shadix, legal director, Warehouse Worker Resource Center\"]‘The clock was ticking on the deadline, and of course, the clock is ticking every day for workers in terms of exposure to heat illness. We would like to see it in place for the summer.’[/pullquote]During a public hearing last May, workers pleaded with the board to adopt the rule without further delay. But for the past year, the rule has undergone three more revisions requiring a new public comment period each time, the last of which ended in January.\u003c/p>\n\u003cp>In the past year, employers have pushed to exempt businesses where workers are only briefly inside a truck, trailer or storage shed. Business groups such as the California Farm Bureau remain upset that the latest exemption doesn’t apply if it’s hotter than 95 degrees.\u003c/p>\n\u003cp>“The temperature in those spaces is going to exceed 95 degrees for much of the year,” said the bureau’s director of labor affairs, Bryan Little. “It’s just not going to be very useful.”\u003c/p>\n\u003cp>The number of revisions is unusual compared to the \u003ca href=\"https://www.dir.ca.gov/oshsb/apprvd.html\">dozens of other\u003c/a> workplace safety rules approved since 2017. Of those, which ranged from regulations narrowly targeted at a single industry to a wider COVID-19 prevention standard, only one other rule — on protective equipment for firefighters — has undergone as many board revisions as indoor heat.\u003c/p>\n\u003cp>Workers’ groups are concerned about how the rule will be enforced, with Cal/OSHA currently without a director and suffering vacancy rates of one-third, and the rule only allowing workers’ representatives into unionized worksites.\u003c/p>\n\u003cp>But Shadix of the warehouse workers’ center said he just wants to see a rule adopted.\u003c/p>\n\u003cp>“The clock was ticking on the deadline, and of course, the clock is ticking every day for workers in terms of exposure to heat illness,” he said. “We would like to see it in place for the summer.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"excerpt": "In March, the state is finally set to approve rules to protect workers from excessive heat indoors. Officials busted a 2019 deadline — a delay that demonstrates California's byzantine rulemaking process.",
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"title": "Why It's Taken 5 Years for California Workers to Get Indoor Heat Protection | KQED",
"description": "In March, the state is finally set to approve rules to protect workers from excessive heat indoors. Officials busted a 2019 deadline — a delay that demonstrates California's byzantine rulemaking process.",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>After sorting and loading packages through a 100-plus-degree heat wave at an Inland Empire Amazon air freight hub last July, workers and their advocates called California’s workplace safety agency to complain of unsafe conditions.\u003c/p>\n\u003cp>Cal/OSHA inspectors came out, and in a citation issued in January and announced this week, agreed with the workers: The online retail giant hadn’t done enough to address the heat for those working outside on the tarmac and had committed “serious” safety violations.\u003c/p>\n\u003cp>But workers didn’t get all the accountability they wanted.\u003c/p>\n\u003cp>Cal/OSHA dismissed nearly half their complaints — the ones alleging hot working conditions inside the warehouses. One possible reason: While California requires employers to reduce the risks of heat illness for outdoor workers, a comparable rule still isn’t on the books for indoor workers. And though state lawmakers ordered one in 2016 and set a 2019 deadline, it won’t be until next month when the state is finally expected to adopt a rule to go into effect by the summer.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "‘There’s a lot of push and pull between the employers’ and the workers’ side on this. It’s just something at this point in time we need to get in place. Summer’s coming.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Excessive heat can cause nausea, vomiting, fainting, and, in the most extreme cases, heat stroke, leading to organ damage or death. In California, \u003ca href=\"https://www.rand.org/pubs/working_papers/WRA1386-1.html\">seven workers died\u003c/a> from indoor heat from 2010 through 2017. In recent years, summer temperatures \u003ca href=\"https://ktla.com/news/local-news/these-southern-california-temperatures-are-now-the-highest-ever-recorded/\">across southern California\u003c/a> have broken historical records.\u003c/p>\n\u003cp>Amazon disputed the citation and said it is appealing. It said that its San Bernardino air hub is air-conditioned, workers are encouraged to take breaks, and the company generally supports an indoor heat standard. It declined to comment on the state’s proposed rule. “We’ve seen the positive impacts of an effective heat mitigation program and believe all employers should be held to the same standard as we have proactively set,” company spokesperson Maureen Lynch Vogel wrote in an email.\u003c/p>\n\u003cp>To understand why a state rule has taken so long — even with lives at stake — is to take a journey through the byzantine world of administrative rulemaking in California.\u003c/p>\n\u003cp>A CalMatters review found:\u003c/p>\n\u003cul>\n\u003cli>The 2016 law gave \u003ca href=\"https://www.dir.ca.gov/dosh/\">Cal/OSHA\u003c/a> the option to adopt an indoor heat rule targeted at certain industries, but the agency wrote a broad one, prompting immediate pushback from a wide swath of employers;\u003c/li>\n\u003cli>The Cal/OSHA advisory committee took employer and worker input and drafted a rule by the 2019 deadline, but it had to be submitted to a little-known state workplace safety board for approval;\u003c/li>\n\u003cli>During the pandemic, that safety board, part of the understaffed Department of Industrial Relations, was focused on emergency COVID-19 prevention rules;\u003c/li>\n\u003cli>Before any vote could happen, the rule triggered a requirement in state law for an economic impact study;\u003c/li>\n\u003cli>The state hired two different contractors to complete the economic assessment and didn’t submit the final study until September 2021;\u003c/li>\n\u003cli>After another year-plus of “detailed consultation” with other agencies, the safety board started its own rulemaking process in March 2023. Still, there have been four public comment periods since — more than most other recent regulations.\u003c/li>\n\u003c/ul>\n\u003cp>The \u003ca href=\"https://www.dir.ca.gov/oshsb/oshsb.html\">Occupational Safety and Health Standards Board\u003c/a> is expected to give final approval to the rule at its March 21 meeting, making California the third state with indoor heat protections.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Approval would come at the last possible minute:\u003cstrong> \u003c/strong>If there are further amendments and the vote doesn’t happen in March, the workplace safety board’s formal rulemaking process — which can take as long as a year — would have to start over.\u003c/p>\n\u003cp>“There’s a lot of push and pull between the employers’ and the workers’ side on this,” said Shane Gusman, a lobbyist who represented the Teamsters and other unions during the discussions. “It’s just something at this point in time we need to get in place. Summer’s coming.”\u003c/p>\n\u003ch2>What’s in the indoor heat rule\u003c/h2>\n\u003cp>The rule would require employers statewide to provide cooling areas and monitor workers who take cooling breaks for signs of heat illness when indoor workplaces hit 82 degrees.\u003c/p>\n\u003cp>If the temperature hits 87, or if workers wear restrictive clothing or work near a heat source, businesses would have to take further steps: First, to cool the worksite, if feasible. If not, employers must adjust work schedules, slow production, allow more breaks or rotate workers through assignments. They’d have to provide personal fans or cooling vests as a last resort.\u003c/p>\n\u003cp>Industries expected to be most affected include warehouses, manufacturing and restaurants.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "‘The humidity inside the building was unbearable. You felt heavy in your chest like it was hard to breathe.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Neither advocates for workers nor employers are satisfied with the proposed rule. Workers want to require lower temperatures. Employers said the rule is too complicated, conflicts with the outdoor heat rule and is too broad to apply to vastly different indoor workplaces.\u003c/p>\n\u003cp>“The hard part about this regulation for California employers has been trying to find language that works equally well for an office building, a restaurant kitchen and a storage shed,” said Rob Moutrie, policy advocate for the California Chamber of Commerce.\u003c/p>\n\u003cp>Workers’ advocates said their top priority now is to get a rule on the books without further delay.\u003c/p>\n\u003cp>Without the indoor rule, workers complaining of heat at the Amazon warehouse last summer asked Cal/OSHA to inspect inside under a general rule requiring safe workplaces.\u003c/p>\n\u003cp>“The humidity inside the building was unbearable,” said former air hub employee Sara Fee, who helped file the complaint along with the San Bernardino-based Warehouse Worker Resource Center, where she now works. “You felt heavy in your chest like it was hard to breathe.”\u003c/p>\n\u003cp>Hauling packages in and out of truck trailers was the hottest task. The metal containers sitting in the sun easily climbed above 100 degrees, Fee said, and even with air conditioners in the warehouse and fans near the trucks, the trailers “feel like a sauna” with workers in “constant motion.”\u003c/p>\n\u003cfigure id=\"attachment_11976716\" class=\"wp-caption alignnone\" style=\"max-width: 1568px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11976716\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy.jpg\" alt=\"An older white woman with a plaid shirt on a black tshirt and a black truckers hat with a map behind her and looking at the camera with a slight smile. \" width=\"1568\" height=\"1046\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy.jpg 1568w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-1536x1025.jpg 1536w\" sizes=\"(max-width: 1568px) 100vw, 1568px\">\u003cfigcaption class=\"wp-caption-text\">Inland Empire Amazon Workers United founder Sara Fee in front of the Warehouse Worker Resource Center in Ontario on Feb 13, 2024. \u003ccite>(Elisa Ferrari for CalMatters)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The heat that comes from the trailer almost knocks you over,” Fee said. “We had fans you could turn around and face into the trailers, but you might as well be standing there with a straw in your mouth blowing air.”\u003c/p>\n\u003cp>The agency found no evidence of safety violations indoors, according to the citation.\u003c/p>\n\u003cp>Amazon is appealing the outdoor citations and disputed claims about hot working conditions both inside and outside the 660,000-square-foot KSBD facility at San Bernardino International Airport, where about 1,400 workers carry cargo off arriving planes, sort them with the help of large robots and load them onto truck trailers.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "‘There’s simply no truth to claims that KSBD workers are working in extreme temperatures indoors.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Amazon spokesperson Lynch Vogel said the facility is fully air-conditioned — unlike many others in the distribution industry — and never hotter than 78 degrees inside. “There’s simply no truth to claims that KSBD workers are working in extreme temperatures indoors,” she wrote in a statement.\u003c/p>\n\u003cp>But Tim Shadix, legal director of the Warehouse Worker Resource Center, said he suspects the lack of an indoor heat rule made it more difficult to issue violations inside the warehouse. The prior summer, workers wearing thermometers inside the warehouse and truck trailers reported temperatures of between 75 and 96 degrees and between 80 and 121 on the tarmac — \u003ca href=\"https://www.latimes.com/business/story/2022-09-21/amazon-heat-wave-california-work\">a report that\u003c/a> Amazon also disputed.\u003c/p>\n\u003cp>“Having a clear standard would give more clear indication to employers to take more proactive steps, and if there’s still a need for citations, having explicit standards that are required to be followed will make that process a clearer path for Cal/OSHA,” Shadix said.\u003c/p>\n\u003ch2>A long, hot history\u003c/h2>\n\u003cp>Though recent heat waves have made the \u003ca href=\"https://calmatters.org/california-divide/2023/07/workplace-injuries-rising-temperatures/\">risks of hot workplaces\u003c/a> top-of-mind for policymakers, workers have been pushing for protections for decades.\u003c/p>\n\u003cp>Workers in factories and even libraries in Southern California were petitioning the state for a general heat standard — indoors and outdoors — as early as the 1980s, said Kevin Riley, director of the Labor Occupational Safety and Health Program at UCLA.\u003c/p>\n\u003cp>“The library branches didn’t have air conditioning yet, and (librarians) got sick in the stacks,” he said. “Then in the subsequent decade or two, a lot of those spaces became air-conditioned.”\u003c/p>\n\u003cp>In 2005, the heat-related deaths of four farmworkers prompted California to adopt an outdoor heat illness prevention rule, which requires shade and water when the temperature hits 80 degrees and, for farming and construction work, additional breaks and monitoring when it hits 95. It was the first such rule in the nation; a 2021 study \u003ca href=\"https://docs.iza.org/dp14560.pdf\">suggested it has helped (PDF)\u003c/a> to decrease workplace injuries on hot days.\u003c/p>\n\u003cp>Other workers, such as those in the newly booming warehouses of the High Desert and Inland Empire, took up the cause of an indoor heat rule. In 2011, a union representing workers at a Lancaster warehouse secured heat protections in its contract with Rite Aid, but union president Luisa Gratz said as the climate gets hotter, workers need stronger protections in state law, too.\u003c/p>\n\u003cfigure id=\"attachment_11976719\" class=\"wp-caption alignnone\" style=\"max-width: 1568px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11976719\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy.jpg\" alt=\"\" width=\"1568\" height=\"1045\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy.jpg 1568w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-1536x1024.jpg 1536w\" sizes=\"(max-width: 1568px) 100vw, 1568px\">\u003cfigcaption class=\"wp-caption-text\">Workers load packages into electric trucks at an Amazon facility in Poway on Nov. 16, 2022. \u003ccite>(Sandy Huffaker/REUTERS)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Last year, the Teamsters secured a contract with UPS that averted a nationwide strike and that, besides higher pay, included air conditioning in delivery trucks for drivers and additional fans, ice machines and water fountains in buildings.\u003c/p>\n\u003cp>In California, \u003ca href=\"https://www.rand.org/pubs/working_papers/WRA1386-1.html\">20 workers died\u003c/a> from heat illness between 2010 and 2017, seven of them because of indoor heat, according to the Rand Corp., which analyzed the state’s proposed indoor heat rules. Workers compensation data analyzed by Cal/OSHA show between 2010 and 2018 — the hottest decade on record — an average of 185 workers a year claimed injuries from indoor heat, a figure that was rising, and nearly 20% of all workplace heat injuries.\u003c/p>\n\u003cp>The agency only recently began separately counting safety complaints that mention indoor heat; it received 194 such complaints in 2022 and 549 last year.\u003c/p>\n\u003cp>Those most likely to experience injuries are younger and male, a likely indication of who is working in industries with the most heat exposure, said Amy Heinzerling, chief of the Emerging Workplace Hazards Unit at the California Department of Public Health. Nearly 10% were injured within the first two weeks on the job, Heinzerling found in another study, highlighting the importance of “gradually increasing worker exposure to hot conditions and really keeping a close eye on them for signs of heat illness.”\u003c/p>\n\u003cp>In 2016, former state Sen. \u003ca href=\"https://calmatters.org/legislator-tracker/connie-leyva-1967/\">Connie Leyva\u003c/a>, a labor-friendly Democrat from the Inland Empire, introduced the bill for Cal/OSHA to develop an indoor heat rule. It was a direct response to reports of workers falling ill from heat in warehouses concentrated in her district, she said.\u003c/p>\n\u003cp>She initially wanted the rule to take effect in 2017 and said in a recent interview she “had no idea that it would take this long.”\u003c/p>\n\u003cp>“I did expect it to happen right away,” she said.\u003c/p>\n\u003ch2>Delays in rulemaking\u003c/h2>\n\u003cp>When Cal/OSHA’s indoor heat advisory committee began meeting to draft the rule in February 2017, a wide range of employers pushed back immediately, some questioning the need for an indoor rule at all.\u003c/p>\n\u003cp>The committee met over the next two years, going back and forth on the temperature and whether to consider other factors, such as workers’ activity level and humidity levels in the workplace. Worker advocates wanted an across-the-board 80-degree threshold, while some employers called for stricter protections to kick in only at 95 degrees.\u003c/p>\n\u003cp>In early 2019, the agency had a draft proposal ready for the workplace safety board to kick off formal rulemaking — a process that can be as short as a few months and as long as one year.\u003c/p>\n\u003cp>That’s where the delays really began.\u003c/p>\n\u003cp>Because the rule would have at least $50 million in economic impact, a 2011 state law required a study to be submitted to the Department of Finance. The requirement has irked labor advocates, who argue workplace regulations are already subject to vetting. The Cal/OSHA advisory committee on indoor heat met three times and revised a draft rule seven times before submitting it to the safety board, which also takes comments.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Leyva, backed by the California Labor Federation, tried in 2017 and 2021 to exempt Cal/OSHA from conducting economic impact studies, saying they slow down regulations that are needed for workers’ safety. Both times, the bill cleared the Senate and then died. Leyva blamed business interests that were hostile to new regulations.\u003c/p>\n\u003cp>“All the people who were always talking about streamlining things and saying, ‘There’s too much regulation, there’s too many hoops to jump through,’” she said, “We propose a bill that’s going to streamline it, and all of a sudden, ‘Oh, no, we can’t do that.’”\u003c/p>\n\u003cp>In February 2020, the Department of Industrial Relations, which houses Cal/OSHA and the occupational safety board, submitted a draft study to the Department of Finance. While that study was underway, the department put out a second contract. It submitted a final study a year and a half later, using the new contractor.\u003c/p>\n\u003cp>Neither department explained why two contractors were needed. The final economic impact study conducted by the Rand Corp. estimated that the proposed rule would cost employers statewide $215 million in the first year and about $88 million annually afterward, mostly for employers to install AC or fans or provide cool-down areas. The analysis also predicted the rule would cut indoor workplace heat injuries by 40% by 2030.\u003c/p>\n\u003cp>Another year passed. Asked for an explanation for the delay, the Department of Industrial Relations said only that it was talking to other agencies, including the governor’s office, between late 2021 and early 2023. The department responded in a statement Wednesday after weeks of inquiries. It declined to make a representative of the safety board available for an interview.\u003c/p>\n\u003cp>“This was a complex rulemaking that required detailed consultation with subject matter experts at various points, which led to further edits and refinements to the documents,” a department spokesperson said.\u003c/p>\n\u003cp>In November 2022, then-Assembly Labor chairperson \u003ca href=\"https://calmatters.org/legislator-tracker/ash-kalra-1972/\">Ash Kalra\u003c/a>, a San José Democrat, asked an embattled and understaffed Cal/OSHA about why the rule was taking so long. Director Jeff Killip, who \u003ca href=\"https://www.cal-osha.com/flash-report/dosh-chief-resigns/\">left his post in January\u003c/a>, replied that the pandemic had “diverted our focus,” and the standards board would soon be ready to begin formal rulemaking.\u003c/p>\n\u003cp>The board, which the governor appoints, kicked off that process in March 2023. Its vote of approval, along with the Department of Finance’s approval of the economic impact document, is among the last steps that are still needed.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>During a public hearing last May, workers pleaded with the board to adopt the rule without further delay. But for the past year, the rule has undergone three more revisions requiring a new public comment period each time, the last of which ended in January.\u003c/p>\n\u003cp>In the past year, employers have pushed to exempt businesses where workers are only briefly inside a truck, trailer or storage shed. Business groups such as the California Farm Bureau remain upset that the latest exemption doesn’t apply if it’s hotter than 95 degrees.\u003c/p>\n\u003cp>“The temperature in those spaces is going to exceed 95 degrees for much of the year,” said the bureau’s director of labor affairs, Bryan Little. “It’s just not going to be very useful.”\u003c/p>\n\u003cp>The number of revisions is unusual compared to the \u003ca href=\"https://www.dir.ca.gov/oshsb/apprvd.html\">dozens of other\u003c/a> workplace safety rules approved since 2017. Of those, which ranged from regulations narrowly targeted at a single industry to a wider COVID-19 prevention standard, only one other rule — on protective equipment for firefighters — has undergone as many board revisions as indoor heat.\u003c/p>\n\u003cp>Workers’ groups are concerned about how the rule will be enforced, with Cal/OSHA currently without a director and suffering vacancy rates of one-third, and the rule only allowing workers’ representatives into unionized worksites.\u003c/p>\n\u003cp>But Shadix of the warehouse workers’ center said he just wants to see a rule adopted.\u003c/p>\n\u003cp>“The clock was ticking on the deadline, and of course, the clock is ticking every day for workers in terms of exposure to heat illness,” he said. “We would like to see it in place for the summer.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"slug": "trabaja-en-los-campos-de-california-que-hacer-si-sufre-represalias",
"title": "¿Trabaja en los campos de California? Qué hacer si su patrón toma represalias contra usted",
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"headTitle": "¿Trabaja en los campos de California? Qué hacer si su patrón toma represalias contra usted | KQED",
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"content": "\u003cp>\u003ca href=\"https://www.kqed.org/news/11958506/guide-unsafe-working-conditions-employer-retaliation-and-worker-protections\">\u003cem>Read in English\u003c/em>\u003c/a>\u003c/p>\n\u003cp>21 trabajadores agrícolas inmigrantes \u003ca href=\"https://www.kqed.org/news/11957505/campesinos-denunciaron-a-un-vinedo-por-abusos-laborales-y-ganaron\">recibirán colectivamente 328 mil 077 dólares de su antiguo empleador, Mauritson Farms\u003c/a>, una empresa de viñedos del condado de Sonoma, después de que el productor llegó a un acuerdo con los reguladores laborales estatales este verano.\u003c/p>\n\u003cp>Funcionarios de la Junta de Relaciones Laborales Agrícolas de California (ALRB, por sus siglas en inglés) anunciaron en julio que su investigación había determinado que Mauritson Farms tomó represalias contra los trabajadores, quienes se encontraban en Estados Unidos con una visa H-2A.\u003c/p>\n\u003cp>Después de haber pedido mejoras laborales en los campos de Mauritson Farms, los campesinos no recibieron una oferta de empleo para la siguiente temporada de cultivo. El acuerdo de 328 mil 077 dólares que beneficiará a los 21 trabajadores representa lo que los trabajadores perdieron en ingresos por haber sido excluidos de la temporada de 2022, según los cálculos del ALRB.[aside postID=\"news_11957505\" hero=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/farmworker-lady-and-supporters.jpg\"]“Cuando recibí la noticia, agradecí a Dios que se ganó porque no fue nada fácil. Teníamos mucho miedo de hablar. Fue un proceso complicado, pero hay que quitarse ese miedo”, dijo Martín Sandoval Rivera, uno de los trabajadores que denunció las condiciones en Mauritson Farms. Actualmente se encuentra en el estado de Oaxaca, México, manejando varios trabajos para poder mantener a su familia.\u003c/p>\n\u003cp>Desgraciadamente, es algo común en la industria agrícola ver casos donde los patrones toman represalias contra trabajadores que alzan la voz. En la industria agrícola muchos trabajadores son castigados por su jefe, o por la persona que les dio empleo, después de solicitar un lugar de trabajo mejor o más seguro.\u003c/p>\n\u003cp>\u003cstrong>Al hacer clic en una de estas preguntas, tendrá más información específica:\u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003ca href=\"#considera\">\u003cstrong>¿Cuándo es que un lugar de trabajo se vuelve “inseguro” para los campesinos?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#represalias\">\u003cstrong>¿Qué son las represalias por parte de un empresario?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#siguen\">\u003cstrong>¿Estas protecciones también benefician a los trabajadores indocumentados?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#organismos\">\u003cstrong>¿Qué organismos hacen cumplir las leyes laborales en California?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#creo\">\u003cstrong>Creo que mi empleador ha tomado represalias contra mí por denunciar las condiciones de trabajo. ¿Qué debo hacer?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#preocupa\">\u003cstrong>Me preocupa mi situación migratoria si denuncio algo que pasó en el trabajo. ¿Cuáles son mis opciones?\u003c/strong>\u003c/a>\u003c/li>\n\u003c/ul>\n\u003cp>En California es ilegal que un empresario tome represalias contra un empleado, independientemente de su situación en materia de inmigración o documentación. Pero eso no impide que algunos cultivadores castiguen a los trabajadores que denuncian.\u003c/p>\n\u003cp>Cuando trabaja en el campo, aunque esté en Estados Unidos sin papeles, su empleador tiene que respetar sus derechos, por eso hemos creado esta guía para informar a los trabajadores agrícolas sobre sus derechos y qué hacer si su empleador no los respeta.\u003cbr>\n[ad fullwidth]\u003c/p>\n\u003ch3>\u003ca id=\"considera\">\u003c/a>¿Cuándo es que un lugar de trabajo se vuelve inseguro?\u003c/h3>\n\u003cp>California cuenta con una \u003ca href=\"https://www.dir.ca.gov/dosh/dosh_publications/ag-field-operations.pdf\">larga lista de normas que definen lo que es un lugar de trabajo seguro en la agricultura\u003c/a>. Esta lista cubre temas como la seguridad de los trabajadores durante los incendios forestales, el manejo de maquinaria agrícola, e incluso en el caso de las lecherías e instalaciones de grano, cómo prevenir accidentes en espacios confinados.\u003c/p>\n\u003cp>Sin importar la temperatura, \u003ca href=\"https://www.kqed.org/news/11955907/derechos-laborales-ola-de-calor\">los empresarios deben siempre proveer a los campesinos suficiente agua potable cerca de donde están trabajando.\u003c/a> Cada empleado debe tener acceso al menos a un litro de agua cada hora, e incluso si la gente trae sus propias botellas de agua, los empleadores deben tener suficiente agua disponible en el lugar.[aside postID=\"news_11955907\" hero=\"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS50596_019_SanFrancisco_HeatWaveImpacts_08062021-qut-1020x680-1.jpg\"]Cuando las temperaturas superan los 80 grados Fahrenheit (equivalente a 27 centígrados), los empresarios también deben proporcionar una zona con sombra suficiente para acomodar a todos los trabajadores en la propiedad. En los días en que la temperatura supere los 95 grados Fahrenheit (equivalente a 35 centígrados), los supervisores deben monitorear el bienestar de los trabajadores a lo largo del día y asegurarse de que tomen descansos de al menos 10 minutos cada 2 horas para evitar la insolación. No basta con “ofrecer” estas pausas.\u003c/p>\n\u003cp>Es importante recalcar que estas normas de seguridad contra el calor se aplican a los trabajadores de todas las industrias, no sólo del sector agrícola.\u003c/p>\n\u003ch3>\u003ca id=\"represalias\">\u003c/a>¿Qué son las represalias por parte de un empresario?\u003c/h3>\n\u003cp>En California, se entiende por represalia cuando un empresario despide, castiga o recorta el salario o el horario de un trabajador porque éste ha intentado mejorar sus condiciones laborales. Esto incluye los \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">casos de cultivadores que se niegan a volver a contratar a trabajadores de temporada para la próxima cosecha después de que hayan denunciado su situación\u003c/a>.\u003c/p>\n\u003cp>Pedirle a su jefe que mejore las condiciones de trabajo no tiene que ser algo grande como organizar una huelga o una marcha. También puede ser el:\u003c/p>\n\u003cul>\n\u003cli>Pedir más agua y sombra para los días de mucho calor.\u003c/li>\n\u003cli>Pedir el equipo necesario para trabajar con seguridad en el campo.\u003c/li>\n\u003cli>Señalar que le falta parte de su salario.\u003c/li>\n\u003c/ul>\n\u003cp>Si hay una ley que tenga que ver con su seguridad, sus derechos laborales o su salario, y su empleador no la está cumpliendo, debe poder hablar de ello con libertad y seguridad con su jefe.\u003c/p>\n\u003ch3>\u003ca id=\"siguen\">\u003c/a>¿Estas protecciones aplican incluso si uno no tiene papeles?\u003c/h3>\n\u003cp>Sí. Las normas de seguridad de California benefician a todos los trabajadores, sin importar su estatus migratorio. Su empleador no puede usar su situación migratoria como razón para excluir a usted o sus colegas de las protecciones de seguridad.[pullquote align=\"right\" size=\"medium\" citation=\"Jessica Arciniega, directora regional del ALRB\"]‘Nuestra oficina no pregunta por su estatus migratorio, si usted cree que podría traerle problemas.’[/pullquote]Además, los trabajadores indocumentados pueden pedir ayuda a las dependencias estatales que hacen cumplir las leyes laborales; es decir, ser indocumentado no les impide solicitar (y obtener) esta ayuda del estado de California.\u003c/p>\n\u003cp>“Nuestra oficina no pregunta por su estatus migratorio, si usted cree que podría traerle problemas”, confirma Jessica Arciniega, directora regional del ALRB, que investiga posibles abusos laborales en el sector agrícola.\u003c/p>\n\u003ch3>¿Y si no tengo un contrato formal para trabajar, siguen aplicándose estas protecciones?\u003c/h3>\n\u003cp>Si trabaja para un particular o una empresa sin un contrato de trabajo formal, los expertos en derechos laborales afirman que estas protecciones siguen siendo aplicables en su caso, siempre y cuando pueda demostrar que, como trabajador, ha proporcionado mano de obra a cambio de una remuneración, o sea un pago.\u003c/p>\n\u003cp>En algunos casos, esa prueba puede incluir una comunicación escrita entre el trabajador y el empresario, como un correo electrónico o un mensaje de texto, que confirme que se ha producido un intercambio de servicios a cambio de dinero.\u003c/p>\n\u003ch3>\u003ca id=\"organismos\">\u003c/a>¿Qué organismos hacen cumplir las normas laborales en California?\u003c/h3>\n\u003cp>Existen tres dependencias estatales que investigan las infracciones laborales y tienen autoridad para sancionar a los malos empleadores. Las tres agencias pueden investigar casos en la industria agrícola.\u003c/p>\n\u003cp>\u003cstrong>La Junta de Relaciones Laborales Agrícolas\u003c/strong>\u003c/p>\n\u003cp>El ALRB fue creado en 1975 después de que el entonces gobernador Jerry Brown firmara la Ley de Relaciones Laborales Agrícolas de California en 1975. Esta legislación también define lo que es una violación de derechos laborales, lo que incluye represalias, despedir o recortar el salario de los empleados que piden mejores condiciones de trabajo.\u003c/p>\n\u003cp>“A quienes creen que sus derechos laborales no fueron respetados, yo recomendaría que llamen a nuestra oficina”, dijo Arciniega del ALRB. “Nuestro personal no sólo es bilingüe, sino que también entiende bien la cultura. Muchos de ellos, sus familias o generaciones pasadas han trabajado en la agricultura o actualmente son trabajadores agrícolas.”\u003c/p>\n\u003cp>Puede ponerse en contacto directamente con el ALRB llamando al 1-800-449-3699 o \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">dirigirse a sus oficinas regionales situadas en Indio, Oxnard, Salinas, Santa Rosa, o Visalia\u003c/a>. Los trabajadores del Área de la Bahía deben ponerse en contacto con la oficina de Santa Rosa (el teléfono para esa oficina es: (707) 527-3256)\u003c/p>\n\u003cp>Un funcionario del ALRB puede hablarle más sobre cuáles son las normas de seguridad en el trabajo y qué derechos aplican en su situación. Además, pueden explicarle cómo usted puede presentar una denuncia contra su empleador, lo que podría desencadenar una investigación formal de su empleador por parte del ALRB.\u003c/p>\n\u003cp>\u003cstrong>Cal/OSHA\u003c/strong>\u003c/p>\n\u003cp>Cal/OSHA crea y hace cumplir las normas estatales sobre seguridad en el lugar de trabajo, asegurándose de que los empleados no estén expuestos a sustancias químicas peligrosas ni se encuentren en situaciones de riesgo.\u003c/p>\n\u003cp>Si su jefe le obliga a usted o a sus compañeros a hacer algo que no sabe si es seguro o no, puede ponerse en contacto con la agencia llamando al (415) 557-0100 o \u003ca href=\"https://www.dir.ca.gov/dosh/complaint.htm\">visitando la página web de la agencia\u003c/a>.\u003c/p>\n\u003cp>\u003cstrong>Oficina del Comisionado Laboral\u003c/strong>\u003c/p>\n\u003cp>La Oficina del Comisionado Laboral, también conocida como la División de Cumplimiento de Normas Laborales (DLSE por sus siglas en inglés), es la parte del Departamento de Relaciones Industriales de California y se encarga de investigar el robo de salarios y las represalias de los empleadores contra los trabajadores.\u003c/p>\n\u003cp>Si usted cree que su jefe no le paga correctamente por las horas que trabaja o se niega a pagar las horas extra, \u003ca href=\"https://www.dir.ca.gov/dlse/howtoreportviolationtobofe.htm\">éste es el organismo al que debe dirigirse\u003c/a>.\u003c/p>\n\u003ch3>\u003ca id=\"creo\">\u003c/a>Creo que mi jefe ha tomado represalias contra mí por denunciar las condiciones de trabajo. ¿Qué debo hacer?\u003c/h3>\n\u003cp>\u003cstrong>Haga una pausa mientras lo documenta todo.\u003c/strong>\u003c/p>\n\u003cp>Si acaba de perder su empleo o su salario y cree que se debe a represalias, primero dese tiempo para procesar la situación y ordenar sus ideas.\u003c/p>\n\u003cp>“Yo recomendio que escribas todo lo que te pasó, porque con todas esas emociones fuertes que uno tiene en ese momento, es fácil olvidar los detalles importantes”, dijo Ana Salgado, ex trabajadora agrícola e integrante de la junta directiva de North Bay Jobs With Justice (NBJWJ), un grupo de derechos laborales que ayudó a los campesinos que denunciaron a Mauritson Farms.\u003c/p>\n\u003cp>“Cree en ti mismo y en lo que tú sabes que pasó”, añadió.\u003c/p>\n\u003cfigure id=\"attachment_11957508\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11957508\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally.jpg\" alt=\"Una mujer habla enfrente de una multitud. Muchos en la multitud sostienen letreros y pancartas con lemas de justicia labora.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Ana Salgado (centro), ex trabajadora agrícola y miembro de la junta directiva de NBJWJ, habla en una rueda de prensa del lunes, 24 de julio de 2023, en la plaza central de Healdsburg. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>Recopile pruebas anteriores\u003c/strong>\u003c/p>\n\u003cp>Mientras anota sus experiencias, busque también mensajes escritos entre usted y su empleador en los que describen las condiciones de trabajo y la respuesta de su supervisor. Puede tratarse de cartas, correos electrónicos o incluso capturas de pantalla de una conversación por mensaje de texto.\u003c/p>\n\u003cp>Otros detalles importantes que debe buscar: sus recibos o comprobantes de pago si es que hubo un recorte en su salario o las horas que trabajó. Además, tenga fotos de donde trabaja, lo que puede incluir los campos o cualquier otro sitio donde usted labora y ha visto condiciones laborales inseguras, y su vivienda, si esa es proporcionada por su empleador.\u003c/p>\n\u003cp>\u003cstrong>Busque ayuda de los profesionales\u003c/strong>\u003c/p>\n\u003cp>Salgado, activista con NBJWJ, también recomienda buscar la ayuda de una organización de derechos laborales en su zona. Los integrantes del grupo pueden ayudarle a crear una cronología de lo ocurrido, a ponerse en contacto con su empresa si quiere intentar resolver la situación directamente, o incluso prepararle para hablar con funcionarios estatales si decide dar ese paso.\u003c/p>\n\u003cp>En función de sus recursos, como el número de empleados, algunos grupos pueden ofrecer más ayuda que otros. Por eso, si cree que necesitas más orientación y apoyo, considere la posibilidad de acudir a más de una organización.\u003c/p>\n\u003cp>Aquí hay algunas organizaciones en el Área de la Bahía que pueden conectar a los trabajadores agrícolas con ayuda:\u003c/p>\n\u003cul>\n\u003cli>California Rural Legal Assistance: (800) 337-0690\u003c/li>\n\u003cli>Legal Aid at Work: (415) 864-8208\u003c/li>\n\u003cli>North Bay Organizing Project: (707) 843-7858\u003c/li>\n\u003cli>Asian Americans Advancing Justice/Asian Law Caucus: (415) 896-1701\u003c/li>\n\u003cli>Centro Legal de la Raza (Oakland): (510) 437-1554\u003c/li>\n\u003cli>Centro Legal de la Raza (San Francisco): (415) 575-3500\u003c/li>\n\u003c/ul>\n\u003ch3>Quiero presentar una denuncia para que los funcionarios investiguen mi situación. ¿Qué hay que hacer?\u003c/h3>\n\u003cp>Si está dispuesto a denunciar lo ocurrido, el ALRB será el organismo al que deberá dirigirse. Necesitará \u003ca href=\"https://www.alrb.ca.gov/wp-content/uploads/sites/196/2018/05/alrb_form38_en.pdf\">un formulario de Denuncia contra el empleador\u003c/a>, el cual deberá imprimir, rellenar y enviar por correo electrónico o postal, a la oficina local del ALRB más cercana, y si necesita rellenar el formulario en otro idioma que no sea el inglés, también contacte al ALRB.\u003c/p>\n\u003cp>Para los residentes del Área de la Bahía, la oficina indicada se encuentra en Santa Rosa:\u003c/p>\n\u003cul>\n\u003cli>Teléfono: (707) 527-3256\u003c/li>\n\u003cli>Correo electrónico: Póngase en contacto con la directora regional Jessica Arciniega escribiendo a Jessica.Arciniega@alrb.ca.gov\u003c/li>\n\u003cli>Correo postal: 606 Healdsburg Avenue, Santa Rosa, CA 95401\u003c/li>\n\u003c/ul>\n\u003cp>Tenga en cuenta que el ALRB requiere que al menos dos trabajadores se reúnan para presentar una denuncia. Si le pone nervioso este paso, un grupo de derechos laborales puede presentar una denuncia en su nombre, que es lo que ocurrió en el caso de Mauritson Farms.\u003c/p>\n\u003ch3>Por qué debe presentar una denuncia lo antes posible (aunque esté nervioso)\u003c/h3>\n\u003cp>Quienes abogan por los derechos de los campesinos recomiendan que uno denuncie lo que pasó lo más antes posible. De este modo, los funcionarios del estado tienen más tiempo para hablar con los trabajadores e investigar lo ocurrido en los campos.\u003c/p>\n\u003cp>El tiempo es aún más importante cuando los trabajadores agrícolas están en el país con un permiso de trabajo temporal, como la visa H-2A.[aside label='Más en español' tag='kqed-en-espanol']Es comprensible que se sienta muy nervioso a la hora de presentar una denuncia, sobre todo si teme que su empleador o la persona que le consiguió el trabajo le amenace con más represalias. Pero tenga en cuenta que hay un límite de tiempo para denunciar un incidente ante el estado. Sólo tiene seis meses desde el momento en que sufrió represalias (cuando le recortaron horas, o le despidieron o supo que no le volverían a contratar) para presentar una denuncia ante el ALRB.\u003c/p>\n\u003cp>Una vez que ya hayan pasado los seis meses, los funcionarios no pueden iniciar una investigación.\u003c/p>\n\u003cp>¿Y si su jefe, o la persona que le conectó con el empleo, como un reclutador, sigue amenazándole con más represalias si habla con el estado?\u003c/p>\n\u003cp>En este caso, podría ser una buena idea buscar ayuda de un grupo de derechos laborales para protegerse.\u003c/p>\n\u003ch4>Ya que yo haya presentado una denuncia ante el ALRB, ¿qué ocurre?\u003c/h4>\n\u003cp>\u003cstrong>La agencia evalúa su caso\u003c/strong>\u003c/p>\n\u003cp>Los funcionarios decidirán primero si su situación cumple los requisitos para iniciar una investigación.\u003c/p>\n\u003cp>Algunos ejemplos de cuándo el ALRB no podría tomar su caso son: si fue despedido, hace dos años, y cree que su jefe lo hizo para tomar represalias contra usted, ya que esa situación excede el límite de tiempo de seis meses del ALRB, y la agencia no puede iniciar una investigación. O si el incidente tuvo lugar en un rancho ubicado en otro estado, eso también queda fuera de la jurisdicción del ALRB.\u003c/p>\n\u003cfigure id=\"attachment_11956406\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11956406\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED.jpg\" alt='Una persona con cabello largo y ropa forma; habla frente a otras personas con carteles que dicen \"Los campesinos merecen pago por desastre\". El grupo se encuentra en un parque.' width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Julia Montgomery, abogada principal del ALRB, habla en una rueda de prensa organizada por el grupo de derechos laborales NBJWJ, el lunes, 24 de julio de 2023. Montgomery, junto con otros funcionarios del ALRB, compartieron detalles sobre el acuerdo legal entre su dependencia y el empleador Mauritson Farms, para resolver una denuncia presentada por un grupo de campesinos que previamente trabajaban en los viñedos de Mauritson. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>Se inicia una investigación y su empleador es notificado\u003c/strong>\u003c/p>\n\u003cp>Si el organismo puede aceptar el caso, los funcionarios del ALRB se lo confirmarán. A partir de ese momento, notificarán a su empleador de la acusación y que se iniciará una investigación, explica Julia Montgomery, abogada principal del ALRB.\u003c/p>\n\u003cp>“Un equipo de abogados e investigadores se encargará de la investigación, que puede incluir a los trabajadores implicados en la investigación, otros empleados, supervisores y cualquier otra persona que pueda tener información relevante”, dijo Montgomery. Los investigadores también pueden solicitar documentos y otros registros escritos tanto a los empresarios como a los trabajadores, explicó.\u003c/p>\n\u003cp>Este paso puede tardar meses, o incluso años. Si ya no se encuentra en EE.UU. debido a su situación migratoria, el ALRB seguirá intentando ponerse en contacto con usted. En casos anteriores, los funcionarios de la agencia han localizado a trabajadores agrícolas incluso cuando han viajado de regreso a comunidades rurales remotas en sus países de origen.\u003c/p>\n\u003cp>\u003cstrong>Se toma una decisión sobre la acusación\u003c/strong>\u003c/p>\n\u003cp>Tras la investigación, los funcionarios determinarán si hay pruebas suficientes para confirmar si hubo represalias u otra práctica laboral injusta. Si no hay pruebas suficientes, se desestima la denuncia, o sea que se termina el proceso de investigación.\u003c/p>\n\u003cp>Sin embargo, si las pruebas son suficientes, el director regional del ALRB presentará una denuncia formal contra el empresario.\u003c/p>\n\u003cp>Pero espere, eso no significa que haya ganado su caso todavía — falta aún más.\u003c/p>\n\u003ch3>El ALRB presenta una demanda legal contra un empresario\u003c/h3>\n\u003cp>Se fijará una fecha para una audiencia con un juez, el cual decidirá si el empresario violó la ley.\u003c/p>\n\u003cp>Ambas partes tendrán la oportunidad de defender su caso: su empleador y sus representantes legales, y el ALRB, que argumentará que usted sufrió represalias.\u003c/p>\n\u003cp>Si el juez falla a favor del ALRB y de los empleados implicados, los trabajadores pueden recibir un monto para compensar los salarios perdidos y, potencialmente, incluso volver a ser contratados si perdieron su empleo. Los funcionarios del ALRB se desplazarán al rancho e informarán a los demás empleados del caso. Además, los empresarios podrían enfrentarse a fuertes multas.\u003c/p>\n\u003cp>En cualquier momento del proceso, el ALRB puede llegar a un acuerdo con el empresario. Un acuerdo puede incluir indemnizaciones para los trabajadores afectados o incluso ofertas de empleo.\u003c/p>\n\u003ch3>\u003ca id=\"preocupa\">\u003c/a>Me preocupa mi situación de inmigración si denuncio lo ocurrido en el trabajo. ¿Cuáles son mis opciones?\u003c/h3>\n\u003cp>El 19 de julio, el gobernador Gavin Newsom anunció un \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">programa piloto de 4.5 millones de dólares para proporcionar servicios legales de inmigración gratuitos a los trabajadores agrícolas que están involucrados en investigaciones laborales estatales (enlace sólo en inglés)\u003c/a>.\u003c/p>\n\u003cp>Esto incluiría servicios de revisión de casos, asesoría legal y representación por un abogado a los trabajadores en California que tengan un caso pendiente ya sea con la ALRB, la Oficina del Comisionado Laboral o Cal/OSHA.[aside postID=\"news_11941448\" hero=\"https://ww2.kqed.org/app/uploads/sites/10/2023/02/FARMWORKETS-SHOVELING-DIRT-YELLOW-RAINGEAR.jpg\"]El objetivo de este programa, según los funcionarios, es abordar uno de los temores que impiden a los empleados hablar, el miedo a perder su visado o a no volver a ser contratados, poniéndolos en contacto con expertos en inmigración que podrían ayudarles a encontrar formas de permanecer en este país. Y a principios de este año, \u003ca href=\"https://www.kqed.org/news/11941448/que-es-el-programa-de-accion-diferida-de-la-administracion-biden-para-trabajadores-indocumentados\">el gobierno del presidente Biden presentó una nueva y simplificada iniciativa de “acción diferida”\u003c/a> que permite a los trabajadores solicitar un permiso de trabajo y dos años de protección frente a la deportación si cooperan con una investigación sobre derechos laborales.\u003c/p>\n\u003cp>Para obtener más información sobre el programa piloto y si su caso podría calificar para servicios legales gratuitos del estado, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">contacte la oficina de ALRB más cercana a usted\u003c/a>.\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>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"excerpt": "En California, es ilegal que un patrón castigue o corra a un campesino por pedir mejoras laborales. Le explicamos sus derechos, los cuales aplican a todos, incluso a los inmigrantes indocumentados.",
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"title": "¿Trabaja en los campos de California? Qué hacer si su patrón toma represalias contra usted | KQED",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.kqed.org/news/11958506/guide-unsafe-working-conditions-employer-retaliation-and-worker-protections\">\u003cem>Read in English\u003c/em>\u003c/a>\u003c/p>\n\u003cp>21 trabajadores agrícolas inmigrantes \u003ca href=\"https://www.kqed.org/news/11957505/campesinos-denunciaron-a-un-vinedo-por-abusos-laborales-y-ganaron\">recibirán colectivamente 328 mil 077 dólares de su antiguo empleador, Mauritson Farms\u003c/a>, una empresa de viñedos del condado de Sonoma, después de que el productor llegó a un acuerdo con los reguladores laborales estatales este verano.\u003c/p>\n\u003cp>Funcionarios de la Junta de Relaciones Laborales Agrícolas de California (ALRB, por sus siglas en inglés) anunciaron en julio que su investigación había determinado que Mauritson Farms tomó represalias contra los trabajadores, quienes se encontraban en Estados Unidos con una visa H-2A.\u003c/p>\n\u003cp>Después de haber pedido mejoras laborales en los campos de Mauritson Farms, los campesinos no recibieron una oferta de empleo para la siguiente temporada de cultivo. El acuerdo de 328 mil 077 dólares que beneficiará a los 21 trabajadores representa lo que los trabajadores perdieron en ingresos por haber sido excluidos de la temporada de 2022, según los cálculos del ALRB.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“Cuando recibí la noticia, agradecí a Dios que se ganó porque no fue nada fácil. Teníamos mucho miedo de hablar. Fue un proceso complicado, pero hay que quitarse ese miedo”, dijo Martín Sandoval Rivera, uno de los trabajadores que denunció las condiciones en Mauritson Farms. Actualmente se encuentra en el estado de Oaxaca, México, manejando varios trabajos para poder mantener a su familia.\u003c/p>\n\u003cp>Desgraciadamente, es algo común en la industria agrícola ver casos donde los patrones toman represalias contra trabajadores que alzan la voz. En la industria agrícola muchos trabajadores son castigados por su jefe, o por la persona que les dio empleo, después de solicitar un lugar de trabajo mejor o más seguro.\u003c/p>\n\u003cp>\u003cstrong>Al hacer clic en una de estas preguntas, tendrá más información específica:\u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003ca href=\"#considera\">\u003cstrong>¿Cuándo es que un lugar de trabajo se vuelve “inseguro” para los campesinos?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#represalias\">\u003cstrong>¿Qué son las represalias por parte de un empresario?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#siguen\">\u003cstrong>¿Estas protecciones también benefician a los trabajadores indocumentados?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#organismos\">\u003cstrong>¿Qué organismos hacen cumplir las leyes laborales en California?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#creo\">\u003cstrong>Creo que mi empleador ha tomado represalias contra mí por denunciar las condiciones de trabajo. ¿Qué debo hacer?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#preocupa\">\u003cstrong>Me preocupa mi situación migratoria si denuncio algo que pasó en el trabajo. ¿Cuáles son mis opciones?\u003c/strong>\u003c/a>\u003c/li>\n\u003c/ul>\n\u003cp>En California es ilegal que un empresario tome represalias contra un empleado, independientemente de su situación en materia de inmigración o documentación. Pero eso no impide que algunos cultivadores castiguen a los trabajadores que denuncian.\u003c/p>\n\u003cp>Cuando trabaja en el campo, aunque esté en Estados Unidos sin papeles, su empleador tiene que respetar sus derechos, por eso hemos creado esta guía para informar a los trabajadores agrícolas sobre sus derechos y qué hacer si su empleador no los respeta.\u003cbr>\n\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch3>\u003ca id=\"considera\">\u003c/a>¿Cuándo es que un lugar de trabajo se vuelve inseguro?\u003c/h3>\n\u003cp>California cuenta con una \u003ca href=\"https://www.dir.ca.gov/dosh/dosh_publications/ag-field-operations.pdf\">larga lista de normas que definen lo que es un lugar de trabajo seguro en la agricultura\u003c/a>. Esta lista cubre temas como la seguridad de los trabajadores durante los incendios forestales, el manejo de maquinaria agrícola, e incluso en el caso de las lecherías e instalaciones de grano, cómo prevenir accidentes en espacios confinados.\u003c/p>\n\u003cp>Sin importar la temperatura, \u003ca href=\"https://www.kqed.org/news/11955907/derechos-laborales-ola-de-calor\">los empresarios deben siempre proveer a los campesinos suficiente agua potable cerca de donde están trabajando.\u003c/a> Cada empleado debe tener acceso al menos a un litro de agua cada hora, e incluso si la gente trae sus propias botellas de agua, los empleadores deben tener suficiente agua disponible en el lugar.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Cuando las temperaturas superan los 80 grados Fahrenheit (equivalente a 27 centígrados), los empresarios también deben proporcionar una zona con sombra suficiente para acomodar a todos los trabajadores en la propiedad. En los días en que la temperatura supere los 95 grados Fahrenheit (equivalente a 35 centígrados), los supervisores deben monitorear el bienestar de los trabajadores a lo largo del día y asegurarse de que tomen descansos de al menos 10 minutos cada 2 horas para evitar la insolación. No basta con “ofrecer” estas pausas.\u003c/p>\n\u003cp>Es importante recalcar que estas normas de seguridad contra el calor se aplican a los trabajadores de todas las industrias, no sólo del sector agrícola.\u003c/p>\n\u003ch3>\u003ca id=\"represalias\">\u003c/a>¿Qué son las represalias por parte de un empresario?\u003c/h3>\n\u003cp>En California, se entiende por represalia cuando un empresario despide, castiga o recorta el salario o el horario de un trabajador porque éste ha intentado mejorar sus condiciones laborales. Esto incluye los \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">casos de cultivadores que se niegan a volver a contratar a trabajadores de temporada para la próxima cosecha después de que hayan denunciado su situación\u003c/a>.\u003c/p>\n\u003cp>Pedirle a su jefe que mejore las condiciones de trabajo no tiene que ser algo grande como organizar una huelga o una marcha. También puede ser el:\u003c/p>\n\u003cul>\n\u003cli>Pedir más agua y sombra para los días de mucho calor.\u003c/li>\n\u003cli>Pedir el equipo necesario para trabajar con seguridad en el campo.\u003c/li>\n\u003cli>Señalar que le falta parte de su salario.\u003c/li>\n\u003c/ul>\n\u003cp>Si hay una ley que tenga que ver con su seguridad, sus derechos laborales o su salario, y su empleador no la está cumpliendo, debe poder hablar de ello con libertad y seguridad con su jefe.\u003c/p>\n\u003ch3>\u003ca id=\"siguen\">\u003c/a>¿Estas protecciones aplican incluso si uno no tiene papeles?\u003c/h3>\n\u003cp>Sí. Las normas de seguridad de California benefician a todos los trabajadores, sin importar su estatus migratorio. Su empleador no puede usar su situación migratoria como razón para excluir a usted o sus colegas de las protecciones de seguridad.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Además, los trabajadores indocumentados pueden pedir ayuda a las dependencias estatales que hacen cumplir las leyes laborales; es decir, ser indocumentado no les impide solicitar (y obtener) esta ayuda del estado de California.\u003c/p>\n\u003cp>“Nuestra oficina no pregunta por su estatus migratorio, si usted cree que podría traerle problemas”, confirma Jessica Arciniega, directora regional del ALRB, que investiga posibles abusos laborales en el sector agrícola.\u003c/p>\n\u003ch3>¿Y si no tengo un contrato formal para trabajar, siguen aplicándose estas protecciones?\u003c/h3>\n\u003cp>Si trabaja para un particular o una empresa sin un contrato de trabajo formal, los expertos en derechos laborales afirman que estas protecciones siguen siendo aplicables en su caso, siempre y cuando pueda demostrar que, como trabajador, ha proporcionado mano de obra a cambio de una remuneración, o sea un pago.\u003c/p>\n\u003cp>En algunos casos, esa prueba puede incluir una comunicación escrita entre el trabajador y el empresario, como un correo electrónico o un mensaje de texto, que confirme que se ha producido un intercambio de servicios a cambio de dinero.\u003c/p>\n\u003ch3>\u003ca id=\"organismos\">\u003c/a>¿Qué organismos hacen cumplir las normas laborales en California?\u003c/h3>\n\u003cp>Existen tres dependencias estatales que investigan las infracciones laborales y tienen autoridad para sancionar a los malos empleadores. Las tres agencias pueden investigar casos en la industria agrícola.\u003c/p>\n\u003cp>\u003cstrong>La Junta de Relaciones Laborales Agrícolas\u003c/strong>\u003c/p>\n\u003cp>El ALRB fue creado en 1975 después de que el entonces gobernador Jerry Brown firmara la Ley de Relaciones Laborales Agrícolas de California en 1975. Esta legislación también define lo que es una violación de derechos laborales, lo que incluye represalias, despedir o recortar el salario de los empleados que piden mejores condiciones de trabajo.\u003c/p>\n\u003cp>“A quienes creen que sus derechos laborales no fueron respetados, yo recomendaría que llamen a nuestra oficina”, dijo Arciniega del ALRB. “Nuestro personal no sólo es bilingüe, sino que también entiende bien la cultura. Muchos de ellos, sus familias o generaciones pasadas han trabajado en la agricultura o actualmente son trabajadores agrícolas.”\u003c/p>\n\u003cp>Puede ponerse en contacto directamente con el ALRB llamando al 1-800-449-3699 o \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">dirigirse a sus oficinas regionales situadas en Indio, Oxnard, Salinas, Santa Rosa, o Visalia\u003c/a>. Los trabajadores del Área de la Bahía deben ponerse en contacto con la oficina de Santa Rosa (el teléfono para esa oficina es: (707) 527-3256)\u003c/p>\n\u003cp>Un funcionario del ALRB puede hablarle más sobre cuáles son las normas de seguridad en el trabajo y qué derechos aplican en su situación. Además, pueden explicarle cómo usted puede presentar una denuncia contra su empleador, lo que podría desencadenar una investigación formal de su empleador por parte del ALRB.\u003c/p>\n\u003cp>\u003cstrong>Cal/OSHA\u003c/strong>\u003c/p>\n\u003cp>Cal/OSHA crea y hace cumplir las normas estatales sobre seguridad en el lugar de trabajo, asegurándose de que los empleados no estén expuestos a sustancias químicas peligrosas ni se encuentren en situaciones de riesgo.\u003c/p>\n\u003cp>Si su jefe le obliga a usted o a sus compañeros a hacer algo que no sabe si es seguro o no, puede ponerse en contacto con la agencia llamando al (415) 557-0100 o \u003ca href=\"https://www.dir.ca.gov/dosh/complaint.htm\">visitando la página web de la agencia\u003c/a>.\u003c/p>\n\u003cp>\u003cstrong>Oficina del Comisionado Laboral\u003c/strong>\u003c/p>\n\u003cp>La Oficina del Comisionado Laboral, también conocida como la División de Cumplimiento de Normas Laborales (DLSE por sus siglas en inglés), es la parte del Departamento de Relaciones Industriales de California y se encarga de investigar el robo de salarios y las represalias de los empleadores contra los trabajadores.\u003c/p>\n\u003cp>Si usted cree que su jefe no le paga correctamente por las horas que trabaja o se niega a pagar las horas extra, \u003ca href=\"https://www.dir.ca.gov/dlse/howtoreportviolationtobofe.htm\">éste es el organismo al que debe dirigirse\u003c/a>.\u003c/p>\n\u003ch3>\u003ca id=\"creo\">\u003c/a>Creo que mi jefe ha tomado represalias contra mí por denunciar las condiciones de trabajo. ¿Qué debo hacer?\u003c/h3>\n\u003cp>\u003cstrong>Haga una pausa mientras lo documenta todo.\u003c/strong>\u003c/p>\n\u003cp>Si acaba de perder su empleo o su salario y cree que se debe a represalias, primero dese tiempo para procesar la situación y ordenar sus ideas.\u003c/p>\n\u003cp>“Yo recomendio que escribas todo lo que te pasó, porque con todas esas emociones fuertes que uno tiene en ese momento, es fácil olvidar los detalles importantes”, dijo Ana Salgado, ex trabajadora agrícola e integrante de la junta directiva de North Bay Jobs With Justice (NBJWJ), un grupo de derechos laborales que ayudó a los campesinos que denunciaron a Mauritson Farms.\u003c/p>\n\u003cp>“Cree en ti mismo y en lo que tú sabes que pasó”, añadió.\u003c/p>\n\u003cfigure id=\"attachment_11957508\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11957508\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally.jpg\" alt=\"Una mujer habla enfrente de una multitud. Muchos en la multitud sostienen letreros y pancartas con lemas de justicia labora.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Ana Salgado (centro), ex trabajadora agrícola y miembro de la junta directiva de NBJWJ, habla en una rueda de prensa del lunes, 24 de julio de 2023, en la plaza central de Healdsburg. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>Recopile pruebas anteriores\u003c/strong>\u003c/p>\n\u003cp>Mientras anota sus experiencias, busque también mensajes escritos entre usted y su empleador en los que describen las condiciones de trabajo y la respuesta de su supervisor. Puede tratarse de cartas, correos electrónicos o incluso capturas de pantalla de una conversación por mensaje de texto.\u003c/p>\n\u003cp>Otros detalles importantes que debe buscar: sus recibos o comprobantes de pago si es que hubo un recorte en su salario o las horas que trabajó. Además, tenga fotos de donde trabaja, lo que puede incluir los campos o cualquier otro sitio donde usted labora y ha visto condiciones laborales inseguras, y su vivienda, si esa es proporcionada por su empleador.\u003c/p>\n\u003cp>\u003cstrong>Busque ayuda de los profesionales\u003c/strong>\u003c/p>\n\u003cp>Salgado, activista con NBJWJ, también recomienda buscar la ayuda de una organización de derechos laborales en su zona. Los integrantes del grupo pueden ayudarle a crear una cronología de lo ocurrido, a ponerse en contacto con su empresa si quiere intentar resolver la situación directamente, o incluso prepararle para hablar con funcionarios estatales si decide dar ese paso.\u003c/p>\n\u003cp>En función de sus recursos, como el número de empleados, algunos grupos pueden ofrecer más ayuda que otros. Por eso, si cree que necesitas más orientación y apoyo, considere la posibilidad de acudir a más de una organización.\u003c/p>\n\u003cp>Aquí hay algunas organizaciones en el Área de la Bahía que pueden conectar a los trabajadores agrícolas con ayuda:\u003c/p>\n\u003cul>\n\u003cli>California Rural Legal Assistance: (800) 337-0690\u003c/li>\n\u003cli>Legal Aid at Work: (415) 864-8208\u003c/li>\n\u003cli>North Bay Organizing Project: (707) 843-7858\u003c/li>\n\u003cli>Asian Americans Advancing Justice/Asian Law Caucus: (415) 896-1701\u003c/li>\n\u003cli>Centro Legal de la Raza (Oakland): (510) 437-1554\u003c/li>\n\u003cli>Centro Legal de la Raza (San Francisco): (415) 575-3500\u003c/li>\n\u003c/ul>\n\u003ch3>Quiero presentar una denuncia para que los funcionarios investiguen mi situación. ¿Qué hay que hacer?\u003c/h3>\n\u003cp>Si está dispuesto a denunciar lo ocurrido, el ALRB será el organismo al que deberá dirigirse. Necesitará \u003ca href=\"https://www.alrb.ca.gov/wp-content/uploads/sites/196/2018/05/alrb_form38_en.pdf\">un formulario de Denuncia contra el empleador\u003c/a>, el cual deberá imprimir, rellenar y enviar por correo electrónico o postal, a la oficina local del ALRB más cercana, y si necesita rellenar el formulario en otro idioma que no sea el inglés, también contacte al ALRB.\u003c/p>\n\u003cp>Para los residentes del Área de la Bahía, la oficina indicada se encuentra en Santa Rosa:\u003c/p>\n\u003cul>\n\u003cli>Teléfono: (707) 527-3256\u003c/li>\n\u003cli>Correo electrónico: Póngase en contacto con la directora regional Jessica Arciniega escribiendo a Jessica.Arciniega@alrb.ca.gov\u003c/li>\n\u003cli>Correo postal: 606 Healdsburg Avenue, Santa Rosa, CA 95401\u003c/li>\n\u003c/ul>\n\u003cp>Tenga en cuenta que el ALRB requiere que al menos dos trabajadores se reúnan para presentar una denuncia. Si le pone nervioso este paso, un grupo de derechos laborales puede presentar una denuncia en su nombre, que es lo que ocurrió en el caso de Mauritson Farms.\u003c/p>\n\u003ch3>Por qué debe presentar una denuncia lo antes posible (aunque esté nervioso)\u003c/h3>\n\u003cp>Quienes abogan por los derechos de los campesinos recomiendan que uno denuncie lo que pasó lo más antes posible. De este modo, los funcionarios del estado tienen más tiempo para hablar con los trabajadores e investigar lo ocurrido en los campos.\u003c/p>\n\u003cp>El tiempo es aún más importante cuando los trabajadores agrícolas están en el país con un permiso de trabajo temporal, como la visa H-2A.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Es comprensible que se sienta muy nervioso a la hora de presentar una denuncia, sobre todo si teme que su empleador o la persona que le consiguió el trabajo le amenace con más represalias. Pero tenga en cuenta que hay un límite de tiempo para denunciar un incidente ante el estado. Sólo tiene seis meses desde el momento en que sufrió represalias (cuando le recortaron horas, o le despidieron o supo que no le volverían a contratar) para presentar una denuncia ante el ALRB.\u003c/p>\n\u003cp>Una vez que ya hayan pasado los seis meses, los funcionarios no pueden iniciar una investigación.\u003c/p>\n\u003cp>¿Y si su jefe, o la persona que le conectó con el empleo, como un reclutador, sigue amenazándole con más represalias si habla con el estado?\u003c/p>\n\u003cp>En este caso, podría ser una buena idea buscar ayuda de un grupo de derechos laborales para protegerse.\u003c/p>\n\u003ch4>Ya que yo haya presentado una denuncia ante el ALRB, ¿qué ocurre?\u003c/h4>\n\u003cp>\u003cstrong>La agencia evalúa su caso\u003c/strong>\u003c/p>\n\u003cp>Los funcionarios decidirán primero si su situación cumple los requisitos para iniciar una investigación.\u003c/p>\n\u003cp>Algunos ejemplos de cuándo el ALRB no podría tomar su caso son: si fue despedido, hace dos años, y cree que su jefe lo hizo para tomar represalias contra usted, ya que esa situación excede el límite de tiempo de seis meses del ALRB, y la agencia no puede iniciar una investigación. O si el incidente tuvo lugar en un rancho ubicado en otro estado, eso también queda fuera de la jurisdicción del ALRB.\u003c/p>\n\u003cfigure id=\"attachment_11956406\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11956406\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED.jpg\" alt='Una persona con cabello largo y ropa forma; habla frente a otras personas con carteles que dicen \"Los campesinos merecen pago por desastre\". El grupo se encuentra en un parque.' width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Julia Montgomery, abogada principal del ALRB, habla en una rueda de prensa organizada por el grupo de derechos laborales NBJWJ, el lunes, 24 de julio de 2023. Montgomery, junto con otros funcionarios del ALRB, compartieron detalles sobre el acuerdo legal entre su dependencia y el empleador Mauritson Farms, para resolver una denuncia presentada por un grupo de campesinos que previamente trabajaban en los viñedos de Mauritson. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>Se inicia una investigación y su empleador es notificado\u003c/strong>\u003c/p>\n\u003cp>Si el organismo puede aceptar el caso, los funcionarios del ALRB se lo confirmarán. A partir de ese momento, notificarán a su empleador de la acusación y que se iniciará una investigación, explica Julia Montgomery, abogada principal del ALRB.\u003c/p>\n\u003cp>“Un equipo de abogados e investigadores se encargará de la investigación, que puede incluir a los trabajadores implicados en la investigación, otros empleados, supervisores y cualquier otra persona que pueda tener información relevante”, dijo Montgomery. Los investigadores también pueden solicitar documentos y otros registros escritos tanto a los empresarios como a los trabajadores, explicó.\u003c/p>\n\u003cp>Este paso puede tardar meses, o incluso años. Si ya no se encuentra en EE.UU. debido a su situación migratoria, el ALRB seguirá intentando ponerse en contacto con usted. En casos anteriores, los funcionarios de la agencia han localizado a trabajadores agrícolas incluso cuando han viajado de regreso a comunidades rurales remotas en sus países de origen.\u003c/p>\n\u003cp>\u003cstrong>Se toma una decisión sobre la acusación\u003c/strong>\u003c/p>\n\u003cp>Tras la investigación, los funcionarios determinarán si hay pruebas suficientes para confirmar si hubo represalias u otra práctica laboral injusta. Si no hay pruebas suficientes, se desestima la denuncia, o sea que se termina el proceso de investigación.\u003c/p>\n\u003cp>Sin embargo, si las pruebas son suficientes, el director regional del ALRB presentará una denuncia formal contra el empresario.\u003c/p>\n\u003cp>Pero espere, eso no significa que haya ganado su caso todavía — falta aún más.\u003c/p>\n\u003ch3>El ALRB presenta una demanda legal contra un empresario\u003c/h3>\n\u003cp>Se fijará una fecha para una audiencia con un juez, el cual decidirá si el empresario violó la ley.\u003c/p>\n\u003cp>Ambas partes tendrán la oportunidad de defender su caso: su empleador y sus representantes legales, y el ALRB, que argumentará que usted sufrió represalias.\u003c/p>\n\u003cp>Si el juez falla a favor del ALRB y de los empleados implicados, los trabajadores pueden recibir un monto para compensar los salarios perdidos y, potencialmente, incluso volver a ser contratados si perdieron su empleo. Los funcionarios del ALRB se desplazarán al rancho e informarán a los demás empleados del caso. Además, los empresarios podrían enfrentarse a fuertes multas.\u003c/p>\n\u003cp>En cualquier momento del proceso, el ALRB puede llegar a un acuerdo con el empresario. Un acuerdo puede incluir indemnizaciones para los trabajadores afectados o incluso ofertas de empleo.\u003c/p>\n\u003ch3>\u003ca id=\"preocupa\">\u003c/a>Me preocupa mi situación de inmigración si denuncio lo ocurrido en el trabajo. ¿Cuáles son mis opciones?\u003c/h3>\n\u003cp>El 19 de julio, el gobernador Gavin Newsom anunció un \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">programa piloto de 4.5 millones de dólares para proporcionar servicios legales de inmigración gratuitos a los trabajadores agrícolas que están involucrados en investigaciones laborales estatales (enlace sólo en inglés)\u003c/a>.\u003c/p>\n\u003cp>Esto incluiría servicios de revisión de casos, asesoría legal y representación por un abogado a los trabajadores en California que tengan un caso pendiente ya sea con la ALRB, la Oficina del Comisionado Laboral o Cal/OSHA.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>El objetivo de este programa, según los funcionarios, es abordar uno de los temores que impiden a los empleados hablar, el miedo a perder su visado o a no volver a ser contratados, poniéndolos en contacto con expertos en inmigración que podrían ayudarles a encontrar formas de permanecer en este país. Y a principios de este año, \u003ca href=\"https://www.kqed.org/news/11941448/que-es-el-programa-de-accion-diferida-de-la-administracion-biden-para-trabajadores-indocumentados\">el gobierno del presidente Biden presentó una nueva y simplificada iniciativa de “acción diferida”\u003c/a> que permite a los trabajadores solicitar un permiso de trabajo y dos años de protección frente a la deportación si cooperan con una investigación sobre derechos laborales.\u003c/p>\n\u003cp>Para obtener más información sobre el programa piloto y si su caso podría calificar para servicios legales gratuitos del estado, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">contacte la oficina de ALRB más cercana a usted\u003c/a>.\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>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"slug": "californias-workplace-violence-protection-bill-clears-key-hurdle",
"title": "California's Workplace Violence Protection Bill Clears Key Hurdle",
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"headTitle": "California’s Workplace Violence Protection Bill Clears Key Hurdle | KQED",
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"content": "\u003cp>A California bill that aims to help protect most workers from violence at their job sites has cleared a key hurdle in the Legislature, and heads now for a full vote in the Assembly.\u003c/p>\n\u003cp>Under \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240SB553\">SB 553\u003c/a>, employers in all kinds of industries would be required to implement a workplace violence prevention plan developed together with their employees. Similar protections have been in place for healthcare workers \u003ca href=\"https://www.dir.ca.gov/dosh/WPVPIHC_FAQs.html\">since 2017\u003c/a>.\u003c/p>\n\u003cp>Democratic lawmakers in the Appropriations Committee \u003ca href=\"https://sd15.senate.ca.gov/news/senator-corteses-statement-assembly-appropriations-committee-passage-sb-553-preventing\">advanced\u003c/a> the measure last week, after amendments included exemptions for very small businesses. The California Chamber of Commerce, which lobbied for the changes, \u003ca href=\"https://acrobat.adobe.com/link/track?uri=urn:aaid:scds:US:9dbe5ed4-aecd-47ab-8628-e76f0ad94e09\">withdrew its opposition\u003c/a> today.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Aggressive or violent behavior at work sites has increasingly become a serious concern, especially in industries such as retail, which has suffered a spike in \u003ca href=\"https://www.nytimes.com/2022/06/28/business/retail-workers-assaults.html\">reported assaults\u003c/a>, particularly at grocery and convenience stores.\u003c/p>\n\u003cp>One of the \u003ca href=\"https://www.dir.ca.gov/dosh/CFOI/CFOI_2021/cfoi2021-A-9.pdf\">57 Californians who died (PDF)\u003c/a> from work-related violence in 2021 was Miguel Nuñez Peñaloza, a clerk at a Rite Aid in Los Angeles. The 36-year-old was fatally shot after confronting a shoplifter at the store.\u003c/p>\n\u003cp>“What happened to him was tragic. It still makes me cry,” said Juana Rodriguez, 70, who remembered her coworker of several years as kind and respectful. “I’m afraid that something like that could happen again.”[pullquote align=\"right\" size=\"medium\" citation=\"State Sen. Dave Cortese (D-San José)\"]‘That’s not a good thing when you have violence spiking up and people losing their lives. Rules should be put in place as soon as possible.’[/pullquote]Her employer installed a better security camera system and a guard for all shifts after the fatality, Rodriguez said. But she worries about the fact that shoplifting has become more frequent.\u003c/p>\n\u003cp>SB 553 would help improve safety by pushing more employers to communicate at least annually with workers about how to minimize hazards, as well as keep a log of violent incidents, she said.\u003c/p>\n\u003cp>“Employers would really know what we are facing each day,” said Rodriguez, a member of the United Food & Commercial Workers, which sponsored the bill. “We are the ones that are frontline at the store, risking our lives.”\u003c/p>\n\u003ch2>Addressing opposition concerns\u003c/h2>\n\u003cp>The California Chamber of Commerce, representing a long list of business groups including the California Retailers Association and the California Grocers Association, initially fought the measure. The Chamber argued, in part, that the bill would be infeasible for small employers, and create considerable costs for all other businesses.\u003c/p>\n\u003cp>But after changes announced last week that exempt potentially hundreds of thousands of workplaces with fewer than 10 employees that are not accessible to the public, the Chamber of Commerce \u003ca href=\"https://acrobat.adobe.com/link/track?uri=urn:aaid:scds:US:9dbe5ed4-aecd-47ab-8628-e76f0ad94e09\">changed its position (PDF)\u003c/a> to “neutral,” meaning it won’t actively oppose the measure.[aside label=\"Related Stories\" postID=\"news_11939361,news_11875404,news_11950765\"]Robert Moutrie, a policy advocate with the Chamber of Commerce, cautioned that some business groups might still fight it because of expected costs.\u003c/p>\n\u003cp>“There’s no one in our coalition who in any way thinks that workplace violence is not a terrible thing,” said Moutrie. “But the issue has been how do we make sure that the requirements we’re putting on businesses and public entities are feasible to do and realistic and really solve the problems? And that has been our back-and-forth\u003cem>.\u003c/em>”\u003c/p>\n\u003cp>Law enforcement agencies, the Department of Corrections and Rehabilitation, and locations chosen by employees to work remotely would also be excluded from the bill, which would go into effect in July 2024.\u003c/p>\n\u003cp>State occupational safety and health regulators have been crafting a standard that would apply to industries outside healthcare. But that \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/Workplace-Violence-in-General-Industry/\">rulemaking process\u003c/a> by Cal/OSHA, delayed during the COVID-19 pandemic, has been under way for six years and is nowhere near completion.\u003c/p>\n\u003cp>“That’s not a good thing when you have violence spiking up and people losing their lives,” said state Sen. Dave Cortese (D-San José), who authored SB 553. “Rules should be put in place as soon as possible.”\u003c/p>\n\u003cp>In a statement, a Cal/OSHA spokesperson said the agency continues to work on its proposed regulations, and does not comment on pending legislation. But Sen. Cortese said his office has been working “closely” with Cal/OSHA to shape the measure.\u003c/p>\n\u003cp>Currently, there are no specific nationwide standards to address workplace violence, though employers are supposed to provide a work environment that’s “\u003ca href=\"https://www.osha.gov/workplace-violence/enforcement\">free from recognized hazards\u003c/a>,” according to federal OSHA.\u003c/p>\n\u003cp>If SB 553 is approved by the legislature and signed by the governor, California would become the first in the nation to enact such requirements, said workers’ rights advocates.\u003c/p>\n\u003ch2>Response to a mass shooting\u003c/h2>\n\u003cp>Cortese, who chairs the Senate Labor, Public Employment and Retirement Committee, said he felt compelled to address the issue after the \u003ca href=\"https://www.kqed.org/news/11875404/official-multiple-people-killed-in-shooting-at-san-jose-vta-railyard\">mass shooting\u003c/a> at the Valley Transportation Authority rail yard in San José in 2021, which remains the deadliest on record in the San Francisco Bay Area.[pullquote align=\"right\" size=\"medium\" citation=\" Rachel Cohen Zepeda, psychiatric nurse\"]‘We knew we weren’t safe. People were getting beat down, like, head smashed onto the floor, chased, battered, patients would attack other patients.’[/pullquote]Cortese recalled learning from first responders that they couldn’t immediately enter the building, where the shooter was still active, because they didn’t have an access key card. Cortese was also taken aback by the story of one of the victims who helped coworkers escape through a window onto a roof before he was killed.\u003c/p>\n\u003cp>“Had there been a plan in place that everyone understood, that this is how you get out of the second floor if there’s an intruder or an emergency that closes off access the other way … it could have saved lives,” said Cortese.\u003c/p>\n\u003cp>According to the latest figures by federal regulators, workplace violence is the third leading cause of fatal occupational injuries in the U.S., killing \u003ca href=\"https://www.bls.gov/news.release/cfoi.nr0.htm\">761 workers in 2021\u003c/a>. However, mass shootings make up a \u003ca href=\"https://www.kqed.org/news/11939361/im-afraid-half-moon-bay-shootings-may-have-been-extreme-case-of-workplace-violence\">small fraction\u003c/a> of workplace homicide incidents, according to occupational safety experts.\u003c/p>\n\u003cp>About 1.3 million nonfatal work-related victimizations such as assaults and robberies occurred in the U.S. on average each year between 2015 and 2019, according to \u003ca href=\"https://bjs.ojp.gov/press-release/federal-agencies-release-joint-study-workplace-violence\">a study\u003c/a> by the Bureau of Justice Statistics and other federal agencies. Exchanging money with the public and working with volatile or unstable people such as in healthcare settings, are some of the most likely risk factors.\u003c/p>\n\u003ch2>Why healthcare led the way in California\u003c/h2>\n\u003cp>Before healthcare employers in the state were required to take steps to prevent violence, psychiatric nurse Rachel Cohen Zepeda said she witnessed terrible assaults on coworkers at different hospitals in the Bay Area, often by patients.\u003c/p>\n\u003cfigure id=\"attachment_11959649\" class=\"wp-caption alignright\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11959649\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED.jpg\" alt=\"A person wearing a sport coat and sitting at a large round table speaks into a microphone.\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Dave Cortese, then a District 15 State Senate candidate, speaks during a forum at the Campbell City Hall on Feb. 19, 2020. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“We knew we weren’t safe. People were getting beat down, like, head smashed onto the floor, chased, battered, patients would attack other patients,” she said.\u003c/p>\n\u003cp>But the rules have given nurses like her a seat at the table to push for safety improvements, said Cohen Zepeda.\u003c/p>\n\u003cp>A guard is now available in the building to immediately respond to incidents, and nurses are regularly trained on how to prevent violence and, if necessary, get out of choke holds. The panic buttons work, she said.\u003c/p>\n\u003cp>“You need laws in place that force employers to acknowledge the situation and try to do something about it,” said Cohen Zepeda, who is part of a workplace violence prevention committee at UCSF.\u003c/p>\n\u003cp>“I don’t think everything is fixed already. It’s a work in progress,” she added. “But it’s a complete change of culture from ‘You are a nurse, you are a human punching bag, what do you expect?’ to ‘Oh, this is not acceptable.’”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>A California bill that aims to help protect most workers from violence at their job sites has cleared a key hurdle in the Legislature, and heads now for a full vote in the Assembly.\u003c/p>\n\u003cp>Under \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240SB553\">SB 553\u003c/a>, employers in all kinds of industries would be required to implement a workplace violence prevention plan developed together with their employees. Similar protections have been in place for healthcare workers \u003ca href=\"https://www.dir.ca.gov/dosh/WPVPIHC_FAQs.html\">since 2017\u003c/a>.\u003c/p>\n\u003cp>Democratic lawmakers in the Appropriations Committee \u003ca href=\"https://sd15.senate.ca.gov/news/senator-corteses-statement-assembly-appropriations-committee-passage-sb-553-preventing\">advanced\u003c/a> the measure last week, after amendments included exemptions for very small businesses. The California Chamber of Commerce, which lobbied for the changes, \u003ca href=\"https://acrobat.adobe.com/link/track?uri=urn:aaid:scds:US:9dbe5ed4-aecd-47ab-8628-e76f0ad94e09\">withdrew its opposition\u003c/a> today.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Aggressive or violent behavior at work sites has increasingly become a serious concern, especially in industries such as retail, which has suffered a spike in \u003ca href=\"https://www.nytimes.com/2022/06/28/business/retail-workers-assaults.html\">reported assaults\u003c/a>, particularly at grocery and convenience stores.\u003c/p>\n\u003cp>One of the \u003ca href=\"https://www.dir.ca.gov/dosh/CFOI/CFOI_2021/cfoi2021-A-9.pdf\">57 Californians who died (PDF)\u003c/a> from work-related violence in 2021 was Miguel Nuñez Peñaloza, a clerk at a Rite Aid in Los Angeles. The 36-year-old was fatally shot after confronting a shoplifter at the store.\u003c/p>\n\u003cp>“What happened to him was tragic. It still makes me cry,” said Juana Rodriguez, 70, who remembered her coworker of several years as kind and respectful. “I’m afraid that something like that could happen again.”\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Her employer installed a better security camera system and a guard for all shifts after the fatality, Rodriguez said. But she worries about the fact that shoplifting has become more frequent.\u003c/p>\n\u003cp>SB 553 would help improve safety by pushing more employers to communicate at least annually with workers about how to minimize hazards, as well as keep a log of violent incidents, she said.\u003c/p>\n\u003cp>“Employers would really know what we are facing each day,” said Rodriguez, a member of the United Food & Commercial Workers, which sponsored the bill. “We are the ones that are frontline at the store, risking our lives.”\u003c/p>\n\u003ch2>Addressing opposition concerns\u003c/h2>\n\u003cp>The California Chamber of Commerce, representing a long list of business groups including the California Retailers Association and the California Grocers Association, initially fought the measure. The Chamber argued, in part, that the bill would be infeasible for small employers, and create considerable costs for all other businesses.\u003c/p>\n\u003cp>But after changes announced last week that exempt potentially hundreds of thousands of workplaces with fewer than 10 employees that are not accessible to the public, the Chamber of Commerce \u003ca href=\"https://acrobat.adobe.com/link/track?uri=urn:aaid:scds:US:9dbe5ed4-aecd-47ab-8628-e76f0ad94e09\">changed its position (PDF)\u003c/a> to “neutral,” meaning it won’t actively oppose the measure.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Robert Moutrie, a policy advocate with the Chamber of Commerce, cautioned that some business groups might still fight it because of expected costs.\u003c/p>\n\u003cp>“There’s no one in our coalition who in any way thinks that workplace violence is not a terrible thing,” said Moutrie. “But the issue has been how do we make sure that the requirements we’re putting on businesses and public entities are feasible to do and realistic and really solve the problems? And that has been our back-and-forth\u003cem>.\u003c/em>”\u003c/p>\n\u003cp>Law enforcement agencies, the Department of Corrections and Rehabilitation, and locations chosen by employees to work remotely would also be excluded from the bill, which would go into effect in July 2024.\u003c/p>\n\u003cp>State occupational safety and health regulators have been crafting a standard that would apply to industries outside healthcare. But that \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/Workplace-Violence-in-General-Industry/\">rulemaking process\u003c/a> by Cal/OSHA, delayed during the COVID-19 pandemic, has been under way for six years and is nowhere near completion.\u003c/p>\n\u003cp>“That’s not a good thing when you have violence spiking up and people losing their lives,” said state Sen. Dave Cortese (D-San José), who authored SB 553. “Rules should be put in place as soon as possible.”\u003c/p>\n\u003cp>In a statement, a Cal/OSHA spokesperson said the agency continues to work on its proposed regulations, and does not comment on pending legislation. But Sen. Cortese said his office has been working “closely” with Cal/OSHA to shape the measure.\u003c/p>\n\u003cp>Currently, there are no specific nationwide standards to address workplace violence, though employers are supposed to provide a work environment that’s “\u003ca href=\"https://www.osha.gov/workplace-violence/enforcement\">free from recognized hazards\u003c/a>,” according to federal OSHA.\u003c/p>\n\u003cp>If SB 553 is approved by the legislature and signed by the governor, California would become the first in the nation to enact such requirements, said workers’ rights advocates.\u003c/p>\n\u003ch2>Response to a mass shooting\u003c/h2>\n\u003cp>Cortese, who chairs the Senate Labor, Public Employment and Retirement Committee, said he felt compelled to address the issue after the \u003ca href=\"https://www.kqed.org/news/11875404/official-multiple-people-killed-in-shooting-at-san-jose-vta-railyard\">mass shooting\u003c/a> at the Valley Transportation Authority rail yard in San José in 2021, which remains the deadliest on record in the San Francisco Bay Area.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Cortese recalled learning from first responders that they couldn’t immediately enter the building, where the shooter was still active, because they didn’t have an access key card. Cortese was also taken aback by the story of one of the victims who helped coworkers escape through a window onto a roof before he was killed.\u003c/p>\n\u003cp>“Had there been a plan in place that everyone understood, that this is how you get out of the second floor if there’s an intruder or an emergency that closes off access the other way … it could have saved lives,” said Cortese.\u003c/p>\n\u003cp>According to the latest figures by federal regulators, workplace violence is the third leading cause of fatal occupational injuries in the U.S., killing \u003ca href=\"https://www.bls.gov/news.release/cfoi.nr0.htm\">761 workers in 2021\u003c/a>. However, mass shootings make up a \u003ca href=\"https://www.kqed.org/news/11939361/im-afraid-half-moon-bay-shootings-may-have-been-extreme-case-of-workplace-violence\">small fraction\u003c/a> of workplace homicide incidents, according to occupational safety experts.\u003c/p>\n\u003cp>About 1.3 million nonfatal work-related victimizations such as assaults and robberies occurred in the U.S. on average each year between 2015 and 2019, according to \u003ca href=\"https://bjs.ojp.gov/press-release/federal-agencies-release-joint-study-workplace-violence\">a study\u003c/a> by the Bureau of Justice Statistics and other federal agencies. Exchanging money with the public and working with volatile or unstable people such as in healthcare settings, are some of the most likely risk factors.\u003c/p>\n\u003ch2>Why healthcare led the way in California\u003c/h2>\n\u003cp>Before healthcare employers in the state were required to take steps to prevent violence, psychiatric nurse Rachel Cohen Zepeda said she witnessed terrible assaults on coworkers at different hospitals in the Bay Area, often by patients.\u003c/p>\n\u003cfigure id=\"attachment_11959649\" class=\"wp-caption alignright\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11959649\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED.jpg\" alt=\"A person wearing a sport coat and sitting at a large round table speaks into a microphone.\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Dave Cortese, then a District 15 State Senate candidate, speaks during a forum at the Campbell City Hall on Feb. 19, 2020. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“We knew we weren’t safe. People were getting beat down, like, head smashed onto the floor, chased, battered, patients would attack other patients,” she said.\u003c/p>\n\u003cp>But the rules have given nurses like her a seat at the table to push for safety improvements, said Cohen Zepeda.\u003c/p>\n\u003cp>A guard is now available in the building to immediately respond to incidents, and nurses are regularly trained on how to prevent violence and, if necessary, get out of choke holds. The panic buttons work, she said.\u003c/p>\n\u003cp>“You need laws in place that force employers to acknowledge the situation and try to do something about it,” said Cohen Zepeda, who is part of a workplace violence prevention committee at UCSF.\u003c/p>\n\u003cp>“I don’t think everything is fixed already. It’s a work in progress,” she added. “But it’s a complete change of culture from ‘You are a nurse, you are a human punching bag, what do you expect?’ to ‘Oh, this is not acceptable.’”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"title": "California Farmworkers Guide to Unsafe Working Conditions and Worker Protections",
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"content": "\u003cp>\u003ca href=\"https://www.kqed.org/news/11960536/trabaja-en-los-campos-de-california-que-hacer-si-sufre-represalias\">\u003cem>Leer en español\u003c/em>\u003c/a>\u003c/p>\n\u003cp>Twenty-one immigrant farmworkers will collectively receive $328,077 from their former employer, Mauritson Farms, a Sonoma County vineyard company, \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">after the grower reached a settlement with state labor regulators\u003c/a> earlier this summer. Officials with the California Agricultural Labor Relations Board (ALRB) announced in July that their investigation determined Mauritson Farms retaliated against the workers — who were in the U.S. on H-2A visas — after they spoke up about unsafe conditions in the fields.\u003c/p>\n\u003cp>Such incidents of employer retaliation against workers who speak up are unfortunately not rare. In the agriculture industry, many workers get punished by their boss — or the person that connected them to employment — after they request a better or safer workplace.\u003c/p>\n\u003cp>\u003cstrong>Jump straight to specific advice: \u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>\u003ca href=\"#unsafe\">What’s considered ‘unsafe working conditions’ for farmworkers?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#retaliation\">What is retaliation by an employer?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#undocumented\">Do these protections still apply for undocumented employees?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#enforce\">Which agencies enforce labor rules in California?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#speakingup\">I believe my employer retaliated against me for speaking up about conditions at work. What should I do?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#options\">I am nervous about my immigration situation if I report what happened at work. What are my options?\u003c/a>\u003c/strong>\u003c/li>\n\u003c/ul>\n\u003cp>In California, it is illegal for an employer to retaliate against their employee, regardless of their immigration or documentation status. But that still doesn’t prevent some growers from punishing workers that speak up.\u003c/p>\n\u003cp>That’s why we have created this guide to inform farmworkers about their rights and protections. When you work in the fields, even if you are in the United States without documentation, your employer needs to respect your rights — and this is how they can be held accountable if they don’t.\u003c/p>\n\u003ch2>\u003ca id=\"unsafe\">\u003c/a>What’s considered unsafe working conditions for farmworkers?\u003c/h2>\n\u003cp>California has \u003ca href=\"https://www.dir.ca.gov/dosh/dosh_publications/ag-field-operations.pdf\">a complex set of rules for what a safe working environment is in the agriculture industry (PDF)\u003c/a>, which cover things like worker safety during wildfires, handling farm machinery, and even in the case of dairies and grain facilities, how to prevent accidents in confined spaces.\u003c/p>\n\u003cp>Regardless of \u003ca href=\"https://www.kqed.org/news/11886628/feeling-the-heat-how-workers-can-advocate-for-safer-working-conditions-under-the-sun\">how hot it is\u003c/a>, employers must always provide farmworkers with enough drinking water near their stations. Each employee should have access to at least one quart of water every hour. And even if folks bring their own water bottles, employers must still have enough water available on site.[aside postID=news_11886628]When temperatures rise above 80 degrees, employers must also provide an area with enough shade to accommodate every worker on-site. On days hotter than 95 degrees, supervisors must check in with laborers consistently throughout the day and ensure workers take breaks that are at least 10 minutes long every 2 hours to prevent overheating. Just “offering” these breaks is not sufficient.\u003c/p>\n\u003cp>These heat-safety rules apply to workers in all industries, not just the agricultural sector.\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\u003ch2>\u003ca id=\"retaliation\">\u003c/a>What is retaliation by an employer?\u003c/h2>\n\u003cp>In California, retaliation means when an employer fires, punishes or cuts the wages or hours of a worker because that individual sought to improve their working conditions. This includes \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">cases of growers refusing to rehire seasonal workers for the next harvest after they have spoken up\u003c/a>.\u003c/p>\n\u003cp>Asking your boss to improve working conditions doesn’t have to be something big like organizing a strike or a march. It can also include:\u003c/p>\n\u003cul>\n\u003cli>Asking for more water and shade to be provided on very hot days.\u003c/li>\n\u003cli>Asking for equipment necessary to keep you safe when working in the fields.\u003c/li>\n\u003cli>Pointing out that some of your wages are missing.\u003c/li>\n\u003c/ul>\n\u003cp>If there is a law concerning your safety, your labor rights or your wages that your employer is not following, you should be able to talk about it with your boss freely and safely.\u003c/p>\n\u003cp>\u003ca id=\"undocumented\">\u003c/a>\u003cstrong>Do these protections still apply for undocumented employees?\u003c/strong>\u003c/p>\n\u003cp>Yes. California’s safety rules benefit all workers, regardless of their immigration status. Your employer cannot use your immigration status as a reason to exclude you from safety protections.[pullquote size=\"medium\" align=\"right\" citation=\"Jessica Arciniega, regional director, ALRB\"]‘Immigration status, if that’s an issue, is not anything that our office asks folks about.’[/pullquote]Additionally, undocumented workers can still seek help from state agencies that enforce labor protections — that is, being undocumented doesn’t disqualify them from seeking (and getting) this help from the state.\u003c/p>\n\u003cp>“Immigration status, if that’s an issue, is not anything that our office asks folks about,” confirmed Jessica Arciniega, regional director of the ALRB, which investigates possible workplace abuses in the agricultural industry.\u003c/p>\n\u003cp>\u003ca id=\"withoutcontract\">\u003c/a>\u003cstrong>Do these protections still apply for those working without a formal contract?\u003c/strong>\u003c/p>\n\u003cp>If you’re working for an individual or a business without a formal job contract, labor rights experts say that these protections still apply to you — as long as it can be proven that you, as a worker, have provided labor in exchange for payment.\u003c/p>\n\u003cp>In some cases, that proof could include written communication between a worker and an employer — like an email, or a text message — that confirms that an exchange of services for payment took place.\u003c/p>\n\u003ch2>\u003ca id=\"enforce\">\u003c/a>Which agencies enforce labor rules in California?\u003c/h2>\n\u003cp>There are three state agencies that investigate labor violations and have the authority to penalize bad employers. All three agencies can investigate cases in the agricultural industry.\u003c/p>\n\u003cp>\u003cstrong>The Agricultural Labor Relations Board\u003c/strong>\u003c/p>\n\u003cp>The ALRB was created in 1975 after then-Gov. Jerry Brown signed the California Agricultural Labor Relations Act in 1975. This legislation also defines what an unfair labor practice is: actions taken by an employer that violate the rights of farmworkers, which includes retaliation — firing or cutting the wages of employees who ask for better working conditions. \u003cstrong>\u003ca href=\"#speakingup\">Jump straight to what you can do if you believe your employer has retaliated against you.\u003c/a>\u003c/strong>\u003c/p>\n\u003cp>“I would encourage anybody that’s considering whether or not their rights were violated to call our office,” said the ALRB’s Arciniega. “Not only is our staff bilingual, but they’re culturally competent. Many of them, their families or past generations have worked in agriculture or are farmworkers.”\u003c/p>\n\u003cp>You can contact the ALRB directly by calling 1-800-449-3699 or \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">reach out to its regional offices located in Santa Rosa, Salinas, Visalia, Oxnard and Indio\u003c/a>. Bay Area workers should contact the Santa Rosa office.\u003c/p>\n\u003cp>An ALRB official can talk to you more about workplace safety rules and your rights as a worker specific to your situation. Additionally, they can explain how you can file an unfair labor practice charge against your employer which could set off a formal investigation of your employer by the ALRB.\u003c/p>\n\u003cp>\u003cstrong>California Division of Occupational Safety and Health\u003c/strong>\u003c/p>\n\u003cp>Cal/OSHA creates and enforces the state’s rules on workplace safety, making sure that employees are not exposed to dangerous chemicals or placed in risky situations.\u003c/p>\n\u003cp>If your boss is making you or your colleagues do something you are not sure is safe, you can check in with the agency by calling (833) 579-0927.\u003c/p>\n\u003cp>\u003cstrong>The Labor Commissioner’s Office\u003c/strong>\u003c/p>\n\u003cp>The Labor Commissioner’s Office — which is also known as the Division of Labor Standards Enforcement (DLSE) — is the part of California’s Department of Industrial Relations that looks into wage theft and retaliation by employers against workers.\u003c/p>\n\u003cp>If you think your boss is not paying you correctly for the hours you work or refuses to pay you for overtime, this is the agency you should contact.\u003c/p>\n\u003ch2>\u003ca id=\"speakingup\">\u003c/a>I believe my employer retaliated against me for speaking up about conditions at work. What should I do?\u003c/h2>\n\u003cp>\u003cstrong>Pause while you document everything.\u003c/strong>\u003c/p>\n\u003cp>If you just lost your job or wages, and you think it’s because of retaliation, first take some time to process the situation, and collect your thoughts.\u003c/p>\n\u003cp>“I’d recommend folks to write down everything they remember that led up to this, because with the strong feelings you have at the moment, it is easy to forget important details,” said Ana Salgado, former farmworker and board member of North Bay Jobs With Justice (NBJWJ), a labor rights group that assisted the former employees of Mauritson Farms in their case with the ALRB.\u003c/p>\n\u003cp>“Believe in yourself and in what you know happened to you,” she added.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003cstrong>Collect past evidence\u003c/strong>\u003c/p>\n\u003cp>As you’re jotting down your experiences, also look for written messages between you and your employer where you describe conditions at work and your supervisor’s response. This could be letters, emails or even screenshots of a text message conversation.\u003c/p>\n\u003cp>Other important pieces of information to look for are your pay stubs that show a cut in wages or hours after you spoke, or photos of conditions in the fields, your workstation or housing, if it’s employer-provided.\u003c/p>\n\u003cp>\u003cstrong>\u003ca id=\"laborrightsgroups\">\u003c/a>Seek help from the professionals\u003c/strong>\u003c/p>\n\u003cp>Salgado also recommends looking for the help of a labor rights organization in your area. Advocates can help you create a timeline of what happened, help you contact your employer if you want to try resolving the situation directly, or even prepare you for talking to state officials if you choose to take that step.\u003c/p>\n\u003cp>Based on their resources, like staff numbers, some groups can provide more help than others. So if you think you may need extra guidance and support, consider reaching out to more than one organization.\u003c/p>\n\u003cp>Here are some organizations in the Bay Area that can connect farmworkers with help:\u003c/p>\n\u003cul>\n\u003cli>California Rural Legal Assistance: (800) 337-0690\u003c/li>\n\u003cli>Legal Aid at Work: (415) 864-8208\u003c/li>\n\u003cli>North Bay Organizing Project: (707) 843-7858\u003c/li>\n\u003cli>Asian Americans Advancing Justice/Asian Law Caucus: (415) 896-1701\u003c/li>\n\u003cli>Centro Legal de la Raza (Oakland): (510) 437-1554\u003c/li>\n\u003cli>La Raza Centro Legal (San Francisco): (415) 575-3500\u003c/li>\n\u003c/ul>\n\u003ch2>\u003ca id=\"fileclaim\">\u003c/a>I want to file a claim so officials can investigate my situation. What’s next?\u003c/h2>\n\u003cp>If you are ready to report what happened, the ALRB will be the agency you contact. You will need a \u003ca href=\"https://www.alrb.ca.gov/wp-content/uploads/sites/196/2018/05/alrb_form38_en.pdf\">Charge Against Employer form (PDF)\u003c/a>, which you need to print out, complete and either email or mail to your \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">nearest ALRB field office\u003c/a>.\u003c/p>\n\u003cp>For Bay Area residents, that’s the Santa Rosa office:\u003c/p>\n\u003cul>\n\u003cli>Phone: (707) 527-3256\u003c/li>\n\u003cli>Email: Contact regional director Jessica Arciniega at \u003ca href=\"Jessica.Arciniega@alrb.ca.gov\">Jessica.Arciniega@alrb.ca.gov\u003c/a>\u003c/li>\n\u003cli>Mail: 606 Healdsburg Avenue Santa Rosa, CA 95401\u003c/li>\n\u003c/ul>\n\u003cp>If you need to complete the form in another language that is not English, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">reach out to your nearest field office directly\u003c/a>.\u003c/p>\n\u003cp>Keep in mind that the ALRB requires at least two workers to come together to file a charge. If you are nervous about this step, a workers’ rights group can file a charge on your behalf — \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">which is what happened in the Mauritson Farms case\u003c/a>.\u003c/p>\n\u003ch2>Why you should file a charge as soon as possible (even if you’re anxious)\u003c/h2>\n\u003cp>Labor advocates recommend employees report what happened to them as soon as they can. This gives state officials more time to talk to laborers and investigate what happened in the fields.\u003c/p>\n\u003cp>Timing becomes even more important when farmworkers are in the country on a temporary work permit, like the H-2A visa.\u003c/p>\n\u003cp>It is completely understandable if you are feeling very nervous about filing a report — especially if you are afraid your employer or the person that got you the job is threatening you with further retaliation. But keep in mind that there is a time limit to report an incident with the state. You only have six months from the moment you experienced retaliation (when your hours were cut, or you were fired or knew you would not be rehired) to file a charge with the ALRB.\u003c/p>\n\u003cp>After the six-month mark, officials cannot launch an investigation.\u003c/p>\n\u003cp>What if your boss — or the individual that connected you with employment, like a job recruiter — continues to threaten you with further retaliation if you talk to the state?\u003c/p>\n\u003cp>In this case, it could be a good idea to seek help from a labor rights group to protect yourself. \u003ca href=\"#laborrightsgroups\">See a list of labor rights groups you can contact.\u003c/a>\u003c/p>\n\u003ch2>Once I file a charge with the ALRB, what happens?\u003c/h2>\n\u003cp>\u003cstrong>The agency assesses your case.\u003c/strong>\u003c/p>\n\u003cp>Officials will first decide if your situation meets the requirements to begin an investigation.\u003c/p>\n\u003cp>Some examples of when the ALRB wouldn’t be able to take your case: if you were fired — two years ago — and you think your boss did that to retaliate against you, that exceeds the ALRB’s six-month time limit and the agency cannot launch an investigation. Or if the incident took place in a farm in another state, that is also out of the ALRB’s jurisdiction.\u003c/p>\n\u003cp>\u003cstrong>An investigation begins, and your employer is notified.\u003c/strong>\u003c/p>\n\u003cp>If the agency is able to take the case, ALRB officials will confirm that with you. They will then notify your employer about the charge, and that an investigation will begin, says ALRB General Counsel Julia Montgomery.\u003c/p>\n\u003cp>“A team of lawyers and investigators will take on the investigation, which can include the workers involved in the investigation, other employees, supervisors and anyone else that could have relevant information,” said Montgomery. Investigators can also request documents and other written records from both employers and workers, she said.\u003c/p>\n\u003cp>This step can take months, or even years. If you are no longer in the U.S. during the investigation because of your immigration situation, the ALRB will still look to contact you. In past cases, agency officials have sought out farmworkers even when they have traveled back to remote rural communities in their countries of origin.\u003c/p>\n\u003cp>\u003cstrong>A decision is made about the charge.\u003c/strong>\u003c/p>\n\u003cp>After the investigation, officials will determine if there is enough evidence to confirm if retaliation or another unfair labor practice took place. If there is not enough evidence, the charge is dismissed.\u003c/p>\n\u003cp>If the evidence is sufficient, however, the ALRB regional director will present a formal complaint against the employer.\u003c/p>\n\u003cp>But, hold on, that doesn’t mean you have won your case yet.\u003c/p>\n\u003ch2>How the ALRB brings a case against an employer\u003c/h2>\n\u003cp>A date for a hearing will be set and an administrative judge will decide whether the employer did in fact break the law.\u003c/p>\n\u003cp>Both sides will have an opportunity to defend their case: your employer and their legal representatives, and the ALRB which will argue that you experienced retaliation.\u003c/p>\n\u003cp>If the judge decides in favor of the ALRB and the employees involved, workers can receive compensation to make up for lost wages and potentially even be re-employed if they lost their jobs. ALRB officials will travel to the farm and inform other employees of the case. Additionally, employers could face heavy fines.\u003c/p>\n\u003cp>At any step of the process, the ALRB can strike a settlement agreement with the employer. A settlement can also include compensation for the affected workers or even employment offers.\u003c/p>\n\u003ch2>\u003ca id=\"options\">\u003c/a>I am nervous about my immigration situation if I report what happened at work. What are my options?\u003c/h2>\n\u003cp>On July 19, Gov. Gavin Newsom announced a \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">$4.5 million pilot program to provide free immigration legal services to farmworkers who are involved in state labor investigations\u003c/a>. This would include case-review services, legal advice and representation by an attorney to laborers in California who have a pending case with either the ALRB, the Labor Commissioner’s Office or Cal/OSHA.[aside postID=news_11956315]The goal of this program, officials say, is to address one of the fears that prevents employees from speaking up — the fear of losing their visa or not being rehired — by connecting them to immigration experts who could help them find ways to stay in this country. And earlier this year, the \u003ca href=\"https://www.kqed.org/news/11940316/fear-of-deportation-keeps-some-workers-from-reporting-labor-abuses-a-new-biden-program-aims-to-change-that\">Biden administration unveiled a new, streamlined “deferred action” initiative\u003c/a> that allows workers to apply for a work permit and two years of protection from deportation, if they are cooperating with a labor rights investigation.\u003c/p>\n\u003cp>To learn more about the pilot program and whether your case could qualify for free legal services from the state, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">talk to your ALRB field office\u003c/a>.\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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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.kqed.org/news/11960536/trabaja-en-los-campos-de-california-que-hacer-si-sufre-represalias\">\u003cem>Leer en español\u003c/em>\u003c/a>\u003c/p>\n\u003cp>Twenty-one immigrant farmworkers will collectively receive $328,077 from their former employer, Mauritson Farms, a Sonoma County vineyard company, \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">after the grower reached a settlement with state labor regulators\u003c/a> earlier this summer. Officials with the California Agricultural Labor Relations Board (ALRB) announced in July that their investigation determined Mauritson Farms retaliated against the workers — who were in the U.S. on H-2A visas — after they spoke up about unsafe conditions in the fields.\u003c/p>\n\u003cp>Such incidents of employer retaliation against workers who speak up are unfortunately not rare. In the agriculture industry, many workers get punished by their boss — or the person that connected them to employment — after they request a better or safer workplace.\u003c/p>\n\u003cp>\u003cstrong>Jump straight to specific advice: \u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>\u003ca href=\"#unsafe\">What’s considered ‘unsafe working conditions’ for farmworkers?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#retaliation\">What is retaliation by an employer?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#undocumented\">Do these protections still apply for undocumented employees?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#enforce\">Which agencies enforce labor rules in California?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#speakingup\">I believe my employer retaliated against me for speaking up about conditions at work. What should I do?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#options\">I am nervous about my immigration situation if I report what happened at work. What are my options?\u003c/a>\u003c/strong>\u003c/li>\n\u003c/ul>\n\u003cp>In California, it is illegal for an employer to retaliate against their employee, regardless of their immigration or documentation status. But that still doesn’t prevent some growers from punishing workers that speak up.\u003c/p>\n\u003cp>That’s why we have created this guide to inform farmworkers about their rights and protections. When you work in the fields, even if you are in the United States without documentation, your employer needs to respect your rights — and this is how they can be held accountable if they don’t.\u003c/p>\n\u003ch2>\u003ca id=\"unsafe\">\u003c/a>What’s considered unsafe working conditions for farmworkers?\u003c/h2>\n\u003cp>California has \u003ca href=\"https://www.dir.ca.gov/dosh/dosh_publications/ag-field-operations.pdf\">a complex set of rules for what a safe working environment is in the agriculture industry (PDF)\u003c/a>, which cover things like worker safety during wildfires, handling farm machinery, and even in the case of dairies and grain facilities, how to prevent accidents in confined spaces.\u003c/p>\n\u003cp>Regardless of \u003ca href=\"https://www.kqed.org/news/11886628/feeling-the-heat-how-workers-can-advocate-for-safer-working-conditions-under-the-sun\">how hot it is\u003c/a>, employers must always provide farmworkers with enough drinking water near their stations. Each employee should have access to at least one quart of water every hour. And even if folks bring their own water bottles, employers must still have enough water available on site.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>When temperatures rise above 80 degrees, employers must also provide an area with enough shade to accommodate every worker on-site. On days hotter than 95 degrees, supervisors must check in with laborers consistently throughout the day and ensure workers take breaks that are at least 10 minutes long every 2 hours to prevent overheating. Just “offering” these breaks is not sufficient.\u003c/p>\n\u003cp>These heat-safety rules apply to workers in all industries, not just the agricultural sector.\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\u003ch2>\u003ca id=\"retaliation\">\u003c/a>What is retaliation by an employer?\u003c/h2>\n\u003cp>In California, retaliation means when an employer fires, punishes or cuts the wages or hours of a worker because that individual sought to improve their working conditions. This includes \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">cases of growers refusing to rehire seasonal workers for the next harvest after they have spoken up\u003c/a>.\u003c/p>\n\u003cp>Asking your boss to improve working conditions doesn’t have to be something big like organizing a strike or a march. It can also include:\u003c/p>\n\u003cul>\n\u003cli>Asking for more water and shade to be provided on very hot days.\u003c/li>\n\u003cli>Asking for equipment necessary to keep you safe when working in the fields.\u003c/li>\n\u003cli>Pointing out that some of your wages are missing.\u003c/li>\n\u003c/ul>\n\u003cp>If there is a law concerning your safety, your labor rights or your wages that your employer is not following, you should be able to talk about it with your boss freely and safely.\u003c/p>\n\u003cp>\u003ca id=\"undocumented\">\u003c/a>\u003cstrong>Do these protections still apply for undocumented employees?\u003c/strong>\u003c/p>\n\u003cp>Yes. California’s safety rules benefit all workers, regardless of their immigration status. Your employer cannot use your immigration status as a reason to exclude you from safety protections.\u003c/p>\u003c/div>",
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"content": "‘Immigration status, if that’s an issue, is not anything that our office asks folks about.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Additionally, undocumented workers can still seek help from state agencies that enforce labor protections — that is, being undocumented doesn’t disqualify them from seeking (and getting) this help from the state.\u003c/p>\n\u003cp>“Immigration status, if that’s an issue, is not anything that our office asks folks about,” confirmed Jessica Arciniega, regional director of the ALRB, which investigates possible workplace abuses in the agricultural industry.\u003c/p>\n\u003cp>\u003ca id=\"withoutcontract\">\u003c/a>\u003cstrong>Do these protections still apply for those working without a formal contract?\u003c/strong>\u003c/p>\n\u003cp>If you’re working for an individual or a business without a formal job contract, labor rights experts say that these protections still apply to you — as long as it can be proven that you, as a worker, have provided labor in exchange for payment.\u003c/p>\n\u003cp>In some cases, that proof could include written communication between a worker and an employer — like an email, or a text message — that confirms that an exchange of services for payment took place.\u003c/p>\n\u003ch2>\u003ca id=\"enforce\">\u003c/a>Which agencies enforce labor rules in California?\u003c/h2>\n\u003cp>There are three state agencies that investigate labor violations and have the authority to penalize bad employers. All three agencies can investigate cases in the agricultural industry.\u003c/p>\n\u003cp>\u003cstrong>The Agricultural Labor Relations Board\u003c/strong>\u003c/p>\n\u003cp>The ALRB was created in 1975 after then-Gov. Jerry Brown signed the California Agricultural Labor Relations Act in 1975. This legislation also defines what an unfair labor practice is: actions taken by an employer that violate the rights of farmworkers, which includes retaliation — firing or cutting the wages of employees who ask for better working conditions. \u003cstrong>\u003ca href=\"#speakingup\">Jump straight to what you can do if you believe your employer has retaliated against you.\u003c/a>\u003c/strong>\u003c/p>\n\u003cp>“I would encourage anybody that’s considering whether or not their rights were violated to call our office,” said the ALRB’s Arciniega. “Not only is our staff bilingual, but they’re culturally competent. Many of them, their families or past generations have worked in agriculture or are farmworkers.”\u003c/p>\n\u003cp>You can contact the ALRB directly by calling 1-800-449-3699 or \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">reach out to its regional offices located in Santa Rosa, Salinas, Visalia, Oxnard and Indio\u003c/a>. Bay Area workers should contact the Santa Rosa office.\u003c/p>\n\u003cp>An ALRB official can talk to you more about workplace safety rules and your rights as a worker specific to your situation. Additionally, they can explain how you can file an unfair labor practice charge against your employer which could set off a formal investigation of your employer by the ALRB.\u003c/p>\n\u003cp>\u003cstrong>California Division of Occupational Safety and Health\u003c/strong>\u003c/p>\n\u003cp>Cal/OSHA creates and enforces the state’s rules on workplace safety, making sure that employees are not exposed to dangerous chemicals or placed in risky situations.\u003c/p>\n\u003cp>If your boss is making you or your colleagues do something you are not sure is safe, you can check in with the agency by calling (833) 579-0927.\u003c/p>\n\u003cp>\u003cstrong>The Labor Commissioner’s Office\u003c/strong>\u003c/p>\n\u003cp>The Labor Commissioner’s Office — which is also known as the Division of Labor Standards Enforcement (DLSE) — is the part of California’s Department of Industrial Relations that looks into wage theft and retaliation by employers against workers.\u003c/p>\n\u003cp>If you think your boss is not paying you correctly for the hours you work or refuses to pay you for overtime, this is the agency you should contact.\u003c/p>\n\u003ch2>\u003ca id=\"speakingup\">\u003c/a>I believe my employer retaliated against me for speaking up about conditions at work. What should I do?\u003c/h2>\n\u003cp>\u003cstrong>Pause while you document everything.\u003c/strong>\u003c/p>\n\u003cp>If you just lost your job or wages, and you think it’s because of retaliation, first take some time to process the situation, and collect your thoughts.\u003c/p>\n\u003cp>“I’d recommend folks to write down everything they remember that led up to this, because with the strong feelings you have at the moment, it is easy to forget important details,” said Ana Salgado, former farmworker and board member of North Bay Jobs With Justice (NBJWJ), a labor rights group that assisted the former employees of Mauritson Farms in their case with the ALRB.\u003c/p>\n\u003cp>“Believe in yourself and in what you know happened to you,” she added.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cstrong>Collect past evidence\u003c/strong>\u003c/p>\n\u003cp>As you’re jotting down your experiences, also look for written messages between you and your employer where you describe conditions at work and your supervisor’s response. This could be letters, emails or even screenshots of a text message conversation.\u003c/p>\n\u003cp>Other important pieces of information to look for are your pay stubs that show a cut in wages or hours after you spoke, or photos of conditions in the fields, your workstation or housing, if it’s employer-provided.\u003c/p>\n\u003cp>\u003cstrong>\u003ca id=\"laborrightsgroups\">\u003c/a>Seek help from the professionals\u003c/strong>\u003c/p>\n\u003cp>Salgado also recommends looking for the help of a labor rights organization in your area. Advocates can help you create a timeline of what happened, help you contact your employer if you want to try resolving the situation directly, or even prepare you for talking to state officials if you choose to take that step.\u003c/p>\n\u003cp>Based on their resources, like staff numbers, some groups can provide more help than others. So if you think you may need extra guidance and support, consider reaching out to more than one organization.\u003c/p>\n\u003cp>Here are some organizations in the Bay Area that can connect farmworkers with help:\u003c/p>\n\u003cul>\n\u003cli>California Rural Legal Assistance: (800) 337-0690\u003c/li>\n\u003cli>Legal Aid at Work: (415) 864-8208\u003c/li>\n\u003cli>North Bay Organizing Project: (707) 843-7858\u003c/li>\n\u003cli>Asian Americans Advancing Justice/Asian Law Caucus: (415) 896-1701\u003c/li>\n\u003cli>Centro Legal de la Raza (Oakland): (510) 437-1554\u003c/li>\n\u003cli>La Raza Centro Legal (San Francisco): (415) 575-3500\u003c/li>\n\u003c/ul>\n\u003ch2>\u003ca id=\"fileclaim\">\u003c/a>I want to file a claim so officials can investigate my situation. What’s next?\u003c/h2>\n\u003cp>If you are ready to report what happened, the ALRB will be the agency you contact. You will need a \u003ca href=\"https://www.alrb.ca.gov/wp-content/uploads/sites/196/2018/05/alrb_form38_en.pdf\">Charge Against Employer form (PDF)\u003c/a>, which you need to print out, complete and either email or mail to your \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">nearest ALRB field office\u003c/a>.\u003c/p>\n\u003cp>For Bay Area residents, that’s the Santa Rosa office:\u003c/p>\n\u003cul>\n\u003cli>Phone: (707) 527-3256\u003c/li>\n\u003cli>Email: Contact regional director Jessica Arciniega at \u003ca href=\"Jessica.Arciniega@alrb.ca.gov\">Jessica.Arciniega@alrb.ca.gov\u003c/a>\u003c/li>\n\u003cli>Mail: 606 Healdsburg Avenue Santa Rosa, CA 95401\u003c/li>\n\u003c/ul>\n\u003cp>If you need to complete the form in another language that is not English, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">reach out to your nearest field office directly\u003c/a>.\u003c/p>\n\u003cp>Keep in mind that the ALRB requires at least two workers to come together to file a charge. If you are nervous about this step, a workers’ rights group can file a charge on your behalf — \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">which is what happened in the Mauritson Farms case\u003c/a>.\u003c/p>\n\u003ch2>Why you should file a charge as soon as possible (even if you’re anxious)\u003c/h2>\n\u003cp>Labor advocates recommend employees report what happened to them as soon as they can. This gives state officials more time to talk to laborers and investigate what happened in the fields.\u003c/p>\n\u003cp>Timing becomes even more important when farmworkers are in the country on a temporary work permit, like the H-2A visa.\u003c/p>\n\u003cp>It is completely understandable if you are feeling very nervous about filing a report — especially if you are afraid your employer or the person that got you the job is threatening you with further retaliation. But keep in mind that there is a time limit to report an incident with the state. You only have six months from the moment you experienced retaliation (when your hours were cut, or you were fired or knew you would not be rehired) to file a charge with the ALRB.\u003c/p>\n\u003cp>After the six-month mark, officials cannot launch an investigation.\u003c/p>\n\u003cp>What if your boss — or the individual that connected you with employment, like a job recruiter — continues to threaten you with further retaliation if you talk to the state?\u003c/p>\n\u003cp>In this case, it could be a good idea to seek help from a labor rights group to protect yourself. \u003ca href=\"#laborrightsgroups\">See a list of labor rights groups you can contact.\u003c/a>\u003c/p>\n\u003ch2>Once I file a charge with the ALRB, what happens?\u003c/h2>\n\u003cp>\u003cstrong>The agency assesses your case.\u003c/strong>\u003c/p>\n\u003cp>Officials will first decide if your situation meets the requirements to begin an investigation.\u003c/p>\n\u003cp>Some examples of when the ALRB wouldn’t be able to take your case: if you were fired — two years ago — and you think your boss did that to retaliate against you, that exceeds the ALRB’s six-month time limit and the agency cannot launch an investigation. Or if the incident took place in a farm in another state, that is also out of the ALRB’s jurisdiction.\u003c/p>\n\u003cp>\u003cstrong>An investigation begins, and your employer is notified.\u003c/strong>\u003c/p>\n\u003cp>If the agency is able to take the case, ALRB officials will confirm that with you. They will then notify your employer about the charge, and that an investigation will begin, says ALRB General Counsel Julia Montgomery.\u003c/p>\n\u003cp>“A team of lawyers and investigators will take on the investigation, which can include the workers involved in the investigation, other employees, supervisors and anyone else that could have relevant information,” said Montgomery. Investigators can also request documents and other written records from both employers and workers, she said.\u003c/p>\n\u003cp>This step can take months, or even years. If you are no longer in the U.S. during the investigation because of your immigration situation, the ALRB will still look to contact you. In past cases, agency officials have sought out farmworkers even when they have traveled back to remote rural communities in their countries of origin.\u003c/p>\n\u003cp>\u003cstrong>A decision is made about the charge.\u003c/strong>\u003c/p>\n\u003cp>After the investigation, officials will determine if there is enough evidence to confirm if retaliation or another unfair labor practice took place. If there is not enough evidence, the charge is dismissed.\u003c/p>\n\u003cp>If the evidence is sufficient, however, the ALRB regional director will present a formal complaint against the employer.\u003c/p>\n\u003cp>But, hold on, that doesn’t mean you have won your case yet.\u003c/p>\n\u003ch2>How the ALRB brings a case against an employer\u003c/h2>\n\u003cp>A date for a hearing will be set and an administrative judge will decide whether the employer did in fact break the law.\u003c/p>\n\u003cp>Both sides will have an opportunity to defend their case: your employer and their legal representatives, and the ALRB which will argue that you experienced retaliation.\u003c/p>\n\u003cp>If the judge decides in favor of the ALRB and the employees involved, workers can receive compensation to make up for lost wages and potentially even be re-employed if they lost their jobs. ALRB officials will travel to the farm and inform other employees of the case. Additionally, employers could face heavy fines.\u003c/p>\n\u003cp>At any step of the process, the ALRB can strike a settlement agreement with the employer. A settlement can also include compensation for the affected workers or even employment offers.\u003c/p>\n\u003ch2>\u003ca id=\"options\">\u003c/a>I am nervous about my immigration situation if I report what happened at work. What are my options?\u003c/h2>\n\u003cp>On July 19, Gov. Gavin Newsom announced a \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">$4.5 million pilot program to provide free immigration legal services to farmworkers who are involved in state labor investigations\u003c/a>. This would include case-review services, legal advice and representation by an attorney to laborers in California who have a pending case with either the ALRB, the Labor Commissioner’s Office or Cal/OSHA.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>The goal of this program, officials say, is to address one of the fears that prevents employees from speaking up — the fear of losing their visa or not being rehired — by connecting them to immigration experts who could help them find ways to stay in this country. And earlier this year, the \u003ca href=\"https://www.kqed.org/news/11940316/fear-of-deportation-keeps-some-workers-from-reporting-labor-abuses-a-new-biden-program-aims-to-change-that\">Biden administration unveiled a new, streamlined “deferred action” initiative\u003c/a> that allows workers to apply for a work permit and two years of protection from deportation, if they are cooperating with a labor rights investigation.\u003c/p>\n\u003cp>To learn more about the pilot program and whether your case could qualify for free legal services from the state, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">talk to your ALRB field office\u003c/a>.\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": "Lawmakers Push for National Heat-Related Worker Protections Amid Scorching Temperatures",
"headTitle": "Lawmakers Push for National Heat-Related Worker Protections Amid Scorching Temperatures | KQED",
"content": "\u003cp>California Sen. Alex Padilla announced new legislation Wednesday that would expedite new rules to protect workers toiling in scorching temperatures across the U.S.\u003c/p>\n\u003cp>Heat is the leading cause of weather-related deaths in the U.S., and the danger has increased in recent years, particularly in industries such as agriculture and construction, according to the U.S. Occupational Safety and Health Administration.\u003c/p>\n\u003cp>But the nation’s first heat-specific workplace standards, which the federal agency began working on \u003ca href=\"https://www.osha.gov/heat-exposure/rulemaking\">nearly two years ago\u003c/a>, are not expected to be completed for at least several more years.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>In the absence of such rules, the \u003ca href=\"https://www.padilla.senate.gov/newsroom/press-releases/padilla-introduces-legislation-to-protect-workers-from-extreme-heat/\">Asunción Valdivia Act \u003c/a>— named after a farmworker who died from heat stroke in California’s Central Valley in 2004 — would require OSHA to issue protections within a year of the bill’s enactment, such as requiring employers to provide cool drinking water and paid rest breaks.\u003c/p>\n\u003cp>“The administration should exercise its authority to protect workers immediately,” Padilla, who co-introduced the bill with fellow Dem. Sens. Sherrod Brown (D-Ohio) and Catherine Cortez Masto (D-Nev.), told KQED. “Anybody that’s been subjected to the extreme heat the country has felt this last week knows the urgency of the matter.”\u003c/p>\n\u003cp>Under the bill, OSHA could start enforcing an interim heat-illness prevention regulation while it comes up with a final one.[pullquote align=\"right\" size=\"medium\" citation=\"Sen. Alex Padilla\"]‘It’s happening in all states and the workers subjected to these extreme heat conditions come from across the political spectrum. And so partisan politics should not be an issue here.’[/pullquote]A similar \u003ca href=\"https://www.congress.gov/bill/117th-congress/senate-bill/1068/text\">bill\u003c/a> Padilla co-sponsored in 2021, which gave OSHA slightly over two years to issue an interim standard, did not advance in the last session of Congress. But Padilla said he hoped to garner more Republican support for the legislation this year, because red and blue states alike are grappling with heat waves.\u003c/p>\n\u003cp>“It’s happening in all states and the workers subjected to these extreme heat conditions come from across the political spectrum. And so partisan politics should not be an issue here,” Padilla said. “We’re talking about fundamental health and safety of so many essential workers across the country.”\u003c/p>\n\u003cp>More than \u003ca href=\"https://www.bls.gov/opub/ted/2023/36-work-related-deaths-due-to-environmental-heat-exposure-in-2021.htm\">430 workers\u003c/a> across the country died from environmental heat exposure on the job between 2011 and 2021, while about \u003ca href=\"https://www.osha.gov/heat/sbrefa\">34,000\u003c/a> were injured, according to the U.S. Bureau of Labor Statistics. And in California, state regulators have confirmed 54 heat fatalities since 2005.\u003c/p>\n\u003cp>But occupational health experts say these figures are likely significant undercounts, as cases are commonly misdiagnosed and underreported.\u003c/p>\n\u003cp>In a recent \u003ca href=\"https://www.citizen.org/article/hot-take/#:~:text=Heat%20exposure%20is%20responsible%20for,heat%20stress%20related%20accidents%20annually.\">report\u003c/a>, the nonprofit Public Citizen estimated that heat is responsible for as many as 2,000 worker deaths and 170,000 injuries in the U.S. each year.\u003c/p>\n\u003cp>\u003ca href=\"https://www.safetyandhealthmagazine.com/articles/24142-whats-being-done-protect-workers-heat-illness\">Several states\u003c/a> already require certain employers to take steps to prevent heat stress among their workers, but those regulations vary. While Oregon’s protections cover both indoor and outdoor workers, California rules only apply to outdoor settings.\u003c/p>\n\u003cp>Cal/OSHA, the state equivalent of the federal agency, is currently working on expanding California’s heat standards to cover \u003ca href=\"https://www.dir.ca.gov/oshsb/Indoor-Heat.html\">indoor\u003c/a> worksites. But the agency, which was legally bound to issue the new rules by 2019, blew by that deadline and held its first public hearing on the proposed regulation in May. The delay was exacerbated during the pandemic, as the agency struggled to respond to COVID worksite hazards.\u003c/p>\n\u003cp>During a \u003ca href=\"https://warehouseworkers.org/warming-climate-heat-wave-threaten-workers/\">press event\u003c/a> this month, a group of Southern California workers whose jobs put them at risk of heat stress called on employers and the state to do more to keep them safe.[aside postID=news_11940666 hero='https://ww2.kqed.org/app/uploads/sites/10/2023/02/GettyImages-1242847919-1020x680.jpg']Juan Moran, a 40-year-old line cook, said his managers often frown on him stepping away from the sweltering grill area to get a drink of water. He said he started to notice what he thought was lower back pain, but later realized the pain was in his kidneys, which can suffer \u003ca href=\"https://www.kidney.org/content/6-tips-be-water-wise-healthy-kidneys\">permanent damage\u003c/a> from frequent dehydration.\u003c/p>\n\u003cp>“It’s affecting me and it’s due to a lack of hydration,” said Moran, in Spanish, who works at a Mexican restaurant in Los Angeles. “Now that I know that’s what’s happening, I always try to hydrate, to bring water bottles for before and after work.”\u003c/p>\n\u003cp>All employers nationwide are already required to take steps to \u003ca href=\"https://www.osha.gov/heat-exposure/standards\">protect workers\u003c/a> from any known hazards on the job. But issuing heat-specific regulations would clearly outline employers’ responsibilities, said Jessica Martinez, co-executive director of the National Council for Occupational Safety and Health, which advocates for safer workplaces.\u003c/p>\n\u003cp>“Climate change is impacting the entire country and we need protections at the federal level … so there is uniformity in the protections from heat,” she said.\u003c/p>\n\u003cp>In a statement, Doug Parker, the assistant secretary of labor for OSHA, said his agency is working diligently to get a final rule in place. In the meantime, he added, it has stepped up enforcement, conducting more than 2,500 heat-related inspections since April 2021.\u003c/p>\n\u003cp>“Heat illness prevention is one of [OSHA’s] top priorities,” Parker said. “As we work towards proposing a rule on heat illness prevention, we’re also enhancing our enforcement compliance efforts to make sure employers and workers understand the dangers of heat illness and how to prevent it.”\u003c/p>\n\u003cp>\u003c/p>\n",
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"excerpt": "New legislation, announced by California Senator Alex Padilla, would speed up key protections for workers exposed to dangerous heat conditions across the country.",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>California Sen. Alex Padilla announced new legislation Wednesday that would expedite new rules to protect workers toiling in scorching temperatures across the U.S.\u003c/p>\n\u003cp>Heat is the leading cause of weather-related deaths in the U.S., and the danger has increased in recent years, particularly in industries such as agriculture and construction, according to the U.S. Occupational Safety and Health Administration.\u003c/p>\n\u003cp>But the nation’s first heat-specific workplace standards, which the federal agency began working on \u003ca href=\"https://www.osha.gov/heat-exposure/rulemaking\">nearly two years ago\u003c/a>, are not expected to be completed for at least several more years.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>In the absence of such rules, the \u003ca href=\"https://www.padilla.senate.gov/newsroom/press-releases/padilla-introduces-legislation-to-protect-workers-from-extreme-heat/\">Asunción Valdivia Act \u003c/a>— named after a farmworker who died from heat stroke in California’s Central Valley in 2004 — would require OSHA to issue protections within a year of the bill’s enactment, such as requiring employers to provide cool drinking water and paid rest breaks.\u003c/p>\n\u003cp>“The administration should exercise its authority to protect workers immediately,” Padilla, who co-introduced the bill with fellow Dem. Sens. Sherrod Brown (D-Ohio) and Catherine Cortez Masto (D-Nev.), told KQED. “Anybody that’s been subjected to the extreme heat the country has felt this last week knows the urgency of the matter.”\u003c/p>\n\u003cp>Under the bill, OSHA could start enforcing an interim heat-illness prevention regulation while it comes up with a final one.\u003c/p>\u003c/div>",
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"content": "‘It’s happening in all states and the workers subjected to these extreme heat conditions come from across the political spectrum. And so partisan politics should not be an issue here.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>A similar \u003ca href=\"https://www.congress.gov/bill/117th-congress/senate-bill/1068/text\">bill\u003c/a> Padilla co-sponsored in 2021, which gave OSHA slightly over two years to issue an interim standard, did not advance in the last session of Congress. But Padilla said he hoped to garner more Republican support for the legislation this year, because red and blue states alike are grappling with heat waves.\u003c/p>\n\u003cp>“It’s happening in all states and the workers subjected to these extreme heat conditions come from across the political spectrum. And so partisan politics should not be an issue here,” Padilla said. “We’re talking about fundamental health and safety of so many essential workers across the country.”\u003c/p>\n\u003cp>More than \u003ca href=\"https://www.bls.gov/opub/ted/2023/36-work-related-deaths-due-to-environmental-heat-exposure-in-2021.htm\">430 workers\u003c/a> across the country died from environmental heat exposure on the job between 2011 and 2021, while about \u003ca href=\"https://www.osha.gov/heat/sbrefa\">34,000\u003c/a> were injured, according to the U.S. Bureau of Labor Statistics. And in California, state regulators have confirmed 54 heat fatalities since 2005.\u003c/p>\n\u003cp>But occupational health experts say these figures are likely significant undercounts, as cases are commonly misdiagnosed and underreported.\u003c/p>\n\u003cp>In a recent \u003ca href=\"https://www.citizen.org/article/hot-take/#:~:text=Heat%20exposure%20is%20responsible%20for,heat%20stress%20related%20accidents%20annually.\">report\u003c/a>, the nonprofit Public Citizen estimated that heat is responsible for as many as 2,000 worker deaths and 170,000 injuries in the U.S. each year.\u003c/p>\n\u003cp>\u003ca href=\"https://www.safetyandhealthmagazine.com/articles/24142-whats-being-done-protect-workers-heat-illness\">Several states\u003c/a> already require certain employers to take steps to prevent heat stress among their workers, but those regulations vary. While Oregon’s protections cover both indoor and outdoor workers, California rules only apply to outdoor settings.\u003c/p>\n\u003cp>Cal/OSHA, the state equivalent of the federal agency, is currently working on expanding California’s heat standards to cover \u003ca href=\"https://www.dir.ca.gov/oshsb/Indoor-Heat.html\">indoor\u003c/a> worksites. But the agency, which was legally bound to issue the new rules by 2019, blew by that deadline and held its first public hearing on the proposed regulation in May. The delay was exacerbated during the pandemic, as the agency struggled to respond to COVID worksite hazards.\u003c/p>\n\u003cp>During a \u003ca href=\"https://warehouseworkers.org/warming-climate-heat-wave-threaten-workers/\">press event\u003c/a> this month, a group of Southern California workers whose jobs put them at risk of heat stress called on employers and the state to do more to keep them safe.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Juan Moran, a 40-year-old line cook, said his managers often frown on him stepping away from the sweltering grill area to get a drink of water. He said he started to notice what he thought was lower back pain, but later realized the pain was in his kidneys, which can suffer \u003ca href=\"https://www.kidney.org/content/6-tips-be-water-wise-healthy-kidneys\">permanent damage\u003c/a> from frequent dehydration.\u003c/p>\n\u003cp>“It’s affecting me and it’s due to a lack of hydration,” said Moran, in Spanish, who works at a Mexican restaurant in Los Angeles. “Now that I know that’s what’s happening, I always try to hydrate, to bring water bottles for before and after work.”\u003c/p>\n\u003cp>All employers nationwide are already required to take steps to \u003ca href=\"https://www.osha.gov/heat-exposure/standards\">protect workers\u003c/a> from any known hazards on the job. But issuing heat-specific regulations would clearly outline employers’ responsibilities, said Jessica Martinez, co-executive director of the National Council for Occupational Safety and Health, which advocates for safer workplaces.\u003c/p>\n\u003cp>“Climate change is impacting the entire country and we need protections at the federal level … so there is uniformity in the protections from heat,” she said.\u003c/p>\n\u003cp>In a statement, Doug Parker, the assistant secretary of labor for OSHA, said his agency is working diligently to get a final rule in place. In the meantime, he added, it has stepped up enforcement, conducting more than 2,500 heat-related inspections since April 2021.\u003c/p>\n\u003cp>“Heat illness prevention is one of [OSHA’s] top priorities,” Parker said. “As we work towards proposing a rule on heat illness prevention, we’re also enhancing our enforcement compliance efforts to make sure employers and workers understand the dangers of heat illness and how to prevent it.”\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>",
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"title": "California Fast-Tracks Rules to Protect Stonecutters From 'Horrible' Deaths",
"headTitle": "California Fast-Tracks Rules to Protect Stonecutters From ‘Horrible’ Deaths | KQED",
"content": "\u003cp>California workplace regulators have committed to fast-tracking the development of new rules to protect countertop fabrication workers who are inhaling toxic silica dust that doctors say is causing a growing number of young men to irreversibly lose their capacity to breathe.\u003c/p>\n\u003cp>Dozens of cases of the deadly disease silicosis have been identified in recent years among mostly immigrant workers, some in their 20s, who cut and sand a material known as engineered or artificial stone to make kitchen and bath countertops.\u003c/p>\n\u003cp>This comes as Cal/OSHA, the state agency charged with protecting workers’ health,\u003ca href=\"https://www.dir.ca.gov/oshsb/documents/petition-597-CalOSHAeval.pdf\"> declared (PDF)\u003c/a> that a state ban on the use of engineered stone products may be warranted in the near future. And last month, Los Angeles County, where most of the sickened stonecutters are, took a first step in considering a county-wide \u003ca href=\"https://laist.com/news/health/la-county-supervisors-take-initial-step-toward-a-ban-on-artificial-stone-countertops\">prohibition\u003c/a> on the sale, fabrication and installation of silica fabricated stone.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Engineered stone products have grown in popularity in recent decades because they are easy to clean, resistant to stains and often cheaper than natural stone. But their high silica content, upward of 90%, is linked to a \u003ca href=\"https://laist.com/health/news/ancient-lung-disease-strikes-countertop-cutters-in-la\">more aggressive form\u003c/a> of silicosis striking stonecutters exposed to airborne particles when handling the material.\u003c/p>\n\u003cp>“I’ve witnessed this disease deteriorate their bodies, turning able-bodied 20- and 30-year-old men into skeletons. I’ve witnessed them waste away and die horrible deaths on life support while waiting for lung transplants,” Dr. Jane Fazio, a pulmonary and critical care physician at Olive View-UCLA Medical Center told the state board tasked with considering workplace safety rules on Thursday.\u003c/p>\n\u003cp>Fazio said she and her colleagues at the county hospital have diagnosed more than 40 young men with silicosis in the last two years.\u003c/p>\n\u003cp>“I’m honestly shocked and frustrated that in California and the United States of America we are allowing the completely preventable deaths of young, honest and unassuming working men and fathers in the name of industry,” she added.\u003c/p>\n\u003cp>Fazio was among a slew of health professionals who urged board members to act swiftly to save workers’ lives. But some of the most arresting testimony came from a soft-spoken 27-year-old man whose survival now depends on receiving a lung transplant.[pullquote align=\"right\" size=\"medium\" citation=\"Dr. Jane Fazio, pulmonary and critical care physician, Olive View-UCLA Medical Center\"]‘I’m honestly shocked and frustrated that in California and the United States of America we are allowing the completely preventable deaths of young, honest and unassuming working men and fathers in the name of industry.’[/pullquote]Speaking via a video feed, while connected to an oxygen tank that now aids his breathing around the clock, Leobardo Segura-Meza told the state \u003ca href=\"https://www.dir.ca.gov/oshsb/oshsb.html\">Occupational Safety & Health Standards Board\u003c/a> that several of his co-workers who cut engineered stone were also diagnosed with silicosis, two of whom have died.\u003c/p>\n\u003cp>“I hope the board takes emergency measures so that other young people like me don’t get sick,” Segura-Meza, a father of three, said in Spanish, as his wife sat next to him. “I’m afraid there aren’t enough lungs for countertop fabrication workers like us to get lung transplants.”\u003c/p>\n\u003cp>Out of the 77 silicosis cases identified among engineered-stone fabrication workers since 2019, at least 10 people have died, according to the California Department of Public Health.\u003c/p>\n\u003cp>About 75% of the cases were identified in Los Angeles County, where the majority of countertop fabrication shops are located, and 11% in the Bay Area.\u003c/p>\n\u003cp>But the health agency noted that with hundreds of such stone cutting shops in the state, those figures are likely an undercount, as additional cases may not be reported or yet diagnosed.\u003c/p>\n\u003cp>For centuries, silicosis has felled stonecutters, builders, masons, sandblasters and miners. The disease is caused by tiny, crystalline silica particles that lodge in the lungs and produce scarring that eventually prevents the absorption of oxygen.\u003c/p>\n\u003cp>But the current iteration of the disease increasingly found in workers cutting engineered stone — as opposed to natural stone — is far more lethal and rapidly debilitating, said Eric Berg, Cal/OSHA’s deputy chief of health.\u003c/p>\n\u003cp>Earlier this year, Australia \u003ca href=\"https://www.theguardian.com/australia-news/2023/feb/28/australia-moves-to-ban-silica-engineered-stone-benchtops-silicosis-fatal-lung-disease\">took steps\u003c/a> to become the first in the world to prohibit the use of artificial stone. Responding to a rising rate of silicosis, the Australian government directed its policymaking body to prepare a plan to ban the products, which would go into effect 12 months after a decision is announced.\u003c/p>\n\u003cp>Segura-Meza, the stonecutter suffering from silicosis, said that during his 10 years on the job, he wore masks he believed reduced the dust he inhaled, but only recently realized they did not provide adequate protection.\u003c/p>\n\u003cp>When he was first hospitalized in February 2022, doctors initially misdiagnosed him with tuberculosis, before additional testing revealed silicosis. He said he hasn’t been able to make a living since then and has gone on disability.\u003c/p>\n\u003cp>“I can no longer support my wife and children,” he said.\u003c/p>\n\u003cp>During Thursday’s board meeting, an attorney with ties to the engineered stone industry questioned the need to urgently implement any new protections for workers and stiffer penalties for employers. He instead advocated for more outreach on best safety practices.\u003c/p>\n\u003cp>“Industry leaders support being actively involved in driving awareness in an education campaign and enforcement of existing standards, including potentially developing a certification process for fabricators,” said Andrew Young, a partner at Seyfarth Shaw LLP.[pullquote align=\"right\" size=\"medium\" citation=\"Raphael Metzger, attorney, Metzger Law Group\"]‘What’s happening to these workers is nothing short of tragic. No one should have to go to work and be at risk of death in your 20s. That just shouldn’t be.’[/pullquote]The standards board ultimately voted 4–0 to grant the \u003ca href=\"https://www.dir.ca.gov/oshsb/petition-597.html\">petition\u003c/a> by a medical association for Cal/OSHA to craft emergency rules covering workplaces that fabricate engineered stone products with high silica content.\u003c/p>\n\u003cp>The current proposal would prohibit dry-cutting the material and require employers to provide workers with greater protections, such as air-supplied respirators or powered air-purifying respirators. Physicians and other licensed health care professionals would also be required to report moderate to severe cases of silicosis to the state.\u003c/p>\n\u003cp>Cal/OSHA officials said the new rules would take about four months to prepare before being submitted to the board for approval, as they still require input from the industry and other affected parties. Because the emergency rule would be temporary, lasting only a year, the agency said it would also start working on a permanent regulation.\u003c/p>\n\u003cp>If inspections find that the new rules, once implemented, are not being followed, the state should start making plans to ban the use of engineered stone products altogether within a year, Cal/OSHA officials said. In a recent \u003ca href=\"https://www.dir.ca.gov/oshsb/documents/petition-597-CalOSHAeval.pdf\">evaluation (PDF)\u003c/a>, the agency expressed doubt that the material could be used safely at all.\u003c/p>\n\u003cp>After the standards board decision, Segura-Meza told KQED he felt that the vote was a step in the right direction.\u003c/p>\n\u003cp>“It’s important that people take more precautions. This disease is something very, very difficult,” said Segura-Meza, who recently sued dozens of engineered stone companies, including large manufacturers and distributors, for damages that would cover his injuries and medical expenses. “If I’d known about the dangers, I wouldn’t have done that kind of work.”\u003c/p>\n\u003cp>His attorney, Raphael Metzger, said large product manufacturers are not providing their customers with vital information to protect workers’ health, such as the need for air-supplied respirators.\u003c/p>\n\u003cp>“What’s happening to these workers is nothing short of tragic,” said Metzger, who represents 19 other workers with silicosis in separate lawsuits. “No one should have to go to work and be at risk of death in your 20s. That just shouldn’t be.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>California workplace regulators have committed to fast-tracking the development of new rules to protect countertop fabrication workers who are inhaling toxic silica dust that doctors say is causing a growing number of young men to irreversibly lose their capacity to breathe.\u003c/p>\n\u003cp>Dozens of cases of the deadly disease silicosis have been identified in recent years among mostly immigrant workers, some in their 20s, who cut and sand a material known as engineered or artificial stone to make kitchen and bath countertops.\u003c/p>\n\u003cp>This comes as Cal/OSHA, the state agency charged with protecting workers’ health,\u003ca href=\"https://www.dir.ca.gov/oshsb/documents/petition-597-CalOSHAeval.pdf\"> declared (PDF)\u003c/a> that a state ban on the use of engineered stone products may be warranted in the near future. And last month, Los Angeles County, where most of the sickened stonecutters are, took a first step in considering a county-wide \u003ca href=\"https://laist.com/news/health/la-county-supervisors-take-initial-step-toward-a-ban-on-artificial-stone-countertops\">prohibition\u003c/a> on the sale, fabrication and installation of silica fabricated stone.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Engineered stone products have grown in popularity in recent decades because they are easy to clean, resistant to stains and often cheaper than natural stone. But their high silica content, upward of 90%, is linked to a \u003ca href=\"https://laist.com/health/news/ancient-lung-disease-strikes-countertop-cutters-in-la\">more aggressive form\u003c/a> of silicosis striking stonecutters exposed to airborne particles when handling the material.\u003c/p>\n\u003cp>“I’ve witnessed this disease deteriorate their bodies, turning able-bodied 20- and 30-year-old men into skeletons. I’ve witnessed them waste away and die horrible deaths on life support while waiting for lung transplants,” Dr. Jane Fazio, a pulmonary and critical care physician at Olive View-UCLA Medical Center told the state board tasked with considering workplace safety rules on Thursday.\u003c/p>\n\u003cp>Fazio said she and her colleagues at the county hospital have diagnosed more than 40 young men with silicosis in the last two years.\u003c/p>\n\u003cp>“I’m honestly shocked and frustrated that in California and the United States of America we are allowing the completely preventable deaths of young, honest and unassuming working men and fathers in the name of industry,” she added.\u003c/p>\n\u003cp>Fazio was among a slew of health professionals who urged board members to act swiftly to save workers’ lives. But some of the most arresting testimony came from a soft-spoken 27-year-old man whose survival now depends on receiving a lung transplant.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Speaking via a video feed, while connected to an oxygen tank that now aids his breathing around the clock, Leobardo Segura-Meza told the state \u003ca href=\"https://www.dir.ca.gov/oshsb/oshsb.html\">Occupational Safety & Health Standards Board\u003c/a> that several of his co-workers who cut engineered stone were also diagnosed with silicosis, two of whom have died.\u003c/p>\n\u003cp>“I hope the board takes emergency measures so that other young people like me don’t get sick,” Segura-Meza, a father of three, said in Spanish, as his wife sat next to him. “I’m afraid there aren’t enough lungs for countertop fabrication workers like us to get lung transplants.”\u003c/p>\n\u003cp>Out of the 77 silicosis cases identified among engineered-stone fabrication workers since 2019, at least 10 people have died, according to the California Department of Public Health.\u003c/p>\n\u003cp>About 75% of the cases were identified in Los Angeles County, where the majority of countertop fabrication shops are located, and 11% in the Bay Area.\u003c/p>\n\u003cp>But the health agency noted that with hundreds of such stone cutting shops in the state, those figures are likely an undercount, as additional cases may not be reported or yet diagnosed.\u003c/p>\n\u003cp>For centuries, silicosis has felled stonecutters, builders, masons, sandblasters and miners. The disease is caused by tiny, crystalline silica particles that lodge in the lungs and produce scarring that eventually prevents the absorption of oxygen.\u003c/p>\n\u003cp>But the current iteration of the disease increasingly found in workers cutting engineered stone — as opposed to natural stone — is far more lethal and rapidly debilitating, said Eric Berg, Cal/OSHA’s deputy chief of health.\u003c/p>\n\u003cp>Earlier this year, Australia \u003ca href=\"https://www.theguardian.com/australia-news/2023/feb/28/australia-moves-to-ban-silica-engineered-stone-benchtops-silicosis-fatal-lung-disease\">took steps\u003c/a> to become the first in the world to prohibit the use of artificial stone. Responding to a rising rate of silicosis, the Australian government directed its policymaking body to prepare a plan to ban the products, which would go into effect 12 months after a decision is announced.\u003c/p>\n\u003cp>Segura-Meza, the stonecutter suffering from silicosis, said that during his 10 years on the job, he wore masks he believed reduced the dust he inhaled, but only recently realized they did not provide adequate protection.\u003c/p>\n\u003cp>When he was first hospitalized in February 2022, doctors initially misdiagnosed him with tuberculosis, before additional testing revealed silicosis. He said he hasn’t been able to make a living since then and has gone on disability.\u003c/p>\n\u003cp>“I can no longer support my wife and children,” he said.\u003c/p>\n\u003cp>During Thursday’s board meeting, an attorney with ties to the engineered stone industry questioned the need to urgently implement any new protections for workers and stiffer penalties for employers. He instead advocated for more outreach on best safety practices.\u003c/p>\n\u003cp>“Industry leaders support being actively involved in driving awareness in an education campaign and enforcement of existing standards, including potentially developing a certification process for fabricators,” said Andrew Young, a partner at Seyfarth Shaw LLP.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>The standards board ultimately voted 4–0 to grant the \u003ca href=\"https://www.dir.ca.gov/oshsb/petition-597.html\">petition\u003c/a> by a medical association for Cal/OSHA to craft emergency rules covering workplaces that fabricate engineered stone products with high silica content.\u003c/p>\n\u003cp>The current proposal would prohibit dry-cutting the material and require employers to provide workers with greater protections, such as air-supplied respirators or powered air-purifying respirators. Physicians and other licensed health care professionals would also be required to report moderate to severe cases of silicosis to the state.\u003c/p>\n\u003cp>Cal/OSHA officials said the new rules would take about four months to prepare before being submitted to the board for approval, as they still require input from the industry and other affected parties. Because the emergency rule would be temporary, lasting only a year, the agency said it would also start working on a permanent regulation.\u003c/p>\n\u003cp>If inspections find that the new rules, once implemented, are not being followed, the state should start making plans to ban the use of engineered stone products altogether within a year, Cal/OSHA officials said. In a recent \u003ca href=\"https://www.dir.ca.gov/oshsb/documents/petition-597-CalOSHAeval.pdf\">evaluation (PDF)\u003c/a>, the agency expressed doubt that the material could be used safely at all.\u003c/p>\n\u003cp>After the standards board decision, Segura-Meza told KQED he felt that the vote was a step in the right direction.\u003c/p>\n\u003cp>“It’s important that people take more precautions. This disease is something very, very difficult,” said Segura-Meza, who recently sued dozens of engineered stone companies, including large manufacturers and distributors, for damages that would cover his injuries and medical expenses. “If I’d known about the dangers, I wouldn’t have done that kind of work.”\u003c/p>\n\u003cp>His attorney, Raphael Metzger, said large product manufacturers are not providing their customers with vital information to protect workers’ health, such as the need for air-supplied respirators.\u003c/p>\n\u003cp>“What’s happening to these workers is nothing short of tragic,” said Metzger, who represents 19 other workers with silicosis in separate lawsuits. “No one should have to go to work and be at risk of death in your 20s. That just shouldn’t be.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>Employees at two Half Moon Bay farms, \u003ca href=\"https://www.kqed.org/news/11939361/im-afraid-half-moon-bay-shootings-may-have-been-extreme-case-of-workplace-violence\">where a gunman shot and killed seven of his coworkers in January\u003c/a>, lived in unpermitted and dilapidated worker housing, according to results of a state investigation announced Monday.\u003c/p>\n\u003cp>The California Division of Occupational Safety and Health \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/2023-46.html\">announced\u003c/a> today it is citing California Terra Garden, Inc. and Concord Farms Inc., both sites of a mass shooting on Jan. 23, for lacking a safety plan and for failing to “train workers in a language they can understand” — for example, offering training in Spanish and Chinese. Both employers were also cited for failure to secure labor camp permits for onsite worker housing.[aside postID=news_11939361,news_11939470,news_11940176,news_11940017 label='More on the Half Moon Bay Shooting']A former employee of Terra Garden, Chunli Zhao, is accused of shooting and killing four of his coworkers and then driving to nearby Concord Farms and killing three workers there. Zhao also previously worked at Concord Farms.\u003c/p>\n\u003cp>California Terra Garden is charged with 22 violations, \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/CA-Terra-Garden-Inc-Citations.pdf\">totaling fines of $113,800 (PDF)\u003c/a>, including for failing to have a plan “to immediately notify employees of an active shooter threat and instruct them to seek shelter,” according to a Cal/OSHA press release.\u003c/p>\n\u003cp>Citations also show the farm failed to investigate one employee’s back injury and failed to provide handwashing stations at toilets, among numerous other safety violations.\u003c/p>\n\u003cp>Concord Farms Inc. was cited for 19 penalties, \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/Concord-Farms-Citations.pdf\">totaling fines of $51,770 (PDF)\u003c/a>. The violations include failure to “address previous incidents of workplace violence and develop procedures to correct and prevent this hazard,” the announcement reads.\u003c/p>\n\u003cp>Employers at Concord Farms were also cited for insects and rodents found in the workplace, water leakage in farmworker housing, and for failing to have proper precautions around heat exhaustion for employees.\u003c/p>\n\u003cp>The majority — 60% — of California’s agricultural workforce is made up of undocumented immigrants, according to \u003ca href=\"https://www.dol.gov/agencies/eta/national-agricultural-workers-survey/research/data-tables\">data from the U.S. Department of Labor\u003c/a>. For many, speaking out about inadequate or even dangerous work conditions can be difficult due to fear of deportation or other forms of retaliation in the workplace.\u003c/p>\n\u003cp>Shortly after the shooting, local and state leaders \u003ca href=\"https://www.kqed.org/news/11939470/deplorable-heartbreaking-officials-pledge-to-investigate-labor-conditions-at-mushroom-farms-targeted-in-half-moon-bay-shootings\">called out the unsafe conditions that farmworkers endure in California\u003c/a>, including at the site of the mass shooting, which prompted workplace safety investigations.\u003c/p>\n\u003cp>“Some of you should see where these folks are living, the conditions they are living in, in shipping containers. Folks getting $9 an hour with no health care, no support, no services,” Gov. Gavin Newsom told reporters in January. “But they’re taking care of our health and providing a service to us each and every day.”\u003c/p>\n\u003cp>Zhao admitted to the shooting, and told investigators that just prior to it his supervisor demanded he pay $100 of his own money to repair a forklift at work, \u003ca href=\"https://www.mercurynews.com/2023/01/27/half-moon-bay-da-confirms-report-that-shooter-was-triggered-by-100-equipment-bill/\">the Bay Area News Group reported\u003c/a>.\u003c/p>\n\u003cp>“The workers were living in very, very poor conditions. Some were in very old trailers and others were living in shacks without running water or electricity,” San Mateo District Attorney Steve Wagstaffe told KQED in January after the shooting. “Really a type of living circumstance that I don’t think any of us think should exist in this country.”\u003c/p>\n\u003cp>As of Monday, neither employer had yet appealed the citations. They have 15 days to file an appeal with the Appeals Board and 10 days to contact Cal/OSHA regarding an informal conference.\u003c/p>\n\u003cp>State-led investigations into the farms are ongoing and additional enforcement actions could follow.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>A former employee of Terra Garden, Chunli Zhao, is accused of shooting and killing four of his coworkers and then driving to nearby Concord Farms and killing three workers there. Zhao also previously worked at Concord Farms.\u003c/p>\n\u003cp>California Terra Garden is charged with 22 violations, \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/CA-Terra-Garden-Inc-Citations.pdf\">totaling fines of $113,800 (PDF)\u003c/a>, including for failing to have a plan “to immediately notify employees of an active shooter threat and instruct them to seek shelter,” according to a Cal/OSHA press release.\u003c/p>\n\u003cp>Citations also show the farm failed to investigate one employee’s back injury and failed to provide handwashing stations at toilets, among numerous other safety violations.\u003c/p>\n\u003cp>Concord Farms Inc. was cited for 19 penalties, \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/Concord-Farms-Citations.pdf\">totaling fines of $51,770 (PDF)\u003c/a>. The violations include failure to “address previous incidents of workplace violence and develop procedures to correct and prevent this hazard,” the announcement reads.\u003c/p>\n\u003cp>Employers at Concord Farms were also cited for insects and rodents found in the workplace, water leakage in farmworker housing, and for failing to have proper precautions around heat exhaustion for employees.\u003c/p>\n\u003cp>The majority — 60% — of California’s agricultural workforce is made up of undocumented immigrants, according to \u003ca href=\"https://www.dol.gov/agencies/eta/national-agricultural-workers-survey/research/data-tables\">data from the U.S. Department of Labor\u003c/a>. For many, speaking out about inadequate or even dangerous work conditions can be difficult due to fear of deportation or other forms of retaliation in the workplace.\u003c/p>\n\u003cp>Shortly after the shooting, local and state leaders \u003ca href=\"https://www.kqed.org/news/11939470/deplorable-heartbreaking-officials-pledge-to-investigate-labor-conditions-at-mushroom-farms-targeted-in-half-moon-bay-shootings\">called out the unsafe conditions that farmworkers endure in California\u003c/a>, including at the site of the mass shooting, which prompted workplace safety investigations.\u003c/p>\n\u003cp>“Some of you should see where these folks are living, the conditions they are living in, in shipping containers. Folks getting $9 an hour with no health care, no support, no services,” Gov. Gavin Newsom told reporters in January. “But they’re taking care of our health and providing a service to us each and every day.”\u003c/p>\n\u003cp>Zhao admitted to the shooting, and told investigators that just prior to it his supervisor demanded he pay $100 of his own money to repair a forklift at work, \u003ca href=\"https://www.mercurynews.com/2023/01/27/half-moon-bay-da-confirms-report-that-shooter-was-triggered-by-100-equipment-bill/\">the Bay Area News Group reported\u003c/a>.\u003c/p>\n\u003cp>“The workers were living in very, very poor conditions. Some were in very old trailers and others were living in shacks without running water or electricity,” San Mateo District Attorney Steve Wagstaffe told KQED in January after the shooting. “Really a type of living circumstance that I don’t think any of us think should exist in this country.”\u003c/p>\n\u003cp>As of Monday, neither employer had yet appealed the citations. They have 15 days to file an appeal with the Appeals Board and 10 days to contact Cal/OSHA regarding an informal conference.\u003c/p>\n\u003cp>State-led investigations into the farms are ongoing and additional enforcement actions could follow.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"airtime": "FRI 4:30pm-5pm, 6:30pm-7pm, 11pm-11:30pm",
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"officialWebsiteLink": "/californiareportmagazine",
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"order": 10
},
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"google": "https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5tZWdhcGhvbmUuZm0vS1FJTkM3NjkwNjk1OTAz",
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},
"city-arts": {
"id": "city-arts",
"title": "City Arts & Lectures",
"info": "A one-hour radio program to hear celebrated writers, artists and thinkers address contemporary ideas and values, often discussing the creative process. Please note: tapes or transcripts are not available",
"imageSrc": "https://ww2.kqed.org/radio/wp-content/uploads/sites/50/2018/05/cityartsandlecture-300x300.jpg",
"officialWebsiteLink": "https://www.cityarts.net/",
"airtime": "SUN 1pm-2pm, TUE 10pm, WED 1am",
"meta": {
"site": "news",
"source": "City Arts & Lectures"
},
"link": "https://www.cityarts.net",
"subscribe": {
"tuneIn": "https://tunein.com/radio/City-Arts-and-Lectures-p692/",
"rss": "https://www.cityarts.net/feed/"
}
},
"closealltabs": {
"id": "closealltabs",
"title": "Close All Tabs",
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"info": "Close All Tabs breaks down how digital culture shapes our world through thoughtful insights and irreverent humor.",
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"officialWebsiteLink": "/podcasts/closealltabs",
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"order": 1
},
"link": "/podcasts/closealltabs",
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"title": "Code Switch / Life Kit",
"info": "\u003cem>Code Switch\u003c/em>, which listeners will hear in the first part of the hour, has fearless and much-needed conversations about race. Hosted by journalists of color, the show tackles the subject of race head-on, exploring how it impacts every part of society — from politics and pop culture to history, sports and more.\u003cbr />\u003cbr />\u003cem>Life Kit\u003c/em>, which will be in the second part of the hour, guides you through spaces and feelings no one prepares you for — from finances to mental health, from workplace microaggressions to imposter syndrome, from relationships to parenting. The show features experts with real world experience and shares their knowledge. Because everyone needs a little help being human.\u003cbr />\u003cbr />\u003ca href=\"https://www.npr.org/podcasts/510312/codeswitch\">\u003cem>Code Switch\u003c/em> offical site and podcast\u003c/a>\u003cbr />\u003ca href=\"https://www.npr.org/lifekit\">\u003cem>Life Kit\u003c/em> offical site and podcast\u003c/a>\u003cbr />",
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"meta": {
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"google": "https://podcasts.google.com/feed/aHR0cHM6Ly93d3cubnByLm9yZy9yc3MvcG9kY2FzdC5waHA_aWQ9NTEwMzEy",
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"id": "commonwealth-club",
"title": "Commonwealth Club of California Podcast",
"info": "The Commonwealth Club of California is the nation's oldest and largest public affairs forum. As a non-partisan forum, The Club brings to the public airwaves diverse viewpoints on important topics. The Club's weekly radio broadcast - the oldest in the U.S., dating back to 1924 - is carried across the nation on public radio stations and is now podcasting. Our website archive features audio of our recent programs, as well as selected speeches from our long and distinguished history. This podcast feed is usually updated twice a week and is always un-edited.",
"airtime": "THU 10pm, FRI 1am",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Commonwealth-Club-Podcast-Tile-360x360-1.jpg",
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"meta": {
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"source": "Commonwealth Club of California"
},
"link": "/radio/program/commonwealth-club",
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"google": "https://podcasts.google.com/feed/aHR0cDovL3d3dy5jb21tb253ZWFsdGhjbHViLm9yZy9hdWRpby9wb2RjYXN0L3dlZWtseS54bWw",
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}
},
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"id": "forum",
"title": "Forum",
"tagline": "The conversation starts here",
"info": "KQED’s live call-in program discussing local, state, national and international issues, as well as in-depth interviews.",
"airtime": "MON-FRI 9am-11am, 10pm-11pm",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Forum-Podcast-Tile-703x703-1.jpg",
"imageAlt": "KQED Forum with Mina Kim and Alexis Madrigal",
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"source": "kqed",
"order": 9
},
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"google": "https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5tZWdhcGhvbmUuZm0vS1FJTkM5NTU3MzgxNjMz",
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"id": "freakonomics-radio",
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"info": "Freakonomics Radio is a one-hour award-winning podcast and public-radio project hosted by Stephen Dubner, with co-author Steve Levitt as a regular guest. It is produced in partnership with WNYC.",
"imageSrc": "https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/05/freakonomicsRadio.png",
"officialWebsiteLink": "http://freakonomics.com/",
"airtime": "SUN 1am-2am, SAT 3pm-4pm",
"meta": {
"site": "radio",
"source": "WNYC"
},
"link": "/radio/program/freakonomics-radio",
"subscribe": {
"npr": "https://rpb3r.app.goo.gl/4s8b",
"apple": "https://itunes.apple.com/us/podcast/freakonomics-radio/id354668519",
"tuneIn": "https://tunein.com/podcasts/WNYC-Podcasts/Freakonomics-Radio-p272293/",
"rss": "https://feeds.feedburner.com/freakonomicsradio"
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},
"fresh-air": {
"id": "fresh-air",
"title": "Fresh Air",
"info": "Hosted by Terry Gross, \u003cem>Fresh Air from WHYY\u003c/em> is the Peabody Award-winning weekday magazine of contemporary arts and issues. One of public radio's most popular programs, Fresh Air features intimate conversations with today's biggest luminaries.",
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"link": "/radio/program/fresh-air",
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"apple": "https://itunes.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?s=143441&mt=2&id=214089682&at=11l79Y&ct=nprdirectory",
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"rss": "https://feeds.npr.org/381444908/podcast.xml"
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"info": "A live production of NPR and WBUR Boston, in collaboration with stations across the country, Here & Now reflects the fluid world of news as it's happening in the middle of the day, with timely, in-depth news, interviews and conversation. Hosted by Robin Young, Jeremy Hobson and Tonya Mosley.",
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"rss": "https://feeds.npr.org/510051/podcast.xml"
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},
"hidden-brain": {
"id": "hidden-brain",
"title": "Hidden Brain",
"info": "Shankar Vedantam uses science and storytelling to reveal the unconscious patterns that drive human behavior, shape our choices and direct our relationships.",
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"officialWebsiteLink": "https://www.npr.org/series/423302056/hidden-brain",
"airtime": "SUN 7pm-8pm",
"meta": {
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"source": "NPR"
},
"link": "/radio/program/hidden-brain",
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},
"how-i-built-this": {
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"title": "How I Built This with Guy Raz",
"info": "Guy Raz dives into the stories behind some of the world's best known companies. How I Built This weaves a narrative journey about innovators, entrepreneurs and idealists—and the movements they built.",
"imageSrc": "https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/05/howIBuiltThis.png",
"officialWebsiteLink": "https://www.npr.org/podcasts/510313/how-i-built-this",
"airtime": "SUN 7:30pm-8pm",
"meta": {
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"source": "npr"
},
"link": "/radio/program/how-i-built-this",
"subscribe": {
"npr": "https://rpb3r.app.goo.gl/3zxy",
"apple": "https://itunes.apple.com/us/podcast/how-i-built-this-with-guy-raz/id1150510297?mt=2",
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"rss": "https://feeds.npr.org/510313/podcast.xml"
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},
"hyphenacion": {
"id": "hyphenacion",
"title": "Hyphenación",
"tagline": "Where conversation and cultura meet",
"info": "What kind of no sabo word is Hyphenación? For us, it’s about living within a hyphenation. Like being a third-gen Mexican-American from the Texas border now living that Bay Area Chicano life. Like Xorje! Each week we bring together a couple of hyphenated Latinos to talk all about personal life choices: family, careers, relationships, belonging … everything is on the table. ",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2025/03/Hyphenacion_FinalAssets_PodcastTile.png",
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"officialWebsiteLink": "/podcasts/hyphenacion",
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"order": 15
},
"link": "/podcasts/hyphenacion",
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"spotify": "https://open.spotify.com/show/2p3Fifq96nw9BPcmFdIq0o?si=39209f7b25774f38",
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},
"jerrybrown": {
"id": "jerrybrown",
"title": "The Political Mind of Jerry Brown",
"tagline": "Lessons from a lifetime in politics",
"info": "The Political Mind of Jerry Brown brings listeners the wisdom of the former Governor, Mayor, and presidential candidate. Scott Shafer interviewed Brown for more than 40 hours, covering the former governor's life and half-century in the political game – and Brown has some lessons he'd like to share. ",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/The-Political-Mind-of-Jerry-Brown-Podcast-Tile-703x703-1.jpg",
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"officialWebsiteLink": "/podcasts/jerrybrown",
"meta": {
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"source": "kqed",
"order": 18
},
"link": "/podcasts/jerrybrown",
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}
},
"latino-usa": {
"id": "latino-usa",
"title": "Latino USA",
"airtime": "MON 1am-2am, SUN 6pm-7pm",
"info": "Latino USA, the radio journal of news and culture, is the only national, English-language radio program produced from a Latino perspective.",
"imageSrc": "https://ww2.kqed.org/radio/wp-content/uploads/sites/50/2018/04/latinoUsa.jpg",
"officialWebsiteLink": "http://latinousa.org/",
"meta": {
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},
"link": "/radio/program/latino-usa",
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"apple": "https://itunes.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?s=143441&mt=2&id=79681317&at=11l79Y&ct=nprdirectory",
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"rss": "https://feeds.npr.org/510016/podcast.xml"
}
},
"marketplace": {
"id": "marketplace",
"title": "Marketplace",
"info": "Our flagship program, helmed by Kai Ryssdal, examines what the day in money delivered, through stories, conversations, newsworthy numbers and more. Updated Monday through Friday at about 3:30 p.m. PT.",
"airtime": "MON-FRI 4pm-4:30pm, MON-WED 6:30pm-7pm",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Marketplace-Podcast-Tile-360x360-1.jpg",
"officialWebsiteLink": "https://www.marketplace.org/",
"meta": {
"site": "news",
"source": "American Public Media"
},
"link": "/radio/program/marketplace",
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"rss": "https://feeds.publicradio.org/public_feeds/marketplace-pm/rss/rss"
}
},
"masters-of-scale": {
"id": "masters-of-scale",
"title": "Masters of Scale",
"info": "Masters of Scale is an original podcast in which LinkedIn co-founder and Greylock Partner Reid Hoffman sets out to describe and prove theories that explain how great entrepreneurs take their companies from zero to a gazillion in ingenious fashion.",
"airtime": "Every other Wednesday June 12 through October 16 at 8pm (repeats Thursdays at 2am)",
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"officialWebsiteLink": "https://mastersofscale.com/",
"meta": {
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"source": "WaitWhat"
},
"link": "/radio/program/masters-of-scale",
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"apple": "http://mastersofscale.app.link/",
"rss": "https://rss.art19.com/masters-of-scale"
}
},
"mindshift": {
"id": "mindshift",
"title": "MindShift",
"tagline": "A podcast about the future of learning and how we raise our kids",
"info": "The MindShift podcast explores the innovations in education that are shaping how kids learn. Hosts Ki Sung and Katrina Schwartz introduce listeners to educators, researchers, parents and students who are developing effective ways to improve how kids learn. We cover topics like how fed-up administrators are developing surprising tactics to deal with classroom disruptions; how listening to podcasts are helping kids develop reading skills; the consequences of overparenting; and why interdisciplinary learning can engage students on all ends of the traditional achievement spectrum. This podcast is part of the MindShift education site, a division of KQED News. KQED is an NPR/PBS member station based in San Francisco. You can also visit the MindShift website for episodes and supplemental blog posts or tweet us \u003ca href=\"https://twitter.com/MindShiftKQED\">@MindShiftKQED\u003c/a> or visit us at \u003ca href=\"/mindshift\">MindShift.KQED.org\u003c/a>",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Mindshift-Podcast-Tile-703x703-1.jpg",
"imageAlt": "KQED MindShift: How We Will Learn",
"officialWebsiteLink": "/mindshift/",
"meta": {
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"source": "kqed",
"order": 12
},
"link": "/podcasts/mindshift",
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"google": "https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5tZWdhcGhvbmUuZm0vS1FJTkM1NzY0NjAwNDI5",
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"stitcher": "https://www.stitcher.com/podcast/kqed/stories-teachers-share",
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}
},
"morning-edition": {
"id": "morning-edition",
"title": "Morning Edition",
"info": "\u003cem>Morning Edition\u003c/em> takes listeners around the country and the world with multi-faceted stories and commentaries every weekday. Hosts Steve Inskeep, David Greene and Rachel Martin bring you the latest breaking news and features to prepare you for the day.",
"airtime": "MON-FRI 3am-9am",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Morning-Edition-Podcast-Tile-360x360-1.jpg",
"officialWebsiteLink": "https://www.npr.org/programs/morning-edition/",
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"link": "/radio/program/morning-edition"
},
"onourwatch": {
"id": "onourwatch",
"title": "On Our Watch",
"tagline": "Deeply-reported investigative journalism",
"info": "For decades, the process for how police police themselves has been inconsistent – if not opaque. In some states, like California, these proceedings were completely hidden. After a new police transparency law unsealed scores of internal affairs files, our reporters set out to examine these cases and the shadow world of police discipline. On Our Watch brings listeners into the rooms where officers are questioned and witnesses are interrogated to find out who this system is really protecting. Is it the officers, or the public they've sworn to serve?",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/On-Our-Watch-Podcast-Tile-703x703-1.jpg",
"imageAlt": "On Our Watch from NPR and KQED",
"officialWebsiteLink": "/podcasts/onourwatch",
"meta": {
"site": "news",
"source": "kqed",
"order": 11
},
"link": "/podcasts/onourwatch",
"subscribe": {
"apple": "https://podcasts.apple.com/podcast/id1567098962",
"google": "https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5ucHIub3JnLzUxMDM2MC9wb2RjYXN0LnhtbD9zYz1nb29nbGVwb2RjYXN0cw",
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"rss": "https://feeds.npr.org/510360/podcast.xml"
}
},
"on-the-media": {
"id": "on-the-media",
"title": "On The Media",
"info": "Our weekly podcast explores how the media 'sausage' is made, casts an incisive eye on fluctuations in the marketplace of ideas, and examines threats to the freedom of information and expression in America and abroad. For one hour a week, the show tries to lift the veil from the process of \"making media,\" especially news media, because it's through that lens that we see the world and the world sees us",
"airtime": "SUN 2pm-3pm, MON 12am-1am",
"imageSrc": "https://ww2.kqed.org/radio/wp-content/uploads/sites/50/2018/04/onTheMedia.png",
"officialWebsiteLink": "https://www.wnycstudios.org/shows/otm",
"meta": {
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"source": "wnyc"
},
"link": "/radio/program/on-the-media",
"subscribe": {
"apple": "https://itunes.apple.com/us/podcast/on-the-media/id73330715?mt=2",
"tuneIn": "https://tunein.com/radio/On-the-Media-p69/",
"rss": "http://feeds.wnyc.org/onthemedia"
}
},
"pbs-newshour": {
"id": "pbs-newshour",
"title": "PBS NewsHour",
"info": "Analysis, background reports and updates from the PBS NewsHour putting today's news in context.",
"airtime": "MON-FRI 3pm-4pm",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/PBS-News-Hour-Podcast-Tile-360x360-1.jpg",
"officialWebsiteLink": "https://www.pbs.org/newshour/",
"meta": {
"site": "news",
"source": "pbs"
},
"link": "/radio/program/pbs-newshour",
"subscribe": {
"apple": "https://itunes.apple.com/us/podcast/pbs-newshour-full-show/id394432287?mt=2",
"tuneIn": "https://tunein.com/radio/PBS-NewsHour---Full-Show-p425698/",
"rss": "https://www.pbs.org/newshour/feeds/rss/podcasts/show"
}
},
"perspectives": {
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