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"content": "\u003cp>Day two of the \u003ca href=\"https://www.kqed.org/news/11963306/kaiser-strike-furthers-delays-in-covid-19-vaccines-some-surgeries-in-the-bay-area\">largest health care worker strike in U.S. history\u003c/a> is underway across the country and in the Bay Area, as tens of thousands of Kaiser workers are seeking higher wages and increased staffing.\u003c/p>\n\u003cp>“Frontline health care workers are awaiting a meaningful response from Kaiser executives regarding some of our key priorities including safe staffing, outsourcing protections for incumbent health care workers, and fair wages to reduce turnover,” said Caroline Lucas, a spokesperson for the Coalition of Kaiser Permanente Unions.\u003c/p>\n\u003cp>Kaiser Permanente leaders and union representatives met Monday and Tuesday for bargaining, but did not come to an agreement before \u003ca href=\"https://www.kqed.org/news/11963306/kaiser-strike-furthers-delays-in-covid-19-vaccines-some-surgeries-in-the-bay-area\">workers began striking on Wednesday morning\u003c/a>. As of Wednesday evening, there were no new negotiation sessions scheduled, Lucas said.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Drenda Sims, receptionist, Kaiser’s OB-GYN department in Oakland\"]‘We have employees sleeping in their cars because they can’t afford the cost of living. We need a raise. It’s bad.’[/pullquote]The strike is slated to end at 6 a.m. on Saturday morning, according to statements from both Kaiser Permanente and the coalition representing Kaiser workers unions.\u003c/p>\n\u003cp>“We will coordinate with Coalition leaders to reconvene bargaining as soon as possible,” a spokesperson for Kaiser told KQED on Thursday. “We will work hard to reach an agreement so that together, we can all return to delivering on the mission of Kaiser Permanente for the benefit of our members, patients, employees, physicians, customers, and communities.”\u003c/p>\n\u003cp>In a press statement days before the strike began, Kaiser said it hired 29,000 people in 2022, and 22,000 so far in 2023. Of the new hires this year, the company said more than 9,800 are in jobs represented by the Coalition of Kaiser Permanente Unions.\u003c/p>\n\u003cp>In earlier bargaining talks this year, Kaiser said it agreed to accelerate bringing on new staff and set a goal of adding 10,000 new employees represented by the Coalition by the end of 2023.\u003c/p>\n\u003cfigure id=\"attachment_11963407\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11963407\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-800x533.jpg\" alt=\"A large group of people hold signs in an outdoor setting.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED.jpg 2000w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Kaiser workers strike in front of the Kaiser Permanente Oakland Medical Center in Oakland on Oct. 2, 2023 \u003ccite>(Martin do Nascimento/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“Kaiser Permanente’s efforts are paying off: We expect to reach the 10,000 new hire goal by the end of October, if not sooner, and we won’t stop there,” the \u003ca href=\"https://about.kaiserpermanente.org/who-we-are/labor-relations/we-remain-committed-to-reaching-an-agreement-with-the-coalition\">press statement reads\u003c/a>. “We are committed to addressing every area of staffing that is still challenging. We’ve also taken actions to streamline the screening, hiring, and onboarding process.”\u003c/p>\n\u003cp>Roles impacted by the strike this week include respiratory therapists, optometrists, behavioral health workers, medical assistants and many others.\u003c/p>\n\u003cp>In an email, a Kaiser spokesperson said they will hire “contingent workers” to fill in for workers on strike this week. Some elective surgeries have been rescheduled, and wait times for COVID-19 and flu vaccines are also impacted. (\u003ca href=\"https://www.kqed.org/news/11963308/kaiser-strike-if-youre-a-patient-what-medical-services-would-be-affected\">Read KQED’s guide for Kaiser patients during the strike and what you need to know\u003c/a>.)\u003c/p>\n\u003cp>Workers on the picket lines this week told KQED they feel overworked and underpaid, and that low staffing after the pandemic has come at the expense of the quality of patient care.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“We have seen patients in the hallways, we have seen patients not attended to immediately when they go to the emergency rooms,” said Edward Lopez-Matus, a union leader and medical assistant with Kaiser Permanente who started picketing around 5:30 a.m. on Wednesday outside of the San Francisco Kaiser facility. “When we are covering for doctors at the clinic levels, this is where mistakes can happen and this is not right for our patients. We need to have the right staffing so we can have the right care for our patients.”\u003c/p>\n\u003cp>Close to 75,000 Kaiser workers in California — as well as in Oregon, Washington, Colorado, Virginia and Washington, D.C. — are seeking a significant increase in staffing and are pushing for a 6.5% wage increase in the first two years of this next contract, and a 5.75% increase the following two years.[aside tag=\"kaiser, health\" label=\"More Related Stories\"]\u003c/p>\n\u003cp>Employees are also seeking to raise the minimum wage across the board to $26 by 2026.\u003c/p>\n\u003cp>In a recent proposal, Kaiser offered California workers across-the-board wage increases of 4% for the next two years, and 3% for the following two years, as well as a minimum performance bonus aimed to prevent any employees from receiving no payout.\u003c/p>\n\u003cp>Kaiser also recently offered a $23-per-hour minimum wage for its employees in California starting in 2024.\u003c/p>\n\u003cp>Workers on strike this week are pushing for more.\u003c/p>\n\u003cp>“We have employees sleeping in their cars because they can’t afford the cost of living,” said Drenda Sims, a receptionist at Kaiser’s OB-GYN department in Oakland. “We need a raise. It’s bad.”\u003c/p>\n\u003cp>\u003cem>KQED’s Farida Jhabvala Romero and Billy Cruz contributed to this report. \u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>The strike is slated to end at 6 a.m. on Saturday morning, according to statements from both Kaiser Permanente and the coalition representing Kaiser workers unions.\u003c/p>\n\u003cp>“We will coordinate with Coalition leaders to reconvene bargaining as soon as possible,” a spokesperson for Kaiser told KQED on Thursday. “We will work hard to reach an agreement so that together, we can all return to delivering on the mission of Kaiser Permanente for the benefit of our members, patients, employees, physicians, customers, and communities.”\u003c/p>\n\u003cp>In a press statement days before the strike began, Kaiser said it hired 29,000 people in 2022, and 22,000 so far in 2023. Of the new hires this year, the company said more than 9,800 are in jobs represented by the Coalition of Kaiser Permanente Unions.\u003c/p>\n\u003cp>In earlier bargaining talks this year, Kaiser said it agreed to accelerate bringing on new staff and set a goal of adding 10,000 new employees represented by the Coalition by the end of 2023.\u003c/p>\n\u003cfigure id=\"attachment_11963407\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11963407\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-800x533.jpg\" alt=\"A large group of people hold signs in an outdoor setting.\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED.jpg 2000w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Kaiser workers strike in front of the Kaiser Permanente Oakland Medical Center in Oakland on Oct. 2, 2023 \u003ccite>(Martin do Nascimento/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“Kaiser Permanente’s efforts are paying off: We expect to reach the 10,000 new hire goal by the end of October, if not sooner, and we won’t stop there,” the \u003ca href=\"https://about.kaiserpermanente.org/who-we-are/labor-relations/we-remain-committed-to-reaching-an-agreement-with-the-coalition\">press statement reads\u003c/a>. “We are committed to addressing every area of staffing that is still challenging. We’ve also taken actions to streamline the screening, hiring, and onboarding process.”\u003c/p>\n\u003cp>Roles impacted by the strike this week include respiratory therapists, optometrists, behavioral health workers, medical assistants and many others.\u003c/p>\n\u003cp>In an email, a Kaiser spokesperson said they will hire “contingent workers” to fill in for workers on strike this week. Some elective surgeries have been rescheduled, and wait times for COVID-19 and flu vaccines are also impacted. (\u003ca href=\"https://www.kqed.org/news/11963308/kaiser-strike-if-youre-a-patient-what-medical-services-would-be-affected\">Read KQED’s guide for Kaiser patients during the strike and what you need to know\u003c/a>.)\u003c/p>\n\u003cp>Workers on the picket lines this week told KQED they feel overworked and underpaid, and that low staffing after the pandemic has come at the expense of the quality of patient care.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“We have seen patients in the hallways, we have seen patients not attended to immediately when they go to the emergency rooms,” said Edward Lopez-Matus, a union leader and medical assistant with Kaiser Permanente who started picketing around 5:30 a.m. on Wednesday outside of the San Francisco Kaiser facility. “When we are covering for doctors at the clinic levels, this is where mistakes can happen and this is not right for our patients. We need to have the right staffing so we can have the right care for our patients.”\u003c/p>\n\u003cp>Close to 75,000 Kaiser workers in California — as well as in Oregon, Washington, Colorado, Virginia and Washington, D.C. — are seeking a significant increase in staffing and are pushing for a 6.5% wage increase in the first two years of this next contract, and a 5.75% increase the following two years.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Employees are also seeking to raise the minimum wage across the board to $26 by 2026.\u003c/p>\n\u003cp>In a recent proposal, Kaiser offered California workers across-the-board wage increases of 4% for the next two years, and 3% for the following two years, as well as a minimum performance bonus aimed to prevent any employees from receiving no payout.\u003c/p>\n\u003cp>Kaiser also recently offered a $23-per-hour minimum wage for its employees in California starting in 2024.\u003c/p>\n\u003cp>Workers on strike this week are pushing for more.\u003c/p>\n\u003cp>“We have employees sleeping in their cars because they can’t afford the cost of living,” said Drenda Sims, a receptionist at Kaiser’s OB-GYN department in Oakland. “We need a raise. It’s bad.”\u003c/p>\n\u003cp>\u003cem>KQED’s Farida Jhabvala Romero and Billy Cruz contributed to this report. \u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Nearly 23,000 \u003ca href=\"https://www.kqed.org/news/11963308/kaiser-strike-if-youre-a-patient-what-medical-services-would-be-affected\">Kaiser Permanente\u003c/a> X-ray operators, surgical technicians, nursing assistants and other health care workers in the Bay Area began striking Wednesday morning as contract negotiations continue.\u003c/p>\n\u003cp>“We have committed to a three-day strike,” said Timothy Regan, a Kaiser health educator of 25 years who was picketing outside the San Francisco Medical Center before dawn.\u003c/p>\n\u003cp>Employees will be striking across the Bay Area from Wednesday until 6 a.m. on Saturday, including at Kaiser hospitals in Oakland, Antioch, Fremont, Manteca, Redwood City, Richmond, San Francisco, South San Francisco, San José, Santa Clara, Santa Rosa, Vallejo and Walnut Creek.\u003c/p>\n\u003cdiv class=\"mceTemp\">\u003c/div>\n\u003cp>Kaiser workers are pushing for increased staffing and pay increases to prevent burnout after millions of health care workers left their jobs during the pandemic.\u003c/p>\n\u003cfigure id=\"attachment_11963407\" class=\"wp-caption alignnone\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11963407 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED.jpg\" alt=\"A group of people hold signs in front of a large modern looking building.\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Kaiser workers strike in front of the Kaiser Permanente Oakland Medical Center in Oakland on Oct. 4, 2023 \u003ccite>(Martin do Nascimento/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Lily Young, Kaiser member\"]‘I support the workers and their right to unionize, the right to get fair wages and get compensation, most certainly. But the reality is that it does have an impact on patients.’[/pullquote]“Short staffing is the biggest thing that affects patient care and quality of care,” Edith Hurtado, a medical assistant at Kaiser, told KQED while picketing outside the San Francisco facility on Wednesday. “Patients have a long wait period or [are] not getting the care they need and have to wait for a medication or injection. The quality of patient care does diminish when we don’t have a full staff.”\u003c/p>\n\u003cp>But the three-day strike is expected to \u003ca href=\"https://www.kqed.org/news/11963152/looming-kaiser-strike-could-delay-covid-flu-shots\">exacerbate vaccine wait times\u003c/a> for many patients at Kaiser, which serves more than 9.4 million people across California and is one of the largest private employers in the state. Non-emergency health services including elective surgeries have been rescheduled at some locations as well.\u003c/p>\n\u003cp>Some laboratory, radiology and optical locations may be closed or operating at reduced hours during the strike, a spokesperson for Kaiser told KQED in an email.\u003c/p>\n\u003ch2>Getting vaccines\u003c/h2>\n\u003cp>Lily Young has been struggling to find a booster shot for her two young children at her local Kaiser facilities in Sacramento. The strike has made her feel “very nervous” about their ability to get vaccinated before a scheduled trip.\u003c/p>\n\u003cp>“About half of my friends are Kaiser members and we are all just scrambling and trying to get these COVID shots,” said Young. “I support the workers and their right to unionize, the right to get fair wages and get compensation, most certainly. But the reality is that it does have an impact on patients.”\u003c/p>\n\u003cfigure id=\"attachment_11963445\" class=\"wp-caption alignnone\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11963445 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED.jpg\" alt=\"\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Kaiser workers strike in front of the Kaiser Permanente Oakland Medical Center in Oakland on Oct. 4, 2023 \u003ccite>(Martin do Nascimento/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Employees like Hurtado, who is also a Kaiser patient, said they hope the strike will put pressure on executives to improve conditions for workers, and by extension, patients.\u003c/p>\n\u003cp>“I’m a patient here. My family are patients here. We want better quality care and full staffing,” she said. “We’re here to fight not only for us as health care workers, but for our patients as well.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>In California, Kaiser received its supply of COVID-19 doses in the last two weeks and currently is only accepting walk-ins. But for kids 11 and younger, an immunization appointment must be scheduled online, according to \u003ca href=\"https://mydoctor.kaiserpermanente.org/ncal/covid-19-vaccine-locations/\">the health care provider’s website\u003c/a>.\u003c/p>\n\u003cp>Other retail pharmacies are gearing up to provide additional shots while the strike is ongoing.\u003c/p>\n\u003cp>Places like Walgreens will accept Kaiser insurance for vaccines and offer free shots to people who are uninsured. But some clinics charge a steep fee, and not all accept Kaiser insurance.\u003c/p>\n\u003cp>When Young tried to get a COVID-19 vaccine at her local Rite Aid, she was told that Kaiser was no longer reimbursing shots there. The pharmacy said the out-of-pocket cost for the shot was $190. She decided to wait it out.\u003c/p>\n\u003cp>“I did try to make an online appointment, and there’s just nothing available,” Young told KQED. “Now I’m just at the mercy of Kaiser to hopefully get myself, my husband, my 4-year-old and my 9-month-old vaccinated and they have been historically really slow with vaccinations.”\u003c/p>\n\u003cp>A recent union survey of employees showed nearly \u003ca href=\"https://www.unioncoalition.org/wp-content/uploads/2023/04/2022-04_Report_Staffing-Survey-10.1_DIGITAL.pdf?emci=11db37e0-b5df-ed11-8e8b-00224832eb73&emdi=ea000000-0000-0000-0000-000000000001&ceid=%7B%7BContactsEmailID%7D%7D\">65% of respondents have seen patients’ care delayed or denied (PDF)\u003c/a> due to recent staffing shortages.\u003c/p>\n\u003cfigure id=\"attachment_11963406\" class=\"wp-caption alignnone\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11963406 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1.jpg\" alt='A person holds up a sign that reads \"Kaiser Workers on ULP Strike.\"' width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Michael Jones strikes at the Kaiser Permanente Oakland Medical Center in Oakland on Oct. 4, 2023. \u003ccite>(Martin do Nascimento/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“I’ve caught COVID twice and I still work for Kaiser. I put my life to risk coming to work,” Michael Jones, a Kaiser medical assistant who works with autistic children, told KQED outside Oakland Medical Center on Wednesday. “For Kaiser to say they can find other workers who don’t care, that they’ll find other workers who are better and cheaper, that’s a slap in the face.”\u003c/p>\n\u003ch2>Wage increases for staff\u003c/h2>\n\u003cp>Close to 75,000 Kaiser workers in California — as well as in Oregon, Washington, Colorado, Virginia and Washington, D.C. — are now demanding their employer to increase staffing and are pushing for a 6.5% wage increase in the first two years of this next contract, and a 5.75% increase the following two years.\u003c/p>\n\u003cp>Employees are also seeking to raise the minimum wage across the board to $26 by 2026.\u003c/p>\n\u003cp>Grover Woods, who works in the operating room at Kaiser in Oakland, said workers like him “are overworked and underpaid.”\u003c/p>\n\u003cp>“Inflation is going all the way up, everything is high. Groceries, insurance, everything,” Woods told KQED at the Oakland picket line on Wednesday. “Everything is going up except our paycheck.”\u003c/p>\n\u003cp>https://twitter.com/SaulGonzalezCA/status/1709604858700222560\u003c/p>\n\u003cp>In a recent proposal, Kaiser offered California workers across-the-board wage increases of 4% for the next two years, and 3% for the following two years, as well as a minimum performance bonus aimed to prevent any employees from receiving no payout.\u003c/p>\n\u003cp>Kaiser also \u003ca href=\"https://mykp.kp.org/content/dam/kp/mykp/documents/infographics-pdf/new-offer-infographic_100123_5pm.pdf\">recently offered (PDF)\u003c/a> a $23-per-hour minimum wage for its employees in California starting in 2024.\u003c/p>\n\u003cp>[aside tag=\"kaiser, health\" label=\"More Related Stories\"]“We lead total compensation in every market where we operate, and our proposals in bargaining would ensure we keep that position,” a spokesperson for Kaiser said in an email. “In some places, like in Southern California, a Kaiser Permanente employee leaving for a similar job at another organization would on average face a 20-plus percent pay cut and lower benefits.”\u003c/p>\n\u003cp>Employees represented by Kaiser’s coalition of labor unions voted to authorize the strike last month if a deal was not reached by Sept. 30.\u003c/p>\n\u003cp>“We gave a 10-day notice for that and we’re waiting moment by moment for Kaiser executives to respond and say, ‘Ok, let’s actually start creating solutions that work for everybody,’” said Regan from the picket line.\u003c/p>\n\u003cp>\u003cem>KQED reporter Billy Cruz contributed to this report.\u003c/em>\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Nearly 23,000 \u003ca href=\"https://www.kqed.org/news/11963308/kaiser-strike-if-youre-a-patient-what-medical-services-would-be-affected\">Kaiser Permanente\u003c/a> X-ray operators, surgical technicians, nursing assistants and other health care workers in the Bay Area began striking Wednesday morning as contract negotiations continue.\u003c/p>\n\u003cp>“We have committed to a three-day strike,” said Timothy Regan, a Kaiser health educator of 25 years who was picketing outside the San Francisco Medical Center before dawn.\u003c/p>\n\u003cp>Employees will be striking across the Bay Area from Wednesday until 6 a.m. on Saturday, including at Kaiser hospitals in Oakland, Antioch, Fremont, Manteca, Redwood City, Richmond, San Francisco, South San Francisco, San José, Santa Clara, Santa Rosa, Vallejo and Walnut Creek.\u003c/p>\n\u003cdiv class=\"mceTemp\">\u003c/div>\n\u003cp>Kaiser workers are pushing for increased staffing and pay increases to prevent burnout after millions of health care workers left their jobs during the pandemic.\u003c/p>\n\u003cfigure id=\"attachment_11963407\" class=\"wp-caption alignnone\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11963407 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED.jpg\" alt=\"A group of people hold signs in front of a large modern looking building.\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-06-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Kaiser workers strike in front of the Kaiser Permanente Oakland Medical Center in Oakland on Oct. 4, 2023 \u003ccite>(Martin do Nascimento/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“Short staffing is the biggest thing that affects patient care and quality of care,” Edith Hurtado, a medical assistant at Kaiser, told KQED while picketing outside the San Francisco facility on Wednesday. “Patients have a long wait period or [are] not getting the care they need and have to wait for a medication or injection. The quality of patient care does diminish when we don’t have a full staff.”\u003c/p>\n\u003cp>But the three-day strike is expected to \u003ca href=\"https://www.kqed.org/news/11963152/looming-kaiser-strike-could-delay-covid-flu-shots\">exacerbate vaccine wait times\u003c/a> for many patients at Kaiser, which serves more than 9.4 million people across California and is one of the largest private employers in the state. Non-emergency health services including elective surgeries have been rescheduled at some locations as well.\u003c/p>\n\u003cp>Some laboratory, radiology and optical locations may be closed or operating at reduced hours during the strike, a spokesperson for Kaiser told KQED in an email.\u003c/p>\n\u003ch2>Getting vaccines\u003c/h2>\n\u003cp>Lily Young has been struggling to find a booster shot for her two young children at her local Kaiser facilities in Sacramento. The strike has made her feel “very nervous” about their ability to get vaccinated before a scheduled trip.\u003c/p>\n\u003cp>“About half of my friends are Kaiser members and we are all just scrambling and trying to get these COVID shots,” said Young. “I support the workers and their right to unionize, the right to get fair wages and get compensation, most certainly. But the reality is that it does have an impact on patients.”\u003c/p>\n\u003cfigure id=\"attachment_11963445\" class=\"wp-caption alignnone\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11963445 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED.jpg\" alt=\"\" width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-OAKLAND-MD-14-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Kaiser workers strike in front of the Kaiser Permanente Oakland Medical Center in Oakland on Oct. 4, 2023 \u003ccite>(Martin do Nascimento/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Employees like Hurtado, who is also a Kaiser patient, said they hope the strike will put pressure on executives to improve conditions for workers, and by extension, patients.\u003c/p>\n\u003cp>“I’m a patient here. My family are patients here. We want better quality care and full staffing,” she said. “We’re here to fight not only for us as health care workers, but for our patients as well.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>In California, Kaiser received its supply of COVID-19 doses in the last two weeks and currently is only accepting walk-ins. But for kids 11 and younger, an immunization appointment must be scheduled online, according to \u003ca href=\"https://mydoctor.kaiserpermanente.org/ncal/covid-19-vaccine-locations/\">the health care provider’s website\u003c/a>.\u003c/p>\n\u003cp>Other retail pharmacies are gearing up to provide additional shots while the strike is ongoing.\u003c/p>\n\u003cp>Places like Walgreens will accept Kaiser insurance for vaccines and offer free shots to people who are uninsured. But some clinics charge a steep fee, and not all accept Kaiser insurance.\u003c/p>\n\u003cp>When Young tried to get a COVID-19 vaccine at her local Rite Aid, she was told that Kaiser was no longer reimbursing shots there. The pharmacy said the out-of-pocket cost for the shot was $190. She decided to wait it out.\u003c/p>\n\u003cp>“I did try to make an online appointment, and there’s just nothing available,” Young told KQED. “Now I’m just at the mercy of Kaiser to hopefully get myself, my husband, my 4-year-old and my 9-month-old vaccinated and they have been historically really slow with vaccinations.”\u003c/p>\n\u003cp>A recent union survey of employees showed nearly \u003ca href=\"https://www.unioncoalition.org/wp-content/uploads/2023/04/2022-04_Report_Staffing-Survey-10.1_DIGITAL.pdf?emci=11db37e0-b5df-ed11-8e8b-00224832eb73&emdi=ea000000-0000-0000-0000-000000000001&ceid=%7B%7BContactsEmailID%7D%7D\">65% of respondents have seen patients’ care delayed or denied (PDF)\u003c/a> due to recent staffing shortages.\u003c/p>\n\u003cfigure id=\"attachment_11963406\" class=\"wp-caption alignnone\" style=\"max-width: 2000px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11963406 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1.jpg\" alt='A person holds up a sign that reads \"Kaiser Workers on ULP Strike.\"' width=\"2000\" height=\"1333\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1.jpg 2000w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-1536x1024.jpg 1536w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/10/231004-KAISER-STRIKE-MD-02-KQED-1-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Michael Jones strikes at the Kaiser Permanente Oakland Medical Center in Oakland on Oct. 4, 2023. \u003ccite>(Martin do Nascimento/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“I’ve caught COVID twice and I still work for Kaiser. I put my life to risk coming to work,” Michael Jones, a Kaiser medical assistant who works with autistic children, told KQED outside Oakland Medical Center on Wednesday. “For Kaiser to say they can find other workers who don’t care, that they’ll find other workers who are better and cheaper, that’s a slap in the face.”\u003c/p>\n\u003ch2>Wage increases for staff\u003c/h2>\n\u003cp>Close to 75,000 Kaiser workers in California — as well as in Oregon, Washington, Colorado, Virginia and Washington, D.C. — are now demanding their employer to increase staffing and are pushing for a 6.5% wage increase in the first two years of this next contract, and a 5.75% increase the following two years.\u003c/p>\n\u003cp>Employees are also seeking to raise the minimum wage across the board to $26 by 2026.\u003c/p>\n\u003cp>Grover Woods, who works in the operating room at Kaiser in Oakland, said workers like him “are overworked and underpaid.”\u003c/p>\n\u003cp>“Inflation is going all the way up, everything is high. Groceries, insurance, everything,” Woods told KQED at the Oakland picket line on Wednesday. “Everything is going up except our paycheck.”\u003c/p>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\n\u003cp>In a recent proposal, Kaiser offered California workers across-the-board wage increases of 4% for the next two years, and 3% for the following two years, as well as a minimum performance bonus aimed to prevent any employees from receiving no payout.\u003c/p>\n\u003cp>Kaiser also \u003ca href=\"https://mykp.kp.org/content/dam/kp/mykp/documents/infographics-pdf/new-offer-infographic_100123_5pm.pdf\">recently offered (PDF)\u003c/a> a $23-per-hour minimum wage for its employees in California starting in 2024.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“We lead total compensation in every market where we operate, and our proposals in bargaining would ensure we keep that position,” a spokesperson for Kaiser said in an email. “In some places, like in Southern California, a Kaiser Permanente employee leaving for a similar job at another organization would on average face a 20-plus percent pay cut and lower benefits.”\u003c/p>\n\u003cp>Employees represented by Kaiser’s coalition of labor unions voted to authorize the strike last month if a deal was not reached by Sept. 30.\u003c/p>\n\u003cp>“We gave a 10-day notice for that and we’re waiting moment by moment for Kaiser executives to respond and say, ‘Ok, let’s actually start creating solutions that work for everybody,’” said Regan from the picket line.\u003c/p>\n\u003cp>\u003cem>KQED reporter Billy Cruz contributed to this report.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>\u003ca href=\"https://www.kqed.org/news/11963152/looming-kaiser-strike-could-delay-covid-flu-shots\">Tens of thousands of Kaiser Permanente health care workers across six states went on strike\u003c/a> this morning — including in California.\u003c/p>\n\u003cp>\u003ca href=\"https://calmatters.org/health/2023/10/kaiser-strike-at-california-hospitals-october/\">Kaiser controls half of California’s private insurance market\u003c/a>, and has more than 9.4 million members across the state.\u003c/p>\n\u003cp>So if you’re a Kaiser patient, keep reading for what you need to know about the strike, who’s likely to be impacted and which medical services from Kaiser will be affected during this time.\u003c/p>\n\u003ch2>How long would a Kaiser strike last?\u003c/h2>\n\u003cp>Right now, the Kaiser strike in California is anticipated to last at least three days. It began at 6 a.m. on Wednesday, Oct. 4, and is expected to end at 6 a.m. on Saturday Oct. 7.\u003c/p>\n\u003ch2>Who is on strike at Kaiser?\u003c/h2>\n\u003cp>Nearly 75,000 Kaiser Permanente health care workers across six states, including California, went on strike today.\u003c/p>\n\u003cp>The strike impacts nearly 68,000 Kaiser employees in California — 22,650 of which are in the Bay Area, \u003ca href=\"https://www.kqed.org/news/11963152/looming-kaiser-strike-could-delay-covid-flu-shots\">according to the Coalition of Kaiser Permanente Unions\u003c/a>.\u003c/p>\n\u003cp>The union coalition says that jobs affected by the Kaiser strike will include: licensed vocational nurses, emergency department technicians, radiology technicians, ultrasound sonographers, teleservice representatives, respiratory therapists, x-ray technicians, certified nursing assistants, dietary services, behavioral health workers, surgical technicians, pharmacy technicians, transporters, home health aides, phlebotomists, medical assistants, and housekeepers, “among hundreds of other positions.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003ch2>What Kaiser services \u003cem>won’t\u003c/em> be affected by a strike?\u003c/h2>\n\u003cp>Neither the nurses union nor Kaiser’s physicians will be on strike, according to a statement Kaiser emailed to KQED, which also confirms that hospitals and emergency departments will remain open during any strike.\u003c/p>\n\u003cp>“Hospital pharmacies for inpatient care and critical infusion services will remain in operation” as well, according to the statement.\u003c/p>\n\u003cp>“Our facilities will be staffed by our physicians, trained and experienced managers and staff, and in some cases, we will augment with licensed and qualified contract staff,” said the statement.\u003c/p>\n\u003cp>You should not let any potential strike delay you from seeking care for a health emergency.\u003c/p>\n\u003cp>[aside label='Related Coverage' tag='kaiser-permanente']\u003c/p>\n\u003ch2>What Kaiser services will be affected by a strike?\u003c/h2>\n\u003cp>\u003cstrong>If you already have an appointment with Kaiser …\u003c/strong>\u003c/p>\n\u003cp>Kaiser said in its statement to KQED that during the strike, “in consultation with our physicians, we may need to reschedule certain non-urgent appointments and procedures, as long as that is appropriate and safe for the patient.”\u003c/p>\n\u003cp>If you have an existing appointment that’ll fall during the strike, Kaiser’s statement said the health system will “contact any patient affected by the strike in advance if necessary and work with them to reschedule their appointments.”\u003c/p>\n\u003cp>There’s no need for you to call or email your doctor’s office yourself, according to Kaiser.\u003c/p>\n\u003cp>\u003cstrong>If you need a laboratory, radiology or optical service …\u003c/strong>\u003c/p>\n\u003cp>“Some of our laboratory, radiology, and optical locations may be temporarily closed or operating with reduced hours during the strike,” said Kaiser. The company advises you to\u003ca href=\"https://healthy.kaiserpermanente.org/northern-california/front-door\"> schedule an appointment online\u003c/a> or via the KP mobile app.\u003c/p>\n\u003cp>What if you need lab work, radiology or optical services urgently? In this scenario, Kaiser advises that you call their Appointment and Advice Call Center at 1-866-454-8855 (TTY 711), 24 hours a day, 7 days a week.\u003c/p>\n\u003cp>“As a result of the strike, we may experience high call volumes resulting in longer than usual wait times,” notes Kaiser’s statement.\u003c/p>\n\u003cp>\u003cstrong>If you’re looking for a COVID or flu shot …\u003c/strong>\u003c/p>\n\u003cp>“Some COVID-19 and flu vaccine services may be affected if a strike occurs,” Kaiser representatives told KQED in a statement.\u003c/p>\n\u003cp>If you’re looking for either a COVID or flu shot ASAP during the strike, you can still find one at a pharmacy near you — but you’ll likely have to pay for it. Usually, if you have health insurance you should be able to give your insurer’s details at a pharmacy vaccination appointment to have the cost of your shot billed to them, but health systems like Kaiser are the exception to this, and so you almost certainly won’t be able to get your new COVID vaccine — or flu shot — at a pharmacy like CVS or Walgreens. \u003ca href=\"https://www.kqed.org/news/11960630/free-new-covid-vaccine-near-me-2023#kaisernewcovidvaccine\">Read more about finding a new COVID vaccine near you.\u003c/a>\u003c/p>\n\u003cp>[aside postID=news_11960630]\u003cstrong>If you need a prescription … \u003c/strong>\u003c/p>\n\u003cp>Kaiser’s statement said that “some of our outpatient pharmacies” would be closed or operating on reduced hours in the event of a strike.\u003c/p>\n\u003cp>What if you have a new, urgent prescription need? Kaiser says that you should use your nearest open Kaiser Permanente Pharmacy for these, and that\u003ca href=\"https://healthy.kaiserpermanente.org/northern-california/front-door\"> a list of open Kaiser pharmacies will be posted on the health system’s website “Tuesday evening.”\u003c/a>\u003c/p>\n\u003cp>“Our physicians and our Pharmacy representatives at each of our sites and in the Pharmacy Call Center will work with patients to ensure they get the medications they need,” said Kaiser.\u003c/p>\n\u003cp>You can also use Kaiser’s mail-order delivery “for most convenient services, which delivers medications in 3 to 5 business days with no shipping fee,” according to the health system’s statement.\u003c/p>\n\u003cp>Kaiser’s hospital inpatient pharmacies will remain open, according to the health system, but Kaiser will look at “expanding” their network of pharmacies “to include community pharmacies that can serve our members during a strike and mitigate any closure of our outpatient pharmacies.”\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.kqed.org/news/11963152/looming-kaiser-strike-could-delay-covid-flu-shots\">Tens of thousands of Kaiser Permanente health care workers across six states went on strike\u003c/a> this morning — including in California.\u003c/p>\n\u003cp>\u003ca href=\"https://calmatters.org/health/2023/10/kaiser-strike-at-california-hospitals-october/\">Kaiser controls half of California’s private insurance market\u003c/a>, and has more than 9.4 million members across the state.\u003c/p>\n\u003cp>So if you’re a Kaiser patient, keep reading for what you need to know about the strike, who’s likely to be impacted and which medical services from Kaiser will be affected during this time.\u003c/p>\n\u003ch2>How long would a Kaiser strike last?\u003c/h2>\n\u003cp>Right now, the Kaiser strike in California is anticipated to last at least three days. It began at 6 a.m. on Wednesday, Oct. 4, and is expected to end at 6 a.m. on Saturday Oct. 7.\u003c/p>\n\u003ch2>Who is on strike at Kaiser?\u003c/h2>\n\u003cp>Nearly 75,000 Kaiser Permanente health care workers across six states, including California, went on strike today.\u003c/p>\n\u003cp>The strike impacts nearly 68,000 Kaiser employees in California — 22,650 of which are in the Bay Area, \u003ca href=\"https://www.kqed.org/news/11963152/looming-kaiser-strike-could-delay-covid-flu-shots\">according to the Coalition of Kaiser Permanente Unions\u003c/a>.\u003c/p>\n\u003cp>The union coalition says that jobs affected by the Kaiser strike will include: licensed vocational nurses, emergency department technicians, radiology technicians, ultrasound sonographers, teleservice representatives, respiratory therapists, x-ray technicians, certified nursing assistants, dietary services, behavioral health workers, surgical technicians, pharmacy technicians, transporters, home health aides, phlebotomists, medical assistants, and housekeepers, “among hundreds of other positions.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch2>What Kaiser services \u003cem>won’t\u003c/em> be affected by a strike?\u003c/h2>\n\u003cp>Neither the nurses union nor Kaiser’s physicians will be on strike, according to a statement Kaiser emailed to KQED, which also confirms that hospitals and emergency departments will remain open during any strike.\u003c/p>\n\u003cp>“Hospital pharmacies for inpatient care and critical infusion services will remain in operation” as well, according to the statement.\u003c/p>\n\u003cp>“Our facilities will be staffed by our physicians, trained and experienced managers and staff, and in some cases, we will augment with licensed and qualified contract staff,” said the statement.\u003c/p>\n\u003cp>You should not let any potential strike delay you from seeking care for a health emergency.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch2>What Kaiser services will be affected by a strike?\u003c/h2>\n\u003cp>\u003cstrong>If you already have an appointment with Kaiser …\u003c/strong>\u003c/p>\n\u003cp>Kaiser said in its statement to KQED that during the strike, “in consultation with our physicians, we may need to reschedule certain non-urgent appointments and procedures, as long as that is appropriate and safe for the patient.”\u003c/p>\n\u003cp>If you have an existing appointment that’ll fall during the strike, Kaiser’s statement said the health system will “contact any patient affected by the strike in advance if necessary and work with them to reschedule their appointments.”\u003c/p>\n\u003cp>There’s no need for you to call or email your doctor’s office yourself, according to Kaiser.\u003c/p>\n\u003cp>\u003cstrong>If you need a laboratory, radiology or optical service …\u003c/strong>\u003c/p>\n\u003cp>“Some of our laboratory, radiology, and optical locations may be temporarily closed or operating with reduced hours during the strike,” said Kaiser. The company advises you to\u003ca href=\"https://healthy.kaiserpermanente.org/northern-california/front-door\"> schedule an appointment online\u003c/a> or via the KP mobile app.\u003c/p>\n\u003cp>What if you need lab work, radiology or optical services urgently? In this scenario, Kaiser advises that you call their Appointment and Advice Call Center at 1-866-454-8855 (TTY 711), 24 hours a day, 7 days a week.\u003c/p>\n\u003cp>“As a result of the strike, we may experience high call volumes resulting in longer than usual wait times,” notes Kaiser’s statement.\u003c/p>\n\u003cp>\u003cstrong>If you’re looking for a COVID or flu shot …\u003c/strong>\u003c/p>\n\u003cp>“Some COVID-19 and flu vaccine services may be affected if a strike occurs,” Kaiser representatives told KQED in a statement.\u003c/p>\n\u003cp>If you’re looking for either a COVID or flu shot ASAP during the strike, you can still find one at a pharmacy near you — but you’ll likely have to pay for it. Usually, if you have health insurance you should be able to give your insurer’s details at a pharmacy vaccination appointment to have the cost of your shot billed to them, but health systems like Kaiser are the exception to this, and so you almost certainly won’t be able to get your new COVID vaccine — or flu shot — at a pharmacy like CVS or Walgreens. \u003ca href=\"https://www.kqed.org/news/11960630/free-new-covid-vaccine-near-me-2023#kaisernewcovidvaccine\">Read more about finding a new COVID vaccine near you.\u003c/a>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cstrong>If you need a prescription … \u003c/strong>\u003c/p>\n\u003cp>Kaiser’s statement said that “some of our outpatient pharmacies” would be closed or operating on reduced hours in the event of a strike.\u003c/p>\n\u003cp>What if you have a new, urgent prescription need? Kaiser says that you should use your nearest open Kaiser Permanente Pharmacy for these, and that\u003ca href=\"https://healthy.kaiserpermanente.org/northern-california/front-door\"> a list of open Kaiser pharmacies will be posted on the health system’s website “Tuesday evening.”\u003c/a>\u003c/p>\n\u003cp>“Our physicians and our Pharmacy representatives at each of our sites and in the Pharmacy Call Center will work with patients to ensure they get the medications they need,” said Kaiser.\u003c/p>\n\u003cp>You can also use Kaiser’s mail-order delivery “for most convenient services, which delivers medications in 3 to 5 business days with no shipping fee,” according to the health system’s statement.\u003c/p>\n\u003cp>Kaiser’s hospital inpatient pharmacies will remain open, according to the health system, but Kaiser will look at “expanding” their network of pharmacies “to include community pharmacies that can serve our members during a strike and mitigate any closure of our outpatient pharmacies.”\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Nearly 75,000 Kaiser Permanente health care workers across six states, including California, plan to strike beginning Oct. 4 if ongoing \u003ca href=\"https://www.kqed.org/news/11961243/california-kaiser-workers-authorize-strike-as-contract-negotiations-continue\">contract negotiations\u003c/a> don’t result in an agreement very soon.\u003c/p>\n\u003cp>The impending strike, which could be the largest health care strike in U.S. history, would impact nearly 68,000 employees in California — ranging from optometrists to emergency room technicians and housekeeping workers — for at least three days. While Kaiser is prepared to continue most health services, a strike could impact some care needs, including COVID vaccines and flu shots, Kaiser representatives told KQED in an email.\u003c/p>\n\u003cp>“There’s going to be some disruption to care that’s not urgent,” Janet Coffman, professor at the Healthforce Center at UCSF, told KQED. “The bigger issue is how long the strike will be. If it goes beyond three days, then I think we are looking at more disruptions and more difficulties for people to get the COVID-19 vaccine and other care services they need.”\u003c/p>\n\u003cp>Last month, employees represented by Kaiser’s coalition of labor unions \u003ca href=\"https://www.kqed.org/news/11961243/california-kaiser-workers-authorize-strike-as-contract-negotiations-continue\">overwhelmingly voted to authorize a strike\u003c/a> if a deal was not reached by Sept. 30, when their contract expired.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Savonnda Blaylock, Kaiser pharmacy technician\"]‘We are suffering. We have had a lot of people leave during and after the pandemic. Unfortunately, those physicians have not been replaced and we don’t know if they will ever be replaced.’[/pullquote]The Coalition began bargaining in April. As of Oct. 2, a new contract had not yet been reached and negotiations are ongoing.\u003c/p>\n\u003cp>Starting Wednesday, Kaiser employees plan to picket outside facilities across the Bay Area, including in Antioch, Fremont, Oakland, Richmond, Redwood City, San Francisco, South San Francisco, San José, San Leandro, Santa Clara, Walnut Creek, Vacaville, Manteca, Roseville, Santa Rosa and Vallejo.\u003c/p>\n\u003cp>Understaffing and wages are two issues Kaiser workers say they are most concerned about as negotiations continue.\u003c/p>\n\u003cp>Savonnda Blaylock, a pharmacy technician at Kaiser in Tracy, helps order flu and COVID vaccines for her facility. But due to staffing shortages, she said patients already face delays in order to receive shots that they need.\u003c/p>\n\u003cp>“We are suffering. We have had a lot of people leave during and after the pandemic. Unfortunately, those physicians have not been replaced and we don’t know if they will ever be replaced,” Blaylock told KQED.\u003c/p>\n\u003cp>“Patients are having very long delays in care where they can’t get the vaccines they need, they can’t come in to see their physicians, because we don’t have physicians for them to be seen. That’s where the lapse in care comes, and where we are not able to accommodate patients,” said Blaylock.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Another factor impacting vaccine availability, however, is the fact that Kaiser in California just recently received its supply of doses in the last two weeks.\u003c/p>\n\u003cp>“Since the FDA authorized the updated COVID-19 vaccine, large-scale distribution has been a challenge for vaccine providers nationwide, including Kaiser Permanente,” a spokesperson for Kaiser said in an email. “However, we have now received our supply and expect a consistent supply of the vaccine going forward.”\u003c/p>\n\u003cp>Currently, the COVID-19 vaccine is available by walk-in at some Kaiser locations.\u003c/p>\n\u003cp>Regardless of the looming strike, the slow rollout for the COVID-19 vaccine this year has had many people clamoring to secure vaccine appointments.\u003c/p>\n\u003cp>Now, other pharmacies are gearing up to take on additional patients who are seeking vaccines if they can’t get them through Kaiser.\u003c/p>\n\u003cp>“We are committed to ensuring no patient pays and everyone who is eligible and wants a vaccine receives one,” a spokesperson for Walgreens told KQED in an email statement. “We encourage everyone to bring insurance information to their appointment if available but will not turn away those whose insurance does not cover it.”\u003c/p>\n\u003cp>[aside tag=\"kaiser, healthcare, health\" label=\"Related Stories\"]Kaiser is the largest private, nonprofit, health care organization in the U.S., serving more than nine million people in California.\u003c/p>\n\u003cp>Based on similar labor disputes and strikes at Kaiser and other health care giants, Coffman of UCSF said it’s possible that elective surgeries like knee and hip replacements and other non-emergency health care services could be impacted if a strike goes beyond this week.\u003c/p>\n\u003cp>“We call them elective, but often for the people who are getting them, they’ve been in pain for quite some time and further delay just exacerbates that,” Coffman said.\u003c/p>\n\u003cp>Kaiser workers in California — as well as in Oregon, Washington, Colorado, Virginia and Washington, D.C. — are demanding their employer increase staffing. Workers are pushing for a 7% wage increase in the first two years of a new contract, and a 6.25% increase the following two years.\u003c/p>\n\u003cp>Employees are also seeking to raise the minimum wage across the board to $26 by 2026.\u003c/p>\n\u003cp>In a recent proposal, Kaiser offered across-the-board wage increases of between 10%–14% over four years, as well as a minimum performance bonus aimed to prevent any employees from receiving no payout.\u003c/p>\n\u003cp>Kaiser also recently offered a $23 per hour minimum wage for its employees in California starting in 2024.\u003c/p>\n\u003cp>“We lead total compensation in every market where we operate, and our proposals in bargaining would ensure we keep that position,” a spokesperson for Kaiser said in an email. “In some places, a Kaiser Permanente employee leaving for a similar job at another organization would face a 20-plus percent pay cut, and lower benefits.”\u003c/p>\n\u003cp>Meanwhile, the California Legislature recently passed \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billStatusClient.xhtml?bill_id=202320240SB525\">a state bill\u003c/a> that would boost all California health care workers’ minimum wages to $25 per hour. The bill is now awaiting Gov. Gavin Newsom’s signature.\u003c/p>\n\u003cp>The Legislature also recently approved a bill providing unemployment insurance benefits to workers on strike — \u003ca href=\"https://www.kqed.org/news/11963061/newsom-rejects-bill-to-give-unemployment-checks-to-striking-workers\">but Newsom vetoed that bill on Saturday\u003c/a>.\u003c/p>\n\u003cp>The most recent Kaiser strike comes a year after nearly \u003ca href=\"https://www.kqed.org/news/11929713/kaiser-mental-health-workers-appove-new-contract-ending-10-week-strike\">2,000 Kaiser mental health care workers in Northern California went on strike last year for 10 weeks\u003c/a> over many of the same staffing and pay issues that workers today are protesting.\u003c/p>\n\u003cp>“We just want Kaiser to end the short staffing crisis,” said Blaylock, the Kaiser pharmacy technician. “It can happen at the click of the fingers.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Nearly 75,000 Kaiser Permanente health care workers across six states, including California, plan to strike beginning Oct. 4 if ongoing \u003ca href=\"https://www.kqed.org/news/11961243/california-kaiser-workers-authorize-strike-as-contract-negotiations-continue\">contract negotiations\u003c/a> don’t result in an agreement very soon.\u003c/p>\n\u003cp>The impending strike, which could be the largest health care strike in U.S. history, would impact nearly 68,000 employees in California — ranging from optometrists to emergency room technicians and housekeeping workers — for at least three days. While Kaiser is prepared to continue most health services, a strike could impact some care needs, including COVID vaccines and flu shots, Kaiser representatives told KQED in an email.\u003c/p>\n\u003cp>“There’s going to be some disruption to care that’s not urgent,” Janet Coffman, professor at the Healthforce Center at UCSF, told KQED. “The bigger issue is how long the strike will be. If it goes beyond three days, then I think we are looking at more disruptions and more difficulties for people to get the COVID-19 vaccine and other care services they need.”\u003c/p>\n\u003cp>Last month, employees represented by Kaiser’s coalition of labor unions \u003ca href=\"https://www.kqed.org/news/11961243/california-kaiser-workers-authorize-strike-as-contract-negotiations-continue\">overwhelmingly voted to authorize a strike\u003c/a> if a deal was not reached by Sept. 30, when their contract expired.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>The Coalition began bargaining in April. As of Oct. 2, a new contract had not yet been reached and negotiations are ongoing.\u003c/p>\n\u003cp>Starting Wednesday, Kaiser employees plan to picket outside facilities across the Bay Area, including in Antioch, Fremont, Oakland, Richmond, Redwood City, San Francisco, South San Francisco, San José, San Leandro, Santa Clara, Walnut Creek, Vacaville, Manteca, Roseville, Santa Rosa and Vallejo.\u003c/p>\n\u003cp>Understaffing and wages are two issues Kaiser workers say they are most concerned about as negotiations continue.\u003c/p>\n\u003cp>Savonnda Blaylock, a pharmacy technician at Kaiser in Tracy, helps order flu and COVID vaccines for her facility. But due to staffing shortages, she said patients already face delays in order to receive shots that they need.\u003c/p>\n\u003cp>“We are suffering. We have had a lot of people leave during and after the pandemic. Unfortunately, those physicians have not been replaced and we don’t know if they will ever be replaced,” Blaylock told KQED.\u003c/p>\n\u003cp>“Patients are having very long delays in care where they can’t get the vaccines they need, they can’t come in to see their physicians, because we don’t have physicians for them to be seen. That’s where the lapse in care comes, and where we are not able to accommodate patients,” said Blaylock.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Another factor impacting vaccine availability, however, is the fact that Kaiser in California just recently received its supply of doses in the last two weeks.\u003c/p>\n\u003cp>“Since the FDA authorized the updated COVID-19 vaccine, large-scale distribution has been a challenge for vaccine providers nationwide, including Kaiser Permanente,” a spokesperson for Kaiser said in an email. “However, we have now received our supply and expect a consistent supply of the vaccine going forward.”\u003c/p>\n\u003cp>Currently, the COVID-19 vaccine is available by walk-in at some Kaiser locations.\u003c/p>\n\u003cp>Regardless of the looming strike, the slow rollout for the COVID-19 vaccine this year has had many people clamoring to secure vaccine appointments.\u003c/p>\n\u003cp>Now, other pharmacies are gearing up to take on additional patients who are seeking vaccines if they can’t get them through Kaiser.\u003c/p>\n\u003cp>“We are committed to ensuring no patient pays and everyone who is eligible and wants a vaccine receives one,” a spokesperson for Walgreens told KQED in an email statement. “We encourage everyone to bring insurance information to their appointment if available but will not turn away those whose insurance does not cover it.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Kaiser is the largest private, nonprofit, health care organization in the U.S., serving more than nine million people in California.\u003c/p>\n\u003cp>Based on similar labor disputes and strikes at Kaiser and other health care giants, Coffman of UCSF said it’s possible that elective surgeries like knee and hip replacements and other non-emergency health care services could be impacted if a strike goes beyond this week.\u003c/p>\n\u003cp>“We call them elective, but often for the people who are getting them, they’ve been in pain for quite some time and further delay just exacerbates that,” Coffman said.\u003c/p>\n\u003cp>Kaiser workers in California — as well as in Oregon, Washington, Colorado, Virginia and Washington, D.C. — are demanding their employer increase staffing. Workers are pushing for a 7% wage increase in the first two years of a new contract, and a 6.25% increase the following two years.\u003c/p>\n\u003cp>Employees are also seeking to raise the minimum wage across the board to $26 by 2026.\u003c/p>\n\u003cp>In a recent proposal, Kaiser offered across-the-board wage increases of between 10%–14% over four years, as well as a minimum performance bonus aimed to prevent any employees from receiving no payout.\u003c/p>\n\u003cp>Kaiser also recently offered a $23 per hour minimum wage for its employees in California starting in 2024.\u003c/p>\n\u003cp>“We lead total compensation in every market where we operate, and our proposals in bargaining would ensure we keep that position,” a spokesperson for Kaiser said in an email. “In some places, a Kaiser Permanente employee leaving for a similar job at another organization would face a 20-plus percent pay cut, and lower benefits.”\u003c/p>\n\u003cp>Meanwhile, the California Legislature recently passed \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billStatusClient.xhtml?bill_id=202320240SB525\">a state bill\u003c/a> that would boost all California health care workers’ minimum wages to $25 per hour. The bill is now awaiting Gov. Gavin Newsom’s signature.\u003c/p>\n\u003cp>The Legislature also recently approved a bill providing unemployment insurance benefits to workers on strike — \u003ca href=\"https://www.kqed.org/news/11963061/newsom-rejects-bill-to-give-unemployment-checks-to-striking-workers\">but Newsom vetoed that bill on Saturday\u003c/a>.\u003c/p>\n\u003cp>The most recent Kaiser strike comes a year after nearly \u003ca href=\"https://www.kqed.org/news/11929713/kaiser-mental-health-workers-appove-new-contract-ending-10-week-strike\">2,000 Kaiser mental health care workers in Northern California went on strike last year for 10 weeks\u003c/a> over many of the same staffing and pay issues that workers today are protesting.\u003c/p>\n\u003cp>“We just want Kaiser to end the short staffing crisis,” said Blaylock, the Kaiser pharmacy technician. “It can happen at the click of the fingers.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>California won’t be giving unemployment checks to workers on strike, with Democratic Gov. Gavin Newsom vetoing a bill Saturday that had been inspired by high-profile work stoppages in Hollywood and the hotel industry.\u003c/p>\n\u003cp>Newsom, a Democrat, says he supports workers and often benefits from \u003ca href=\"https://apnews.com/article/government-and-politics-f77c7772d349bed42b8140313a6999ca\">campaign contributions from labor unions\u003c/a>. But he said he vetoed this bill because the fund the state uses to \u003ca href=\"https://apnews.com/article/california-unemployment-workers-strike-231c27a95c7e19ed439530904af7e6c5\">pay unemployment benefits\u003c/a> will be nearly $20 billion in debt by the end of the year.\u003c/p>\n\u003cp>“Now is not the time to increase costs or incur this sizable debt,” Newsom wrote in a veto message.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Lorena Gonzalez Fletcher, executive secretary-treasurer, California Labor Federation\"]‘This veto tips the scales further in favor of corporations and CEOs and punishes workers who exercise their fundamental right to strike.’[/pullquote]The fund the state uses to pay unemployment benefits is already more than $18 billion in debt. That’s because the fund ran out of money and had to borrow from the federal government during the pandemic, when Newsom ordered most businesses to close and caused a massive spike in unemployment. The fund was also beset by \u003ca href=\"https://apnews.com/article/business-california-5ec16ebe5b5982a9531a7a3d5a45e93c\">massive amounts of fraud\u003c/a> that cost the state billions of dollars.\u003c/p>\n\u003cp>The bill would have let workers who were on strike for at least two weeks receive unemployment checks from the state, which can be as much as $450 per week. Normally, only workers who lost their job through no fault of their own are eligible for those benefits.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Labor unions had argued that the amount of workers on strike for more than two weeks is so small it would not have had a significant impact on the state’s unemployment trust fund. Of the 56 strikes in California over the past decade, only two lasted longer than two weeks, according to Democratic state Sen. Anthony Portantino, the author of the bill.\u003c/p>\n\u003cp>[aside postID=\"news_11961243,news_11958216\" label=\"Related Stories\"]“This veto tips the scales further in favor of corporations and CEOs and punishes workers who exercise their fundamental right to strike,” said Lorena Gonzalez Fletcher, executive secretary-treasurer of the California Labor Federation. “At a time when public support of unions and strikes are at an all-time high, this veto is out-of-step with American values.”\u003c/p>\n\u003cp>The legislation was an attempt by Democratic state lawmakers to support Southern California hotel workers and Hollywood actors and writers who have been on strike for much of this year. The \u003ca href=\"https://apnews.com/article/writers-strike-deal-hollywood-vote-actors-d3119d670a4fd3449773bf8f4026fb2b#:~:text=LOS%20ANGELES%20(AP)%20%E2%80%94%20Hollywood's,a%20historic%20halt%20in%20production.\">writers strike ended Sept. 26\u003c/a>, but the other two are ongoing — meaning many workers have gone months without pay.\u003c/p>\n\u003cp>Beyond the debt, the Newsom administration has said the fund is not collecting enough money to pay all of the benefits owed. The money comes from a tax businesses must pay on each worker. But that tax only applies to the first $7,000 of workers’ wages, a figure that has not changed since 1984 and is the lowest amount allowed under federal law.\u003c/p>\n\u003cp>Meanwhile, unemployment benefits have increased. The Newsom administration has predicted benefit payments will exceed tax collections by $1.1 billion this year. It’s the first time this has happened during a period of job growth, according to the nonpartisan \u003ca href=\"https://lao.ca.gov/LAOEconTax/article/Detail/779\">Legislative Analyst’s Office\u003c/a>.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Lawmakers could attempt to pass the law anyway, but it’s been decades since a governor’s veto was overruled in California.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>California won’t be giving unemployment checks to workers on strike, with Democratic Gov. Gavin Newsom vetoing a bill Saturday that had been inspired by high-profile work stoppages in Hollywood and the hotel industry.\u003c/p>\n\u003cp>Newsom, a Democrat, says he supports workers and often benefits from \u003ca href=\"https://apnews.com/article/government-and-politics-f77c7772d349bed42b8140313a6999ca\">campaign contributions from labor unions\u003c/a>. But he said he vetoed this bill because the fund the state uses to \u003ca href=\"https://apnews.com/article/california-unemployment-workers-strike-231c27a95c7e19ed439530904af7e6c5\">pay unemployment benefits\u003c/a> will be nearly $20 billion in debt by the end of the year.\u003c/p>\n\u003cp>“Now is not the time to increase costs or incur this sizable debt,” Newsom wrote in a veto message.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>The fund the state uses to pay unemployment benefits is already more than $18 billion in debt. That’s because the fund ran out of money and had to borrow from the federal government during the pandemic, when Newsom ordered most businesses to close and caused a massive spike in unemployment. The fund was also beset by \u003ca href=\"https://apnews.com/article/business-california-5ec16ebe5b5982a9531a7a3d5a45e93c\">massive amounts of fraud\u003c/a> that cost the state billions of dollars.\u003c/p>\n\u003cp>The bill would have let workers who were on strike for at least two weeks receive unemployment checks from the state, which can be as much as $450 per week. Normally, only workers who lost their job through no fault of their own are eligible for those benefits.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Labor unions had argued that the amount of workers on strike for more than two weeks is so small it would not have had a significant impact on the state’s unemployment trust fund. Of the 56 strikes in California over the past decade, only two lasted longer than two weeks, according to Democratic state Sen. Anthony Portantino, the author of the bill.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“This veto tips the scales further in favor of corporations and CEOs and punishes workers who exercise their fundamental right to strike,” said Lorena Gonzalez Fletcher, executive secretary-treasurer of the California Labor Federation. “At a time when public support of unions and strikes are at an all-time high, this veto is out-of-step with American values.”\u003c/p>\n\u003cp>The legislation was an attempt by Democratic state lawmakers to support Southern California hotel workers and Hollywood actors and writers who have been on strike for much of this year. The \u003ca href=\"https://apnews.com/article/writers-strike-deal-hollywood-vote-actors-d3119d670a4fd3449773bf8f4026fb2b#:~:text=LOS%20ANGELES%20(AP)%20%E2%80%94%20Hollywood's,a%20historic%20halt%20in%20production.\">writers strike ended Sept. 26\u003c/a>, but the other two are ongoing — meaning many workers have gone months without pay.\u003c/p>\n\u003cp>Beyond the debt, the Newsom administration has said the fund is not collecting enough money to pay all of the benefits owed. The money comes from a tax businesses must pay on each worker. But that tax only applies to the first $7,000 of workers’ wages, a figure that has not changed since 1984 and is the lowest amount allowed under federal law.\u003c/p>\n\u003cp>Meanwhile, unemployment benefits have increased. The Newsom administration has predicted benefit payments will exceed tax collections by $1.1 billion this year. It’s the first time this has happened during a period of job growth, according to the nonpartisan \u003ca href=\"https://lao.ca.gov/LAOEconTax/article/Detail/779\">Legislative Analyst’s Office\u003c/a>.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Lawmakers could attempt to pass the law anyway, but it’s been decades since a governor’s veto was overruled in California.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Gov. Gavin Newsom signed legislation Thursday to increase the minimum wage to $20 an hour for roughly half a million fast-food workers in California, starting next April.\u003c/p>\n\u003cp>\u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240AB1228\">AB 1228\u003c/a>, which is based on a deal made between fast-food companies and labor groups, will also establish a first-in-the-nation Fast Food Council, including employer and worker representatives, that will have the power to boost wages on an annual basis and recommend statewide changes to workplace rules, such as those on health and safety.[pullquote size=\"medium\" align=\"right\" citation=\"Anneisha Williams, fast food worker\"]‘We are here today to make history, for not only one, but millions of fast food, essential workers.’[/pullquote]“This is a state that prides itself not only being on the leading, cutting edge, but we recognize businesses cannot thrive in a world that’s failing,” Newsom said Thursday, as he signed the new law, standing amid a throng of cheering workers and labor leaders in a Los Angeles union hall. “This state’s about inclusion. And that’s the foundational principle we’re advancing here today. And I can assure you this wasn’t easy.”\u003c/p>\n\u003cp>As Newsom signed the law, some workers and labor leaders in attendance chanted “Sí, se puede!” (“Yes, we can” in Spanish).\u003c/p>\n\u003cp>When the wage hike goes into effect on April 1, most fast-food workers in the state will have one of the highest guaranteed base salaries in the industry. The state’s minimum wage for all other workers — \u003ca href=\"https://apnews.com/article/california-gavin-newsom-minimum-wage-inflation-686b6c1ddc9240f76e8e61613717edd8\">$15.50 per hour\u003c/a> — is already among the highest in the United States.\u003c/p>\n\u003cp>The new minimum wage will apply to workers in fast-food chains that have at least 60 locations nationwide, with an exception for chains that make and sell their own bread, like Panera Bread.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Right now, California’s fast-food workers \u003ca href=\"https://www.bls.gov/oes/current/oes353023.htm\">earn an average of $16.60 per hour\u003c/a>, or just over $34,000 per year, according to the U.S. Bureau of Labor Statistics. That’s below the \u003ca href=\"https://inequality.stanford.edu/data/california-poverty-measure\">California Poverty Measure\u003c/a> for a family of four, a statistic calculated by the Public Policy Institute of California and the Stanford Center on Poverty and Equality that accounts for housing costs and publicly funded benefits.\u003c/p>\n\u003cp>Newsom on Thursday dismissed the popular view that fast-food jobs are meant for teenagers to have their first experience in the workforce.\u003c/p>\n\u003cp>“That’s a romanticized version of a world that doesn’t exist,” he said, noting that the vast majority of fast-food workers are women of color who are supporting their families. “We have the opportunity to reward that contribution, reward that sacrifice and stabilize an industry.”\u003c/p>\n\u003cp>The new $20 minimum wage is just a starting point. The council created by the law will also have the power to increase that wage each year through 2029, by 3.5% or a change in Consumer Price Index averages for urban wage earners and clerical workers — whichever is lower.\u003c/p>\n\u003cp>“We are here today to make history, for not only one, but millions of fast food, essential workers,” Anneisha Williams, a Jack in the Box worker and mother from Ingleside, told other cheering workers at the signing ceremony. “They tried to shred us up like a piece of paper. Shame on them. … They tried it. But guess what? We told them ‘No.’”\u003c/p>\n\u003cp>Williams fought back tears as she spoke of her six children that she provides for.\u003c/p>\n\u003cp>“They’ve been with me on the picket line, and they’ve been marching with me as well,” Williams said. “This is for them.”\u003c/p>\n\u003cp>The legislation replaces \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billStatusClient.xhtml?bill_id=202120220AB257\">AB 257, enacted last year,\u003c/a> that would have increased wages to $22 in its first year and given the new council more regulatory authority.[aside postID=\"news_11924154,news_11924068,news_11913643\" label=\"Related Stories\"]But the law was staunchly opposed by the Save Local Restaurants Coalition, a group supported by fast-food corporations and franchisees, that threatened to put it before voters as a referendum next year, in what was widely expected to be an extremely costly campaign.\u003c/p>\n\u003cp>The replacement law that Newsom signed Thursday settles — for now, at least — the longtime fight between labor and business groups over how to regulate the industry. In exchange for higher pay, labor unions have dropped their attempt to make fast-food corporations liable for any workplace law violations committed by their franchise operators in California, an action that industry leaders said could have upended the business model on which the industry is based. Opponents of the law, meanwhile, agreed to drop their referendum.\u003c/p>\n\u003cp>Most fast-food restaurants in California are franchises, run by small business owners who buy the right to use the branding of specific fast-food companies, and sell their products.\u003c/p>\n\u003cp>Industry groups called the deal a “common sense” outcome that would, most importantly, preserve the state’s franchise business model.\u003c/p>\n\u003cp>“Signature of AB 1228 preserves the franchise business model in the state and solidifies the best possible outcome for workers, local restaurant owners, and brands,” Matthew Haller, president at the International Franchise Association, which represents franchise owners, said in a statement. “Common sense has prevailed, as franchising is responsible for creating opportunities for hundreds of thousands of people to become small business owners, and this agreement eliminates the existential threats our members faced.”\u003c/p>\n\u003cp>At Thursday’s signing, Mary Kay Henry, president of the Service Employees International Union, which helped negotiate the new deal, said the effort capped 10 years of work — including 450 strikes across the state in the past two years. The law, she said, will give some of the lowest paid workers in the state “a seat at the table” to push multibillion dollar corporations to improve job conditions.\u003c/p>\n\u003cp>“This is a true David and Goliath story and the Davids — and Davidas — won,” she said at Thursday’s signing event. “Once again, California is showing us what true international leadership looks like.”\u003c/p>\n\u003cp>Now, the labor focus will shift to low-wage health care workers in hospitals, dialysis clinics and other health care facilities. Lawmakers \u003ca href=\"https://californiahealthline.org/news/article/california-lawmakers-approve-nation-leading-25-minimum-wage-for-health-workers/\">passed a separate bill\u003c/a> earlier this month that would gradually raise that group’s minimum wage to $25 per hour over the next decade. Newsom, who did not help negotiate that bill, has yet to say if he intends to sign it.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n\u003cp>\u003ci>This story includes reporting from KQED’s Spencer Whitney and The Associated Press’ Adam Beam.\u003c/i>\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Gov. Gavin Newsom signed legislation Thursday to increase the minimum wage to $20 an hour for roughly half a million fast-food workers in California, starting next April.\u003c/p>\n\u003cp>\u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240AB1228\">AB 1228\u003c/a>, which is based on a deal made between fast-food companies and labor groups, will also establish a first-in-the-nation Fast Food Council, including employer and worker representatives, that will have the power to boost wages on an annual basis and recommend statewide changes to workplace rules, such as those on health and safety.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“This is a state that prides itself not only being on the leading, cutting edge, but we recognize businesses cannot thrive in a world that’s failing,” Newsom said Thursday, as he signed the new law, standing amid a throng of cheering workers and labor leaders in a Los Angeles union hall. “This state’s about inclusion. And that’s the foundational principle we’re advancing here today. And I can assure you this wasn’t easy.”\u003c/p>\n\u003cp>As Newsom signed the law, some workers and labor leaders in attendance chanted “Sí, se puede!” (“Yes, we can” in Spanish).\u003c/p>\n\u003cp>When the wage hike goes into effect on April 1, most fast-food workers in the state will have one of the highest guaranteed base salaries in the industry. The state’s minimum wage for all other workers — \u003ca href=\"https://apnews.com/article/california-gavin-newsom-minimum-wage-inflation-686b6c1ddc9240f76e8e61613717edd8\">$15.50 per hour\u003c/a> — is already among the highest in the United States.\u003c/p>\n\u003cp>The new minimum wage will apply to workers in fast-food chains that have at least 60 locations nationwide, with an exception for chains that make and sell their own bread, like Panera Bread.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Right now, California’s fast-food workers \u003ca href=\"https://www.bls.gov/oes/current/oes353023.htm\">earn an average of $16.60 per hour\u003c/a>, or just over $34,000 per year, according to the U.S. Bureau of Labor Statistics. That’s below the \u003ca href=\"https://inequality.stanford.edu/data/california-poverty-measure\">California Poverty Measure\u003c/a> for a family of four, a statistic calculated by the Public Policy Institute of California and the Stanford Center on Poverty and Equality that accounts for housing costs and publicly funded benefits.\u003c/p>\n\u003cp>Newsom on Thursday dismissed the popular view that fast-food jobs are meant for teenagers to have their first experience in the workforce.\u003c/p>\n\u003cp>“That’s a romanticized version of a world that doesn’t exist,” he said, noting that the vast majority of fast-food workers are women of color who are supporting their families. “We have the opportunity to reward that contribution, reward that sacrifice and stabilize an industry.”\u003c/p>\n\u003cp>The new $20 minimum wage is just a starting point. The council created by the law will also have the power to increase that wage each year through 2029, by 3.5% or a change in Consumer Price Index averages for urban wage earners and clerical workers — whichever is lower.\u003c/p>\n\u003cp>“We are here today to make history, for not only one, but millions of fast food, essential workers,” Anneisha Williams, a Jack in the Box worker and mother from Ingleside, told other cheering workers at the signing ceremony. “They tried to shred us up like a piece of paper. Shame on them. … They tried it. But guess what? We told them ‘No.’”\u003c/p>\n\u003cp>Williams fought back tears as she spoke of her six children that she provides for.\u003c/p>\n\u003cp>“They’ve been with me on the picket line, and they’ve been marching with me as well,” Williams said. “This is for them.”\u003c/p>\n\u003cp>The legislation replaces \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billStatusClient.xhtml?bill_id=202120220AB257\">AB 257, enacted last year,\u003c/a> that would have increased wages to $22 in its first year and given the new council more regulatory authority.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>But the law was staunchly opposed by the Save Local Restaurants Coalition, a group supported by fast-food corporations and franchisees, that threatened to put it before voters as a referendum next year, in what was widely expected to be an extremely costly campaign.\u003c/p>\n\u003cp>The replacement law that Newsom signed Thursday settles — for now, at least — the longtime fight between labor and business groups over how to regulate the industry. In exchange for higher pay, labor unions have dropped their attempt to make fast-food corporations liable for any workplace law violations committed by their franchise operators in California, an action that industry leaders said could have upended the business model on which the industry is based. Opponents of the law, meanwhile, agreed to drop their referendum.\u003c/p>\n\u003cp>Most fast-food restaurants in California are franchises, run by small business owners who buy the right to use the branding of specific fast-food companies, and sell their products.\u003c/p>\n\u003cp>Industry groups called the deal a “common sense” outcome that would, most importantly, preserve the state’s franchise business model.\u003c/p>\n\u003cp>“Signature of AB 1228 preserves the franchise business model in the state and solidifies the best possible outcome for workers, local restaurant owners, and brands,” Matthew Haller, president at the International Franchise Association, which represents franchise owners, said in a statement. “Common sense has prevailed, as franchising is responsible for creating opportunities for hundreds of thousands of people to become small business owners, and this agreement eliminates the existential threats our members faced.”\u003c/p>\n\u003cp>At Thursday’s signing, Mary Kay Henry, president of the Service Employees International Union, which helped negotiate the new deal, said the effort capped 10 years of work — including 450 strikes across the state in the past two years. The law, she said, will give some of the lowest paid workers in the state “a seat at the table” to push multibillion dollar corporations to improve job conditions.\u003c/p>\n\u003cp>“This is a true David and Goliath story and the Davids — and Davidas — won,” she said at Thursday’s signing event. “Once again, California is showing us what true international leadership looks like.”\u003c/p>\n\u003cp>Now, the labor focus will shift to low-wage health care workers in hospitals, dialysis clinics and other health care facilities. Lawmakers \u003ca href=\"https://californiahealthline.org/news/article/california-lawmakers-approve-nation-leading-25-minimum-wage-for-health-workers/\">passed a separate bill\u003c/a> earlier this month that would gradually raise that group’s minimum wage to $25 per hour over the next decade. Newsom, who did not help negotiate that bill, has yet to say if he intends to sign it.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"title": "California Kaiser Workers Authorize Strike as Contract Negotiations Continue",
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"content": "\u003cp>Nearly 60,000 Kaiser Permanente workers, mostly based in California, voted overwhelming in favor of going on strike if a fair contract agreement is not reached by the end of September, setting the stage for what could be the largest health care industry walkout in U.S. history.\u003c/p>\n\u003cp>The strike authorization was supported by 98% of Kaiser workers — ranging from lab technicians to respiratory therapists to cooking staff — who are represented by SEIU-United Healthcare Workers West, the union announced Thursday. It comes amid ongoing worker demands for significant pay raises and more robust staffing, as Kaiser and other large health care providers continue to struggle with severe understaffing and strained caseloads.\u003c/p>\n\u003cp>“Being understaffed and being not appropriately compensated for the amount of work that they put on our plate, we had no choice but to collectively agree to authorize a strike,” said Rashaad Pritchett, who works as housekeeping aide at a Kaiser facility in Richmond, where he cleans and sanitizes operating rooms and other sensitive health space.\u003c/p>\n\u003cp>[aside postID=news_11957005,news_11947640 label='The Healthcare Staffing Crisis']Born and raised in Richmond, Pritchett says his wages have failed to keep pace with inflation and the rising cost of living.\u003c/p>\n\u003cp>“Over the next four years, we want to make sure that we will have livable wages. At the end of our career we want to make sure that we will be taken care of,” said Pritchett. “We are all fighting for what we believe is right. It’s not a vindictive approach, but it’s like, ‘OK, you have forced our collective bargaining hand.’”\u003c/p>\n\u003cp>Workers argue that staffing levels have sunk dangerously low as many practitioners have left the field because of burnout. Kaiser workers are calling on their employer to increase staffing levels in order to reduce workloads.\u003c/p>\n\u003cp>The workers — some of whom are based in Oregon and Washington — are pushing for a 7% wage increase in the first two years of this next contract, and a 6.25% increase the following two years.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>In its proposal, Kaiser offered across-the-board wage increases of between 10–14% over four years, as well as a minimum performance bonus aimed to prevent any employees from receiving no payout. Kaiser also offered a blanket $21 per hour minimum wage.\u003c/p>\n\u003cp>But union leaders last week rejected the company’s most recent offer. They said the new minimum would limit performance bonuses for frontline workers, arguing that will only result in increased turnover, further straining the workforce and diminishing the quality of care.\u003c/p>\n\u003cp>The union is also seeking a $25 per hour minimum wage for employees.\u003c/p>\n\u003cp>That pay bump would align with \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billStatusClient.xhtml?bill_id=202320240SB525\">a California bill\u003c/a> currently making its way through the Legislature that would increase all California health care workers’ minimum wage to $25 per hour.\u003c/p>\n\u003cp>The Legislature also recently approved a bill that would provide unemployment insurance benefits to workers on strike.\u003c/p>\n\u003cp>[pullquote size=\"medium\" align=\"right\" citation=\"Nahid Bokaee, a Kaiser pharmacist\"]‘Our patients expect more from a health care system that reported $3 billion in profits in the first half of this year alone, and so do we.’[/pullquote]“Every one of these proposals from Kaiser will make staffing problems worse and continue to delay care to patients,” Dave Regan, president of SEIU-UHW, said in a press release announcing the vote. “Kaiser has failed to bargain in good faith with the caregivers, who are doing everything they can to protect patient safety.”\u003c/p>\n\u003cp>Kaiser insists that it has continued to bargain in good faith. In an email, Kaiser refuted many of the claims the union made about their proposal. The company also pointed to rising costs for drugs, supplies and labor due to inflation, which has been “driving up the cost of health care as well.”\u003c/p>\n\u003cp>Despite the impasse, representatives for the Oakland-based health care giant said they are “confident” a deal can be reached by Sept. 30.\u003c/p>\n\u003cp>“We have two more bargaining sessions scheduled for next week. Our priority is to reach an agreement that ensures we can continue to provide market-competitive pay and outstanding benefits,” a spokesperson for Kaiser said in an email to KQED. “We are confident we’ll reach an agreement before the national agreement expires on Sept. 30 that strengthens our position as a best place to work and ensures that the high-quality care our members expect from us remains affordable and easy to access.”\u003c/p>\n\u003cp>In a recent \u003ca href=\"https://www.unioncoalition.org/wp-content/uploads/2023/04/2022-04_Report_Staffing-Survey-10.1_DIGITAL.pdf?emci=11db37e0-b5df-ed11-8e8b-00224832eb73&emdi=ea000000-0000-0000-0000-000000000001&ceid=%7B%7BContactsEmailID%7D%7D\">union-led survey (PDF)\u003c/a> of about 33,000 Kaiser workers, more than 80% of respondents said they were in understaffed departments, and 65% said they had seen care delayed or denied to patients due to those staffing challenges. Nearly half said they regularly have to skip meals or breaks to keep up with their workloads.\u003c/p>\n\u003cp>“Our patients expect more from a health care system that reported $3 billion in profits in the first half of this year alone, and so do we,” Nahid Bokaee, a Kaiser pharmacist in Sterling, Virginia, said in a recent press release about the looming strike vote. “Kaiser can afford to end this dangerous understaffing, but they choose not to.”\u003c/p>\n\u003cp>The company claims it has filled 8,700 of the 10,000 positions it has committed to fill by the end of 2023.[aside postID=news_11960517 hero='https://ww2.kqed.org/app/uploads/sites/10/2023/09/GettyImages-1668439446-1020x683.jpg']The union representing Kaiser employees in California is part of the broader Coalition of Kaiser Permanente Unions, which represents about 88,000 employees in seven states, including Colorado, Oregon and Washington, \u003ca href=\"https://www.koin.com/news/union-announces-overwhelming-support-for-kaiser-permanente-strike-authorization/\">where local unions have also recently approved going on strike\u003c/a>.\u003c/p>\n\u003cp>The latest strike authorization vote comes amid an uptick in labor actions across the country, particularly within the health care industry.\u003c/p>\n\u003cp>Nearly \u003ca href=\"https://www.kqed.org/news/11929713/kaiser-mental-health-workers-appove-new-contract-ending-10-week-strike\">2,000 Kaiser mental health care workers in Northern California went on strike last year for 10 weeks\u003c/a> over many of the same staffing and pay issues that workers today are protesting. Earlier this month, \u003ca href=\"https://ktla.com/news/california/23-health-care-workers-arrested-after-protesting-outside-kaiser-permanente-in-hollywood/\">23 health care workers were arrested\u003c/a> while protesting outside a Kaiser hospital in Hollywood. Nurses in Minnesota \u003ca href=\"https://www.cbsnews.com/news/minnesota-nurses-strike-vote-2nd-time-2022-minnesota-nurses-association/\">voted twice\u003c/a> but ultimately avoided a strike in 2022, citing low pay and rapid turnover.\u003c/p>\n\u003cp>\u003cem>KQED reporter Farida Jhabvala Romero contributed to this report.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Nearly 60,000 Kaiser Permanente workers, mostly based in California, voted overwhelming in favor of going on strike if a fair contract agreement is not reached by the end of September, setting the stage for what could be the largest health care industry walkout in U.S. history.\u003c/p>\n\u003cp>The strike authorization was supported by 98% of Kaiser workers — ranging from lab technicians to respiratory therapists to cooking staff — who are represented by SEIU-United Healthcare Workers West, the union announced Thursday. It comes amid ongoing worker demands for significant pay raises and more robust staffing, as Kaiser and other large health care providers continue to struggle with severe understaffing and strained caseloads.\u003c/p>\n\u003cp>“Being understaffed and being not appropriately compensated for the amount of work that they put on our plate, we had no choice but to collectively agree to authorize a strike,” said Rashaad Pritchett, who works as housekeeping aide at a Kaiser facility in Richmond, where he cleans and sanitizes operating rooms and other sensitive health space.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Born and raised in Richmond, Pritchett says his wages have failed to keep pace with inflation and the rising cost of living.\u003c/p>\n\u003cp>“Over the next four years, we want to make sure that we will have livable wages. At the end of our career we want to make sure that we will be taken care of,” said Pritchett. “We are all fighting for what we believe is right. It’s not a vindictive approach, but it’s like, ‘OK, you have forced our collective bargaining hand.’”\u003c/p>\n\u003cp>Workers argue that staffing levels have sunk dangerously low as many practitioners have left the field because of burnout. Kaiser workers are calling on their employer to increase staffing levels in order to reduce workloads.\u003c/p>\n\u003cp>The workers — some of whom are based in Oregon and Washington — are pushing for a 7% wage increase in the first two years of this next contract, and a 6.25% increase the following two years.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>In its proposal, Kaiser offered across-the-board wage increases of between 10–14% over four years, as well as a minimum performance bonus aimed to prevent any employees from receiving no payout. Kaiser also offered a blanket $21 per hour minimum wage.\u003c/p>\n\u003cp>But union leaders last week rejected the company’s most recent offer. They said the new minimum would limit performance bonuses for frontline workers, arguing that will only result in increased turnover, further straining the workforce and diminishing the quality of care.\u003c/p>\n\u003cp>The union is also seeking a $25 per hour minimum wage for employees.\u003c/p>\n\u003cp>That pay bump would align with \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billStatusClient.xhtml?bill_id=202320240SB525\">a California bill\u003c/a> currently making its way through the Legislature that would increase all California health care workers’ minimum wage to $25 per hour.\u003c/p>\n\u003cp>The Legislature also recently approved a bill that would provide unemployment insurance benefits to workers on strike.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "‘Our patients expect more from a health care system that reported $3 billion in profits in the first half of this year alone, and so do we.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>“Every one of these proposals from Kaiser will make staffing problems worse and continue to delay care to patients,” Dave Regan, president of SEIU-UHW, said in a press release announcing the vote. “Kaiser has failed to bargain in good faith with the caregivers, who are doing everything they can to protect patient safety.”\u003c/p>\n\u003cp>Kaiser insists that it has continued to bargain in good faith. In an email, Kaiser refuted many of the claims the union made about their proposal. The company also pointed to rising costs for drugs, supplies and labor due to inflation, which has been “driving up the cost of health care as well.”\u003c/p>\n\u003cp>Despite the impasse, representatives for the Oakland-based health care giant said they are “confident” a deal can be reached by Sept. 30.\u003c/p>\n\u003cp>“We have two more bargaining sessions scheduled for next week. Our priority is to reach an agreement that ensures we can continue to provide market-competitive pay and outstanding benefits,” a spokesperson for Kaiser said in an email to KQED. “We are confident we’ll reach an agreement before the national agreement expires on Sept. 30 that strengthens our position as a best place to work and ensures that the high-quality care our members expect from us remains affordable and easy to access.”\u003c/p>\n\u003cp>In a recent \u003ca href=\"https://www.unioncoalition.org/wp-content/uploads/2023/04/2022-04_Report_Staffing-Survey-10.1_DIGITAL.pdf?emci=11db37e0-b5df-ed11-8e8b-00224832eb73&emdi=ea000000-0000-0000-0000-000000000001&ceid=%7B%7BContactsEmailID%7D%7D\">union-led survey (PDF)\u003c/a> of about 33,000 Kaiser workers, more than 80% of respondents said they were in understaffed departments, and 65% said they had seen care delayed or denied to patients due to those staffing challenges. Nearly half said they regularly have to skip meals or breaks to keep up with their workloads.\u003c/p>\n\u003cp>“Our patients expect more from a health care system that reported $3 billion in profits in the first half of this year alone, and so do we,” Nahid Bokaee, a Kaiser pharmacist in Sterling, Virginia, said in a recent press release about the looming strike vote. “Kaiser can afford to end this dangerous understaffing, but they choose not to.”\u003c/p>\n\u003cp>The company claims it has filled 8,700 of the 10,000 positions it has committed to fill by the end of 2023.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>The union representing Kaiser employees in California is part of the broader Coalition of Kaiser Permanente Unions, which represents about 88,000 employees in seven states, including Colorado, Oregon and Washington, \u003ca href=\"https://www.koin.com/news/union-announces-overwhelming-support-for-kaiser-permanente-strike-authorization/\">where local unions have also recently approved going on strike\u003c/a>.\u003c/p>\n\u003cp>The latest strike authorization vote comes amid an uptick in labor actions across the country, particularly within the health care industry.\u003c/p>\n\u003cp>Nearly \u003ca href=\"https://www.kqed.org/news/11929713/kaiser-mental-health-workers-appove-new-contract-ending-10-week-strike\">2,000 Kaiser mental health care workers in Northern California went on strike last year for 10 weeks\u003c/a> over many of the same staffing and pay issues that workers today are protesting. Earlier this month, \u003ca href=\"https://ktla.com/news/california/23-health-care-workers-arrested-after-protesting-outside-kaiser-permanente-in-hollywood/\">23 health care workers were arrested\u003c/a> while protesting outside a Kaiser hospital in Hollywood. Nurses in Minnesota \u003ca href=\"https://www.cbsnews.com/news/minnesota-nurses-strike-vote-2nd-time-2022-minnesota-nurses-association/\">voted twice\u003c/a> but ultimately avoided a strike in 2022, citing low pay and rapid turnover.\u003c/p>\n\u003cp>\u003cem>KQED reporter Farida Jhabvala Romero contributed to this report.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>",
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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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"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",
"description": "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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"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": "campesinos-denunciaron-a-un-vinedo-por-abusos-laborales-y-ganaron",
"title": "Cómo un grupo de campesinos denunció a un viñedo por abusos laborales y ganó",
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"content": "\u003cp>\u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">\u003cem>Read in English\u003c/em>\u003c/a>\u003c/p>\n\u003cp>Mauritson Farms Inc. en el condado de Sonoma pagará 328 mil 077 dólares a \u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">21 de sus ex empleados\u003c/a> como parte de un \u003ca href=\"https://s3.documentcloud.org/documents/23885712/settlement-agreement-june-2023.pdf\">acuerdo legal\u003c/a> con la Junta de Relaciones Laborales Agrícolas de California (ALRB, por sus siglas en inglés), el mayor acuerdo monetario que se ha visto en la oficina de Santa Rosa de esta dependencia. Funcionarios de la ALRB, junto con decenas de activistas laborales y trabajadores agrícolas, anunciaron el acuerdo en una conferencia de prensa el lunes 24 de julio de 2023 en Healdsburg.\u003c/p>\n\u003cp>Mauritson Farms Inc, que gestiona los viñedos, es una empresa independiente y distinta de Mauritson Wines. Ambas empresas son propiedad de la familia Mauritson.\u003c/p>\n\u003cp>Tras una investigación impulsada por las quejas de los trabajadores agrícolas, los funcionarios del ALRB determinaron que Mauritson Farms tomó represalias contra el equipo entero de antiguos empleados porque algunos de ellos se organizaron a finales de la temporada de cultivo de 2021 para denunciar las condiciones de trabajo inseguras en los viñedos de Mauritson.\u003c/p>\n\u003cp>“Debemos reconocer que se trata de una victoria iniciada por los trabajadores para defender no sólo sus derechos, sino también su dignidad”, dijo el activista Davin Cárdenas en una conferencia que se llevó a cabo el pasado 24 de julio. Cárdenas es el director de la organización North Bay Jobs With Justice (NBJWJ, por sus siglas en inglés), un grupo de derechos laborales que apoyó a los trabajadores en su denuncia.\u003c/p>\n\u003cp>“Se trata de un caso que establece un precedente para otros trabajadores de la región”, afirmó Cárdenas.[pullquote align=\"right\" size=\"medium\" citation=\"Miguel Ángel Bravo Silva, uno de los seis trabajadores que denunciaron el trato recibido en Mauritson\"]‘Después de tantos abusos, creo que es justo que se respeten nuestros derechos y se nos respete por lo que somos.’[/pullquote]Los trabajadores implicados eran inmigrantes mexicanos, originarios del estado de Oaxaca, y se encontraban en los Estados Unidos con la visa H-2A, que permite a los trabajadores agrícolas permanecer en el país por períodos limitados.\u003c/p>\n\u003cp>KQED r\u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">eportó por vez primera el año pasado\u003c/a> que ninguno de los trabajadores oaxaqueños que denunciaron los hechos en 2021 fueron recontratados para la temporada de cultivo de 2022, pese a las promesas que hizo la dirección de la empresa. En su denuncia presentada contra Mauritson el pasado mes de marzo, el ALRB \u003ca href=\"https://s3.documentcloud.org/documents/23885711/alrb-complaint-march-2023.pdf\">determinó que el hecho de que Mauritson no volviera a contratar a estos trabajadores representa una violación de sus derechos laborales\u003c/a>.\u003c/p>\n\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 Oaxaca, con varios trabajos para mantener a su familia.\u003cbr>\n[ad fullwidth]\u003cbr>\nSandoval Rivera y sus compañeros dijeron que sufrieron acoso verbal por parte de su supervisor, que se les negó sombra mientras trabajaban en los campos cuando las temperaturas superaban los 90 grados Fahrenheit (equivalente a 32 centígrados) y que no recibieron sus períodos de descanso y almuerzo en algunas ocasiones. Todo esto viola las regulaciones laborales de California.\u003c/p>\n\u003cp>Seis de los trabajadores, incluido Sandoval Rivera, buscaron el apoyo del grupo de derechos laborales NBJWJ para mediar en la situación. NBJWJ organizó una reunión con los trabajadores y los directivos de la empresa en octubre de 2021.\u003c/p>\n\u003cp>En esa reunión, el director del viñedo, Cameron Mauritson, prometió que las condiciones en los campos mejorarían y \u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">aseguró a los trabajadores que volvería a contratarlos en 2022\u003c/a>, aliviando así la mayor preocupación de los trabajadores: que se les fuera a negar empleo en el futuro por haber pedido mejoras laborales. Después de esa plática, Mauritson Farms, que según los trabajadores previamente gestionaba el proceso de contratación a través de las redes sociales, contrató a CIERTO Global, una empresa multinacional que busca mano de obra en el extranjero para el sector agrícola de Estados Unidos.[aside postID=\"news_11919450\" hero=\"https://ww2.kqed.org/app/uploads/sites/10/2022/07/FarmworkersIlloVignet-1020x659-1.jpg\"]Mauritson Farms pide a CIERTO Global que busque a trabajadores para la temporada de 2022, y por ende le cierra la puerta a los campesinos oaxaqueños. Según la denuncia del ALRB, para las empresas de cultivo de uva, CIERTO Global sólo recluta a trabajadores que viven en el estado mexicano de Baja California, no en Oaxaca.\u003c/p>\n\u003cp>Además, las capturas de pantalla de un grupo de Facebook que los trabajadores oaxaqueños compartieron con KQED mostraron que los directivos de Mauritson compartieron información incorrecta sobre cómo debían ponerse en contacto los trabajadores con CIERTO para ser considerados para la temporada de 2022. Representantes de CIERTO confirmaron a KQED que esas instrucciones eran falsas.\u003c/p>\n\u003cp>“Estas instrucciones no reflejan nuestras prácticas con ninguno de los trabajadores a los que atendemos”, respondió por correo electrónico un representante de CIERTO. “Las instrucciones de Mauritson no fueron autorizadas ni difundidas por CIERTO”.\u003c/p>\n\u003cp>Cuando los trabajadores se dieron cuenta de lo que estaba ocurriendo, alertaron al grupo NBJWJ. En febrero de 2022, los activistas \u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">presentaron una demanda ante el ALRB en nombre de los seis trabajadores que asistieron a la reunión con Mauritson\u003c/a>. Inicialmente, seis de ellos hablaron, pero en su investigación, el ALRB descubrió que Mauritson había tomado represalias contra todo la cuadrilla de 21 personas al que pertenecían los seis trabajadores.\u003c/p>\n\u003cp>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. Una audiencia con un juez ya había sido programada para finales de este verano, pero el acuerdo entre la empresa y el ALRB concluye este proceso.\u003c/p>\n\u003cp>En una declaración enviada por correo electrónico a KQED, Mauritson Farms declaró que “cree firmemente que [no estaba] en ninguna violación de la Ley de Relaciones Laborales Agrícolas (ALRA). Este acuerdo es estrictamente una decisión empresarial que nos permite resolver este asunto sin necesidad de más litigios”.\u003c/p>\n\u003cfigure id=\"attachment_11957507\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11957507 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS.jpg\" alt='Varias personas de distintas edades sostienen letreros con consignas. Algunos letreros dicen, \"La unión hace la fuerza\".' width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Los trabajadores agrícolas Antonio Flores (izquierda) y su hijo Mateo, Rosalba Gutiérrez (centro) y Valentina Sosa (derecha) se sientan en la conferencia de prensa organizada por el grupo de derechos laborales NBJWJ, donde se dio a conocer el acuerdo con Mauritson Farms en la plaza central de Healdsburg el lunes 24 de julio de 2023. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“Después de tantos abusos, creo que es justo que se respeten nuestros derechos y se nos respete por lo que somos”, dijo Miguel Ángel Bravo Silva, uno de los seis trabajadores que se reunieron con Mauritson. Durante el último año y medio, ha buscado cualquier trabajo en su comunidad rural de Oaxaca para mantener a su esposa y sus dos hijos y, al mismo tiempo, se ha mantenido en contacto con funcionarios del ALRB que investigaban la situación.\u003c/p>\n\u003cp>Durante meses, el ALRB trabajó para localizar a los 21 trabajadores que no fueron recontratados. Una vez finalizada la temporada de 2021, muchos regresaron a pueblos remotos de Oaxaca, donde el acceso al internet y la cobertura de telefonía móvil son extremadamente limitados y, para algunos, inexistentes. Localizar a la gente fue uno de los retos, dijo la directora regional de ALRB, Jessica Arciniega. El otro era establecer confianza.\u003c/p>\n\u003cp>“En muchos casos, resulta difícil mantener la comunicación con los trabajadores”, explica. “Pueden no estar familiarizados con nuestro proceso, con nosotros como agencia gubernamental y con lo que realmente hacemos. Así que puede que no siempre se sientan 100% preparados o cómodos de compartir toda esta información”.[pullquote align=\"right\" size=\"medium\" citation=\"Ana Salgado, antigua trabajadora agrícola y miembro de la junta de NBJWJ\"]‘Muchos [trabajadores H-2A] tienen miedo de perder la oportunidad que tienen \u003cspan style=\"font-weight: 400\">… \u003c/span> Pueden estar sufriendo muchos abusos, pero no quieren decir nada porque temen perder lo que consideran un privilegio.’[/pullquote]Los trabajadores no sólo temen sufrir más represalias del mismo empleador, sino que, \u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">como informó KQED el año pasado, muchos empleadores utilizan una red de reclutadores para impedir que los trabajadores que denuncian encuentren otro empleo en el futuro\u003c/a>. En ese mismo reportaje, KQED compartió la historia de Kevin y Samuel, dos ex empleados de Mauritson que estaban entre los seis que hicieron la primera denuncia.\u003c/p>\n\u003cp>Kevin y Samuel eran en realidad los alias de Sandoval Rivera y Bravo Silva, respectivamente.\u003c/p>\n\u003cp>En aquel momento, ambos hombres tenían mucho miedo de las repercusiones que podría tener el compartir públicamente sus identidades durante la investigación del ALRB. A medida la investigación se hacía más larga, Sandoval Rivera sentía cada vez menos confianza en que hubiera una respuesta por parte de las autoridades, especialmente a medida que empeoraba la situación económica de su familia. “La necesidad te hace pensar muchas cosas”, dijo.\u003c/p>\n\u003cp>Sin embargo, él y Bravo Silva se alegran de haber esperado los resultados de la investigación y el acuerdo. Esto no sólo les beneficiará a ellos, dice Bravo Silva, “sino también a los trabajadores inmigrantes que ahora trabajan en esa empresa, para que se les respete más y no se sientan solos. Hay leyes que protegen a los trabajadores agrícolas”.\u003c/p>\n\u003ch3>\u003cstrong>Celebrando una difícil victoria\u003c/strong>\u003c/h3>\n\u003cp>Con pancartas y carteles, muchos de ellos con la frase de Emiliano Zapata, como “La tierra es de quien la trabaja”, decenas de trabajadores agrícolas y activistas con NBJWJ llenaron parte de la plaza principal de Healdsburg para la conferencia de prensa que se realizó el pasado 24 de julio.\u003c/p>\n\u003cp>“Ustedes representan a los trabajadores agrícolas que no pueden estar hoy aquí, pero cuya valentía nos ha dejado este legado, que luchando y encontrando aliados, los trabajadores podemos lograr muchas cosas”, dijo Ana Salgado, quien anteriormente era una trabajadora agrícola y ahora es una activista comunitaria y forma parte de la junta directiva de NBJWJ.\u003c/p>\n\u003cfigure id=\"attachment_11957508\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11957508 size-full\" 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 la 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>A pocas calles de esa plaza se encuentra el centro comunitario donde Salgado conoció a varios de los hombres que entonces trabajaban para Mauritson. Recuerda las primeras conversaciones que mantuvo con los trabajadores.\u003c/p>\n\u003cp>“Miré a uno de ellos y vi la preocupación en su cara”, dijo, “tomé su mano y le dije ‘ya puedes abrirte, estás en un espacio seguro'”.\u003c/p>\n\u003cp>“Tantos trabajadores que tienen la visa H-2A temen perder la oportunidad que tienen porque los empleadores les dicen que es un privilegio ser traídos de México con una visa”, explicó. “Pueden estar sufriendo muchos abusos, pero no quieren decir nada porque tienen miedo de perder lo que consideran un privilegio”.\u003c/p>\n\u003ch3>\u003cstrong>‘Leyes que no se cumplen’\u003c/strong>\u003c/h3>\n\u003cp>El programa de visados H-2A es el sucesor del Programa Bracero, \u003ca href=\"https://www.npr.org/sections/thesalt/2018/07/31/634442195/when-the-u-s-government-tried-to-replace-migrant-farmworkers-with-high-schoolers\">que trajo trabajadores mexicanos a los campos agrícolas de Estados Unidos durante la década de 1940\u003c/a>. El actual sistema H-2A ahora trae a trabajadores de todo el mundo para trabajar en Estados Unidos y, como parte del programa, los empleadores deben proporcionar alojamiento, transporte y comidas, lo que da a las empresas un increíble poder sobre la vida personal de sus trabajadores.\u003c/p>\n\u003cp>Y al igual que el Programa Bracero, \u003ca href=\"https://prismreports.org/2023/04/14/h2a-visa-wage-theft-exploitation/\">el sistema H-2A está plagado de robo de salarios, abuso físico y mental a los empleados, y represalias por parte de los empleadores hacia los trabajadores que denuncian\u003c/a> las condiciones laborales, esto según una investigación de 18 meses publicada en abril por las agencias de noticias Prism, Futuro Investigates y Latino USA.\u003c/p>\n\u003cfigure id=\"attachment_11957509\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11957509 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally.jpg\" alt=\"Un hombre da un discurso ante una multitud. Muchos de los asistentes sostienen pancartas con consignas de protesta. El grupo se encuentra en un parque.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Davin Cárdenas, director del grupo de derechos laborales NBJWJ, habla en la rueda de prensa del 24 de agosto en la plaza central de Healdsburg. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Tanto el gobierno federal como el de California han reforzado sus leyes laborales desde la década de 1940, así que ¿por qué persiste el abuso de los trabajadores H-2A?\u003c/p>\n\u003cp>Una de las razones es que las dependencias regulatorias necesitan más personal y recursos para hacer cumplir las normas laborales, dice Josephine Weinberg, abogada de California Rural Legal Assistance (CRLA, por sus siglas en inglés), un bufete de abogados sin fines de lucro que representa a campesinos que han sufrido represalias y abusos en el lugar de trabajo.\u003c/p>\n\u003cp>“Contamos con las dependencias. Contamos con normas. Pero faltan los mecanismos para hacer cumplir las leyes y monitorear los campos. Así que lo que nos toca no es más que leyes simbólicas'”, dijo.\u003c/p>\n\u003cp>Aproximadamente 1 de cada 3 puestos sigue vacante en la Oficina del Comisionado Laboral de California, uno de los organismos encargados de investigar el robo de sueldos y las represalias en todas las industrias en el estado. La escasez de empleados en esta dependencia deja al personal actual sobrecargado de casos, lo que significa que quienes presentan una denuncia a menudo tienen que esperar años para obtener un resultado. Decenas de empleados de esta agencia mandaron una carta a legisladores estatales a principios de julio, argumentando que ellos están “fracasando en nuestra misión si no podemos contratar y retener al personal necesario”.\u003c/p>\n\u003cp>En el ALRB, la directora regional Jessica Arciniega señala que su agencia tiene cinco oficinas repartidas por varias regiones agrícolas del estado, “pero California es un estado inmenso y hay muchos trabajadores agrícolas en todo el estado”.\u003c/p>\n\u003cp>“No tenemos oficinas en todas las regiones agrícolas”, dice, “así que hacemos lo que podemos en este enorme estado para cubrir dondequiera que estén los trabajadores”. Añade que el departamento colabora estrechamente con organizaciones comunitarias y sindicales, como NBJWJ, para conectar con más obreros.\u003c/p>\n\u003cp>Pero activistas laborales insisten en que hay que hacer más para aplicar mejor las normas laborales y mejorar el programa H-2A en su conjunto. Weinberg, de CRLA, añade que los reguladores deben vigilar más de cerca los campos agrícolas, con visitas aleatorias durante la temporada de cultivo. Y por otro lado, los empleadores deben facilitar que las agencias y los grupos laborales hablen con los campesinos sin restricciones.\u003c/p>\n\u003cp>La forma en que se diseñó el programa H-2A, en el que las empresas tienen un control directo sobre el alojamiento, el transporte, la situación migratoria e incluso la alimentación de sus empleados, dificulta enormemente que los trabajadores puedan hablar libremente.\u003c/p>\n\u003cp>“No tienen acceso a un lugar donde sientan que pueden hablar confidencialmente o de forma anónima sobre lo que está pasando”, dijo Weinberg.[aside label='Más en español' tag='kqed-en-espanol']El 19 de julio, el gobernador Gavin Newsom \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">anunció un programa piloto de 4.5 millones de dólares para proporcionar servicios legales gratuitos de inmigración a los trabajadores agrícolas que están involucrados en investigaciones laborales estatales\u003c/a>. Esto incluiría servicios de revisión de casos, asesoramiento jurídico y representación por un abogado a los trabajadores en California que tienen un caso pendiente ya sea con el ALRB, la Oficina del Comisionado Laboral o Cal/OSHA.\u003c/p>\n\u003cp>El objetivo de este programa, según los funcionarios, es abordar uno de los temores que impiden a los empleados hablar, que es el miedo a perder su visado o a no volver a ser contratado, 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>Pero, por encima de todo, afirma Salgado de NBJWJ, lo que realmente ayuda a la gente a sentirse con la seguridad de hablar es saber que hay casos en los que el sistema funciona a favor de los trabajadores. “Sin duda, el resultado del caso Mauritson, reafirma la fe entre nosotros, pero también la credibilidad del trabajo que hacemos cuando salimos a hablar con los trabajadores”.\u003c/p>\n\u003cp>\u003cem>Nota del editor: La versión original de este reportaje describió de manera errónea a Mauritson Farms como una bodega vinícola, en vez de una empresa de viñedos. Este reportaje ha sido actualizado para aclarar la relación entre Mauritson Farms, Inc. y Mauritson Wines.\u003c/em>\u003c/p>\n\u003chr>\n\u003cp>\u003cem>Este artículo incluye información de las periodistas Farida Jhabvala Romero y Tyche Hendricks, de KQED. Además fue traducido por \u003ca href=\"https://www.kqed.org/author/mpena/\">María Peña\u003c/a> y editado por \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": "El viñedo Mauritson Farms Inc. ubicado en California, pagará $328,077 a 21 de sus ex empleados, quienes trabajaron por varios años por este empleador con una visa H-2A y reportaron faltas a sus derechos laborales.",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">\u003cem>Read in English\u003c/em>\u003c/a>\u003c/p>\n\u003cp>Mauritson Farms Inc. en el condado de Sonoma pagará 328 mil 077 dólares a \u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">21 de sus ex empleados\u003c/a> como parte de un \u003ca href=\"https://s3.documentcloud.org/documents/23885712/settlement-agreement-june-2023.pdf\">acuerdo legal\u003c/a> con la Junta de Relaciones Laborales Agrícolas de California (ALRB, por sus siglas en inglés), el mayor acuerdo monetario que se ha visto en la oficina de Santa Rosa de esta dependencia. Funcionarios de la ALRB, junto con decenas de activistas laborales y trabajadores agrícolas, anunciaron el acuerdo en una conferencia de prensa el lunes 24 de julio de 2023 en Healdsburg.\u003c/p>\n\u003cp>Mauritson Farms Inc, que gestiona los viñedos, es una empresa independiente y distinta de Mauritson Wines. Ambas empresas son propiedad de la familia Mauritson.\u003c/p>\n\u003cp>Tras una investigación impulsada por las quejas de los trabajadores agrícolas, los funcionarios del ALRB determinaron que Mauritson Farms tomó represalias contra el equipo entero de antiguos empleados porque algunos de ellos se organizaron a finales de la temporada de cultivo de 2021 para denunciar las condiciones de trabajo inseguras en los viñedos de Mauritson.\u003c/p>\n\u003cp>“Debemos reconocer que se trata de una victoria iniciada por los trabajadores para defender no sólo sus derechos, sino también su dignidad”, dijo el activista Davin Cárdenas en una conferencia que se llevó a cabo el pasado 24 de julio. Cárdenas es el director de la organización North Bay Jobs With Justice (NBJWJ, por sus siglas en inglés), un grupo de derechos laborales que apoyó a los trabajadores en su denuncia.\u003c/p>\n\u003cp>“Se trata de un caso que establece un precedente para otros trabajadores de la región”, afirmó Cárdenas.\u003c/p>\u003c/div>",
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"content": "‘Después de tantos abusos, creo que es justo que se respeten nuestros derechos y se nos respete por lo que somos.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Los trabajadores implicados eran inmigrantes mexicanos, originarios del estado de Oaxaca, y se encontraban en los Estados Unidos con la visa H-2A, que permite a los trabajadores agrícolas permanecer en el país por períodos limitados.\u003c/p>\n\u003cp>KQED r\u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">eportó por vez primera el año pasado\u003c/a> que ninguno de los trabajadores oaxaqueños que denunciaron los hechos en 2021 fueron recontratados para la temporada de cultivo de 2022, pese a las promesas que hizo la dirección de la empresa. En su denuncia presentada contra Mauritson el pasado mes de marzo, el ALRB \u003ca href=\"https://s3.documentcloud.org/documents/23885711/alrb-complaint-march-2023.pdf\">determinó que el hecho de que Mauritson no volviera a contratar a estos trabajadores representa una violación de sus derechos laborales\u003c/a>.\u003c/p>\n\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 Oaxaca, con varios trabajos para mantener a su familia.\u003cbr>\n\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cbr>\nSandoval Rivera y sus compañeros dijeron que sufrieron acoso verbal por parte de su supervisor, que se les negó sombra mientras trabajaban en los campos cuando las temperaturas superaban los 90 grados Fahrenheit (equivalente a 32 centígrados) y que no recibieron sus períodos de descanso y almuerzo en algunas ocasiones. Todo esto viola las regulaciones laborales de California.\u003c/p>\n\u003cp>Seis de los trabajadores, incluido Sandoval Rivera, buscaron el apoyo del grupo de derechos laborales NBJWJ para mediar en la situación. NBJWJ organizó una reunión con los trabajadores y los directivos de la empresa en octubre de 2021.\u003c/p>\n\u003cp>En esa reunión, el director del viñedo, Cameron Mauritson, prometió que las condiciones en los campos mejorarían y \u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">aseguró a los trabajadores que volvería a contratarlos en 2022\u003c/a>, aliviando así la mayor preocupación de los trabajadores: que se les fuera a negar empleo en el futuro por haber pedido mejoras laborales. Después de esa plática, Mauritson Farms, que según los trabajadores previamente gestionaba el proceso de contratación a través de las redes sociales, contrató a CIERTO Global, una empresa multinacional que busca mano de obra en el extranjero para el sector agrícola de Estados Unidos.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Mauritson Farms pide a CIERTO Global que busque a trabajadores para la temporada de 2022, y por ende le cierra la puerta a los campesinos oaxaqueños. Según la denuncia del ALRB, para las empresas de cultivo de uva, CIERTO Global sólo recluta a trabajadores que viven en el estado mexicano de Baja California, no en Oaxaca.\u003c/p>\n\u003cp>Además, las capturas de pantalla de un grupo de Facebook que los trabajadores oaxaqueños compartieron con KQED mostraron que los directivos de Mauritson compartieron información incorrecta sobre cómo debían ponerse en contacto los trabajadores con CIERTO para ser considerados para la temporada de 2022. Representantes de CIERTO confirmaron a KQED que esas instrucciones eran falsas.\u003c/p>\n\u003cp>“Estas instrucciones no reflejan nuestras prácticas con ninguno de los trabajadores a los que atendemos”, respondió por correo electrónico un representante de CIERTO. “Las instrucciones de Mauritson no fueron autorizadas ni difundidas por CIERTO”.\u003c/p>\n\u003cp>Cuando los trabajadores se dieron cuenta de lo que estaba ocurriendo, alertaron al grupo NBJWJ. En febrero de 2022, los activistas \u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">presentaron una demanda ante el ALRB en nombre de los seis trabajadores que asistieron a la reunión con Mauritson\u003c/a>. Inicialmente, seis de ellos hablaron, pero en su investigación, el ALRB descubrió que Mauritson había tomado represalias contra todo la cuadrilla de 21 personas al que pertenecían los seis trabajadores.\u003c/p>\n\u003cp>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. Una audiencia con un juez ya había sido programada para finales de este verano, pero el acuerdo entre la empresa y el ALRB concluye este proceso.\u003c/p>\n\u003cp>En una declaración enviada por correo electrónico a KQED, Mauritson Farms declaró que “cree firmemente que [no estaba] en ninguna violación de la Ley de Relaciones Laborales Agrícolas (ALRA). Este acuerdo es estrictamente una decisión empresarial que nos permite resolver este asunto sin necesidad de más litigios”.\u003c/p>\n\u003cfigure id=\"attachment_11957507\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11957507 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS.jpg\" alt='Varias personas de distintas edades sostienen letreros con consignas. Algunos letreros dicen, \"La unión hace la fuerza\".' width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/LA-UNION-HACE-LA-FUERZA-BANNERS-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Los trabajadores agrícolas Antonio Flores (izquierda) y su hijo Mateo, Rosalba Gutiérrez (centro) y Valentina Sosa (derecha) se sientan en la conferencia de prensa organizada por el grupo de derechos laborales NBJWJ, donde se dio a conocer el acuerdo con Mauritson Farms en la plaza central de Healdsburg el lunes 24 de julio de 2023. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“Después de tantos abusos, creo que es justo que se respeten nuestros derechos y se nos respete por lo que somos”, dijo Miguel Ángel Bravo Silva, uno de los seis trabajadores que se reunieron con Mauritson. Durante el último año y medio, ha buscado cualquier trabajo en su comunidad rural de Oaxaca para mantener a su esposa y sus dos hijos y, al mismo tiempo, se ha mantenido en contacto con funcionarios del ALRB que investigaban la situación.\u003c/p>\n\u003cp>Durante meses, el ALRB trabajó para localizar a los 21 trabajadores que no fueron recontratados. Una vez finalizada la temporada de 2021, muchos regresaron a pueblos remotos de Oaxaca, donde el acceso al internet y la cobertura de telefonía móvil son extremadamente limitados y, para algunos, inexistentes. Localizar a la gente fue uno de los retos, dijo la directora regional de ALRB, Jessica Arciniega. El otro era establecer confianza.\u003c/p>\n\u003cp>“En muchos casos, resulta difícil mantener la comunicación con los trabajadores”, explica. “Pueden no estar familiarizados con nuestro proceso, con nosotros como agencia gubernamental y con lo que realmente hacemos. Así que puede que no siempre se sientan 100% preparados o cómodos de compartir toda esta información”.\u003c/p>\u003c/div>",
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"content": "‘Muchos [trabajadores H-2A] tienen miedo de perder la oportunidad que tienen \u003cspan style=\"font-weight: 400\">… \u003c/span> Pueden estar sufriendo muchos abusos, pero no quieren decir nada porque temen perder lo que consideran un privilegio.’",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Los trabajadores no sólo temen sufrir más represalias del mismo empleador, sino que, \u003ca href=\"https://www.kqed.org/news/11919450/trabajar-con-una-visa-h-2a-en-estados-unidos-represalias-derechos\">como informó KQED el año pasado, muchos empleadores utilizan una red de reclutadores para impedir que los trabajadores que denuncian encuentren otro empleo en el futuro\u003c/a>. En ese mismo reportaje, KQED compartió la historia de Kevin y Samuel, dos ex empleados de Mauritson que estaban entre los seis que hicieron la primera denuncia.\u003c/p>\n\u003cp>Kevin y Samuel eran en realidad los alias de Sandoval Rivera y Bravo Silva, respectivamente.\u003c/p>\n\u003cp>En aquel momento, ambos hombres tenían mucho miedo de las repercusiones que podría tener el compartir públicamente sus identidades durante la investigación del ALRB. A medida la investigación se hacía más larga, Sandoval Rivera sentía cada vez menos confianza en que hubiera una respuesta por parte de las autoridades, especialmente a medida que empeoraba la situación económica de su familia. “La necesidad te hace pensar muchas cosas”, dijo.\u003c/p>\n\u003cp>Sin embargo, él y Bravo Silva se alegran de haber esperado los resultados de la investigación y el acuerdo. Esto no sólo les beneficiará a ellos, dice Bravo Silva, “sino también a los trabajadores inmigrantes que ahora trabajan en esa empresa, para que se les respete más y no se sientan solos. Hay leyes que protegen a los trabajadores agrícolas”.\u003c/p>\n\u003ch3>\u003cstrong>Celebrando una difícil victoria\u003c/strong>\u003c/h3>\n\u003cp>Con pancartas y carteles, muchos de ellos con la frase de Emiliano Zapata, como “La tierra es de quien la trabaja”, decenas de trabajadores agrícolas y activistas con NBJWJ llenaron parte de la plaza principal de Healdsburg para la conferencia de prensa que se realizó el pasado 24 de julio.\u003c/p>\n\u003cp>“Ustedes representan a los trabajadores agrícolas que no pueden estar hoy aquí, pero cuya valentía nos ha dejado este legado, que luchando y encontrando aliados, los trabajadores podemos lograr muchas cosas”, dijo Ana Salgado, quien anteriormente era una trabajadora agrícola y ahora es una activista comunitaria y forma parte de la junta directiva de NBJWJ.\u003c/p>\n\u003cfigure id=\"attachment_11957508\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11957508 size-full\" 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 la 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>A pocas calles de esa plaza se encuentra el centro comunitario donde Salgado conoció a varios de los hombres que entonces trabajaban para Mauritson. Recuerda las primeras conversaciones que mantuvo con los trabajadores.\u003c/p>\n\u003cp>“Miré a uno de ellos y vi la preocupación en su cara”, dijo, “tomé su mano y le dije ‘ya puedes abrirte, estás en un espacio seguro'”.\u003c/p>\n\u003cp>“Tantos trabajadores que tienen la visa H-2A temen perder la oportunidad que tienen porque los empleadores les dicen que es un privilegio ser traídos de México con una visa”, explicó. “Pueden estar sufriendo muchos abusos, pero no quieren decir nada porque tienen miedo de perder lo que consideran un privilegio”.\u003c/p>\n\u003ch3>\u003cstrong>‘Leyes que no se cumplen’\u003c/strong>\u003c/h3>\n\u003cp>El programa de visados H-2A es el sucesor del Programa Bracero, \u003ca href=\"https://www.npr.org/sections/thesalt/2018/07/31/634442195/when-the-u-s-government-tried-to-replace-migrant-farmworkers-with-high-schoolers\">que trajo trabajadores mexicanos a los campos agrícolas de Estados Unidos durante la década de 1940\u003c/a>. El actual sistema H-2A ahora trae a trabajadores de todo el mundo para trabajar en Estados Unidos y, como parte del programa, los empleadores deben proporcionar alojamiento, transporte y comidas, lo que da a las empresas un increíble poder sobre la vida personal de sus trabajadores.\u003c/p>\n\u003cp>Y al igual que el Programa Bracero, \u003ca href=\"https://prismreports.org/2023/04/14/h2a-visa-wage-theft-exploitation/\">el sistema H-2A está plagado de robo de salarios, abuso físico y mental a los empleados, y represalias por parte de los empleadores hacia los trabajadores que denuncian\u003c/a> las condiciones laborales, esto según una investigación de 18 meses publicada en abril por las agencias de noticias Prism, Futuro Investigates y Latino USA.\u003c/p>\n\u003cfigure id=\"attachment_11957509\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"wp-image-11957509 size-full\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally.jpg\" alt=\"Un hombre da un discurso ante una multitud. Muchos de los asistentes sostienen pancartas con consignas de protesta. El grupo se encuentra en un parque.\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2023/08/davin-cardenas-with-migrant-workers-at-rally-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Davin Cárdenas, director del grupo de derechos laborales NBJWJ, habla en la rueda de prensa del 24 de agosto en la plaza central de Healdsburg. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Tanto el gobierno federal como el de California han reforzado sus leyes laborales desde la década de 1940, así que ¿por qué persiste el abuso de los trabajadores H-2A?\u003c/p>\n\u003cp>Una de las razones es que las dependencias regulatorias necesitan más personal y recursos para hacer cumplir las normas laborales, dice Josephine Weinberg, abogada de California Rural Legal Assistance (CRLA, por sus siglas en inglés), un bufete de abogados sin fines de lucro que representa a campesinos que han sufrido represalias y abusos en el lugar de trabajo.\u003c/p>\n\u003cp>“Contamos con las dependencias. Contamos con normas. Pero faltan los mecanismos para hacer cumplir las leyes y monitorear los campos. Así que lo que nos toca no es más que leyes simbólicas'”, dijo.\u003c/p>\n\u003cp>Aproximadamente 1 de cada 3 puestos sigue vacante en la Oficina del Comisionado Laboral de California, uno de los organismos encargados de investigar el robo de sueldos y las represalias en todas las industrias en el estado. La escasez de empleados en esta dependencia deja al personal actual sobrecargado de casos, lo que significa que quienes presentan una denuncia a menudo tienen que esperar años para obtener un resultado. Decenas de empleados de esta agencia mandaron una carta a legisladores estatales a principios de julio, argumentando que ellos están “fracasando en nuestra misión si no podemos contratar y retener al personal necesario”.\u003c/p>\n\u003cp>En el ALRB, la directora regional Jessica Arciniega señala que su agencia tiene cinco oficinas repartidas por varias regiones agrícolas del estado, “pero California es un estado inmenso y hay muchos trabajadores agrícolas en todo el estado”.\u003c/p>\n\u003cp>“No tenemos oficinas en todas las regiones agrícolas”, dice, “así que hacemos lo que podemos en este enorme estado para cubrir dondequiera que estén los trabajadores”. Añade que el departamento colabora estrechamente con organizaciones comunitarias y sindicales, como NBJWJ, para conectar con más obreros.\u003c/p>\n\u003cp>Pero activistas laborales insisten en que hay que hacer más para aplicar mejor las normas laborales y mejorar el programa H-2A en su conjunto. Weinberg, de CRLA, añade que los reguladores deben vigilar más de cerca los campos agrícolas, con visitas aleatorias durante la temporada de cultivo. Y por otro lado, los empleadores deben facilitar que las agencias y los grupos laborales hablen con los campesinos sin restricciones.\u003c/p>\n\u003cp>La forma en que se diseñó el programa H-2A, en el que las empresas tienen un control directo sobre el alojamiento, el transporte, la situación migratoria e incluso la alimentación de sus empleados, dificulta enormemente que los trabajadores puedan hablar libremente.\u003c/p>\n\u003cp>“No tienen acceso a un lugar donde sientan que pueden hablar confidencialmente o de forma anónima sobre lo que está pasando”, dijo Weinberg.\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>El 19 de julio, el gobernador Gavin Newsom \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">anunció un programa piloto de 4.5 millones de dólares para proporcionar servicios legales gratuitos de inmigración a los trabajadores agrícolas que están involucrados en investigaciones laborales estatales\u003c/a>. Esto incluiría servicios de revisión de casos, asesoramiento jurídico y representación por un abogado a los trabajadores en California que tienen un caso pendiente ya sea con el ALRB, la Oficina del Comisionado Laboral o Cal/OSHA.\u003c/p>\n\u003cp>El objetivo de este programa, según los funcionarios, es abordar uno de los temores que impiden a los empleados hablar, que es el miedo a perder su visado o a no volver a ser contratado, 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>Pero, por encima de todo, afirma Salgado de NBJWJ, lo que realmente ayuda a la gente a sentirse con la seguridad de hablar es saber que hay casos en los que el sistema funciona a favor de los trabajadores. “Sin duda, el resultado del caso Mauritson, reafirma la fe entre nosotros, pero también la credibilidad del trabajo que hacemos cuando salimos a hablar con los trabajadores”.\u003c/p>\n\u003cp>\u003cem>Nota del editor: La versión original de este reportaje describió de manera errónea a Mauritson Farms como una bodega vinícola, en vez de una empresa de viñedos. Este reportaje ha sido actualizado para aclarar la relación entre Mauritson Farms, Inc. y Mauritson Wines.\u003c/em>\u003c/p>\n\u003chr>\n\u003cp>\u003cem>Este artículo incluye información de las periodistas Farida Jhabvala Romero y Tyche Hendricks, de KQED. Además fue traducido por \u003ca href=\"https://www.kqed.org/author/mpena/\">María Peña\u003c/a> y editado por \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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"title": "Most California Fast-Food Workers to Get $20 Minimum Wage Under New Industry, Labor Deal",
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"content": "\u003cp>Most fast-food workers in California would get a $20 minimum wage next year — a nearly $5 per hour raise — under a deal announced Monday between labor unions and the industry that will avoid a costly referendum on the November 2024 ballot.\u003c/p>\n\u003cp>The mandatory raise would apply to workers at fast-food chains in California that have at least 60 locations nationwide. It does not apply to restaurants that operate a bakery and sell bread as a stand-alone menu item, such as Panera Bread. The $20 wage would start April 1 and a council would have the power to raise it each year through 2029.\u003c/p>\n\u003cp>Ingrid Vilorio, a fast-food worker at a Jack In The Box in the Bay Area, said the increase in salary next year will bring some relief to her family, who until recently was sharing a house with two other families to afford rent.\u003c/p>\n\u003cp>“A lot of us (in the fast-food industry) have to have two jobs to make ends meet, this will give us some breathing space,” said Vilorio, who also works as a nanny.\u003c/p>\n\u003cp>The agreement ends an tense standoff between labor unions and the fast-food industry that started last year when Democratic Gov. Gavin Newsom \u003ca href=\"https://apnews.com/article/california-gavin-newsom-government-and-politics-4bba6a5ea994acf06b950726a3b72262\">signed a law\u003c/a> creating a Fast Food Council with the authority to raise wages of fast-food workers up to $22 per hour. California’s current minimum wage for all industries in the state is $15.50 per hour.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Before the law could take effect, the fast-food industry gathered enough signatures to \u003ca href=\"https://apnews.com/article/california-sacramento-business-minimum-wage-0d475e405ca50e9d60c20a4663643b5e\">qualify a referendum\u003c/a> on the law in the November 2024 election. That meant the law would be on hold until voters could decide whether to overturn it.\u003c/p>\n\u003cp>Furious, labor unions sponsored legislation this year that would have made fast-food companies like McDonald’s liable for any misdeeds of their mostly independent franchise operators in the state. Democratic lawmakers also restored funding to the \u003ca href=\"https://apnews.com/article/california-fast-food-workers-law-delay-5619842081fe09e5b46d64dfc66eedd2\">Industrial Welfare Commission\u003c/a>, a long-dormant state agency that has the power to set wage and workplace standards for multiple industries.\u003c/p>\n\u003cp>Both of those moves alarmed the business groups. All sides began working on a compromise over the summer. In exchange for a $20 minimum wage, labor unions have withdrawn their legislation to make fast-food companies liable for their franchise operators’ labor violations and lawmakers have stripped funding for the Industrial Welfare Commission.\u003c/p>\n\u003cp>The Fast Food Council created in the original legislation would still exist, but it would only have the authority to set wages, not workplace standards. The council could make recommendations about workplace standards to various state agencies.\u003c/p>\n\u003cp>The bill must still be approved by the Democratic-controlled state Legislature and signed into law by Newsom. If passed and signed, the bill can only take effect if the restaurant groups pull their referendum from the ballot, which spokesperson Kathy Fairbanks said they planned to do. In the past, a referendum couldn’t be removed from the ballot, but Newsom signed a law last week allowing it.\u003c/p>\n\u003cp>“This agreement protects local restaurant owners from significant threats that would have made it difficult to continue to operate in California,” said Sean Kennedy, executive vice president for public affairs for the National Restaurant Association.\u003c/p>\n\u003cp>The $20 hourly wage would be a starting point. The nine-member Fast Food Council, which would include representatives from the restaurant industry and labor, would have the power to increase that minimum wage each year by up to 3.5% or the change in the U.S. consumer price index for urban wage earners and clerical workers, whichever is lower.\u003c/p>\n\u003cp>“California’s fast-food industry is stuck in a crisis of low pay and unsafe working conditions,” said Joseph Bryant, executive vice president of the Service Employees International Union. He said the bill gives California “an opportunity to reaffirm our commitment to getting fast-food workers a seat at the table to make decisions about standards guiding their pay, training and working conditions.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>___\u003cbr>\n\u003cem>Reporter Olga R. Rodriguez contributed from San Francisco.\u003c/em>\u003c/p>\n\n",
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"headline": "Most California Fast-Food Workers to Get $20 Minimum Wage Under New Industry, Labor Deal",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Most fast-food workers in California would get a $20 minimum wage next year — a nearly $5 per hour raise — under a deal announced Monday between labor unions and the industry that will avoid a costly referendum on the November 2024 ballot.\u003c/p>\n\u003cp>The mandatory raise would apply to workers at fast-food chains in California that have at least 60 locations nationwide. It does not apply to restaurants that operate a bakery and sell bread as a stand-alone menu item, such as Panera Bread. The $20 wage would start April 1 and a council would have the power to raise it each year through 2029.\u003c/p>\n\u003cp>Ingrid Vilorio, a fast-food worker at a Jack In The Box in the Bay Area, said the increase in salary next year will bring some relief to her family, who until recently was sharing a house with two other families to afford rent.\u003c/p>\n\u003cp>“A lot of us (in the fast-food industry) have to have two jobs to make ends meet, this will give us some breathing space,” said Vilorio, who also works as a nanny.\u003c/p>\n\u003cp>The agreement ends an tense standoff between labor unions and the fast-food industry that started last year when Democratic Gov. Gavin Newsom \u003ca href=\"https://apnews.com/article/california-gavin-newsom-government-and-politics-4bba6a5ea994acf06b950726a3b72262\">signed a law\u003c/a> creating a Fast Food Council with the authority to raise wages of fast-food workers up to $22 per hour. California’s current minimum wage for all industries in the state is $15.50 per hour.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Before the law could take effect, the fast-food industry gathered enough signatures to \u003ca href=\"https://apnews.com/article/california-sacramento-business-minimum-wage-0d475e405ca50e9d60c20a4663643b5e\">qualify a referendum\u003c/a> on the law in the November 2024 election. That meant the law would be on hold until voters could decide whether to overturn it.\u003c/p>\n\u003cp>Furious, labor unions sponsored legislation this year that would have made fast-food companies like McDonald’s liable for any misdeeds of their mostly independent franchise operators in the state. Democratic lawmakers also restored funding to the \u003ca href=\"https://apnews.com/article/california-fast-food-workers-law-delay-5619842081fe09e5b46d64dfc66eedd2\">Industrial Welfare Commission\u003c/a>, a long-dormant state agency that has the power to set wage and workplace standards for multiple industries.\u003c/p>\n\u003cp>Both of those moves alarmed the business groups. All sides began working on a compromise over the summer. In exchange for a $20 minimum wage, labor unions have withdrawn their legislation to make fast-food companies liable for their franchise operators’ labor violations and lawmakers have stripped funding for the Industrial Welfare Commission.\u003c/p>\n\u003cp>The Fast Food Council created in the original legislation would still exist, but it would only have the authority to set wages, not workplace standards. The council could make recommendations about workplace standards to various state agencies.\u003c/p>\n\u003cp>The bill must still be approved by the Democratic-controlled state Legislature and signed into law by Newsom. If passed and signed, the bill can only take effect if the restaurant groups pull their referendum from the ballot, which spokesperson Kathy Fairbanks said they planned to do. In the past, a referendum couldn’t be removed from the ballot, but Newsom signed a law last week allowing it.\u003c/p>\n\u003cp>“This agreement protects local restaurant owners from significant threats that would have made it difficult to continue to operate in California,” said Sean Kennedy, executive vice president for public affairs for the National Restaurant Association.\u003c/p>\n\u003cp>The $20 hourly wage would be a starting point. The nine-member Fast Food Council, which would include representatives from the restaurant industry and labor, would have the power to increase that minimum wage each year by up to 3.5% or the change in the U.S. consumer price index for urban wage earners and clerical workers, whichever is lower.\u003c/p>\n\u003cp>“California’s fast-food industry is stuck in a crisis of low pay and unsafe working conditions,” said Joseph Bryant, executive vice president of the Service Employees International Union. He said the bill gives California “an opportunity to reaffirm our commitment to getting fast-food workers a seat at the table to make decisions about standards guiding their pay, training and working conditions.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>___\u003cbr>\n\u003cem>Reporter Olga R. Rodriguez contributed from San Francisco.\u003c/em>\u003c/p>\n\n\u003c/div>\u003c/p>",
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"title": "How Santa Clara County is Fighting Wage Theft",
"headTitle": "How Santa Clara County is Fighting Wage Theft | KQED",
"content": "\u003cp>\u003cspan style=\"font-weight: 400\">\u003ca href=\"#episode-transcript\">\u003ci>View the full episode transcript.\u003c/i>\u003c/a>\u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">California faces a big problem in labor law enforcement: when businesses are found to have committed wage theft, many \u003c/span>\u003ci>\u003cspan style=\"font-weight: 400\">still \u003c/span>\u003c/i>\u003cspan style=\"font-weight: 400\">don’t pay workers what they’re owed. KQED’s Farida Jhabvala Romero tells us how Santa Clara County is implementing a local solution to this statewide issue. \u003c/span>\u003c/p>\n\u003cdiv class=\"card card--enclosed grey\">\n\u003cp id=\"embed-code\" class=\"inconsolata\">[iframe frameborder=”0″ height=”200″ scrolling=”no” src=”https://playlist.megaphone.fm/?e=KQINC6137013080&light=true” width=”100%”/iframe\u003c/p>\n\u003ch2 id=\"episode-transcript\">Episode Transcript\u003c/h2>\n\u003cp>\u003ci>\u003cspan style=\"font-weight: 400\">This is a computer-generated transcript. While our team has reviewed it, there may be errors.\u003c/span>\u003c/i>\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>I’m Ericka Cruz Guevarra, and welcome to The Bay. Local news to keep you rooted. You would think – hope, even – that if you were a victim of wage theft, that there’s a process in place to help you get what you’re owed. And there is a state agency in California set up for that. It’s just the process doesn’t always work the way it’s supposed to.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>There’s only 13 people in the whole state dedicated to helping thousands of these low income workers try to recover that money that the state found their due.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Many businesses that have committed wage theft are often able to avoid settling that debt in California. That’s why officials in Santa Clara County have implemented a local solution to this problem by pushing some local businesses to pay up or lose their right to operate today. How one Bay Area County is helping put money back in the hands of workers.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>So I went to downtown Gilroy and it was a couple of months ago.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Farida Jhabvala Romero is a labor correspondent for KQED.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>It was really hot and super sunny, and I met a group of people who were doing outreach work, partnering with the County of Santa Clara to educate food businesses in that area about their responsibilities as employers. And one of them was Melissa Sanchez. I have a.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>For sure for you here to give to the owner, if you don’t mind.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>She would go into businesses and they would, like start chatting. They’re just trying to tell people what’s going on and also let them know about a county program called the Food Permit Enforcement Program and delivering pamphlets about it.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Melissa Sanchez: \u003c/strong>And your name again? I’m sorry.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ricardo Rivas: \u003c/strong>My name is Ricardo.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Melissa Sanchez: \u003c/strong>Oh, hi, Ricardo. I’m Melissa. Yes.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>One of the people she met was Ricardo Rivas. He’s the manager of a restaurant called Tempo Kitchen and Bar. And Ricardo ended up saying he was very interested in attending the the free training and that he wanted to make sure that the restaurant was treating workers fairly. And then he got information about the food permit wage theft enforcement program as well.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ricardo Rivas: \u003c/strong>There’s so many different things involved with between state and county and federal laws, especially as far as labor goes. So being able to stay compliant with it, ensure that we are treating our workers here fairly and accordance to the law is definitely a major importance for us.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>So Melissa and the people that you were out there following were really out there trying to reach out to business owners about this program in Santa Clara County. Before we dig into it, what is the problem that this program is trying to solve?\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>The county started this program because they’re putting some resources down to try to stem labor violations like wage theft, which is when workers are not paid what they’re owed under the law, like meal and rest breaks and overtime, minimum wage. There’s a state agency that investigates those cases When workers complain, it’s called the labor commissioner’s office. There is a list of cases where the Labor commissioner’s office has found that the worker is owed wages by an employer. But many times workers end up not getting any of that money paid. Statewide, the Labor commissioner’s office told us that there are more than 6500 of these cases of people with unpaid judgments that remain open, totaling more than $85 million. And this process, Ericka, can sometimes take years. The state has a very tiny department. It’s called the Judgment Enforcement Unit. They focused on helping low income workers get money back. They’re super understaffed. They said there were 22 positions statewide and only 13 were filled. That means there’s only 13 people in the whole state dedicated to helping thousands of low income workers try to recover that money. People who don’t want to pay will often move money around or put it in somebody else’s name. Close the business, declare bankruptcy. You know, it can be a really long, you know, process. So a lot of people end up just, you know, never seeing that money ever again.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>This has been a problem that a lot of people have been talking about in Santa Clara County. Right.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Workers rights advocates in the county have been pushing for years to get more local city and county governments involved. The way they see it, as often, there aren’t enough consequences when businesses are found to owe workers wages.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ruth Silver Taube: \u003c/strong>I believe it’s a business model.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Ruth Silver Taube is an attorney who coordinates the Santa Clara County Wage Theft Coalition.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ruth Silver Taube: \u003c/strong>There’s a subset of businesses that just don’t want to pay these judgments because they want to make more money for themselves.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>So these worker advocates, like they’ve been pushing for more local consequences for businesses who have these unpaid judgments with the labor commissioner’s office.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ruth Silver Taube: \u003c/strong>We do need more enforcement that that to me, is a huge problem because even if you win, it doesn’t matter. The worker needs that money. We need that money in the worker’s pockets.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>What role exactly is the county playing in this and what are they doing?\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>What the county does is they regularly get a list of all these businesses in the states with unpaid judgments. Then they figure out which ones are food businesses with permits in the county. They target the person named in the in the actual judgment. Then they’ll send the business a letter. And if the business doesn’t respond in 45 days, the county can take their permit to operate away.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Jessie Yu: \u003c/strong>The county focuses on food from its because we see a nexus between vulnerable worker populations and a large number of labor violations in the food retail industry.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Jesse Yu heads the county’s Office of Labor Standards Enforcement. The county is in charge of issuing these food permits. So the way they think about it is, well, the businesses need to comply with all the laws, and that includes making sure they don’t have any of these unpaid judgments, that they don’t owe money to the state or workers in the county.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Jessie Yu; \u003c/strong>That’s exactly kind of where we see we fit in is just really complementing and supporting the federal and state process. Because even though a judgment is issued, sometimes the business doesn’t pay. And so we’re hoping to leverage our food permits to ensure that payment happens.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>It’s definitely a very different message when the county is threatening to revoke your permit to operate, you know, you would have to close your business if you don’t have this permit. And so it is creating more local consequences for for these businesses.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>As I understand it, this program has actually been pretty successful, it seems like, at getting wages back into the hands of workers. I believe that the number is $125,000. Is that right?\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Yeah. They’ve said they’ve recovered $125,000 so far. It’s definitely, you know, nothing to sniff out, especially for the workers who were able to actually recover, you know, thousands of dollars on wages they were owed. I did get in touch with workers who got money after the food permit program got involved in their cases, but none of them wanted to speak publicly. You know, they did not want to be quoted because they didn’t want to be associated with a wage dispute. And, you know, sometimes their former employers in the same community had one worker tell me that their employer goes to her church. Businesses that paid these judgments after the food permit enforcement program sent them letters. You know, we’re in touch with them. They also didn’t want to be quoted or identified in the story.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Zooming out, Farida, I’m curious how unique a program like this is. The people who follow.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Labor enforcement nationally that I talked to said this was a pretty unique program in the sense that the county is actively trying to identify and reach out to businesses doing investigations of their own, sometimes into a business, and also having this big outreach component. So, you know, it sounds like Santa Clara is trying something new. I heard words like innovative, you know, like pretty unique. That’s how people describe the county’s work on this.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Are there other cities that have tried to do something like this?\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Outside of Santa Clara, there’s other types of efforts I’ve seen. Like recently, San Diego County launched a new program called the Workplace Justice Fund. And so what the county is trying to do there is identifying workers who have these unpaid judgments in San Diego County. The county will front them up to $3,000 to help them stabilize financially. And at the same time, the county has its own collections agency, you know, with professional people who do this for a living, you know, And so they’ll take over the workers case, you know, and try to help them recover funds.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Well, what would it take to get something like this going on a larger scale for you to.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>I think what would it would take is just counties elsewhere deciding that they they want to try this out. You know, our feeling that this is a big enough problem for them that they that they want to focus on it in this way. You know.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Or a big enough priority.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Exactly. Like the situation of of having workers who’ve gone through this system that is supposed to, you know, help them and also help enforce labor laws. It has a bunch of impacts not just for the workers but for the state as well, because these workers are often really low income. They end up relying on food stamps and other programs that are supported with our tax dollars. Then the state also misses out on payroll taxes. And so it affects people in different ways. And then for the businesses, it’s unfair when a business is following the rules and then, you know, has to spend more money on their workforce following the law. And then they’re competing with businesses that are not doing that. And so it’s cheaper for them. So there’s also an issue of fairness. And leveling the playing field for for business owners is how the county and workers rights advocates and and the folks that are doing this outreach to businesses talk about this problem.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Why do you think this is happening now and in this place in particular, Santa Clara County?\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>This has been a years long push by people who want to see change on wage theft in this state. It’s the most populous county in the Bay Area. There has been a concerted push there, but also in other parts of the state to get local governments to use their authority to, you know, intervene in this problem, help the state with enforcement of labor laws and see some real change, you know, for for workers who who have been victims of wage theft. And then it also sends a really strong message to businesses in the county and employers that somebody is watching and that there are local consequences.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Well, Farida, thank you so much.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Thank you.\u003c/p>\n\u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>That was Farida Jhabvala Romero, a labor correspondent with KQED. This 30-minute conversation with Farida was cut down and edited by producer Maria Esquinca. Alan Montecillo is our senior editor. He scored this episode and added all the tape. And if you haven’t already, please consider leaving The Bay a review on Apple Podcasts. For one, I really like reading them and also it helps other people find our show. The Bay is a production of member supported KQED. I’m Ericka Cruz Guevarra, see you next time.\u003c/p>\n\u003cp style=\"font-weight: 400\">\n\u003c/p>\u003c/div>\n\u003cp>[ad fullwidth]\u003c/p>\u003cp>[ad floatright]\u003c/p>\n",
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"label": "\u003ch2 id=\"episode-transcript\">Episode Transcript\u003c/h2> \u003cp>\u003ci>\u003cspan style=\"font-weight: 400\">This is a computer-generated transcript. While our team has reviewed it, there may be errors.\u003c/span>\u003c/i>\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>I’m Ericka Cruz Guevarra, and welcome to The Bay. Local news to keep you rooted. You would think – hope, even – that if you were a victim of wage theft, that there’s a process in place to help you get what you’re owed. And there is a state agency in California set up for that. It’s just the process doesn’t always work the way it’s supposed to.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>There’s only 13 people in the whole state dedicated to helping thousands of these low income workers try to recover that money that the state found their due.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Many businesses that have committed wage theft are often able to avoid settling that debt in California. That’s why officials in Santa Clara County have implemented a local solution to this problem by pushing some local businesses to pay up or lose their right to operate today. How one Bay Area County is helping put money back in the hands of workers.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>So I went to downtown Gilroy and it was a couple of months ago.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Farida Jhabvala Romero is a labor correspondent for KQED.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>It was really hot and super sunny, and I met a group of people who were doing outreach work, partnering with the County of Santa Clara to educate food businesses in that area about their responsibilities as employers. And one of them was Melissa Sanchez. I have a.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>For sure for you here to give to the owner, if you don’t mind.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>She would go into businesses and they would, like start chatting. They’re just trying to tell people what’s going on and also let them know about a county program called the Food Permit Enforcement Program and delivering pamphlets about it.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Melissa Sanchez: \u003c/strong>And your name again? I’m sorry.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ricardo Rivas: \u003c/strong>My name is Ricardo.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Melissa Sanchez: \u003c/strong>Oh, hi, Ricardo. I’m Melissa. Yes.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>One of the people she met was Ricardo Rivas. He’s the manager of a restaurant called Tempo Kitchen and Bar. And Ricardo ended up saying he was very interested in attending the the free training and that he wanted to make sure that the restaurant was treating workers fairly. And then he got information about the food permit wage theft enforcement program as well.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ricardo Rivas: \u003c/strong>There’s so many different things involved with between state and county and federal laws, especially as far as labor goes. So being able to stay compliant with it, ensure that we are treating our workers here fairly and accordance to the law is definitely a major importance for us.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>So Melissa and the people that you were out there following were really out there trying to reach out to business owners about this program in Santa Clara County. Before we dig into it, what is the problem that this program is trying to solve?\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>The county started this program because they’re putting some resources down to try to stem labor violations like wage theft, which is when workers are not paid what they’re owed under the law, like meal and rest breaks and overtime, minimum wage. There’s a state agency that investigates those cases When workers complain, it’s called the labor commissioner’s office. There is a list of cases where the Labor commissioner’s office has found that the worker is owed wages by an employer. But many times workers end up not getting any of that money paid. Statewide, the Labor commissioner’s office told us that there are more than 6500 of these cases of people with unpaid judgments that remain open, totaling more than $85 million. And this process, Ericka, can sometimes take years. The state has a very tiny department. It’s called the Judgment Enforcement Unit. They focused on helping low income workers get money back. They’re super understaffed. They said there were 22 positions statewide and only 13 were filled. That means there’s only 13 people in the whole state dedicated to helping thousands of low income workers try to recover that money. People who don’t want to pay will often move money around or put it in somebody else’s name. Close the business, declare bankruptcy. You know, it can be a really long, you know, process. So a lot of people end up just, you know, never seeing that money ever again.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>This has been a problem that a lot of people have been talking about in Santa Clara County. Right.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Workers rights advocates in the county have been pushing for years to get more local city and county governments involved. The way they see it, as often, there aren’t enough consequences when businesses are found to owe workers wages.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ruth Silver Taube: \u003c/strong>I believe it’s a business model.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Ruth Silver Taube is an attorney who coordinates the Santa Clara County Wage Theft Coalition.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ruth Silver Taube: \u003c/strong>There’s a subset of businesses that just don’t want to pay these judgments because they want to make more money for themselves.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>So these worker advocates, like they’ve been pushing for more local consequences for businesses who have these unpaid judgments with the labor commissioner’s office.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ruth Silver Taube: \u003c/strong>We do need more enforcement that that to me, is a huge problem because even if you win, it doesn’t matter. The worker needs that money. We need that money in the worker’s pockets.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>What role exactly is the county playing in this and what are they doing?\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>What the county does is they regularly get a list of all these businesses in the states with unpaid judgments. Then they figure out which ones are food businesses with permits in the county. They target the person named in the in the actual judgment. Then they’ll send the business a letter. And if the business doesn’t respond in 45 days, the county can take their permit to operate away.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Jessie Yu: \u003c/strong>The county focuses on food from its because we see a nexus between vulnerable worker populations and a large number of labor violations in the food retail industry.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Jesse Yu heads the county’s Office of Labor Standards Enforcement. The county is in charge of issuing these food permits. So the way they think about it is, well, the businesses need to comply with all the laws, and that includes making sure they don’t have any of these unpaid judgments, that they don’t owe money to the state or workers in the county.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Jessie Yu; \u003c/strong>That’s exactly kind of where we see we fit in is just really complementing and supporting the federal and state process. Because even though a judgment is issued, sometimes the business doesn’t pay. And so we’re hoping to leverage our food permits to ensure that payment happens.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>It’s definitely a very different message when the county is threatening to revoke your permit to operate, you know, you would have to close your business if you don’t have this permit. And so it is creating more local consequences for for these businesses.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>As I understand it, this program has actually been pretty successful, it seems like, at getting wages back into the hands of workers. I believe that the number is $125,000. Is that right?\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Yeah. They’ve said they’ve recovered $125,000 so far. It’s definitely, you know, nothing to sniff out, especially for the workers who were able to actually recover, you know, thousands of dollars on wages they were owed. I did get in touch with workers who got money after the food permit program got involved in their cases, but none of them wanted to speak publicly. You know, they did not want to be quoted because they didn’t want to be associated with a wage dispute. And, you know, sometimes their former employers in the same community had one worker tell me that their employer goes to her church. Businesses that paid these judgments after the food permit enforcement program sent them letters. You know, we’re in touch with them. They also didn’t want to be quoted or identified in the story.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Zooming out, Farida, I’m curious how unique a program like this is. The people who follow.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Labor enforcement nationally that I talked to said this was a pretty unique program in the sense that the county is actively trying to identify and reach out to businesses doing investigations of their own, sometimes into a business, and also having this big outreach component. So, you know, it sounds like Santa Clara is trying something new. I heard words like innovative, you know, like pretty unique. That’s how people describe the county’s work on this.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Are there other cities that have tried to do something like this?\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Outside of Santa Clara, there’s other types of efforts I’ve seen. Like recently, San Diego County launched a new program called the Workplace Justice Fund. And so what the county is trying to do there is identifying workers who have these unpaid judgments in San Diego County. The county will front them up to $3,000 to help them stabilize financially. And at the same time, the county has its own collections agency, you know, with professional people who do this for a living, you know, And so they’ll take over the workers case, you know, and try to help them recover funds.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Well, what would it take to get something like this going on a larger scale for you to.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>I think what would it would take is just counties elsewhere deciding that they they want to try this out. You know, our feeling that this is a big enough problem for them that they that they want to focus on it in this way. You know.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Or a big enough priority.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Exactly. Like the situation of of having workers who’ve gone through this system that is supposed to, you know, help them and also help enforce labor laws. It has a bunch of impacts not just for the workers but for the state as well, because these workers are often really low income. They end up relying on food stamps and other programs that are supported with our tax dollars. Then the state also misses out on payroll taxes. And so it affects people in different ways. And then for the businesses, it’s unfair when a business is following the rules and then, you know, has to spend more money on their workforce following the law. And then they’re competing with businesses that are not doing that. And so it’s cheaper for them. So there’s also an issue of fairness. And leveling the playing field for for business owners is how the county and workers rights advocates and and the folks that are doing this outreach to businesses talk about this problem.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Why do you think this is happening now and in this place in particular, Santa Clara County?\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>This has been a years long push by people who want to see change on wage theft in this state. It’s the most populous county in the Bay Area. There has been a concerted push there, but also in other parts of the state to get local governments to use their authority to, you know, intervene in this problem, help the state with enforcement of labor laws and see some real change, you know, for for workers who who have been victims of wage theft. And then it also sends a really strong message to businesses in the county and employers that somebody is watching and that there are local consequences.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>Well, Farida, thank you so much.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Farida Jhabvala Romero: \u003c/strong>Thank you.\u003c/p> \u003cp style=\"font-weight: 400\">\u003cstrong>Ericka Cruz Guevarra: \u003c/strong>That was Farida Jhabvala Romero, a labor correspondent with KQED. This 30-minute conversation with Farida was cut down and edited by producer Maria Esquinca. Alan Montecillo is our senior editor. He scored this episode and added all the tape. And if you haven’t already, please consider leaving The Bay a review on Apple Podcasts. For one, I really like reading them and also it helps other people find our show. The Bay is a production of member supported KQED. I’m Ericka Cruz Guevarra, see you next time.\u003c/p> \u003cp style=\"font-weight: 400\"> \u003c/p>\u003c/div> \u003cp>[ad fullwidth"
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"\u003ch2",
"id=\"episode-transcript\">Episode",
"Transcript\u003c/h2>",
"\u003cp>\u003ci>\u003cspan",
"style=\"font-weight:",
"400\">This",
"is",
"a",
"computer-generated",
"transcript.",
"While",
"our",
"team",
"has",
"reviewed",
"it,",
"there",
"may",
"be",
"errors.\u003c/span>\u003c/i>\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>I’m",
"Ericka",
"Cruz",
"Guevarra,",
"and",
"welcome",
"to",
"The",
"Bay.",
"Local",
"news",
"to",
"keep",
"you",
"rooted.",
"You",
"would",
"think",
"–",
"hope,",
"even",
"–",
"that",
"if",
"you",
"were",
"a",
"victim",
"of",
"wage",
"theft,",
"that",
"there’s",
"a",
"process",
"in",
"place",
"to",
"help",
"you",
"get",
"what",
"you’re",
"owed.",
"And",
"there",
"is",
"a",
"state",
"agency",
"in",
"California",
"set",
"up",
"for",
"that.",
"It’s",
"just",
"the",
"process",
"doesn’t",
"always",
"work",
"the",
"way",
"it’s",
"supposed",
"to.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>There’s",
"only",
"13",
"people",
"in",
"the",
"whole",
"state",
"dedicated",
"to",
"helping",
"thousands",
"of",
"these",
"low",
"income",
"workers",
"try",
"to",
"recover",
"that",
"money",
"that",
"the",
"state",
"found",
"their",
"due.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>Many",
"businesses",
"that",
"have",
"committed",
"wage",
"theft",
"are",
"often",
"able",
"to",
"avoid",
"settling",
"that",
"debt",
"in",
"California.",
"That’s",
"why",
"officials",
"in",
"Santa",
"Clara",
"County",
"have",
"implemented",
"a",
"local",
"solution",
"to",
"this",
"problem",
"by",
"pushing",
"some",
"local",
"businesses",
"to",
"pay",
"up",
"or",
"lose",
"their",
"right",
"to",
"operate",
"today.",
"How",
"one",
"Bay",
"Area",
"County",
"is",
"helping",
"put",
"money",
"back",
"in",
"the",
"hands",
"of",
"workers.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>So",
"I",
"went",
"to",
"downtown",
"Gilroy",
"and",
"it",
"was",
"a",
"couple",
"of",
"months",
"ago.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>Farida",
"Jhabvala",
"Romero",
"is",
"a",
"labor",
"correspondent",
"for",
"KQED.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>It",
"was",
"really",
"hot",
"and",
"super",
"sunny,",
"and",
"I",
"met",
"a",
"group",
"of",
"people",
"who",
"were",
"doing",
"outreach",
"work,",
"partnering",
"with",
"the",
"County",
"of",
"Santa",
"Clara",
"to",
"educate",
"food",
"businesses",
"in",
"that",
"area",
"about",
"their",
"responsibilities",
"as",
"employers.",
"And",
"one",
"of",
"them",
"was",
"Melissa",
"Sanchez.",
"I",
"have",
"a.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>For",
"sure",
"for",
"you",
"here",
"to",
"give",
"to",
"the",
"owner,",
"if",
"you",
"don’t",
"mind.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>She",
"would",
"go",
"into",
"businesses",
"and",
"they",
"would,",
"like",
"start",
"chatting.",
"They’re",
"just",
"trying",
"to",
"tell",
"people",
"what’s",
"going",
"on",
"and",
"also",
"let",
"them",
"know",
"about",
"a",
"county",
"program",
"called",
"the",
"Food",
"Permit",
"Enforcement",
"Program",
"and",
"delivering",
"pamphlets",
"about",
"it.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Melissa",
"Sanchez:",
"\u003c/strong>And",
"your",
"name",
"again?",
"I’m",
"sorry.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ricardo",
"Rivas:",
"\u003c/strong>My",
"name",
"is",
"Ricardo.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Melissa",
"Sanchez:",
"\u003c/strong>Oh,",
"hi,",
"Ricardo.",
"I’m",
"Melissa.",
"Yes.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>One",
"of",
"the",
"people",
"she",
"met",
"was",
"Ricardo",
"Rivas.",
"He’s",
"the",
"manager",
"of",
"a",
"restaurant",
"called",
"Tempo",
"Kitchen",
"and",
"Bar.",
"And",
"Ricardo",
"ended",
"up",
"saying",
"he",
"was",
"very",
"interested",
"in",
"attending",
"the",
"the",
"free",
"training",
"and",
"that",
"he",
"wanted",
"to",
"make",
"sure",
"that",
"the",
"restaurant",
"was",
"treating",
"workers",
"fairly.",
"And",
"then",
"he",
"got",
"information",
"about",
"the",
"food",
"permit",
"wage",
"theft",
"enforcement",
"program",
"as",
"well.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ricardo",
"Rivas:",
"\u003c/strong>There’s",
"so",
"many",
"different",
"things",
"involved",
"with",
"between",
"state",
"and",
"county",
"and",
"federal",
"laws,",
"especially",
"as",
"far",
"as",
"labor",
"goes.",
"So",
"being",
"able",
"to",
"stay",
"compliant",
"with",
"it,",
"ensure",
"that",
"we",
"are",
"treating",
"our",
"workers",
"here",
"fairly",
"and",
"accordance",
"to",
"the",
"law",
"is",
"definitely",
"a",
"major",
"importance",
"for",
"us.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>So",
"Melissa",
"and",
"the",
"people",
"that",
"you",
"were",
"out",
"there",
"following",
"were",
"really",
"out",
"there",
"trying",
"to",
"reach",
"out",
"to",
"business",
"owners",
"about",
"this",
"program",
"in",
"Santa",
"Clara",
"County.",
"Before",
"we",
"dig",
"into",
"it,",
"what",
"is",
"the",
"problem",
"that",
"this",
"program",
"is",
"trying",
"to",
"solve?\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>The",
"county",
"started",
"this",
"program",
"because",
"they’re",
"putting",
"some",
"resources",
"down",
"to",
"try",
"to",
"stem",
"labor",
"violations",
"like",
"wage",
"theft,",
"which",
"is",
"when",
"workers",
"are",
"not",
"paid",
"what",
"they’re",
"owed",
"under",
"the",
"law,",
"like",
"meal",
"and",
"rest",
"breaks",
"and",
"overtime,",
"minimum",
"wage.",
"There’s",
"a",
"state",
"agency",
"that",
"investigates",
"those",
"cases",
"When",
"workers",
"complain,",
"it’s",
"called",
"the",
"labor",
"commissioner’s",
"office.",
"There",
"is",
"a",
"list",
"of",
"cases",
"where",
"the",
"Labor",
"commissioner’s",
"office",
"has",
"found",
"that",
"the",
"worker",
"is",
"owed",
"wages",
"by",
"an",
"employer.",
"But",
"many",
"times",
"workers",
"end",
"up",
"not",
"getting",
"any",
"of",
"that",
"money",
"paid.",
"Statewide,",
"the",
"Labor",
"commissioner’s",
"office",
"told",
"us",
"that",
"there",
"are",
"more",
"than",
"6500",
"of",
"these",
"cases",
"of",
"people",
"with",
"unpaid",
"judgments",
"that",
"remain",
"open,",
"totaling",
"more",
"than",
"$85",
"million.",
"And",
"this",
"process,",
"Ericka,",
"can",
"sometimes",
"take",
"years.",
"The",
"state",
"has",
"a",
"very",
"tiny",
"department.",
"It’s",
"called",
"the",
"Judgment",
"Enforcement",
"Unit.",
"They",
"focused",
"on",
"helping",
"low",
"income",
"workers",
"get",
"money",
"back.",
"They’re",
"super",
"understaffed.",
"They",
"said",
"there",
"were",
"22",
"positions",
"statewide",
"and",
"only",
"13",
"were",
"filled.",
"That",
"means",
"there’s",
"only",
"13",
"people",
"in",
"the",
"whole",
"state",
"dedicated",
"to",
"helping",
"thousands",
"of",
"low",
"income",
"workers",
"try",
"to",
"recover",
"that",
"money.",
"People",
"who",
"don’t",
"want",
"to",
"pay",
"will",
"often",
"move",
"money",
"around",
"or",
"put",
"it",
"in",
"somebody",
"else’s",
"name.",
"Close",
"the",
"business,",
"declare",
"bankruptcy.",
"You",
"know,",
"it",
"can",
"be",
"a",
"really",
"long,",
"you",
"know,",
"process.",
"So",
"a",
"lot",
"of",
"people",
"end",
"up",
"just,",
"you",
"know,",
"never",
"seeing",
"that",
"money",
"ever",
"again.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>This",
"has",
"been",
"a",
"problem",
"that",
"a",
"lot",
"of",
"people",
"have",
"been",
"talking",
"about",
"in",
"Santa",
"Clara",
"County.",
"Right.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>Workers",
"rights",
"advocates",
"in",
"the",
"county",
"have",
"been",
"pushing",
"for",
"years",
"to",
"get",
"more",
"local",
"city",
"and",
"county",
"governments",
"involved.",
"The",
"way",
"they",
"see",
"it,",
"as",
"often,",
"there",
"aren’t",
"enough",
"consequences",
"when",
"businesses",
"are",
"found",
"to",
"owe",
"workers",
"wages.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ruth",
"Silver",
"Taube:",
"\u003c/strong>I",
"believe",
"it’s",
"a",
"business",
"model.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>Ruth",
"Silver",
"Taube",
"is",
"an",
"attorney",
"who",
"coordinates",
"the",
"Santa",
"Clara",
"County",
"Wage",
"Theft",
"Coalition.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ruth",
"Silver",
"Taube:",
"\u003c/strong>There’s",
"a",
"subset",
"of",
"businesses",
"that",
"just",
"don’t",
"want",
"to",
"pay",
"these",
"judgments",
"because",
"they",
"want",
"to",
"make",
"more",
"money",
"for",
"themselves.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>So",
"these",
"worker",
"advocates,",
"like",
"they’ve",
"been",
"pushing",
"for",
"more",
"local",
"consequences",
"for",
"businesses",
"who",
"have",
"these",
"unpaid",
"judgments",
"with",
"the",
"labor",
"commissioner’s",
"office.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ruth",
"Silver",
"Taube:",
"\u003c/strong>We",
"do",
"need",
"more",
"enforcement",
"that",
"that",
"to",
"me,",
"is",
"a",
"huge",
"problem",
"because",
"even",
"if",
"you",
"win,",
"it",
"doesn’t",
"matter.",
"The",
"worker",
"needs",
"that",
"money.",
"We",
"need",
"that",
"money",
"in",
"the",
"worker’s",
"pockets.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>What",
"role",
"exactly",
"is",
"the",
"county",
"playing",
"in",
"this",
"and",
"what",
"are",
"they",
"doing?\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>What",
"the",
"county",
"does",
"is",
"they",
"regularly",
"get",
"a",
"list",
"of",
"all",
"these",
"businesses",
"in",
"the",
"states",
"with",
"unpaid",
"judgments.",
"Then",
"they",
"figure",
"out",
"which",
"ones",
"are",
"food",
"businesses",
"with",
"permits",
"in",
"the",
"county.",
"They",
"target",
"the",
"person",
"named",
"in",
"the",
"in",
"the",
"actual",
"judgment.",
"Then",
"they’ll",
"send",
"the",
"business",
"a",
"letter.",
"And",
"if",
"the",
"business",
"doesn’t",
"respond",
"in",
"45",
"days,",
"the",
"county",
"can",
"take",
"their",
"permit",
"to",
"operate",
"away.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Jessie",
"Yu:",
"\u003c/strong>The",
"county",
"focuses",
"on",
"food",
"from",
"its",
"because",
"we",
"see",
"a",
"nexus",
"between",
"vulnerable",
"worker",
"populations",
"and",
"a",
"large",
"number",
"of",
"labor",
"violations",
"in",
"the",
"food",
"retail",
"industry.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>Jesse",
"Yu",
"heads",
"the",
"county’s",
"Office",
"of",
"Labor",
"Standards",
"Enforcement.",
"The",
"county",
"is",
"in",
"charge",
"of",
"issuing",
"these",
"food",
"permits.",
"So",
"the",
"way",
"they",
"think",
"about",
"it",
"is,",
"well,",
"the",
"businesses",
"need",
"to",
"comply",
"with",
"all",
"the",
"laws,",
"and",
"that",
"includes",
"making",
"sure",
"they",
"don’t",
"have",
"any",
"of",
"these",
"unpaid",
"judgments,",
"that",
"they",
"don’t",
"owe",
"money",
"to",
"the",
"state",
"or",
"workers",
"in",
"the",
"county.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Jessie",
"Yu;",
"\u003c/strong>That’s",
"exactly",
"kind",
"of",
"where",
"we",
"see",
"we",
"fit",
"in",
"is",
"just",
"really",
"complementing",
"and",
"supporting",
"the",
"federal",
"and",
"state",
"process.",
"Because",
"even",
"though",
"a",
"judgment",
"is",
"issued,",
"sometimes",
"the",
"business",
"doesn’t",
"pay.",
"And",
"so",
"we’re",
"hoping",
"to",
"leverage",
"our",
"food",
"permits",
"to",
"ensure",
"that",
"payment",
"happens.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>It’s",
"definitely",
"a",
"very",
"different",
"message",
"when",
"the",
"county",
"is",
"threatening",
"to",
"revoke",
"your",
"permit",
"to",
"operate,",
"you",
"know,",
"you",
"would",
"have",
"to",
"close",
"your",
"business",
"if",
"you",
"don’t",
"have",
"this",
"permit.",
"And",
"so",
"it",
"is",
"creating",
"more",
"local",
"consequences",
"for",
"for",
"these",
"businesses.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>As",
"I",
"understand",
"it,",
"this",
"program",
"has",
"actually",
"been",
"pretty",
"successful,",
"it",
"seems",
"like,",
"at",
"getting",
"wages",
"back",
"into",
"the",
"hands",
"of",
"workers.",
"I",
"believe",
"that",
"the",
"number",
"is",
"$125,000.",
"Is",
"that",
"right?\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>Yeah.",
"They’ve",
"said",
"they’ve",
"recovered",
"$125,000",
"so",
"far.",
"It’s",
"definitely,",
"you",
"know,",
"nothing",
"to",
"sniff",
"out,",
"especially",
"for",
"the",
"workers",
"who",
"were",
"able",
"to",
"actually",
"recover,",
"you",
"know,",
"thousands",
"of",
"dollars",
"on",
"wages",
"they",
"were",
"owed.",
"I",
"did",
"get",
"in",
"touch",
"with",
"workers",
"who",
"got",
"money",
"after",
"the",
"food",
"permit",
"program",
"got",
"involved",
"in",
"their",
"cases,",
"but",
"none",
"of",
"them",
"wanted",
"to",
"speak",
"publicly.",
"You",
"know,",
"they",
"did",
"not",
"want",
"to",
"be",
"quoted",
"because",
"they",
"didn’t",
"want",
"to",
"be",
"associated",
"with",
"a",
"wage",
"dispute.",
"And,",
"you",
"know,",
"sometimes",
"their",
"former",
"employers",
"in",
"the",
"same",
"community",
"had",
"one",
"worker",
"tell",
"me",
"that",
"their",
"employer",
"goes",
"to",
"her",
"church.",
"Businesses",
"that",
"paid",
"these",
"judgments",
"after",
"the",
"food",
"permit",
"enforcement",
"program",
"sent",
"them",
"letters.",
"You",
"know,",
"we’re",
"in",
"touch",
"with",
"them.",
"They",
"also",
"didn’t",
"want",
"to",
"be",
"quoted",
"or",
"identified",
"in",
"the",
"story.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>Zooming",
"out,",
"Farida,",
"I’m",
"curious",
"how",
"unique",
"a",
"program",
"like",
"this",
"is.",
"The",
"people",
"who",
"follow.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>Labor",
"enforcement",
"nationally",
"that",
"I",
"talked",
"to",
"said",
"this",
"was",
"a",
"pretty",
"unique",
"program",
"in",
"the",
"sense",
"that",
"the",
"county",
"is",
"actively",
"trying",
"to",
"identify",
"and",
"reach",
"out",
"to",
"businesses",
"doing",
"investigations",
"of",
"their",
"own,",
"sometimes",
"into",
"a",
"business,",
"and",
"also",
"having",
"this",
"big",
"outreach",
"component.",
"So,",
"you",
"know,",
"it",
"sounds",
"like",
"Santa",
"Clara",
"is",
"trying",
"something",
"new.",
"I",
"heard",
"words",
"like",
"innovative,",
"you",
"know,",
"like",
"pretty",
"unique.",
"That’s",
"how",
"people",
"describe",
"the",
"county’s",
"work",
"on",
"this.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>Are",
"there",
"other",
"cities",
"that",
"have",
"tried",
"to",
"do",
"something",
"like",
"this?\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>Outside",
"of",
"Santa",
"Clara,",
"there’s",
"other",
"types",
"of",
"efforts",
"I’ve",
"seen.",
"Like",
"recently,",
"San",
"Diego",
"County",
"launched",
"a",
"new",
"program",
"called",
"the",
"Workplace",
"Justice",
"Fund.",
"And",
"so",
"what",
"the",
"county",
"is",
"trying",
"to",
"do",
"there",
"is",
"identifying",
"workers",
"who",
"have",
"these",
"unpaid",
"judgments",
"in",
"San",
"Diego",
"County.",
"The",
"county",
"will",
"front",
"them",
"up",
"to",
"$3,000",
"to",
"help",
"them",
"stabilize",
"financially.",
"And",
"at",
"the",
"same",
"time,",
"the",
"county",
"has",
"its",
"own",
"collections",
"agency,",
"you",
"know,",
"with",
"professional",
"people",
"who",
"do",
"this",
"for",
"a",
"living,",
"you",
"know,",
"And",
"so",
"they’ll",
"take",
"over",
"the",
"workers",
"case,",
"you",
"know,",
"and",
"try",
"to",
"help",
"them",
"recover",
"funds.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>Well,",
"what",
"would",
"it",
"take",
"to",
"get",
"something",
"like",
"this",
"going",
"on",
"a",
"larger",
"scale",
"for",
"you",
"to.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>I",
"think",
"what",
"would",
"it",
"would",
"take",
"is",
"just",
"counties",
"elsewhere",
"deciding",
"that",
"they",
"they",
"want",
"to",
"try",
"this",
"out.",
"You",
"know,",
"our",
"feeling",
"that",
"this",
"is",
"a",
"big",
"enough",
"problem",
"for",
"them",
"that",
"they",
"that",
"they",
"want",
"to",
"focus",
"on",
"it",
"in",
"this",
"way.",
"You",
"know.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>Or",
"a",
"big",
"enough",
"priority.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>Exactly.",
"Like",
"the",
"situation",
"of",
"of",
"having",
"workers",
"who’ve",
"gone",
"through",
"this",
"system",
"that",
"is",
"supposed",
"to,",
"you",
"know,",
"help",
"them",
"and",
"also",
"help",
"enforce",
"labor",
"laws.",
"It",
"has",
"a",
"bunch",
"of",
"impacts",
"not",
"just",
"for",
"the",
"workers",
"but",
"for",
"the",
"state",
"as",
"well,",
"because",
"these",
"workers",
"are",
"often",
"really",
"low",
"income.",
"They",
"end",
"up",
"relying",
"on",
"food",
"stamps",
"and",
"other",
"programs",
"that",
"are",
"supported",
"with",
"our",
"tax",
"dollars.",
"Then",
"the",
"state",
"also",
"misses",
"out",
"on",
"payroll",
"taxes.",
"And",
"so",
"it",
"affects",
"people",
"in",
"different",
"ways.",
"And",
"then",
"for",
"the",
"businesses,",
"it’s",
"unfair",
"when",
"a",
"business",
"is",
"following",
"the",
"rules",
"and",
"then,",
"you",
"know,",
"has",
"to",
"spend",
"more",
"money",
"on",
"their",
"workforce",
"following",
"the",
"law.",
"And",
"then",
"they’re",
"competing",
"with",
"businesses",
"that",
"are",
"not",
"doing",
"that.",
"And",
"so",
"it’s",
"cheaper",
"for",
"them.",
"So",
"there’s",
"also",
"an",
"issue",
"of",
"fairness.",
"And",
"leveling",
"the",
"playing",
"field",
"for",
"for",
"business",
"owners",
"is",
"how",
"the",
"county",
"and",
"workers",
"rights",
"advocates",
"and",
"and",
"the",
"folks",
"that",
"are",
"doing",
"this",
"outreach",
"to",
"businesses",
"talk",
"about",
"this",
"problem.\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Ericka",
"Cruz",
"Guevarra:",
"\u003c/strong>Why",
"do",
"you",
"think",
"this",
"is",
"happening",
"now",
"and",
"in",
"this",
"place",
"in",
"particular,",
"Santa",
"Clara",
"County?\u003c/p>",
"\u003cp",
"style=\"font-weight:",
"400\">\u003cstrong>Farida",
"Jhabvala",
"Romero:",
"\u003c/strong>This",
"has",
"been",
"a",
"years",
"long",
"push",
"by",
"people",
"who",
"want",
"to",
"see",
"change",
"on",
"wage",
"theft",
"in",
"this",
"state.",
"It’s",
"the",
"most",
"populous",
"county",
"in",
"the",
"Bay",
"Area.",
"There",
"has",
"been",
"a",
"concerted",
"push",
"there,",
"but",
"also",
"in",
"other",
"parts",
"of",
"the",
"state",
"to",
"get",
"local",
"governments",
"to",
"use",
"their",
"authority",
"to,",
"you",
"know,",
"intervene",
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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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"headline": "California Farmworkers Guide to Unsafe Working Conditions and Worker Protections",
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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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"info": "Gentrification is changing cities across America, forcing people from neighborhoods they have long called home. Call them the displaced. Now those priced out of the Bay Area are looking for a better life in an unlikely place. American Suburb follows this migration to one California town along the Delta, 45 miles from San Francisco. But is this once sleepy suburb ready for them?",
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},
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"id": "baycurious",
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"tagline": "Exploring the Bay Area, one question at a time",
"info": "KQED’s new podcast, Bay Curious, gets to the bottom of the mysteries — both profound and peculiar — that give the Bay Area its unique identity. And we’ll do it with your help! You ask the questions. You decide what Bay Curious investigates. And you join us on the journey to find the answers.",
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},
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},
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"info": "KQED’s statewide radio news program providing daily coverage of issues, trends and public policy decisions.",
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"order": 8
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"tagline": "Your state, your stories",
"info": "Every week, The California Report Magazine takes you on a road trip for the ears: to visit the places and meet the people who make California unique. The in-depth storytelling podcast from the California Report.",
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"airtime": "SUN 1pm-2pm, TUE 10pm, WED 1am",
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"source": "City Arts & Lectures"
},
"link": "https://www.cityarts.net",
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"order": 1
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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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"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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"source": "Commonwealth Club of California"
},
"link": "/radio/program/commonwealth-club",
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"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",
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"order": 9
},
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"meta": {
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"source": "WNYC"
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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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"hidden-brain": {
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"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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"airtime": "SUN 7pm-8pm",
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"source": "NPR"
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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.",
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"airtime": "SUN 7:30pm-8pm",
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"hyphenacion": {
"id": "hyphenacion",
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"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. ",
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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. ",
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"order": 18
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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/",
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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": {
"site": "radio",
"source": "WaitWhat"
},
"link": "/radio/program/masters-of-scale",
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"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
},
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