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"disqusTitle": "What New Jobs? California Program to Entice Hiring Falls Short",
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"content": "\u003cp>Four years after Gov. Jerry Brown launched his signature program to boost California jobs by awarding tax credits to the businesses that create them, businesses have left two-thirds of those available credits unclaimed—a sign that most expected jobs have yet to materialize.\u003c/p>\n\u003cp>Nor can the state say for sure how many of the administration’s 83,414 projected jobs over five years have actually been created. State offices responsible for awarding and monitoring the California Competes tax credits say they aren’t keeping count.\u003c/p>\n\u003cp>And an independent analyst \u003ca href=\"http://www.lao.ca.gov/Publications/Report/3709#Recommendation_and_Options\">warns\u003c/a> that some of the governor’s incentives that have been put to use may inadvertently be picking winners and losers within California. The state has awarded about 15 percent of the tax credits to service professionals such as hair stylists, plumbers, insurance agents and doctors, giving them an advantage over their competitors in the same market.\u003c/p>\n\u003cp>Administration spokesman Sid Voorakkara said the governor stands by California Competes, calling the program a “vital tool to support businesses.” Asked why more companies aren’t taking advantage of the tax credit, Voorakkara said it may be too early to tell because businesses have five years to meet their hiring targets, and there may be tax advantages for waiting to claim the credit.\u003c/p>\n\u003cp>One economic development expert, however, said he doesn’t expect the claim rate to improve any time soon, given that businesses have been doing brisk hiring these past few years.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“I don’t expect the early results that we’ve seen are just a matter of the program not being a full implementation,” said Micah Weinberg, president of the Bay Area Council Economic Institute, a think tank focused on economic issues facing Silicon Valley. “I think the results that we’ve seen are the nature of the results we should expect from that program.”\u003c/p>\n\u003cfigure id=\"attachment_11633725\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-11633725\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/JerryBrown-800x552.jpg\" alt=\"Four years after Gov. Jerry Brown launched California Competes, businesses have left two thirds of the available tax credits unclaimed.\" width=\"800\" height=\"552\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-800x552.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-160x110.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-1020x704.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-1180x814.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-960x663.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-240x166.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-375x259.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-520x359.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Four years after Gov. Jerry Brown launched California Competes, businesses have left two-thirds of the available tax credits unclaimed. \u003ccite>(Justin Sullivan/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The California Competes program was launched in 2014 to help California businesses stay in the state and grow by offering variable amounts of tax credit, based on the number of full-time jobs they create and how much a company seeks. Credits vary but typically amount to several thousand dollars per new job. So far, the Governor’s Office of Business and Economic Development (GO-Biz) has awarded $622.8 million to 865 companies.\u003c/p>\n\u003cp>GO-Biz touts the program as projected to create 83,414 jobs the next several years but the Franchise Tax Board, the state entity responsible for reviewing awards, isn’t tracking the number of new jobs. Tax board spokesman Jacob Roper said publishing a job-creation tally at this stage “wouldn’t necessarily capture all the successful milestones of the program.”\u003c/p>\n\u003cp>“Perhaps it would benefit everyone if we had some aggregation so we can evaluate how effective the program is,” said Assemblyman Jay Obernolte, R-Big Bear Lake, vice chair of the Assembly Budget Committee.\u003c/p>\n\u003cp>The jobs program was authorized with bipartisan support in \u003ca href=\"https://www.gov.ca.gov/news.php?id=18137&l=ri\">2013\u003c/a> as part of an overhaul of the state’s economic development strategy. California eliminated a three-decade-old enterprise zone program after finding it simply shifted jobs from one part of the state to another without creating a net increase in jobs.\u003c/p>\n\u003cp>The state replaced it with three economic programs, including California Competes, to improve the state’s business climate, which despite robust growth was recently ranked 28th in a \u003ca href=\"https://www.cnbc.com/2017/07/11/americas-top-states-for-business-2017-overall-ranking.html\">CNBC\u003c/a> state-by-state scorecard. In addition to California Competes, the Legislature authorized a sales tax exemption on manufacturing and research and development equipment, and hiring credits for businesses in areas with high unemployment and poverty.\u003c/p>\n\u003cfigure id=\"attachment_11633736\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-11633736\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/Barber-800x548.jpg\" alt=\"California has awarded about 15 percent of the tax credits to service professionals such as barbers, plumbers, insurance agents and doctors, giving them an advantage over their competitors in the same market.\" width=\"800\" height=\"548\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-800x548.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-160x110.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-1020x699.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-1180x809.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-960x658.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-240x165.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-375x257.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-520x356.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">California has awarded about 15 percent of the tax credits to service professionals such as barbers, plumbers, insurance agents and doctors, giving them an advantage over their competitors in the same market. \u003ccite>(PAUL J. RICHARDS/AFP/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>So far, a lot of California businesses appear to be having a hard time using Brown’s economic development program. Of the $50 million that was available to be used in 2014 and 2015, the tax board reported 377 companies claimed just \u003ca href=\"https://www.ftb.ca.gov/businesses/Economic_Development_Incentives/CCCReportMarch2017.pdf\">$15.7 million\u003c/a>—less than a third of the credit eligible to be claimed for those years. The amount is low compared to the total handed out because the program was just being launched and the credits are spread out over several years. Information wasn’t yet available for the 2016 tax year.\u003c/p>\n\u003cp>The Legislature’s nonpartisan fiscal analyst finds that low.\u003c/p>\n\u003cp>“Based on the terms of the tax credit agreements, we anticipated somewhat larger amounts,” wrote the Legislative Analyst’s Office in a recent \u003ca href=\"http://www.lao.ca.gov/Publications/Report/3709#Recommendation_and_Options\">review\u003c/a>. Either businesses haven’t hit their hiring targets or they are deliberately carrying the credit forward to claim on taxes later. The law allows businesses to carry the remaining amount forward for five tax years.\u003c/p>\n\u003cp>Some business owners say the credit isn’t big enough and should have asked for more.\u003c/p>\n\u003cp>Matt Pentecost, owner of Sac Surface Pro, a tile cleaning service in the Sacramento area, applied for the credit and was awarded $30,000 back in April 2015. The award was handed out on the condition that he add three full-time workers within the next five years.\u003c/p>\n\u003cp>His tax credit works out to $6,000 a year, which he says isn’t enough of an incentive to hire; small businesses often struggle to pay salary, workers comp and employment taxes that can add up to more than $75,000 per worker.\u003c/p>\n\u003cp>“To be honest with you, I haven’t been able to take advantage of it at this point,” Pentecost said. “All it is at this point is a little more of a negative for me because I spent a lot of time setting this up and now that I actually signed up for it, I have to submit paperwork every year.”\u003c/p>\n\u003cp>Still, he hopes to use at least some of the credit before it runs out. He recently hired two employees and is in the process of training them.\u003c/p>\n\u003cp>Some large companies say they have quickly met or exceeded their hiring targets.\u003c/p>\n\u003cfigure id=\"attachment_11633738\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-11633738\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/AmazonTracy-800x530.jpg\" alt=\"Workers pack orders at an Amazon fulfillment center in Tracy.\" width=\"800\" height=\"530\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-800x530.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-160x106.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-1020x676.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-1180x782.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-960x636.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-240x159.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-375x248.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-520x345.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Workers pack orders at an Amazon fulfillment center in Tracy. \u003ccite>(Justin Sullivan/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003ca href=\"https://www.amazon.com/\">Amazon\u003c/a>, the online retailing giant, was awarded nearly $1.6 million in tax credits for adding 1,550 jobs at warehouse and distribution centers in Moreno Valley, Tracy, Newark and San Bernardino. An Amazon spokesman said it has hired more workers than promised.\u003c/p>\n\u003cp>\u003ca href=\"http://www.northropgrumman.com/Pages/default.aspx\">Northrop Grumman\u003c/a>, the state’s largest aerospace employer, can claim $10 million for adding 1,359 jobs in Southern California. Northrop spokesman Tim Paynter said the aircraft manufacturer also expects to use all its credits.\u003c/p>\n\u003cp>Despite hiring and growing, companies such as \u003ca href=\"https://www.tesla.com/\">Tesla\u003c/a> may not have had a chance to claim its $15 million credit because the premium electric car maker has reported only a few quarters of profitability. The program is structured so that the credits are used to offset taxes owed.\u003c/p>\n\u003cp>[contextly_sidebar id=\"eWGjAAAx8sz8sqRDd9usHzgkGjOLnzNh\"]\u003c/p>\n\u003cp>But 21 businesses, including IBM, Honeywell and Novartis Pharmaceutical, have decided not to use their credits. Voorakkara, a spokesman for GO-Biz, said companies can end their agreements if the company isn’t growing fast enough, gets sold, goes out of business or changes its business plan. The state can choose to award those unused credits to other employers.\u003c/p>\n\u003cp>It’s important to note that when businesses contemplate creating new hiring positions, they take into account many factors, including access to market, workforce, transportation and even the quality of schools. People shouldn’t expect too much from tax incentives, said Weinberg of the Bay Area Council Economic Institute.\u003c/p>\n\u003cp>“The California Competes tax incentive is a fine arrow to have in our quiver, but we also need to be very realistic about the extent to which incentives are a big part of siting decisions,” Weinberg said.\u003c/p>\n\u003cp>The legislative analyst says the governor’s economic development program could do a better job of increasing economic activity in the state by limiting the tax credits to employers that export goods and services outside California. That would help avoid the risk that the state is picking winners at the expense of their local competitors.\u003c/p>\n\u003cp>Obernolte, the Republican lawmaker, said he would support such a change when California Competes comes up for reauthorization. The program was authorized for 10 years and will expire in 2025.\u003c/p>\n\u003cp>The Brown administration says it’s open to suggestions but wants to make sure small businesses retain access to tax credits. GO-Biz has conducted more than 200 in-person and online workshops since 2014.\u003c/p>\n\u003cp>[contextly_sidebar id=\"rU6oBnCtyLSw7VCUsoIBDZPKnFfjwW4L\"]\u003c/p>\n\u003cp>“Given that the needs of regional economies vary, the program is accessible to small businesses that address local needs and also to businesses that operate at the national and international level,” Voorakkara said.\u003c/p>\n\u003cp>For now, even the few California small businesses that bothered to go through the application and annual reporting process haven’t necessarily used it.\u003c/p>\n\u003cp>Niko Pikios, owner of Midtown Autoworks in Sacramento, said he hasn’t claimed any of the $45,000 tax credit approved back in January 2015 simply because he hasn’t found the right mechanic for his shop, which specializes in Porsches and Mercedes.\u003c/p>\n\u003cp>“We’re having a hard time finding somebody with the skill set that we need,” Pikios said.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n\u003cp>\u003cem>CALmatters is a nonpartisan, nonprofit media venture explaining California policies and politics.\u003c/em>\u003c/p>\n\n",
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"excerpt": "Four years after Gov. Brown launched a program to boost jobs by awarding tax credits to businesses that create them, businesses have left two-thirds of available credits unclaimed.",
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"title": "What New Jobs? California Program to Entice Hiring Falls Short | KQED",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Four years after Gov. Jerry Brown launched his signature program to boost California jobs by awarding tax credits to the businesses that create them, businesses have left two-thirds of those available credits unclaimed—a sign that most expected jobs have yet to materialize.\u003c/p>\n\u003cp>Nor can the state say for sure how many of the administration’s 83,414 projected jobs over five years have actually been created. State offices responsible for awarding and monitoring the California Competes tax credits say they aren’t keeping count.\u003c/p>\n\u003cp>And an independent analyst \u003ca href=\"http://www.lao.ca.gov/Publications/Report/3709#Recommendation_and_Options\">warns\u003c/a> that some of the governor’s incentives that have been put to use may inadvertently be picking winners and losers within California. The state has awarded about 15 percent of the tax credits to service professionals such as hair stylists, plumbers, insurance agents and doctors, giving them an advantage over their competitors in the same market.\u003c/p>\n\u003cp>Administration spokesman Sid Voorakkara said the governor stands by California Competes, calling the program a “vital tool to support businesses.” Asked why more companies aren’t taking advantage of the tax credit, Voorakkara said it may be too early to tell because businesses have five years to meet their hiring targets, and there may be tax advantages for waiting to claim the credit.\u003c/p>\n\u003cp>One economic development expert, however, said he doesn’t expect the claim rate to improve any time soon, given that businesses have been doing brisk hiring these past few years.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“I don’t expect the early results that we’ve seen are just a matter of the program not being a full implementation,” said Micah Weinberg, president of the Bay Area Council Economic Institute, a think tank focused on economic issues facing Silicon Valley. “I think the results that we’ve seen are the nature of the results we should expect from that program.”\u003c/p>\n\u003cfigure id=\"attachment_11633725\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-11633725\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/JerryBrown-800x552.jpg\" alt=\"Four years after Gov. Jerry Brown launched California Competes, businesses have left two thirds of the available tax credits unclaimed.\" width=\"800\" height=\"552\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-800x552.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-160x110.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-1020x704.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-1180x814.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-960x663.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-240x166.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-375x259.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/JerryBrown-520x359.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Four years after Gov. Jerry Brown launched California Competes, businesses have left two-thirds of the available tax credits unclaimed. \u003ccite>(Justin Sullivan/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The California Competes program was launched in 2014 to help California businesses stay in the state and grow by offering variable amounts of tax credit, based on the number of full-time jobs they create and how much a company seeks. Credits vary but typically amount to several thousand dollars per new job. So far, the Governor’s Office of Business and Economic Development (GO-Biz) has awarded $622.8 million to 865 companies.\u003c/p>\n\u003cp>GO-Biz touts the program as projected to create 83,414 jobs the next several years but the Franchise Tax Board, the state entity responsible for reviewing awards, isn’t tracking the number of new jobs. Tax board spokesman Jacob Roper said publishing a job-creation tally at this stage “wouldn’t necessarily capture all the successful milestones of the program.”\u003c/p>\n\u003cp>“Perhaps it would benefit everyone if we had some aggregation so we can evaluate how effective the program is,” said Assemblyman Jay Obernolte, R-Big Bear Lake, vice chair of the Assembly Budget Committee.\u003c/p>\n\u003cp>The jobs program was authorized with bipartisan support in \u003ca href=\"https://www.gov.ca.gov/news.php?id=18137&l=ri\">2013\u003c/a> as part of an overhaul of the state’s economic development strategy. California eliminated a three-decade-old enterprise zone program after finding it simply shifted jobs from one part of the state to another without creating a net increase in jobs.\u003c/p>\n\u003cp>The state replaced it with three economic programs, including California Competes, to improve the state’s business climate, which despite robust growth was recently ranked 28th in a \u003ca href=\"https://www.cnbc.com/2017/07/11/americas-top-states-for-business-2017-overall-ranking.html\">CNBC\u003c/a> state-by-state scorecard. In addition to California Competes, the Legislature authorized a sales tax exemption on manufacturing and research and development equipment, and hiring credits for businesses in areas with high unemployment and poverty.\u003c/p>\n\u003cfigure id=\"attachment_11633736\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-11633736\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/Barber-800x548.jpg\" alt=\"California has awarded about 15 percent of the tax credits to service professionals such as barbers, plumbers, insurance agents and doctors, giving them an advantage over their competitors in the same market.\" width=\"800\" height=\"548\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-800x548.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-160x110.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-1020x699.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-1180x809.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-960x658.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-240x165.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-375x257.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/Barber-520x356.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">California has awarded about 15 percent of the tax credits to service professionals such as barbers, plumbers, insurance agents and doctors, giving them an advantage over their competitors in the same market. \u003ccite>(PAUL J. RICHARDS/AFP/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>So far, a lot of California businesses appear to be having a hard time using Brown’s economic development program. Of the $50 million that was available to be used in 2014 and 2015, the tax board reported 377 companies claimed just \u003ca href=\"https://www.ftb.ca.gov/businesses/Economic_Development_Incentives/CCCReportMarch2017.pdf\">$15.7 million\u003c/a>—less than a third of the credit eligible to be claimed for those years. The amount is low compared to the total handed out because the program was just being launched and the credits are spread out over several years. Information wasn’t yet available for the 2016 tax year.\u003c/p>\n\u003cp>The Legislature’s nonpartisan fiscal analyst finds that low.\u003c/p>\n\u003cp>“Based on the terms of the tax credit agreements, we anticipated somewhat larger amounts,” wrote the Legislative Analyst’s Office in a recent \u003ca href=\"http://www.lao.ca.gov/Publications/Report/3709#Recommendation_and_Options\">review\u003c/a>. Either businesses haven’t hit their hiring targets or they are deliberately carrying the credit forward to claim on taxes later. The law allows businesses to carry the remaining amount forward for five tax years.\u003c/p>\n\u003cp>Some business owners say the credit isn’t big enough and should have asked for more.\u003c/p>\n\u003cp>Matt Pentecost, owner of Sac Surface Pro, a tile cleaning service in the Sacramento area, applied for the credit and was awarded $30,000 back in April 2015. The award was handed out on the condition that he add three full-time workers within the next five years.\u003c/p>\n\u003cp>His tax credit works out to $6,000 a year, which he says isn’t enough of an incentive to hire; small businesses often struggle to pay salary, workers comp and employment taxes that can add up to more than $75,000 per worker.\u003c/p>\n\u003cp>“To be honest with you, I haven’t been able to take advantage of it at this point,” Pentecost said. “All it is at this point is a little more of a negative for me because I spent a lot of time setting this up and now that I actually signed up for it, I have to submit paperwork every year.”\u003c/p>\n\u003cp>Still, he hopes to use at least some of the credit before it runs out. He recently hired two employees and is in the process of training them.\u003c/p>\n\u003cp>Some large companies say they have quickly met or exceeded their hiring targets.\u003c/p>\n\u003cfigure id=\"attachment_11633738\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-11633738\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/AmazonTracy-800x530.jpg\" alt=\"Workers pack orders at an Amazon fulfillment center in Tracy.\" width=\"800\" height=\"530\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-800x530.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-160x106.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-1020x676.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-1180x782.jpg 1180w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-960x636.jpg 960w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-240x159.jpg 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-375x248.jpg 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/AmazonTracy-520x345.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Workers pack orders at an Amazon fulfillment center in Tracy. \u003ccite>(Justin Sullivan/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003ca href=\"https://www.amazon.com/\">Amazon\u003c/a>, the online retailing giant, was awarded nearly $1.6 million in tax credits for adding 1,550 jobs at warehouse and distribution centers in Moreno Valley, Tracy, Newark and San Bernardino. An Amazon spokesman said it has hired more workers than promised.\u003c/p>\n\u003cp>\u003ca href=\"http://www.northropgrumman.com/Pages/default.aspx\">Northrop Grumman\u003c/a>, the state’s largest aerospace employer, can claim $10 million for adding 1,359 jobs in Southern California. Northrop spokesman Tim Paynter said the aircraft manufacturer also expects to use all its credits.\u003c/p>\n\u003cp>Despite hiring and growing, companies such as \u003ca href=\"https://www.tesla.com/\">Tesla\u003c/a> may not have had a chance to claim its $15 million credit because the premium electric car maker has reported only a few quarters of profitability. The program is structured so that the credits are used to offset taxes owed.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>But 21 businesses, including IBM, Honeywell and Novartis Pharmaceutical, have decided not to use their credits. Voorakkara, a spokesman for GO-Biz, said companies can end their agreements if the company isn’t growing fast enough, gets sold, goes out of business or changes its business plan. The state can choose to award those unused credits to other employers.\u003c/p>\n\u003cp>It’s important to note that when businesses contemplate creating new hiring positions, they take into account many factors, including access to market, workforce, transportation and even the quality of schools. People shouldn’t expect too much from tax incentives, said Weinberg of the Bay Area Council Economic Institute.\u003c/p>\n\u003cp>“The California Competes tax incentive is a fine arrow to have in our quiver, but we also need to be very realistic about the extent to which incentives are a big part of siting decisions,” Weinberg said.\u003c/p>\n\u003cp>The legislative analyst says the governor’s economic development program could do a better job of increasing economic activity in the state by limiting the tax credits to employers that export goods and services outside California. That would help avoid the risk that the state is picking winners at the expense of their local competitors.\u003c/p>\n\u003cp>Obernolte, the Republican lawmaker, said he would support such a change when California Competes comes up for reauthorization. The program was authorized for 10 years and will expire in 2025.\u003c/p>\n\u003cp>The Brown administration says it’s open to suggestions but wants to make sure small businesses retain access to tax credits. GO-Biz has conducted more than 200 in-person and online workshops since 2014.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>“Given that the needs of regional economies vary, the program is accessible to small businesses that address local needs and also to businesses that operate at the national and international level,” Voorakkara said.\u003c/p>\n\u003cp>For now, even the few California small businesses that bothered to go through the application and annual reporting process haven’t necessarily used it.\u003c/p>\n\u003cp>Niko Pikios, owner of Midtown Autoworks in Sacramento, said he hasn’t claimed any of the $45,000 tax credit approved back in January 2015 simply because he hasn’t found the right mechanic for his shop, which specializes in Porsches and Mercedes.\u003c/p>\n\u003cp>“We’re having a hard time finding somebody with the skill set that we need,” Pikios said.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>The California Supreme Court handed a victory to organized farm labor Monday in a lawsuit that pitted the union launched by iconic labor leader Cesar Chavez against one of the largest U.S. fruit farms.\u003c/p>\n\u003cp>In a unanimous ruling in San Francisco, the court upheld a law that aims to get labor contracts for farmworkers whose unions and employers do not agree on wages and other working conditions.\u003c/p>\n\u003cp>The decision maintains the power of farmworker unions by ensuring contracts that guarantee wages, hours, vacation time and other terms that could otherwise be decided by employers. The California justices said the 2002 law did not violate the state Constitution.\u003c/p>\n\u003cp>Labor activists said the law is key to helping farmworkers improve working conditions by preventing employers from stalling contract talks with unions to avoid a deal. If there is an impasse, the mediator can impose a labor contract on the employer.\u003c/p>\n\u003cp>Opponents called the law government overreach that deprived agricultural employers and workers of any say over the terms of employment.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>[contextly_sidebar id=\"uDjSGnwiUQUxC5WmsyUOb2r7BqU2Peku\"]\u003c/p>\n\u003cp>The law allows the California Agricultural Labor Relations Board to order mediation to achieve a contract and gives mediators the authority to set the terms of the agreement if there is a stalemate.\u003c/p>\n\u003cp>Unions can seek mediation 90 days after demanding to bargain on behalf of workers — even if the vote to unionize occurred decades earlier in some cases.\u003c/p>\n\u003cp>\"The argument when it was enacted was that workers would get all fired up about having a union to represent them, and they would vote for the union, but then the employer would delay, and the workers would lose their enthusiasm,\" said Philip Martin, a farm labor expert at UC Davis.\u003c/p>\n\u003cp>In court documents, the United Farm Workers of America, co-founded by Chavez, said a previous law had failed to achieve California's goal of providing millions of farmworkers the right to collective bargaining.\u003c/p>\n\u003cp>When the law was enacted in 2002, fewer than half of farm employers whose workers voted to join a union since 1975 had agreed to a labor contract, according to the UFW.\u003c/p>\n\u003cp>[contextly_sidebar id=\"eNLnCPHYEoEZSuXUOCgs4GXVq4fDzc7h\"]\u003c/p>\n\u003cp>The union won the right to represent workers of Gerawan Farming in 1990, but the sides did not agree to a contract. At UFW's request, the California agricultural relations board in 2013 ordered Gerawan and the union to enter mediation, and the mediator eventually crafted a contract that was approved by the board.\u003c/p>\n\u003cp>An appeals court ruled two years ago that the law was unconstitutional because it failed to provide mediators with any policy goals or standards and would result in a different set of rules for different employers.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\"This is literally government stepping in and determining the wages and working conditions of a business and enforcing it on the employer and employees without any say whatsoever,\" Dan Gerawan, who runs Gerawan Farming in California's Central Valley, one of the nation's most productive farming regions, said before the high court overturned the lower court decision.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>The law allows the California Agricultural Labor Relations Board to order mediation to achieve a contract and gives mediators the authority to set the terms of the agreement if there is a stalemate.\u003c/p>\n\u003cp>Unions can seek mediation 90 days after demanding to bargain on behalf of workers — even if the vote to unionize occurred decades earlier in some cases.\u003c/p>\n\u003cp>\"The argument when it was enacted was that workers would get all fired up about having a union to represent them, and they would vote for the union, but then the employer would delay, and the workers would lose their enthusiasm,\" said Philip Martin, a farm labor expert at UC Davis.\u003c/p>\n\u003cp>In court documents, the United Farm Workers of America, co-founded by Chavez, said a previous law had failed to achieve California's goal of providing millions of farmworkers the right to collective bargaining.\u003c/p>\n\u003cp>When the law was enacted in 2002, fewer than half of farm employers whose workers voted to join a union since 1975 had agreed to a labor contract, according to the UFW.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>The union won the right to represent workers of Gerawan Farming in 1990, but the sides did not agree to a contract. At UFW's request, the California agricultural relations board in 2013 ordered Gerawan and the union to enter mediation, and the mediator eventually crafted a contract that was approved by the board.\u003c/p>\n\u003cp>An appeals court ruled two years ago that the law was unconstitutional because it failed to provide mediators with any policy goals or standards and would result in a different set of rules for different employers.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\"This is literally government stepping in and determining the wages and working conditions of a business and enforcing it on the employer and employees without any say whatsoever,\" Dan Gerawan, who runs Gerawan Farming in California's Central Valley, one of the nation's most productive farming regions, said before the high court overturned the lower court decision.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"disqusTitle": "Billionaire Owner Shuts Down DNAinfo, Gothamist Sites a Week After Workers Unionize",
"title": "Billionaire Owner Shuts Down DNAinfo, Gothamist Sites a Week After Workers Unionize",
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"content": "\u003cp>Just a week ago, the employees at local news websites DNAinfo and Gothamist in New York \u003ca href=\"https://www.nytimes.com/2017/10/27/nyregion/dnainfo-gothamist-union.html\">voted to unionize\u003c/a>.\u003c/p>\n\u003cp>Thursday evening, the publications' \u003ca href=\"http://www.chicagomag.com/Chicago-Magazine/July-2013/Ricketts-Family/\">billionaire owner, Joe Ricketts\u003c/a>, announced that he was shutting them down.\u003c/p>\n\u003cp>The websites, which had been reporting on everything from the truck attack in Manhattan to the boot mugs at Chicago's Christkindlmarkt, suddenly \u003ca href=\"https://assets.dnainfo.com/message.html\">began redirecting to a letter from Ricketts\u003c/a>, who founded the online stock brokerage TD Ameritrade and whose family owns the Chicago Cubs.\u003c/p>\n\u003cp>Ricketts \u003ca href=\"https://www.politico.com/media/story/2017/03/trump-donor-local-news-publisher-joe-ricketts-acquires-gothamist-websites-004939\">bought the Gothamist network\u003c/a> of sites in March; he said DNAinfo and Gothamist were visited by 9 million people a month.\u003c/p>\n\u003cp>The shutdown leaves 115 people out of work, the \u003cem>Times\u003c/em> reports. The sites' employees in Chicago, Washington, Los Angeles, and San Francisco all lost their jobs, though they had not unionized. \u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>The employees in Los Angeles in San Francisco ran the \u003ca href=\"http://laist.com/\" rel=\"noopener\" target=\"_blank\">LAist\u003c/a> and \u003ca href=\"http://sfist.com/\" rel=\"noopener\" target=\"_blank\">SFist\u003c/a> websites, part of the Gothamist network.\u003c/p>\n\u003cp>In his letter, Ricketts explained that he had founded DNAinfo in 2009 to cover neighborhood news in New York and Chicago, and \"because I believe people care deeply about the things that happen where they live and work, I thought we could build a large and loyal audience that advertisers would want to reach.\"\u003c/p>\n\u003cfigure id=\"attachment_11627945\" class=\"wp-caption alignright\" style=\"max-width: 570px\">\u003ca href=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85.png\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85.png\" alt=\"In a letter posted to the DNAinfo and Gothamist sites on Thursday evening, billionaire owner Joe Ricketts announced he was shutting the sites down immediately.\" width=\"570\" height=\"875\" class=\"size-full wp-image-11627945\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85.png 570w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85-160x246.png 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85-240x368.png 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85-375x576.png 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85-520x798.png 520w\" sizes=\"(max-width: 570px) 100vw, 570px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">In a letter posted to the DNAinfo and Gothamist sites on Thursday evening, billionaire owner Joe Ricketts announced he was shutting the sites down immediately.\u003c/figcaption>\u003c/figure>\n\u003cp>\"But DNAinfo is, at the end of the day, a business, and businesses need to be economically successful if they are to endure,\" he concluded. \"And while we made important progress toward building DNAinfo into a successful business, in the end, that progress hasn't been sufficient to support the tremendous effort and expense needed to produce the type of journalism on which the company was founded.\"\u003c/p>\n\u003cp>The shutdown comes just a week after \u003ca href=\"https://www.nlrb.gov/news-outreach/graphs-data/tally-of-ballots/02-RC-207469\">25 of 27 workers\u003c/a> in its New York properties voted to join the Writers Guild East, which meant that management now was required to bargain with the union.\u003c/p>\n\u003cp>\"[I]t is no secret that threats were made to these workers during the organizing drive,\" the union said \u003ca href=\"https://twitter.com/WGAEast/status/926216932952608768\">in a statement\u003c/a>. \"The Guild will be looking at all of our potential areas of recourse and we will aggressively pursue our new members' rights.\"\u003c/p>\n\u003cp>The \u003cem>Times\u003c/em> reports that when workers tried to organize in the spring, Ricketts wrote to them, \"As long as it's my money that's paying for everything, I intend to be the one making the decisions about the direction of the business.\"\u003c/p>\n\u003cp>In September, Ricketts \u003ca href=\"http://blog.joericketts.com/?p=557\">penned a blog post\u003c/a> titled, \"Why I'm Against Unions At Businesses I Create.\" In it, Ricketts wrote, \"It's my observation that unions exert efforts that tend to destroy the Free Enterprise system.\"\u003c/p>\n\u003cp>The fact that all pages in the Gothamist and DNAinfo empires began redirecting to Ricketts' note spurred concerns among the sites' reporters that they wouldn't be able to access their work, complicating their now-requisite job searches. Reporters submit \"clips\" of their published work when applying for jobs.\u003c/p>\n\u003cp>Some people on social media saw the sudden redirect and inability to access the site's archives \u003ca href=\"https://twitter.com/jbouie/status/926199502217891841\">as retaliation\u003c/a> against the sites' employees for voting to unionize. Instructions on \u003ca href=\"https://twitter.com/emilycrockett/status/926205676048781312\">work-arounds\u003c/a> to access the outlets' archives began to proliferate.\u003c/p>\n\u003cp>An official at DNAinfo told the \u003cem>Times \u003c/em>that the sites would be archived online. As of Friday morning, the sites' archives were still not accessible.\u003c/p>\n\u003cp>Last September, Ricketts \u003ca href=\"https://www.wsj.com/articles/after-failing-in-costly-anti-trump-effort-ameritrade-founder-joe-ricketts-to-back-nominee-1474381503\">announced\u003c/a> he planned to donate $1 million to aid Donald Trump's campaign. Two months later, \u003ca href=\"https://www.politico.com/blogs/donald-trump-administration/2016/11/trump-officially-nominates-todd-ricketts-to-be-deputy-commerce-secretary-231990\">Trump nominated Ricketts' son, Todd Ricketts\u003c/a>, to be deputy commerce secretary. Todd Ricketts \u003ca href=\"http://www.chicagotribune.com/news/ct-todd-riicketts-withdraws-commerce-20170419-story.html\">eventually withdrew\u003c/a> his name from consideration for the post, citing too many potential conflicts of interest with the family business.\u003c/p>\n\u003cp>After the announcement, employees at DNAinfo and Gothamist began looking for work.\u003c/p>\n\u003cp>\"I have bled, sweat, cried, put myself in harm's way for this job, and now the last two years of my live have been erased,\" \u003ca href=\"https://twitter.com/NoahHurowitz/status/926201289628844033\">wrote\u003c/a> Noah Hurowitz, a reporter at DNAinfo in New York.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\"This is an act of direct retaliation for our successful union effort,\" Hurowitz \u003ca href=\"https://twitter.com/NoahHurowitz/status/926203821034033152\">added\u003c/a>. \"I have no regrets. We did the right thing, stood tall. I am proud.\" \u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Billionaire+Owner+Shuts+Down+DNAinfo%2C+Gothamist+Sites+A+Week+After+Workers+Unionize&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Just a week ago, the employees at local news websites DNAinfo and Gothamist in New York \u003ca href=\"https://www.nytimes.com/2017/10/27/nyregion/dnainfo-gothamist-union.html\">voted to unionize\u003c/a>.\u003c/p>\n\u003cp>Thursday evening, the publications' \u003ca href=\"http://www.chicagomag.com/Chicago-Magazine/July-2013/Ricketts-Family/\">billionaire owner, Joe Ricketts\u003c/a>, announced that he was shutting them down.\u003c/p>\n\u003cp>The websites, which had been reporting on everything from the truck attack in Manhattan to the boot mugs at Chicago's Christkindlmarkt, suddenly \u003ca href=\"https://assets.dnainfo.com/message.html\">began redirecting to a letter from Ricketts\u003c/a>, who founded the online stock brokerage TD Ameritrade and whose family owns the Chicago Cubs.\u003c/p>\n\u003cp>Ricketts \u003ca href=\"https://www.politico.com/media/story/2017/03/trump-donor-local-news-publisher-joe-ricketts-acquires-gothamist-websites-004939\">bought the Gothamist network\u003c/a> of sites in March; he said DNAinfo and Gothamist were visited by 9 million people a month.\u003c/p>\n\u003cp>The shutdown leaves 115 people out of work, the \u003cem>Times\u003c/em> reports. The sites' employees in Chicago, Washington, Los Angeles, and San Francisco all lost their jobs, though they had not unionized. \u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The employees in Los Angeles in San Francisco ran the \u003ca href=\"http://laist.com/\" rel=\"noopener\" target=\"_blank\">LAist\u003c/a> and \u003ca href=\"http://sfist.com/\" rel=\"noopener\" target=\"_blank\">SFist\u003c/a> websites, part of the Gothamist network.\u003c/p>\n\u003cp>In his letter, Ricketts explained that he had founded DNAinfo in 2009 to cover neighborhood news in New York and Chicago, and \"because I believe people care deeply about the things that happen where they live and work, I thought we could build a large and loyal audience that advertisers would want to reach.\"\u003c/p>\n\u003cfigure id=\"attachment_11627945\" class=\"wp-caption alignright\" style=\"max-width: 570px\">\u003ca href=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85.png\">\u003cimg src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85.png\" alt=\"In a letter posted to the DNAinfo and Gothamist sites on Thursday evening, billionaire owner Joe Ricketts announced he was shutting the sites down immediately.\" width=\"570\" height=\"875\" class=\"size-full wp-image-11627945\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85.png 570w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85-160x246.png 160w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85-240x368.png 240w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85-375x576.png 375w, https://ww2.kqed.org/app/uploads/sites/10/2017/11/capture_custom-24121900c75f31f3f39efb580cbffbea69990f94-s700-c85-520x798.png 520w\" sizes=\"(max-width: 570px) 100vw, 570px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">In a letter posted to the DNAinfo and Gothamist sites on Thursday evening, billionaire owner Joe Ricketts announced he was shutting the sites down immediately.\u003c/figcaption>\u003c/figure>\n\u003cp>\"But DNAinfo is, at the end of the day, a business, and businesses need to be economically successful if they are to endure,\" he concluded. \"And while we made important progress toward building DNAinfo into a successful business, in the end, that progress hasn't been sufficient to support the tremendous effort and expense needed to produce the type of journalism on which the company was founded.\"\u003c/p>\n\u003cp>The shutdown comes just a week after \u003ca href=\"https://www.nlrb.gov/news-outreach/graphs-data/tally-of-ballots/02-RC-207469\">25 of 27 workers\u003c/a> in its New York properties voted to join the Writers Guild East, which meant that management now was required to bargain with the union.\u003c/p>\n\u003cp>\"[I]t is no secret that threats were made to these workers during the organizing drive,\" the union said \u003ca href=\"https://twitter.com/WGAEast/status/926216932952608768\">in a statement\u003c/a>. \"The Guild will be looking at all of our potential areas of recourse and we will aggressively pursue our new members' rights.\"\u003c/p>\n\u003cp>The \u003cem>Times\u003c/em> reports that when workers tried to organize in the spring, Ricketts wrote to them, \"As long as it's my money that's paying for everything, I intend to be the one making the decisions about the direction of the business.\"\u003c/p>\n\u003cp>In September, Ricketts \u003ca href=\"http://blog.joericketts.com/?p=557\">penned a blog post\u003c/a> titled, \"Why I'm Against Unions At Businesses I Create.\" In it, Ricketts wrote, \"It's my observation that unions exert efforts that tend to destroy the Free Enterprise system.\"\u003c/p>\n\u003cp>The fact that all pages in the Gothamist and DNAinfo empires began redirecting to Ricketts' note spurred concerns among the sites' reporters that they wouldn't be able to access their work, complicating their now-requisite job searches. Reporters submit \"clips\" of their published work when applying for jobs.\u003c/p>\n\u003cp>Some people on social media saw the sudden redirect and inability to access the site's archives \u003ca href=\"https://twitter.com/jbouie/status/926199502217891841\">as retaliation\u003c/a> against the sites' employees for voting to unionize. Instructions on \u003ca href=\"https://twitter.com/emilycrockett/status/926205676048781312\">work-arounds\u003c/a> to access the outlets' archives began to proliferate.\u003c/p>\n\u003cp>An official at DNAinfo told the \u003cem>Times \u003c/em>that the sites would be archived online. As of Friday morning, the sites' archives were still not accessible.\u003c/p>\n\u003cp>Last September, Ricketts \u003ca href=\"https://www.wsj.com/articles/after-failing-in-costly-anti-trump-effort-ameritrade-founder-joe-ricketts-to-back-nominee-1474381503\">announced\u003c/a> he planned to donate $1 million to aid Donald Trump's campaign. Two months later, \u003ca href=\"https://www.politico.com/blogs/donald-trump-administration/2016/11/trump-officially-nominates-todd-ricketts-to-be-deputy-commerce-secretary-231990\">Trump nominated Ricketts' son, Todd Ricketts\u003c/a>, to be deputy commerce secretary. Todd Ricketts \u003ca href=\"http://www.chicagotribune.com/news/ct-todd-riicketts-withdraws-commerce-20170419-story.html\">eventually withdrew\u003c/a> his name from consideration for the post, citing too many potential conflicts of interest with the family business.\u003c/p>\n\u003cp>After the announcement, employees at DNAinfo and Gothamist began looking for work.\u003c/p>\n\u003cp>\"I have bled, sweat, cried, put myself in harm's way for this job, and now the last two years of my live have been erased,\" \u003ca href=\"https://twitter.com/NoahHurowitz/status/926201289628844033\">wrote\u003c/a> Noah Hurowitz, a reporter at DNAinfo in New York.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\"This is an act of direct retaliation for our successful union effort,\" Hurowitz \u003ca href=\"https://twitter.com/NoahHurowitz/status/926203821034033152\">added\u003c/a>. \"I have no regrets. We did the right thing, stood tall. I am proud.\" \u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Billionaire+Owner+Shuts+Down+DNAinfo%2C+Gothamist+Sites+A+Week+After+Workers+Unionize&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n\u003c/div>\u003c/p>",
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"title": "All That Online Shopping You're Doing? It's Also Bringing Jobs to Inland California",
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"headTitle": "All That Online Shopping You’re Doing? It’s Also Bringing Jobs to Inland California | KQED",
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"content": "\u003cp>The unemployment rate in Santa Clara County — the heart of Silicon Valley — is 3.8 percent. The rate is even lower in other tech-focused cities in the region, such as Cupertino, Palo Alto and Menlo Park.\u003c/p>\n\u003cp>The tech sector is driving those jobs, from Apple to Google to Facebook.\u003c/p>\n\u003cp>One of the biggest areas of growth continues to be within e-commerce. E-commerce jobs have existed in Silicon Valley since the dawn of the first dot-com era, way back in the late 1990s. Remember, if you will, Pets.com.\u003c/p>\n\u003cp>But the Silicon Valley e-commerce jobs aren’t stockers and shippers and blue-collar jobs — the office parks for e-commerce companies in Silicon Valley are filled with software engineers, web developers and marketers.\u003c/p>\n\u003cp>But as e-commerce, or online shopping, has grown, \u003ca href=\"https://ww2.kqed.org/news/2017/10/29/why-the-explosive-growth-of-e-commerce-could-mean-more-jobs/\">it has fueled another type of job:\u003c/a> Jobs in warehouses and distribution centers, where the stuff we order gets sorted, packed and shipped.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>[contextly_sidebar id=”LJbbV8ojxnEDKPcQ6n52qcIesXNsXIHt”]\u003c/p>\n\u003cp>One measure of this growth is in jobs labeled as “general warehousing” by the federal Bureau of Labor Statistics.\u003c/p>\n\u003cp>In California, those jobs jumped dramatically from 57,047 in 2007 to 90,263 in 2016. The growth has been concentrated in places like the Inland Empire, which helps fill demand from customers in and around Los Angeles. In Riverside County, for instance, warehouse jobs quadrupled from 4,944 to 20,567 between 2007 and 2016.\u003c/p>\n\u003cp>According to economist Michael Mandel with the Progressive Policy Institute, online shopping has the potential to bring employment to areas far beyond Silicon Valley, including areas like Riverside County, which are in need of jobs and growth.\u003c/p>\n\u003cp>“These are jobs that are fairly well paid. They are not entry-level retail jobs,” said Mandel. “They’ve got decent salaries and very often are full benefits. So this really makes a difference to the growth of a region like this, helping pull jobs out of the concentrated center cities, those really dense areas, to areas that really need it.”\u003c/p>\n\u003cp>Mandel said the growth in the number of warehouse-related jobs has more than offset the stagnation of jobs in the world of brick-and-mortar retail. Mandel acknowledged that the jobs are quite different, and in some cases more difficult.\u003c/p>\n\u003cp>“These are basically industrial jobs,” said Mandel. “They’re hard work. They’re physical labor.\u003c/p>\n\u003cp>“They’re hard work, but they’re also decently paid,” he added.\u003c/p>\n\u003cp>However, there have been complaints and concerns that the jobs don’t, in fact, pay well enough. That’s \u003ca href=\"https://ww2.kqed.org/news/2017/06/06/valley-farm-towns-transformed-by-your-online-shopping/\">especially true in the Central Valley town of Tracy\u003c/a>, which is home to two large Amazon distribution centers among many others.\u003c/p>\n\u003cp>In San Joaquin County, where Tracy is located, warehouse jobs increased from 4,338 in 2007 to 11,691 in 2016, according to the Bureau of Labor Statistics. Meanwhile, housing costs in Tracy have skyrocketed, and warehouse wages haven’t been able to keep up.\u003c/p>\n\u003cp>As companies like Amazon push the boundaries of automation in their distribution centers, there is a fear that these jobs could be short-lived. A \u003ca href=\"https://www.mckinsey.com/business-functions/digital-mckinsey/our-insights/where-machines-could-replace-humans-and-where-they-cant-yet\">recent study from McKinsey\u003c/a> ranked different job sectors where machines are most likely to replace humans, and “Transportation and Warehousing” ranked near the top. That’s because jobs with lots of repetitive tasks, like those often done in warehouses, are most at risk from automation.\u003c/p>\n\u003cp>For now, however, there are \u003ca href=\"https://ww2.kqed.org/news/2017/06/07/warehouses-promise-jobs-but-what-happens-when-the-robots-come/\">some jobs that people do better than robots\u003c/a> — things like picking delicate or oddly-shaped items from a shelf. In many cases, people and machines are working side by side. And it appears that ever-growing demand for online shopping is only creating more jobs.\u003c/p>\n\u003cp>The map below shows data from the Bureau of Labor Statistics for general warehouse jobs in 2016. Counties in a darker shade of red had more jobs. The average county had 3,600 general warehouse jobs in 2016.\u003c/p>\n\u003cp>[warehouseJobs]\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The Associated Press contributed data to this report.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>The unemployment rate in Santa Clara County — the heart of Silicon Valley — is 3.8 percent. The rate is even lower in other tech-focused cities in the region, such as Cupertino, Palo Alto and Menlo Park.\u003c/p>\n\u003cp>The tech sector is driving those jobs, from Apple to Google to Facebook.\u003c/p>\n\u003cp>One of the biggest areas of growth continues to be within e-commerce. E-commerce jobs have existed in Silicon Valley since the dawn of the first dot-com era, way back in the late 1990s. Remember, if you will, Pets.com.\u003c/p>\n\u003cp>But the Silicon Valley e-commerce jobs aren’t stockers and shippers and blue-collar jobs — the office parks for e-commerce companies in Silicon Valley are filled with software engineers, web developers and marketers.\u003c/p>\n\u003cp>But as e-commerce, or online shopping, has grown, \u003ca href=\"https://ww2.kqed.org/news/2017/10/29/why-the-explosive-growth-of-e-commerce-could-mean-more-jobs/\">it has fueled another type of job:\u003c/a> Jobs in warehouses and distribution centers, where the stuff we order gets sorted, packed and shipped.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>One measure of this growth is in jobs labeled as “general warehousing” by the federal Bureau of Labor Statistics.\u003c/p>\n\u003cp>In California, those jobs jumped dramatically from 57,047 in 2007 to 90,263 in 2016. The growth has been concentrated in places like the Inland Empire, which helps fill demand from customers in and around Los Angeles. In Riverside County, for instance, warehouse jobs quadrupled from 4,944 to 20,567 between 2007 and 2016.\u003c/p>\n\u003cp>According to economist Michael Mandel with the Progressive Policy Institute, online shopping has the potential to bring employment to areas far beyond Silicon Valley, including areas like Riverside County, which are in need of jobs and growth.\u003c/p>\n\u003cp>“These are jobs that are fairly well paid. They are not entry-level retail jobs,” said Mandel. “They’ve got decent salaries and very often are full benefits. So this really makes a difference to the growth of a region like this, helping pull jobs out of the concentrated center cities, those really dense areas, to areas that really need it.”\u003c/p>\n\u003cp>Mandel said the growth in the number of warehouse-related jobs has more than offset the stagnation of jobs in the world of brick-and-mortar retail. Mandel acknowledged that the jobs are quite different, and in some cases more difficult.\u003c/p>\n\u003cp>“These are basically industrial jobs,” said Mandel. “They’re hard work. They’re physical labor.\u003c/p>\n\u003cp>“They’re hard work, but they’re also decently paid,” he added.\u003c/p>\n\u003cp>However, there have been complaints and concerns that the jobs don’t, in fact, pay well enough. That’s \u003ca href=\"https://ww2.kqed.org/news/2017/06/06/valley-farm-towns-transformed-by-your-online-shopping/\">especially true in the Central Valley town of Tracy\u003c/a>, which is home to two large Amazon distribution centers among many others.\u003c/p>\n\u003cp>In San Joaquin County, where Tracy is located, warehouse jobs increased from 4,338 in 2007 to 11,691 in 2016, according to the Bureau of Labor Statistics. Meanwhile, housing costs in Tracy have skyrocketed, and warehouse wages haven’t been able to keep up.\u003c/p>\n\u003cp>As companies like Amazon push the boundaries of automation in their distribution centers, there is a fear that these jobs could be short-lived. A \u003ca href=\"https://www.mckinsey.com/business-functions/digital-mckinsey/our-insights/where-machines-could-replace-humans-and-where-they-cant-yet\">recent study from McKinsey\u003c/a> ranked different job sectors where machines are most likely to replace humans, and “Transportation and Warehousing” ranked near the top. That’s because jobs with lots of repetitive tasks, like those often done in warehouses, are most at risk from automation.\u003c/p>\n\u003cp>For now, however, there are \u003ca href=\"https://ww2.kqed.org/news/2017/06/07/warehouses-promise-jobs-but-what-happens-when-the-robots-come/\">some jobs that people do better than robots\u003c/a> — things like picking delicate or oddly-shaped items from a shelf. In many cases, people and machines are working side by side. And it appears that ever-growing demand for online shopping is only creating more jobs.\u003c/p>\n\u003cp>The map below shows data from the Bureau of Labor Statistics for general warehouse jobs in 2016. Counties in a darker shade of red had more jobs. The average county had 3,600 general warehouse jobs in 2016.\u003c/p>\n\u003cp>[warehouseJobs]\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The Associated Press contributed data to this report.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"title": "California Wildfires Leave Seasonal Agricultural Workers in Limbo",
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"content": "\u003cp>For more than a week, Marisol Paniagua has been living at an evacuation center. She had been scheduled to pick grapes at a vineyard near Santa Rosa. But that work was canceled because of the \u003ca href=\"https://ww2.kqed.org/news/tag/north-bay-fires/\" target=\"_blank\" rel=\"noopener\">wildfires ravaging Northern California\u003c/a>.\u003c/p>\n\u003cp>“It’s very difficult right now because we just have a little bit of gas left in our car. That’s how we are still able to drive around,” said Paniagua, 37. “But the fact is, we have nothing.”\u003c/p>\n\u003cp>The wildfires in Northern California already have done \u003ca href=\"https://ww2.kqed.org/news/2017/10/20/california-fires-cause-1b-in-damage-burn-6900-buildings/\" target=\"_blank\" rel=\"noopener\">more than $1 billion in damage,\u003c/a> according to the state’s insurance commissioner. In Sonoma County, one of the hardest-hit areas, about a third of the economy is related to agriculture, wine and tourism.\u003c/p>\n\u003cp>Now, seasonal workers in the region like Paniagua are facing the loss of jobs and income.\u003c/p>\n\u003cp>Paniagua, who’s originally from Mexico, has lived in the Santa Rosa area for more than 20 years. All three of her children were born in the U.S. But now she wonders whether she’ll be able to afford to stay in the area.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“Without money and without work, what are we going to do here?” says Paniagua.\u003c/p>\n\u003cp>[contextly_sidebar id=”jjApytkq0BUaMoGJuDaXQhRAHU9i9KOW”]\u003c/p>\n\u003cp>In California, Latinos make up 71 percent of agricultural workers. The fires ravaging the wine country are hitting this population hard. The lack of jobs and the destruction of affordable homes due to the fires could force people to move elsewhere. That’s a concern for grape growers in the region.\u003c/p>\n\u003cp>“We cannot afford to lose our labor force. Nobody can, whether it’d be in agriculture or anything else,” says Chad Clark, with Allied Grape Growers, a California wine-grape marketing cooperative that represents more than 100 wineries in areas affected by wildfires.\u003c/p>\n\u003cp>He says dozens of vineyard owners have sustained damage. He says that could displace seasonal agricultural workers. Still, most vineyards are standing, and Clark says the priority there is to pick the grapes left on the vines as quickly as possible.\u003c/p>\n\u003cp>“That’s proving to be very difficult, just because of all the road closures,” Clark says. “And you know, what people have lost — they’ve lost their vehicles, their means of transportation.”\u003c/p>\n\u003cp>Valley of the Moon is one of the oldest wineries in the region. It wasn’t damaged, but many of its workers had to evacuate their homes. General Manager Dave MacDonald says grape growers are concerned about their workers and will try to help them.\u003c/p>\n\u003cp>The winery subcontracts crews of farmworkers, plus has about 25 workers in other areas. MacDonald said only 10 workers were around the day I was there — and only for half a day.\u003c/p>\n\u003cp>“I know that you know every company in this industry will do their best to help to absorb some of that workforce and help to find some work for others that need it,” says MacDonald.\u003c/p>\n\u003cp>Valley of the Moon was closed last week, and it is only slowly beginning to return to normal operations. Some grape growers have said they’ll pay their seasonal agricultural workers anyway.\u003c/p>\n\u003cp>Luis Guerrero has 25 years of experience in wineries. He is working near Valley of the Moon’s cellar, using a big metal hose to fill wooden barrels with crushed grapes.\u003c/p>\n\u003cp>“I really needed to start working again,” says Guerrero, who makes $16 per hour working in wine production. “The work that I lost last week, that was money that would have paid for my rent.”\u003c/p>\n\u003cp>Typically, seasonal hires in the area don’t get paid if they don’t work.\u003c/p>\n\u003cp>“While the fires continue, there’s a lot of uncertainty,” said Guerrero. “Yesterday we came to work and they told us, ‘No,’ so we turned back.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Karissa Kruse, president of the \u003ca href=\"http://sonomawinegrape.org/about/staff/\">Sonoma County Winegrowers\u003c/a>, says some vineyard owners have said they will pay workers anyway for last week because the fires were an event completely out of the ordinary.\u003c/p>\n\n",
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"excerpt": "The devastating wildfires in Northern California killed scores of people and left thousands homeless. They've also left many seasonal agricultural workers without jobs or income.",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>For more than a week, Marisol Paniagua has been living at an evacuation center. She had been scheduled to pick grapes at a vineyard near Santa Rosa. But that work was canceled because of the \u003ca href=\"https://ww2.kqed.org/news/tag/north-bay-fires/\" target=\"_blank\" rel=\"noopener\">wildfires ravaging Northern California\u003c/a>.\u003c/p>\n\u003cp>“It’s very difficult right now because we just have a little bit of gas left in our car. That’s how we are still able to drive around,” said Paniagua, 37. “But the fact is, we have nothing.”\u003c/p>\n\u003cp>The wildfires in Northern California already have done \u003ca href=\"https://ww2.kqed.org/news/2017/10/20/california-fires-cause-1b-in-damage-burn-6900-buildings/\" target=\"_blank\" rel=\"noopener\">more than $1 billion in damage,\u003c/a> according to the state’s insurance commissioner. In Sonoma County, one of the hardest-hit areas, about a third of the economy is related to agriculture, wine and tourism.\u003c/p>\n\u003cp>Now, seasonal workers in the region like Paniagua are facing the loss of jobs and income.\u003c/p>\n\u003cp>Paniagua, who’s originally from Mexico, has lived in the Santa Rosa area for more than 20 years. All three of her children were born in the U.S. But now she wonders whether she’ll be able to afford to stay in the area.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“Without money and without work, what are we going to do here?” says Paniagua.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>In California, Latinos make up 71 percent of agricultural workers. The fires ravaging the wine country are hitting this population hard. The lack of jobs and the destruction of affordable homes due to the fires could force people to move elsewhere. That’s a concern for grape growers in the region.\u003c/p>\n\u003cp>“We cannot afford to lose our labor force. Nobody can, whether it’d be in agriculture or anything else,” says Chad Clark, with Allied Grape Growers, a California wine-grape marketing cooperative that represents more than 100 wineries in areas affected by wildfires.\u003c/p>\n\u003cp>He says dozens of vineyard owners have sustained damage. He says that could displace seasonal agricultural workers. Still, most vineyards are standing, and Clark says the priority there is to pick the grapes left on the vines as quickly as possible.\u003c/p>\n\u003cp>“That’s proving to be very difficult, just because of all the road closures,” Clark says. “And you know, what people have lost — they’ve lost their vehicles, their means of transportation.”\u003c/p>\n\u003cp>Valley of the Moon is one of the oldest wineries in the region. It wasn’t damaged, but many of its workers had to evacuate their homes. General Manager Dave MacDonald says grape growers are concerned about their workers and will try to help them.\u003c/p>\n\u003cp>The winery subcontracts crews of farmworkers, plus has about 25 workers in other areas. MacDonald said only 10 workers were around the day I was there — and only for half a day.\u003c/p>\n\u003cp>“I know that you know every company in this industry will do their best to help to absorb some of that workforce and help to find some work for others that need it,” says MacDonald.\u003c/p>\n\u003cp>Valley of the Moon was closed last week, and it is only slowly beginning to return to normal operations. Some grape growers have said they’ll pay their seasonal agricultural workers anyway.\u003c/p>\n\u003cp>Luis Guerrero has 25 years of experience in wineries. He is working near Valley of the Moon’s cellar, using a big metal hose to fill wooden barrels with crushed grapes.\u003c/p>\n\u003cp>“I really needed to start working again,” says Guerrero, who makes $16 per hour working in wine production. “The work that I lost last week, that was money that would have paid for my rent.”\u003c/p>\n\u003cp>Typically, seasonal hires in the area don’t get paid if they don’t work.\u003c/p>\n\u003cp>“While the fires continue, there’s a lot of uncertainty,” said Guerrero. “Yesterday we came to work and they told us, ‘No,’ so we turned back.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Karissa Kruse, president of the \u003ca href=\"http://sonomawinegrape.org/about/staff/\">Sonoma County Winegrowers\u003c/a>, says some vineyard owners have said they will pay workers anyway for last week because the fires were an event completely out of the ordinary.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cem>We asked readers for their wildfire stories. If you were impacted by the fires, or know someone who was, \u003ca href=\"https://ww2.kqed.org/news/2017/10/10/share-your-california-wildfire-story/\">we’d like to hear your story\u003c/a>.\u003c/em>\u003c/p>\n\u003cp>Here is one of the responses. It has been edited for length and clarity.\u003c/p>\n\u003cp>My partner, Heather Leiker, and I had a 7:30 p.m. appointment on Oct. 8 in the labor and delivery unit at Kaiser Permanente Santa Rosa to do a non-stress test on her 40-week pregnancy. Due to circumstances, the doctor determined that it was best to induce labor. She received her first dose at 11 p.m. and was due for the second at 3 a.m. During the wait, we were brought to a delivery room and my mother brought her mother and our 3-year-old, Arthur, to visit. When my mother found out that the process could take up to three days, and it was already so late, she decided to take Arthur home. Shortly thereafter is when we found out that the pleasant campfire smell we had been enjoying was actually a wildfire.\u003c/p>\n\u003cp>At 2:45 a.m. the delivery team came into our room and told us that if we were mobile enough, then we should evacuate. The fire was coming our way, and the Hilton (hotel) was already on fire. If Heather started to feel like she was going into labor, then we were to head south to the nearest Kaiser with labor and delivery. As we exited the hospital, we were hearing a constant cacophony of explosions from the north. Boom. Boom. Boom. Almost one per second. Heather’s car is in the shop, so we were stuck using my compact truck. The three of us piled into my little truck and headed west to our place past Fulton.\u003c/p>\n\u003cp>The 5-mile journey took us two hours. At the corner of Range and Piner, we saw a truck on fire and a tree across the street in flames. As we went down Piner, we could see the bright glow against the smoky ceiling getting closer to our traffic pile up. Once we got past the railroad tracks, we turned down Bay Village Circle — my partner’s navigation skills still up to par. As we went down past the Marlow Apartments, the police came roaring up to the complex to start the mandatory evacuation. Surprisingly, we also saw a garbageman doing his rounds at the shopping center, seemingly unconcerned and just doing his duty. Once on Marlow, we headed south and managed to sweep into Crosspoint and connect to Guerneville. Finally, with some space to move, we headed home.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Once at home, we prepped for evacuation, loading my truck, consoling our son, and taking turns lying down next to him for short rests. We searched for the nearest Kaiser with a labor and delivery and discovered that we’d need to go to San Francisco. My mother would stay with Arthur and flit back and forth between her place (just outside the evacuation area), our place (2 miles from the evacuation area) and a friend’s place in Sebastopol. Once again, the three of us piled into my little truck and this time headed down to San Francisco. The 60-mile trip took just as much time as the previous 5-mile one.\u003c/p>\n\u003cp>I finally fell unconscious for about four hours lying next to my partner sometime in the evening of Oct. 9, having been awake since 7 a.m. the morning before.\u003c/p>\n\u003cp>The morning of Oct. 10 brought our little boy into the world. Amazingly, the easiest part of the whole ordeal was the actual delivery. At 10:02 a.m. we joked with the doctor that we figured he was waiting for 10:10 on 10/10. She took that as a challenge, and Heather started pushing. Four sets of three pushes showed the top of his head. We had time so Heather relaxed, but our newest addition didn’t. He finished the job himself, head and hand first as if he were swimming out. Heather said she could feel his feet pushing against her. Killian Crevan McDowell is a very healthy little boy.\u003c/p>\n\u003cp>Of course, then comes what to do now. We really couldn’t take him home with how bad the air quality is in Santa Rosa. The staff at Kaiser came up with a plan. We stayed the mandatory 24 hours, and they worked wonders. The staff actually found a hotel for us to stay at and paid for a three-day stay, so that Killian’s first few days wouldn’t be spent breathing smoke. Ruth is a miracle worker and we couldn’t be more appreciative. All of the staff at both Kaisers were amazing, and we thank them all for what they have done for us and our little boy.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>https://docs.google.com/forms/d/e/1FAIpQLSeKnC7qUgcKqyil-URTM0SFisi1a4_ZXOiJbM_VWFkgRhOC2A/viewform\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cem>We asked readers for their wildfire stories. If you were impacted by the fires, or know someone who was, \u003ca href=\"https://ww2.kqed.org/news/2017/10/10/share-your-california-wildfire-story/\">we’d like to hear your story\u003c/a>.\u003c/em>\u003c/p>\n\u003cp>Here is one of the responses. It has been edited for length and clarity.\u003c/p>\n\u003cp>My partner, Heather Leiker, and I had a 7:30 p.m. appointment on Oct. 8 in the labor and delivery unit at Kaiser Permanente Santa Rosa to do a non-stress test on her 40-week pregnancy. Due to circumstances, the doctor determined that it was best to induce labor. She received her first dose at 11 p.m. and was due for the second at 3 a.m. During the wait, we were brought to a delivery room and my mother brought her mother and our 3-year-old, Arthur, to visit. When my mother found out that the process could take up to three days, and it was already so late, she decided to take Arthur home. Shortly thereafter is when we found out that the pleasant campfire smell we had been enjoying was actually a wildfire.\u003c/p>\n\u003cp>At 2:45 a.m. the delivery team came into our room and told us that if we were mobile enough, then we should evacuate. The fire was coming our way, and the Hilton (hotel) was already on fire. If Heather started to feel like she was going into labor, then we were to head south to the nearest Kaiser with labor and delivery. As we exited the hospital, we were hearing a constant cacophony of explosions from the north. Boom. Boom. Boom. Almost one per second. Heather’s car is in the shop, so we were stuck using my compact truck. The three of us piled into my little truck and headed west to our place past Fulton.\u003c/p>\n\u003cp>The 5-mile journey took us two hours. At the corner of Range and Piner, we saw a truck on fire and a tree across the street in flames. As we went down Piner, we could see the bright glow against the smoky ceiling getting closer to our traffic pile up. Once we got past the railroad tracks, we turned down Bay Village Circle — my partner’s navigation skills still up to par. As we went down past the Marlow Apartments, the police came roaring up to the complex to start the mandatory evacuation. Surprisingly, we also saw a garbageman doing his rounds at the shopping center, seemingly unconcerned and just doing his duty. Once on Marlow, we headed south and managed to sweep into Crosspoint and connect to Guerneville. Finally, with some space to move, we headed home.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Once at home, we prepped for evacuation, loading my truck, consoling our son, and taking turns lying down next to him for short rests. We searched for the nearest Kaiser with a labor and delivery and discovered that we’d need to go to San Francisco. My mother would stay with Arthur and flit back and forth between her place (just outside the evacuation area), our place (2 miles from the evacuation area) and a friend’s place in Sebastopol. Once again, the three of us piled into my little truck and this time headed down to San Francisco. The 60-mile trip took just as much time as the previous 5-mile one.\u003c/p>\n\u003cp>I finally fell unconscious for about four hours lying next to my partner sometime in the evening of Oct. 9, having been awake since 7 a.m. the morning before.\u003c/p>\n\u003cp>The morning of Oct. 10 brought our little boy into the world. Amazingly, the easiest part of the whole ordeal was the actual delivery. At 10:02 a.m. we joked with the doctor that we figured he was waiting for 10:10 on 10/10. She took that as a challenge, and Heather started pushing. Four sets of three pushes showed the top of his head. We had time so Heather relaxed, but our newest addition didn’t. He finished the job himself, head and hand first as if he were swimming out. Heather said she could feel his feet pushing against her. Killian Crevan McDowell is a very healthy little boy.\u003c/p>\n\u003cp>Of course, then comes what to do now. We really couldn’t take him home with how bad the air quality is in Santa Rosa. The staff at Kaiser came up with a plan. We stayed the mandatory 24 hours, and they worked wonders. The staff actually found a hotel for us to stay at and paid for a three-day stay, so that Killian’s first few days wouldn’t be spent breathing smoke. Ruth is a miracle worker and we couldn’t be more appreciative. All of the staff at both Kaisers were amazing, and we thank them all for what they have done for us and our little boy.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>https://docs.google.com/forms/d/e/1FAIpQLSeKnC7qUgcKqyil-URTM0SFisi1a4_ZXOiJbM_VWFkgRhOC2A/viewform\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Nicole and Ben Veum had been waiting and waiting for their baby to arrive. Nicole’s due date came and went. Her doctor called her into the hospital — Sutter Santa Rosa Regional Hospital — to induce labor. That was Friday.\u003c/p>\n\u003cp>“So we were very excited at that point,” she said. “And then day after day after day, with not a whole lot of progress.”\u003c/p>\n\u003cp>They tried three different ways of inducing labor. Then, on the third day, with the third attempt, it started working.\u003c/p>\n\u003cp>“And then finally I am in a great rhythm,” she said. “We’re all excited. They’re talking about breaking my water.”\u003c/p>\n\u003cp>[contextly_sidebar id=”qaPk63b1ejoXiMMNr8YdeEUPcyxIekdN”]\u003c/p>\n\u003cp>Her contractions were coming strong, every four to five minutes.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“Things are rolling,” Ben said. “We’re getting good checks from the nurses. We started to get in the mood to play some music — a little bit of opera.”\u003c/p>\n\u003cp>They just turned on Pavarotti when the hospital power went out. The generators came on. And the smoke outside the building started to creep inside.\u003c/p>\n\u003cp>“There was a ton of smoke in the hospital,” Nicole said. “You could see it and smell it.”\u003c/p>\n\u003cfigure id=\"attachment_11622596\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/10/BabyBirth-800x600.jpg\" alt=\"Nicole and Ben Veum and baby Adrian.\" width=\"800\" height=\"600\" class=\"size-medium wp-image-11622596\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-800x600.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-160x120.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-1020x765.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-1180x885.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-960x720.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-240x180.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-375x281.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-520x390.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Nicole and Ben Veum and baby Adrian. \u003ccite>(April Dembosky/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The nurses said the buildings around the hospital were on fire and they had to evacuate everyone. Eighty patients from Sutter and another 130 patients from Kaiser were transferred to other hospitals in the area on Monday, including Santa Rosa Memorial and Kaiser San Rafael.\u003c/p>\n\u003cp>Nicole Veum had just received an epidural when the evacuation orders came through.\u003c/p>\n\u003cp>“I couldn’t walk or move, which was just not cool,” she said. “I didn’t like that part. I felt really vulnerable.”\u003c/p>\n\u003cp>The staff gave Nicole medication to stop her contractions.\u003c/p>\n\u003cp>[contextly_sidebar id=”uGxGSsXGQxiFVAqKPqRBLB1laFgSQ1ve”]\u003c/p>\n\u003cp>“We were like ‘Noooo.’ It was the worst news,” she said. “To have tried for three days and then OK, here’s the shot that’s going to end all of that.”\u003c/p>\n\u003cp>Then, Nicole had to wait again. For an ambulance.\u003c/p>\n\u003cp>It was hours before dawn, and Nicole lay on a gurney by the docking bay, feeling paralyzed, in a line of would-be evacuees. There were so many patients that needed to be transported, and by the time her turn came, she had to share the ride with another woman in labor and a third with a newborn in her arms. That left no room for her husband.\u003c/p>\n\u003cp>“The charge nurse explained that ‘This is a disaster. We’re following disaster protocol and no spouses or birth teams or anything are going along on the ambulance,’” Ben said. “And there was a part of me briefly that was like – but I’m a dad. I’m going to be a dad. This is us.”\u003c/p>\n\u003cp>Ben waited for the bus, and was soon reunited with Nicole at Santa Rosa Memorial. But by that point, her labor was again at a stand still.\u003c/p>\n\u003cp>[contextly_sidebar id=”q9NLa0ZP8yZcE8zveM7DZgZMouQUNHtv”]\u003c/p>\n\u003cp>They gave it another 12 hours, then agreed to a C-section. Monday evening, Nicole gave birth to a healthy baby boy, named Adrian Veum. Their friends had some suggestions for a middle name.\u003c/p>\n\u003cp>“They wanted us to call him Adrian Fuego Veum, or Blaze Veum,” she said.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>But Nicole is a big Los Angeles baseball fan, and she and Ben decided to stick with their original name plan: Adrian Dodger Veum.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Nicole and Ben Veum had been waiting and waiting for their baby to arrive. Nicole’s due date came and went. Her doctor called her into the hospital — Sutter Santa Rosa Regional Hospital — to induce labor. That was Friday.\u003c/p>\n\u003cp>“So we were very excited at that point,” she said. “And then day after day after day, with not a whole lot of progress.”\u003c/p>\n\u003cp>They tried three different ways of inducing labor. Then, on the third day, with the third attempt, it started working.\u003c/p>\n\u003cp>“And then finally I am in a great rhythm,” she said. “We’re all excited. They’re talking about breaking my water.”\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Her contractions were coming strong, every four to five minutes.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“Things are rolling,” Ben said. “We’re getting good checks from the nurses. We started to get in the mood to play some music — a little bit of opera.”\u003c/p>\n\u003cp>They just turned on Pavarotti when the hospital power went out. The generators came on. And the smoke outside the building started to creep inside.\u003c/p>\n\u003cp>“There was a ton of smoke in the hospital,” Nicole said. “You could see it and smell it.”\u003c/p>\n\u003cfigure id=\"attachment_11622596\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/10/BabyBirth-800x600.jpg\" alt=\"Nicole and Ben Veum and baby Adrian.\" width=\"800\" height=\"600\" class=\"size-medium wp-image-11622596\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-800x600.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-160x120.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-1020x765.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-1180x885.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-960x720.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-240x180.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-375x281.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/10/BabyBirth-520x390.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Nicole and Ben Veum and baby Adrian. \u003ccite>(April Dembosky/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The nurses said the buildings around the hospital were on fire and they had to evacuate everyone. Eighty patients from Sutter and another 130 patients from Kaiser were transferred to other hospitals in the area on Monday, including Santa Rosa Memorial and Kaiser San Rafael.\u003c/p>\n\u003cp>Nicole Veum had just received an epidural when the evacuation orders came through.\u003c/p>\n\u003cp>“I couldn’t walk or move, which was just not cool,” she said. “I didn’t like that part. I felt really vulnerable.”\u003c/p>\n\u003cp>The staff gave Nicole medication to stop her contractions.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>“We were like ‘Noooo.’ It was the worst news,” she said. “To have tried for three days and then OK, here’s the shot that’s going to end all of that.”\u003c/p>\n\u003cp>Then, Nicole had to wait again. For an ambulance.\u003c/p>\n\u003cp>It was hours before dawn, and Nicole lay on a gurney by the docking bay, feeling paralyzed, in a line of would-be evacuees. There were so many patients that needed to be transported, and by the time her turn came, she had to share the ride with another woman in labor and a third with a newborn in her arms. That left no room for her husband.\u003c/p>\n\u003cp>“The charge nurse explained that ‘This is a disaster. We’re following disaster protocol and no spouses or birth teams or anything are going along on the ambulance,’” Ben said. “And there was a part of me briefly that was like – but I’m a dad. I’m going to be a dad. This is us.”\u003c/p>\n\u003cp>Ben waited for the bus, and was soon reunited with Nicole at Santa Rosa Memorial. But by that point, her labor was again at a stand still.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>They gave it another 12 hours, then agreed to a C-section. Monday evening, Nicole gave birth to a healthy baby boy, named Adrian Veum. Their friends had some suggestions for a middle name.\u003c/p>\n\u003cp>“They wanted us to call him Adrian Fuego Veum, or Blaze Veum,” she said.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>But Nicole is a big Los Angeles baseball fan, and she and Ben decided to stick with their original name plan: Adrian Dodger Veum.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Google CEO Sundar Pichai cut his vacation short and returned to the company’s Mountain View headquarters as criticism mounted over a senior engineer’s \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/08/07/542020041/google-grapples-with-fallout-after-employee-slams-diversity-efforts\">controversial memo\u003c/a> condemning Google’s diversity initiatives. The engineer was subsequently fired.\u003c/p>\n\u003cp>The memo, which some inside Google jokingly called a “manifesto,” was widely shared inside and outside the company.\u003c/p>\n\u003cp>James Damore \u003ca href=\"https://assets.documentcloud.org/documents/3914586/Googles-Ideological-Echo-Chamber.pdf\">wrote\u003c/a> that “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. In addition, Damore said men have a “higher drive for status.”\u003c/p>\n\u003cp>[contextly_sidebar id=”o4MdZedeqCFhMC3UGpgCkIin4iblZwmR”]\u003c/p>\n\u003cp>Damore also criticized the company for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.” He also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Pichai \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">released a memo\u003c/a> of his own Monday night about the situation. Pichai said that he supported the right of workers to express themselves but that the memo had gone too far. The CEO wrote:\u003c/p>\n\u003cblockquote>\u003cp>“The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender. Our co-workers shouldn’t have to worry that each time they open their mouths to speak in a meeting, they have to prove that they are not like the memo states, being ‘agreeable’ rather than ‘assertive,’ showing a ‘lower stress tolerance,’ or being ‘neurotic.’ “\u003c/p>\u003c/blockquote>\n\u003cp>Pichai said portions of Damore’s memo violate “our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace.” Pichai has scheduled an all-staff meeting to discuss the situation.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" src=\"https://www.npr.org/player/embed/542210855/542286113\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>In an email to \u003cem>The New York Times\u003c/em>, Damore said he is likely to \u003ca href=\"https://www.nytimes.com/2017/08/07/business/google-women-engineer-fired-memo.html\">pursue legal action\u003c/a>. “I have a legal right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behavior, which is what my document does,” Damore said.\u003c/p>\n\u003cp>Meanwhile, social media continues to churn with tweets and posts on both sides of the issue. Conservative sites like \u003ca href=\"http://thefederalist.com/2017/08/08/google-fires-engineer-noticing-men-women-different/\">The Federalist\u003c/a> saw the firing as proof of Damore’s point that Google does not tolerate diversity of opinion.\u003c/p>\n\u003cp>However, former Google employee Kelly Ellis, who \u003ca href=\"http://www.npr.org/2017/08/07/542087066/google-engineers-criticism-of-diversity-programs-sparks-controversy\">told NPR on Monday\u003c/a> that she thought Google should fire Damore, sent out tweets supporting the decision. Ellis says she left Google because she was sexually harassed.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Ellis said Google promotes employees and determines salaries based on peer evaluations. Therefore, she says, Damore’s bias against women could harm female colleagues.\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Google+CEO+Cuts+Vacation+Short+To+Deal+With+Crisis+Over+Diversity+Memo&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Pichai \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">released a memo\u003c/a> of his own Monday night about the situation. Pichai said that he supported the right of workers to express themselves but that the memo had gone too far. The CEO wrote:\u003c/p>\n\u003cblockquote>\u003cp>“The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender. Our co-workers shouldn’t have to worry that each time they open their mouths to speak in a meeting, they have to prove that they are not like the memo states, being ‘agreeable’ rather than ‘assertive,’ showing a ‘lower stress tolerance,’ or being ‘neurotic.’ “\u003c/p>\u003c/blockquote>\n\u003cp>Pichai said portions of Damore’s memo violate “our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace.” Pichai has scheduled an all-staff meeting to discuss the situation.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" src=\"https://www.npr.org/player/embed/542210855/542286113\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>In an email to \u003cem>The New York Times\u003c/em>, Damore said he is likely to \u003ca href=\"https://www.nytimes.com/2017/08/07/business/google-women-engineer-fired-memo.html\">pursue legal action\u003c/a>. “I have a legal right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behavior, which is what my document does,” Damore said.\u003c/p>\n\u003cp>Meanwhile, social media continues to churn with tweets and posts on both sides of the issue. Conservative sites like \u003ca href=\"http://thefederalist.com/2017/08/08/google-fires-engineer-noticing-men-women-different/\">The Federalist\u003c/a> saw the firing as proof of Damore’s point that Google does not tolerate diversity of opinion.\u003c/p>\n\u003cp>However, former Google employee Kelly Ellis, who \u003ca href=\"http://www.npr.org/2017/08/07/542087066/google-engineers-criticism-of-diversity-programs-sparks-controversy\">told NPR on Monday\u003c/a> that she thought Google should fire Damore, sent out tweets supporting the decision. Ellis says she left Google because she was sexually harassed.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Ellis said Google promotes employees and determines salaries based on peer evaluations. Therefore, she says, Damore’s bias against women could harm female colleagues.\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Google+CEO+Cuts+Vacation+Short+To+Deal+With+Crisis+Over+Diversity+Memo&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cstrong>Updated 11:30 p.m. ET\u003c/strong>\u003c/p>\n\u003cp>A senior software engineer reportedly has been fired by Google after a memo he wrote criticizing diversity initiatives was leaked and sparked protests on social media.\u003c/p>\n\u003cp>The 3,300-word document that has been shared across Google’s internal networks says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.”\u003c/p>\n\u003cp>Another software engineer who used to work for Google, Kelly Ellis, says some women who still work at the company stayed home on Monday because the memo made them “uncomfortable going back to work.”\u003c/p>\n\u003cp>Now, \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">Bloomberg\u003c/a> and Reuters report the memo was written by James Damore and Google has fired him for “perpetuating gender stereotypes.” The news services say Damore confirmed the dismissal by email.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>The memo that some have jokingly called a “manifesto” has been shared across Google’s internal networks and says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.” He criticized Google for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.”\u003c/p>\n\u003cp>Not enough has been done, the engineer said, to encourage a diversity of viewpoints and ideologies at Google. The author also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>Google also has been pushing more employees to take its classes on “unconscious bias.”\u003c/p>\n\u003cp>Ellis left Google in 2014 after she was sexually harassed. When she read the leaked document it didn’t surprise her “because I saw similar language when I was at Google being shared on internal message boards and other different internal forums.”\u003c/p>\n\u003cp>Ellis said although he isn’t a manager, the “manifesto” author’s opinions directly impact his female peers. “The main input to Google’s performance review process, which is how they slot engineers, which determines pay — the main input to that is peer review,” says Ellis. “It’s your peers writing feedback on your work.”\u003c/p>\n\u003cp>Danielle Brown, Google’s vice president of diversity sent out a company-wide memo in response to the document. She stated, “Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company.”\u003c/p>\n\u003cp>According to Brown, Ari Balogh, a vice president in engineering who heads the department in which the employee works, wrote a note in response to the “manifesto” in which Balogh stressed the importance of Google being open and inclusive. He wrote, “We cannot allow stereotyping and harmful assumptions to play any part.”\u003c/p>\n\u003cp>The “manifesto” made headlines over the weekend after reports from \u003ca href=\"https://motherboard.vice.com/en_us/article/kzbm4a/employees-anti-diversity-manifesto-goes-internally-viral-at-google\">Motherboard\u003c/a> and \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">Gizmodo\u003c/a>. In it, the author equated the company’s effort to attract more women to work in technology to (hypothetical, we assume) efforts to achieve gender balance in other areas, such as “the homeless, work-related and violent deaths, prisons, and school dropouts.”\u003c/p>\n\u003cp>Wide sharing of the document has highlighted struggles with gender equality and the wage gap in the tech industry and particularly at Google, which was sued by the federal government earlier this year for refusing to share compensation amounts and other data.\u003c/p>\n\u003cp>In April, a Department of Labor official accused Google of practicing \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/04/08/523129221/google-accused-of-underpaying-female-employees\">“systemic” discrimination against female employees\u003c/a>.\u003c/p>\n\u003cp>Google maintains an online graphic of its employee demographics; \u003ca href=\"https://www.google.com/diversity/\">here’s the current breakdown\u003c/a>:\u003c/p>\n\u003cul>\n\u003cli>Women make up 25 percent of the company’s leadership\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Women hold 20 percent of technology jobs\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Overall, 31 percent of Google’s employees are female\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>56 percent of employees are white; 35 percent are Asian\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>4 percent are Hispanic, 4 percent are mixed-race, and 2 percent are black\u003c/li>\n\u003c/ul>\n\u003cp>Another engineer, Yonatan Zunger, who recently left Google, \u003ca href=\"https://medium.com/@yonatanzunger/so-about-this-googlers-manifesto-1e3773ed1788\">wrote an essay\u003c/a> in which he explored three main reactions to the post. From that essay:\u003c/p>\n\u003cul>\n\u003cli>(1) Despite speaking very authoritatively, the author does not appear to understand gender.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(2) Perhaps more interestingly, the author does not appear to understand engineering.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.\u003c/li>\n\u003c/ul>\n\u003cp>Addressing the engineer who wrote the document, Zunger wrote, “If you hadn’t written this manifesto, then maybe we’d be having a conversation about the skills you need to learn to not be blocked in your career — which are precisely the ones you described as ‘female skills.'”\u003c/p>\n\u003cp>As for the author’s feeling that their views couldn’t be discussed openly, Zunger called the author’s views “fundamentally corrosive” to any organization.\u003c/p>\n\u003cp>Another response came from software developer Sarah Mei, who devoted a string of tweets to criticize both the document and the way its argument was presented.\u003c/p>\n\u003cp>“This guy almost certainly thinks of himself as a ‘computer scientist’, but he does exactly what you’re not supposed to do as a scientist,” \u003ca href=\"https://twitter.com/sarahmei/status/893972255713050624\">Mei wrote\u003c/a>. “He draws a conclusion favorable to his ego, and then works backwards from there, constructing an argument to justify it.”\u003c/p>\n\u003cp>\u003ca href=\"https://twitter.com/sarahmei/status/893953228756221952\">In another tweet\u003c/a>, Mei said, “This google dude literally works at the company that made it _trivially easy_ to locate relevant social science research.”\u003c/p>\n\u003cp>As for the author, the engineer who wrote the document said it was intended to prompt an honest discussion — one that could explore “blind spots” that can develop from inherent or unconscious biases.\u003c/p>\n\u003cp>In a footnote to the document, the author added, “Of course, I may be biased and only see evidence that supports my viewpoint.”\u003c/p>\n\u003cp>At times, the author appears to take conflicting positions.\u003c/p>\n\u003cp>The engineer began the document by stating, “I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The message ended with a similar sentiment — but with the added notion, “Stereotypes are much more accurate and responsive to new information than the [company’s] training suggests.”\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cstrong>Updated 11:30 p.m. ET\u003c/strong>\u003c/p>\n\u003cp>A senior software engineer reportedly has been fired by Google after a memo he wrote criticizing diversity initiatives was leaked and sparked protests on social media.\u003c/p>\n\u003cp>The 3,300-word document that has been shared across Google’s internal networks says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.”\u003c/p>\n\u003cp>Another software engineer who used to work for Google, Kelly Ellis, says some women who still work at the company stayed home on Monday because the memo made them “uncomfortable going back to work.”\u003c/p>\n\u003cp>Now, \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">Bloomberg\u003c/a> and Reuters report the memo was written by James Damore and Google has fired him for “perpetuating gender stereotypes.” The news services say Damore confirmed the dismissal by email.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The memo that some have jokingly called a “manifesto” has been shared across Google’s internal networks and says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.” He criticized Google for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.”\u003c/p>\n\u003cp>Not enough has been done, the engineer said, to encourage a diversity of viewpoints and ideologies at Google. The author also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>Google also has been pushing more employees to take its classes on “unconscious bias.”\u003c/p>\n\u003cp>Ellis left Google in 2014 after she was sexually harassed. When she read the leaked document it didn’t surprise her “because I saw similar language when I was at Google being shared on internal message boards and other different internal forums.”\u003c/p>\n\u003cp>Ellis said although he isn’t a manager, the “manifesto” author’s opinions directly impact his female peers. “The main input to Google’s performance review process, which is how they slot engineers, which determines pay — the main input to that is peer review,” says Ellis. “It’s your peers writing feedback on your work.”\u003c/p>\n\u003cp>Danielle Brown, Google’s vice president of diversity sent out a company-wide memo in response to the document. She stated, “Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company.”\u003c/p>\n\u003cp>According to Brown, Ari Balogh, a vice president in engineering who heads the department in which the employee works, wrote a note in response to the “manifesto” in which Balogh stressed the importance of Google being open and inclusive. He wrote, “We cannot allow stereotyping and harmful assumptions to play any part.”\u003c/p>\n\u003cp>The “manifesto” made headlines over the weekend after reports from \u003ca href=\"https://motherboard.vice.com/en_us/article/kzbm4a/employees-anti-diversity-manifesto-goes-internally-viral-at-google\">Motherboard\u003c/a> and \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">Gizmodo\u003c/a>. In it, the author equated the company’s effort to attract more women to work in technology to (hypothetical, we assume) efforts to achieve gender balance in other areas, such as “the homeless, work-related and violent deaths, prisons, and school dropouts.”\u003c/p>\n\u003cp>Wide sharing of the document has highlighted struggles with gender equality and the wage gap in the tech industry and particularly at Google, which was sued by the federal government earlier this year for refusing to share compensation amounts and other data.\u003c/p>\n\u003cp>In April, a Department of Labor official accused Google of practicing \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/04/08/523129221/google-accused-of-underpaying-female-employees\">“systemic” discrimination against female employees\u003c/a>.\u003c/p>\n\u003cp>Google maintains an online graphic of its employee demographics; \u003ca href=\"https://www.google.com/diversity/\">here’s the current breakdown\u003c/a>:\u003c/p>\n\u003cul>\n\u003cli>Women make up 25 percent of the company’s leadership\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Women hold 20 percent of technology jobs\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Overall, 31 percent of Google’s employees are female\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>56 percent of employees are white; 35 percent are Asian\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>4 percent are Hispanic, 4 percent are mixed-race, and 2 percent are black\u003c/li>\n\u003c/ul>\n\u003cp>Another engineer, Yonatan Zunger, who recently left Google, \u003ca href=\"https://medium.com/@yonatanzunger/so-about-this-googlers-manifesto-1e3773ed1788\">wrote an essay\u003c/a> in which he explored three main reactions to the post. From that essay:\u003c/p>\n\u003cul>\n\u003cli>(1) Despite speaking very authoritatively, the author does not appear to understand gender.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(2) Perhaps more interestingly, the author does not appear to understand engineering.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.\u003c/li>\n\u003c/ul>\n\u003cp>Addressing the engineer who wrote the document, Zunger wrote, “If you hadn’t written this manifesto, then maybe we’d be having a conversation about the skills you need to learn to not be blocked in your career — which are precisely the ones you described as ‘female skills.'”\u003c/p>\n\u003cp>As for the author’s feeling that their views couldn’t be discussed openly, Zunger called the author’s views “fundamentally corrosive” to any organization.\u003c/p>\n\u003cp>Another response came from software developer Sarah Mei, who devoted a string of tweets to criticize both the document and the way its argument was presented.\u003c/p>\n\u003cp>“This guy almost certainly thinks of himself as a ‘computer scientist’, but he does exactly what you’re not supposed to do as a scientist,” \u003ca href=\"https://twitter.com/sarahmei/status/893972255713050624\">Mei wrote\u003c/a>. “He draws a conclusion favorable to his ego, and then works backwards from there, constructing an argument to justify it.”\u003c/p>\n\u003cp>\u003ca href=\"https://twitter.com/sarahmei/status/893953228756221952\">In another tweet\u003c/a>, Mei said, “This google dude literally works at the company that made it _trivially easy_ to locate relevant social science research.”\u003c/p>\n\u003cp>As for the author, the engineer who wrote the document said it was intended to prompt an honest discussion — one that could explore “blind spots” that can develop from inherent or unconscious biases.\u003c/p>\n\u003cp>In a footnote to the document, the author added, “Of course, I may be biased and only see evidence that supports my viewpoint.”\u003c/p>\n\u003cp>At times, the author appears to take conflicting positions.\u003c/p>\n\u003cp>The engineer began the document by stating, “I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The message ended with a similar sentiment — but with the added notion, “Stereotypes are much more accurate and responsive to new information than the [company’s] training suggests.”\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>It was 1 am at San Francisco General Hospital. Saturday. The ambulances were rolling in one after another. Resident doctor Josie Valenzuela was near the end of her shift, trying to stay awake.\u003c/p>\n\u003cp>“I was really tired. And my back hurt a lot,” she remembers. “My mind was wandering all over the place.”\u003c/p>\n\u003cp>She was caring for a heroin addict, cutting an abscess open on her leg to drain infection. Then her pager went off. Another ambulance was coming in and this would have to wait for later.\u003c/p>\n\u003cp>“So I went to put the scalpel in some sterile towels for when I could come back,” Valenzuela says, “and I cut my left index finger.”\u003c/p>\n\u003cp>The patient had HIV and hepatitis C.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“I knew this was a bad exposure, and that all of the blood and pus that was on that scalpel was now touching my bloodstream,” she says.\u003c/p>\n\u003cp>[audio src=\"http:www.kqed.org/.stream/anon/radio//2017/08/28hourworkdayDembosky.mp3\" Image=\"https://ww2.kqed.org/stateofhealth/wp-content/uploads/sites/27/2017/08/Josie-Valenzuela-ultrasound-768x432.jpg\" Title=\"Is it OK for First-Year Doctors to Work 28 Hours in a Row? New Rule Says It's Fine\" program=\"The California Report\"]\u003c/p>\n\u003cp>Valenzuela would have to take anti-viral medications that would make her nauseated for weeks. And she’d have to explain to her husband that she may have contracted a life-long disease.\u003c/p>\n\u003cp>“We were going to start trying to have kids soon,” she says, choking up, “and so that would make it complicated for us.”\u003c/p>\n\u003cp>That’s what she was thinking about when she finally left the hospital at 4 in the morning.\u003c/p>\n\u003cp>“I found my car and I was backing out,” she says. “And I mixed up the gas and the brake. I've never done that before, but I backed right into a concrete pole.”\u003c/p>\n\u003cp>Mistakes like these led medical experts at the Institute of Medicine to issue a \u003ca href=\"https://www.ncbi.nlm.nih.gov/pubmed/23616719\" target=\"_blank\" rel=\"noopener noreferrer\">recommendation \u003c/a>in 2009 that residents' work shifts be capped at 16 hours. Until then, they were allowed to work up to 28 hours. After a year-long review of the scientific literature, the Institute concluded that human performance begins to decline after 16 hours, and the risk of medical errors and car accidents goes up.\u003c/p>\n\u003cp>So, in 2011, the \u003ca href=\"http://www.acgme.org/\" target=\"_blank\" rel=\"noopener noreferrer\">Accreditation Council for Graduate Medical Education\u003c/a> made a rule, saying first-year doctors could only work a maximum of 16 hours per shift.\u003c/p>\n\u003cp>But this year, the council reversed itself, and starting this summer, new doctors can again work up to 28 hours in a row.\u003c/p>\n\u003cp>“I think the majority of patients in the United States expect that their physician will be available to them whether it's daytime, nighttime, Saturday or Sunday,” says Dr. Rowen Zetterman, co-chair of the task force that reviewed and changed the rule.\u003c/p>\n\u003cfigure id=\"attachment_360682\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-360682\" src=\"https://ww2.kqed.org/stateofhealth/wp-content/uploads/sites/27/2017/08/Josie-Valenzuela-microscope-800x450.jpg\" alt=\"\" width=\"800\" height=\"450\">\u003cfigcaption class=\"wp-caption-text\">Josie Valenzuela looks through a slit lamp at work. The microscope is for examining the eye. \u003ccite>(Georgie Baumann/University of Arizona)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Patient and resident groups wanted to keep the 16-hour rule, Zetterman says. But senior doctors argued that long hours come with the profession. They complained that the shift limits cut into the time they had for teaching in the hospital, compromising the educational integrity of the residency.\u003c/p>\n\u003cp>“You ask residents a question and they'll say, ‘’I'm just covering, I don't know those things.’ That drives the more senior physicians batty,” says Adams Dudley, a pulmonologist and professor at UCSF School of Medicine. “The perception is they don't know what they're doing as well because they spend less time at the hospital.”\u003c/p>\n\u003cp>Physicians grouse that residents don’t seem as invested in the work when shift limits are in effect, he says, because they’re more focused on handing off their patients to others, rather then seeing them through the cycle of illness.\u003c/p>\n\u003cp>“Because they leave, they don't see the evolution of things, and they don't know the patients as well,” Dudley says. “If you're told you must pay attention to leaving, you have to detach yourself from the patient.”\u003c/p>\n\u003cp>Surgical residents complained about this, too.\u003c/p>\n\u003cp>“They would be in the middle of an operation that they felt like they were learning from, and they would hit the end of their 16 hours and be told that they had to leave the operation and go home,” Zetterman says.\u003c/p>\n\u003cp>This hurt morale on the health care team, he says, as other doctors watched first-year residents clock out when they had to stay, and raised patient-safety concerns.\u003c/p>\n\u003cp>“Let's say your copilot kept coming and going throughout the flight and, then was gone. Didn't come back for the remainder that flight,” Zetterman says. “It seems to me that would be disruptive.”\u003c/p>\n\u003cp>It’s unclear what’s riskier for patients: more frequent hand-offs between doctors, or doctors that are just exhausted. \u003ca href=\"https://www.ncbi.nlm.nih.gov/pubmed/26054323\" target=\"_blank\" rel=\"noopener noreferrer\">Most studies \u003c/a>show little or no change in patient outcomes after shift limits were put in place, suggesting mistakes and miscommunications that resulted from transitions in care offset any gains made from reducing doctor fatigue.\u003c/p>\n\u003cp>If that's the case, Dr. Josie Valenzuela believes there should be more focus on residents’ well-being, in addition to patients. And while the shift limit was extended to 28 hours in the regulatory, other rules require residency programs to provide more support for residents who feel burned out, stressed, or depressed, including \u003ca href=\"https://ww2.kqed.org/news/2017/07/05/physicians-are-human-beings-new-rules-aim-to-battle-burnout-in-medical-residencies/\" target=\"_blank\" rel=\"noopener noreferrer\">24/7 access\u003c/a> to a mental health professional.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Valenzuela is in her last year of residency now. She says she was lucky after that accidental cut. After nearly a year of periodic checks, she's been officially declared negative for HIV and hepatitis C. Next year, she and her husband plan to have a baby.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>It was 1 am at San Francisco General Hospital. Saturday. The ambulances were rolling in one after another. Resident doctor Josie Valenzuela was near the end of her shift, trying to stay awake.\u003c/p>\n\u003cp>“I was really tired. And my back hurt a lot,” she remembers. “My mind was wandering all over the place.”\u003c/p>\n\u003cp>She was caring for a heroin addict, cutting an abscess open on her leg to drain infection. Then her pager went off. Another ambulance was coming in and this would have to wait for later.\u003c/p>\n\u003cp>“So I went to put the scalpel in some sterile towels for when I could come back,” Valenzuela says, “and I cut my left index finger.”\u003c/p>\n\u003cp>The patient had HIV and hepatitis C.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Valenzuela would have to take anti-viral medications that would make her nauseated for weeks. And she’d have to explain to her husband that she may have contracted a life-long disease.\u003c/p>\n\u003cp>“We were going to start trying to have kids soon,” she says, choking up, “and so that would make it complicated for us.”\u003c/p>\n\u003cp>That’s what she was thinking about when she finally left the hospital at 4 in the morning.\u003c/p>\n\u003cp>“I found my car and I was backing out,” she says. “And I mixed up the gas and the brake. I've never done that before, but I backed right into a concrete pole.”\u003c/p>\n\u003cp>Mistakes like these led medical experts at the Institute of Medicine to issue a \u003ca href=\"https://www.ncbi.nlm.nih.gov/pubmed/23616719\" target=\"_blank\" rel=\"noopener noreferrer\">recommendation \u003c/a>in 2009 that residents' work shifts be capped at 16 hours. Until then, they were allowed to work up to 28 hours. After a year-long review of the scientific literature, the Institute concluded that human performance begins to decline after 16 hours, and the risk of medical errors and car accidents goes up.\u003c/p>\n\u003cp>So, in 2011, the \u003ca href=\"http://www.acgme.org/\" target=\"_blank\" rel=\"noopener noreferrer\">Accreditation Council for Graduate Medical Education\u003c/a> made a rule, saying first-year doctors could only work a maximum of 16 hours per shift.\u003c/p>\n\u003cp>But this year, the council reversed itself, and starting this summer, new doctors can again work up to 28 hours in a row.\u003c/p>\n\u003cp>“I think the majority of patients in the United States expect that their physician will be available to them whether it's daytime, nighttime, Saturday or Sunday,” says Dr. Rowen Zetterman, co-chair of the task force that reviewed and changed the rule.\u003c/p>\n\u003cfigure id=\"attachment_360682\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg class=\"size-medium wp-image-360682\" src=\"https://ww2.kqed.org/stateofhealth/wp-content/uploads/sites/27/2017/08/Josie-Valenzuela-microscope-800x450.jpg\" alt=\"\" width=\"800\" height=\"450\">\u003cfigcaption class=\"wp-caption-text\">Josie Valenzuela looks through a slit lamp at work. The microscope is for examining the eye. \u003ccite>(Georgie Baumann/University of Arizona)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Patient and resident groups wanted to keep the 16-hour rule, Zetterman says. But senior doctors argued that long hours come with the profession. They complained that the shift limits cut into the time they had for teaching in the hospital, compromising the educational integrity of the residency.\u003c/p>\n\u003cp>“You ask residents a question and they'll say, ‘’I'm just covering, I don't know those things.’ That drives the more senior physicians batty,” says Adams Dudley, a pulmonologist and professor at UCSF School of Medicine. “The perception is they don't know what they're doing as well because they spend less time at the hospital.”\u003c/p>\n\u003cp>Physicians grouse that residents don’t seem as invested in the work when shift limits are in effect, he says, because they’re more focused on handing off their patients to others, rather then seeing them through the cycle of illness.\u003c/p>\n\u003cp>“Because they leave, they don't see the evolution of things, and they don't know the patients as well,” Dudley says. “If you're told you must pay attention to leaving, you have to detach yourself from the patient.”\u003c/p>\n\u003cp>Surgical residents complained about this, too.\u003c/p>\n\u003cp>“They would be in the middle of an operation that they felt like they were learning from, and they would hit the end of their 16 hours and be told that they had to leave the operation and go home,” Zetterman says.\u003c/p>\n\u003cp>This hurt morale on the health care team, he says, as other doctors watched first-year residents clock out when they had to stay, and raised patient-safety concerns.\u003c/p>\n\u003cp>“Let's say your copilot kept coming and going throughout the flight and, then was gone. Didn't come back for the remainder that flight,” Zetterman says. “It seems to me that would be disruptive.”\u003c/p>\n\u003cp>It’s unclear what’s riskier for patients: more frequent hand-offs between doctors, or doctors that are just exhausted. \u003ca href=\"https://www.ncbi.nlm.nih.gov/pubmed/26054323\" target=\"_blank\" rel=\"noopener noreferrer\">Most studies \u003c/a>show little or no change in patient outcomes after shift limits were put in place, suggesting mistakes and miscommunications that resulted from transitions in care offset any gains made from reducing doctor fatigue.\u003c/p>\n\u003cp>If that's the case, Dr. Josie Valenzuela believes there should be more focus on residents’ well-being, in addition to patients. And while the shift limit was extended to 28 hours in the regulatory, other rules require residency programs to provide more support for residents who feel burned out, stressed, or depressed, including \u003ca href=\"https://ww2.kqed.org/news/2017/07/05/physicians-are-human-beings-new-rules-aim-to-battle-burnout-in-medical-residencies/\" target=\"_blank\" rel=\"noopener noreferrer\">24/7 access\u003c/a> to a mental health professional.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Valenzuela is in her last year of residency now. She says she was lucky after that accidental cut. After nearly a year of periodic checks, she's been officially declared negative for HIV and hepatitis C. Next year, she and her husband plan to have a baby.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"disqusTitle": "Dole, Driscoll’s Tied to Watsonville Chemical Incident That Sickened Farmworkers",
"title": "Dole, Driscoll’s Tied to Watsonville Chemical Incident That Sickened Farmworkers",
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"content": "\u003cp>\u003cstrong>\u003cem>Updated 1 p.m. Aug. 1, 2017\u003c/em>\u003c/strong>\u003c/p>\n\u003cp>Two firms affiliated with the Dole Food Co. and another tied to Driscoll's, a major berry distributor, are under investigation in connection with a release of insecticides, fungicides and other chemicals believed to have sickened raspberry workers in Watsonville in late June.\u003c/p>\n\u003cp>A Santa Cruz County official released the names after a California Public Records Act request by KQED following several refusals by the county's agricultural commissioner to identify the firms tied to the June 29 incident near Highway 152, which caused some of the workers to vomit.\u003c/p>\n\u003cp>The agricultural commissioner is investigating Coastal Berry North, Garrett Farms, FMG Farm Contracting and Los Amigos Harvesting, according to Jason Hoppin, a Santa Cruz County spokesman, who stressed that the companies' inclusion in the investigation does not imply guilt.\u003c/p>\n\u003cp>Coastal Berry was bought by Dole in 2004 and operates under the name Dole Berry Co., according to Dole spokesman William Goldfield. Dole Berry uses FMG as a farm labor contractor, said Goldfield.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Garrett Farms does work for Driscoll's.\u003c/p>\n\u003cp>Word that major produce firms were tied to a local investigation into potential pesticide illnesses prompted a strong response from farmworker advocates.\u003c/p>\n\u003cp>\"It's really concerning and it's really disappointing that large-scale growers put the health of farmworkers and even the communities surrounding agricultural fields at risk in order to grow the large amount of berries that they grow,\" said Lucia Calderon, an organizer for \u003ca href=\"http://safeagsafeschools.org/home\" target=\"_blank\" rel=\"noopener noreferrer\">Safe Ag Safe Schools\u003c/a>, a coalition of groups that aims to reduce the use of dangerous pesticides in the Monterey Bay area.\u003c/p>\n\u003cp>[contextly_sidebar id=\"UtBi2ZiJi6bRaL6LD3Vur08e0JfFvKym\"]\u003c/p>\n\u003cp>The owner of Garrett Farms, the firm that works for Driscoll's, was not happy his company's name was identified in connection with farmworker illnesses.\u003c/p>\n\u003cp>\"We're disappointed in the decision to name Garrett Farms as part of this ongoing investigation, as formal conclusions have not been reached,\" Steve Garrett said in an email.\u003c/p>\n\u003cp>The company is cooperating with the investigation into the incident that took place in a field near his farm, Garrett said.\u003c/p>\n\u003cp>\"We greatly respect all agricultural workers, and value their contribution to the Watsonville community. Our thoughts are with those workers involved in the incident, and we hope for their quick recovery,\" Garrett said. He added that the farm is family-owned and a long-standing member of the area's agricultural community that strives to make safety a \"number one priority.\"\u003c/p>\n\u003cp>Driscoll's issued a similar statement.\u003c/p>\n\u003cp>\"Our thoughts are with those farmworkers who became ill, and we hope for a quick recovery,\" the company said in an email.\u003c/p>\n\u003cp>\"We do know that the incident occurred in a field near one of our independent growers. We have been in contact with the involved operations to understand the circumstances behind the incident and to provide any needed support,\" the statement reads. \"Driscoll's is committed to working with independent growers who not only adhere to all applicable local laws but also strive to make safety a number one priority.\"\u003c/p>\n\u003cp>Goldfield, the Dole spokesman, said in an email Tuesday the six workers taken to the hospital all worked for FMG.\u003c/p>\n\u003cp>While the FMG workers were picking raspberries, Goldfield said, an employee from another company working on a neighboring block began to spray a pesticide mixture.\u003c/p>\n\u003cp>The Watsonville incident was one of \u003ca href=\"https://ww2.kqed.org/news/2017/06/30/chemicals-sicken-two-dozen-central-coast-farm-workers-in-one-week/\" target=\"_blank\" rel=\"noopener noreferrer\">two apparent chemical-drift cases\u003c/a> in Santa Cruz and Monterey counties in June that sent a total of 24 agricultural employees to the hospital, \u003ca href=\"https://ww2.kqed.org/news/2017/07/06/advocates-concerned-about-chemical-drifts-that-sickened-central-coast-farmworkers/\" target=\"_blank\" rel=\"noopener noreferrer\">alarming labor experts and advocates\u003c/a> for farmworkers.\u003c/p>\n\u003cp>Monterey County's agricultural commissioner is investigating a release that may be responsible for sending 18 celery workers to the Salinas Valley Memorial Healthcare System's emergency room after some of them became ill on June 22.\u003c/p>\n\u003cp>The county identified Tanimura & Antle as the company it’s investigating in connection with that incident.\u003c/p>\n\u003cp>Santa Cruz County agricultural commissioner Juan Hidalgo refused several times to release the names in the Watsonville case.\u003c/p>\n\u003cp>Hidalgo initially said that the growers his agency would interview might not feel comfortable talking to investigators if they were publicly identified.\u003c/p>\n\u003cp>On July 5 Hidalgo said he would release the names after those interviews.\u003c/p>\n\u003cp>\"We hope to conclude interviews late next week at which point I would be able to release the name of the operation under investigation,\" Hidalgo wrote in an email that day.\u003c/p>\n\u003cp>However, when asked to identify the growers close to two weeks later, he refused again. \"The names of the companies involved as well as conclusions reached in this case will be available once the investigation is complete,\" he wrote on July 17.\u003c/p>\n\u003cp>When KQED reminded him of his email, suggesting he would release the names after interviews, Hildago again refused. \"I feel it is essential to maintain the integrity of the investigation,\" he wrote July 18.\u003c/p>\n\u003cp>That lack of disclosure has bothered farmworker advocates.\u003c/p>\n\u003cp>\"We believe that it's the public's right to know what growers are hurting our farmworkers and our communities,\" said Calderon from Safe Ag Safe Schools. \"We are really concerned that it took so much effort just to get that simple information out. By not releasing the information of the growers, they were protecting identity of ... Driscoll's.\"\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cem>Story updated to include new information about the two companies tied to the Dole Food Co. that were involved in the June incident near Watsonville.\u003c/em>\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cstrong>\u003cem>Updated 1 p.m. Aug. 1, 2017\u003c/em>\u003c/strong>\u003c/p>\n\u003cp>Two firms affiliated with the Dole Food Co. and another tied to Driscoll's, a major berry distributor, are under investigation in connection with a release of insecticides, fungicides and other chemicals believed to have sickened raspberry workers in Watsonville in late June.\u003c/p>\n\u003cp>A Santa Cruz County official released the names after a California Public Records Act request by KQED following several refusals by the county's agricultural commissioner to identify the firms tied to the June 29 incident near Highway 152, which caused some of the workers to vomit.\u003c/p>\n\u003cp>The agricultural commissioner is investigating Coastal Berry North, Garrett Farms, FMG Farm Contracting and Los Amigos Harvesting, according to Jason Hoppin, a Santa Cruz County spokesman, who stressed that the companies' inclusion in the investigation does not imply guilt.\u003c/p>\n\u003cp>Coastal Berry was bought by Dole in 2004 and operates under the name Dole Berry Co., according to Dole spokesman William Goldfield. Dole Berry uses FMG as a farm labor contractor, said Goldfield.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Garrett Farms does work for Driscoll's.\u003c/p>\n\u003cp>Word that major produce firms were tied to a local investigation into potential pesticide illnesses prompted a strong response from farmworker advocates.\u003c/p>\n\u003cp>\"It's really concerning and it's really disappointing that large-scale growers put the health of farmworkers and even the communities surrounding agricultural fields at risk in order to grow the large amount of berries that they grow,\" said Lucia Calderon, an organizer for \u003ca href=\"http://safeagsafeschools.org/home\" target=\"_blank\" rel=\"noopener noreferrer\">Safe Ag Safe Schools\u003c/a>, a coalition of groups that aims to reduce the use of dangerous pesticides in the Monterey Bay area.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>The owner of Garrett Farms, the firm that works for Driscoll's, was not happy his company's name was identified in connection with farmworker illnesses.\u003c/p>\n\u003cp>\"We're disappointed in the decision to name Garrett Farms as part of this ongoing investigation, as formal conclusions have not been reached,\" Steve Garrett said in an email.\u003c/p>\n\u003cp>The company is cooperating with the investigation into the incident that took place in a field near his farm, Garrett said.\u003c/p>\n\u003cp>\"We greatly respect all agricultural workers, and value their contribution to the Watsonville community. Our thoughts are with those workers involved in the incident, and we hope for their quick recovery,\" Garrett said. He added that the farm is family-owned and a long-standing member of the area's agricultural community that strives to make safety a \"number one priority.\"\u003c/p>\n\u003cp>Driscoll's issued a similar statement.\u003c/p>\n\u003cp>\"Our thoughts are with those farmworkers who became ill, and we hope for a quick recovery,\" the company said in an email.\u003c/p>\n\u003cp>\"We do know that the incident occurred in a field near one of our independent growers. We have been in contact with the involved operations to understand the circumstances behind the incident and to provide any needed support,\" the statement reads. \"Driscoll's is committed to working with independent growers who not only adhere to all applicable local laws but also strive to make safety a number one priority.\"\u003c/p>\n\u003cp>Goldfield, the Dole spokesman, said in an email Tuesday the six workers taken to the hospital all worked for FMG.\u003c/p>\n\u003cp>While the FMG workers were picking raspberries, Goldfield said, an employee from another company working on a neighboring block began to spray a pesticide mixture.\u003c/p>\n\u003cp>The Watsonville incident was one of \u003ca href=\"https://ww2.kqed.org/news/2017/06/30/chemicals-sicken-two-dozen-central-coast-farm-workers-in-one-week/\" target=\"_blank\" rel=\"noopener noreferrer\">two apparent chemical-drift cases\u003c/a> in Santa Cruz and Monterey counties in June that sent a total of 24 agricultural employees to the hospital, \u003ca href=\"https://ww2.kqed.org/news/2017/07/06/advocates-concerned-about-chemical-drifts-that-sickened-central-coast-farmworkers/\" target=\"_blank\" rel=\"noopener noreferrer\">alarming labor experts and advocates\u003c/a> for farmworkers.\u003c/p>\n\u003cp>Monterey County's agricultural commissioner is investigating a release that may be responsible for sending 18 celery workers to the Salinas Valley Memorial Healthcare System's emergency room after some of them became ill on June 22.\u003c/p>\n\u003cp>The county identified Tanimura & Antle as the company it’s investigating in connection with that incident.\u003c/p>\n\u003cp>Santa Cruz County agricultural commissioner Juan Hidalgo refused several times to release the names in the Watsonville case.\u003c/p>\n\u003cp>Hidalgo initially said that the growers his agency would interview might not feel comfortable talking to investigators if they were publicly identified.\u003c/p>\n\u003cp>On July 5 Hidalgo said he would release the names after those interviews.\u003c/p>\n\u003cp>\"We hope to conclude interviews late next week at which point I would be able to release the name of the operation under investigation,\" Hidalgo wrote in an email that day.\u003c/p>\n\u003cp>However, when asked to identify the growers close to two weeks later, he refused again. \"The names of the companies involved as well as conclusions reached in this case will be available once the investigation is complete,\" he wrote on July 17.\u003c/p>\n\u003cp>When KQED reminded him of his email, suggesting he would release the names after interviews, Hildago again refused. \"I feel it is essential to maintain the integrity of the investigation,\" he wrote July 18.\u003c/p>\n\u003cp>That lack of disclosure has bothered farmworker advocates.\u003c/p>\n\u003cp>\"We believe that it's the public's right to know what growers are hurting our farmworkers and our communities,\" said Calderon from Safe Ag Safe Schools. \"We are really concerned that it took so much effort just to get that simple information out. By not releasing the information of the growers, they were protecting identity of ... Driscoll's.\"\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cem>Story updated to include new information about the two companies tied to the Dole Food Co. that were involved in the June incident near Watsonville.\u003c/em>\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Thirty-one-year-old Rodolfo Silva, a second-year pediatric resident, thought he was prepared to handle death. In his first year of residency at Loma Linda University Medical Center, he felt he was prepared.\u003c/p>\n\u003cp>“This is part of the disease process. I think I’ll be OK,” he told himself. But then Silva watched as a terminally ill 4-year-old died and realized it was harder than he thought.\u003c/p>\n\u003cp>“It’s completely different when you’re actually in the moment and seeing the reactions of the family. I think that’s probably the harder part,” said Silva.\u003c/p>\n\u003cp>Death isn’t the only challenge young doctors-in-training face.\u003c/p>\n\u003caside class=\"pullquote alignright\">‘Some of these residents were inconsolable. I would see them and they would pull me into an empty room and just sob.’\u003c/aside>\n\u003cp>“You have to deal with difficult families. You have to deal with you not being as available to your own friends and family, or missing out on things that other people who are not in medicine that are your age would be able to do,” said Silva.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>In light of the many pressures on young doctors, the Accreditation Council for Graduate Medical Education, the accrediting organization that oversees teaching hospitals, now requires residents have 24/7 access to a mental health professional.\u003c/p>\n\u003cp>It’s part a new set of guidelines that went into effect on July 1. The rules also include a change in the number of hours first-year residents can work and more flexibility in their schedules.\u003c/p>\n\u003cfigure id=\"attachment_11549702\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11549702\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/07/DoctorRudy-800x538.jpg\" alt=\"Dr. Rudy Silva checks on one of his patients in the Pediatric Intensive Care Unit at the Loma Linda University Medical Center.\" width=\"800\" height=\"538\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-800x538.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-160x108.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-1020x686.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-1180x793.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-960x646.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-240x161.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-375x252.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-520x350.jpg 520w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Dr. Rudy Silva checks on one of his patients in the Pediatric Intensive Care Unit at the Loma Linda University Medical Center. \u003ccite>(Daryl Barker/KPCC)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>At Loma Linda, Barbara Hernandez, the director of physician vitality, works to address physician stress before it becomes a bigger problem.\u003c/p>\n\u003cp>“If many of our physicians saw the kinds of things on the street that they see in the protected walls of the hospital, they would need treatment for PTSD,” said Hernandez.\u003c/p>\n\u003cp>She came to her job after a career as an intensive care unit nurse. In that work, she saw firsthand as overwhelmed residents struggled to deal with the pressures of caring for patients.\u003c/p>\n\u003cp>“Some of these residents were inconsolable. I would see them and they would pull me into an empty room and just sob,” she said.\u003c/p>\n\u003cp>Hernandez’ job is to make sure physicians, especially new ones, are developing health habits to deal with that stress.\u003c/p>\n\u003cp>Of course, these issues aren’t new to medicine. She said the profession has a tradition of a certain mindset of infallibility and self-sacrifice.\u003c/p>\n\u003cp>“Physicians have no needs, should not talk about emotions, should never complain. … When we have people to subscribe to that, it’s a quick recipe for burnout,” said Hernandez.\u003c/p>\n\u003cp>Burnout is more than fatigue. It can be dangerous. \u003ca href=\"http://jamanetwork.com/journals/jamapsychiatry/fullarticle/2467822\" target=\"_blank\" rel=\"noopener noreferrer\">One study reported in 2015 in JAMA Psychiatry\u003c/a> found that 23 percent of first-year residents had suicidal thoughts. They can have high rates of other depressive symptoms, too.\u003c/p>\n\u003cp>[contextly_sidebar id=”fUY0PTmc0VdDDLo8D5eNflPn6ipLQWS1″]\u003c/p>\n\u003cp>Guidelines from the Accreditation Council aim to address this by making sure physicians have flexibility in their busy schedules. They’re encouraged not to work when they’re overly fatigued and to take time during the day to handle their own medical appointments. If they work on charts at home, they’re instructed to count those hours toward their maximum 80-hour workweek.\u003c/p>\n\u003cp>“It’s a recognition that physicians are human beings, and that we get tired, we get sad, we have problems in our social lives, just the way anyone else does,” said Dr. Daniel Giang, Loma Linda’s head of graduate education.\u003c/p>\n\u003cp>This year, first-year residents will be allowed to work 24-hour shifts. That’s an increase from the 16 hours they’ve been limited to since 2011. The longer shift puts their hours on par with older residents. The decision was based on research.\u003c/p>\n\u003cp>“A 16-hour limitation did not make it any safer for patients that we could determine,” Giang said.\u003c/p>\n\u003cp>Giang said residents didn’t report more satisfaction with the shorter shifts either.\u003c/p>\n\u003cp>For D’Artagnan DeBow, a fifth-year surgical resident, long shifts are part of on-the-job training for new doctors, some of whom haven’t had a job before.\u003c/p>\n\u003cp>“Now they’re working 80 hours and working a 24-[hour] shift on a Friday night with a busy trauma service, and going to the operating room and taking care of sick patients on the floor. You have to be able to triage your time appropriately,” said DeBow.\u003c/p>\n\u003cp>As an administrator, Giang sees the change in hours as a way to keep teams with different levels of experience together. He wants residents to find a work-life balance with the help of attending physicians.\u003c/p>\n\u003cfigure id=\"attachment_11549705\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11549705\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/07/DrCynthia-800x535.jpg\" alt=\"Attending physician Cynthia Tinsley on call at the Loma Linda University Medical Center.\" width=\"800\" height=\"535\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-800x535.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-1020x683.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-1180x790.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-960x643.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-240x161.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-375x251.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-520x348.jpg 520w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Attending physician Cynthia Tinsley on call at the Loma Linda University Medical Center. \u003ccite>(Daryl Barker/KPCC)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Dr. Cynthia Tinsley’s dual role comes into play here. She makes sure the residents she supervises understand the medicine they practice, but she also serves as someone they can seek out when they need help.\u003c/p>\n\u003cp>Tinsley includes wellness in her curriculum, teaching the residents coping strategies for stress and the warning signs to watch for when it’s time to seek help.\u003c/p>\n\u003cp>“One of the common things is when you have anger management issues, when you’re finding that you’re seeking alcohol — ‘I need a drink.’ If you’re not sleeping well, if you’re not eating well. You’re finding that you’re losing interest in life and you’re going through things in a mechanical way,” she said.\u003c/p>\n\u003cp>Over her career, Tinsley has seen doctors develop these weak coping behaviors. That’s why some of them have a poor bedside manner. She’s training physicians to be alert to those risks.\u003c/p>\n\u003cp>Having Tinsley and others to talk to has made a big difference for Dr. Silva. He said he’s living a healthier lifestyle this year than he did in his first year of residency and his program has been a big support in this.\u003c/p>\n\u003cp>“If you came in with no anxiety, no depression, and you’re leaving with depression and anxiety, that’s not going to do anyone any good, whether it be the physician or the patients that they take care of,” said Silva.\u003c/p>\n\u003cp>Loma Linda administrators say that’s the point.\u003c/p>\n\u003cp>“It is certainly very important to medical educators at all levels trying to decide, how can we help residents and medical students and junior physicians and even senior physicians take care of their health better, realize that’s part of their professional responsibility, to present themselves ready to give their best in caring for their patients,” said administrator Giang.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n\u003cp>He wants to make sure residents are doing their best for the patients they are treating both now and 15 years in the future.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Thirty-one-year-old Rodolfo Silva, a second-year pediatric resident, thought he was prepared to handle death. In his first year of residency at Loma Linda University Medical Center, he felt he was prepared.\u003c/p>\n\u003cp>“This is part of the disease process. I think I’ll be OK,” he told himself. But then Silva watched as a terminally ill 4-year-old died and realized it was harder than he thought.\u003c/p>\n\u003cp>“It’s completely different when you’re actually in the moment and seeing the reactions of the family. I think that’s probably the harder part,” said Silva.\u003c/p>\n\u003cp>Death isn’t the only challenge young doctors-in-training face.\u003c/p>\n\u003caside class=\"pullquote alignright\">‘Some of these residents were inconsolable. I would see them and they would pull me into an empty room and just sob.’\u003c/aside>\n\u003cp>“You have to deal with difficult families. You have to deal with you not being as available to your own friends and family, or missing out on things that other people who are not in medicine that are your age would be able to do,” said Silva.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>In light of the many pressures on young doctors, the Accreditation Council for Graduate Medical Education, the accrediting organization that oversees teaching hospitals, now requires residents have 24/7 access to a mental health professional.\u003c/p>\n\u003cp>It’s part a new set of guidelines that went into effect on July 1. The rules also include a change in the number of hours first-year residents can work and more flexibility in their schedules.\u003c/p>\n\u003cfigure id=\"attachment_11549702\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11549702\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/07/DoctorRudy-800x538.jpg\" alt=\"Dr. Rudy Silva checks on one of his patients in the Pediatric Intensive Care Unit at the Loma Linda University Medical Center.\" width=\"800\" height=\"538\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-800x538.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-160x108.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-1020x686.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-1180x793.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-960x646.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-240x161.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-375x252.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DoctorRudy-520x350.jpg 520w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Dr. Rudy Silva checks on one of his patients in the Pediatric Intensive Care Unit at the Loma Linda University Medical Center. \u003ccite>(Daryl Barker/KPCC)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>At Loma Linda, Barbara Hernandez, the director of physician vitality, works to address physician stress before it becomes a bigger problem.\u003c/p>\n\u003cp>“If many of our physicians saw the kinds of things on the street that they see in the protected walls of the hospital, they would need treatment for PTSD,” said Hernandez.\u003c/p>\n\u003cp>She came to her job after a career as an intensive care unit nurse. In that work, she saw firsthand as overwhelmed residents struggled to deal with the pressures of caring for patients.\u003c/p>\n\u003cp>“Some of these residents were inconsolable. I would see them and they would pull me into an empty room and just sob,” she said.\u003c/p>\n\u003cp>Hernandez’ job is to make sure physicians, especially new ones, are developing health habits to deal with that stress.\u003c/p>\n\u003cp>Of course, these issues aren’t new to medicine. She said the profession has a tradition of a certain mindset of infallibility and self-sacrifice.\u003c/p>\n\u003cp>“Physicians have no needs, should not talk about emotions, should never complain. … When we have people to subscribe to that, it’s a quick recipe for burnout,” said Hernandez.\u003c/p>\n\u003cp>Burnout is more than fatigue. It can be dangerous. \u003ca href=\"http://jamanetwork.com/journals/jamapsychiatry/fullarticle/2467822\" target=\"_blank\" rel=\"noopener noreferrer\">One study reported in 2015 in JAMA Psychiatry\u003c/a> found that 23 percent of first-year residents had suicidal thoughts. They can have high rates of other depressive symptoms, too.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Guidelines from the Accreditation Council aim to address this by making sure physicians have flexibility in their busy schedules. They’re encouraged not to work when they’re overly fatigued and to take time during the day to handle their own medical appointments. If they work on charts at home, they’re instructed to count those hours toward their maximum 80-hour workweek.\u003c/p>\n\u003cp>“It’s a recognition that physicians are human beings, and that we get tired, we get sad, we have problems in our social lives, just the way anyone else does,” said Dr. Daniel Giang, Loma Linda’s head of graduate education.\u003c/p>\n\u003cp>This year, first-year residents will be allowed to work 24-hour shifts. That’s an increase from the 16 hours they’ve been limited to since 2011. The longer shift puts their hours on par with older residents. The decision was based on research.\u003c/p>\n\u003cp>“A 16-hour limitation did not make it any safer for patients that we could determine,” Giang said.\u003c/p>\n\u003cp>Giang said residents didn’t report more satisfaction with the shorter shifts either.\u003c/p>\n\u003cp>For D’Artagnan DeBow, a fifth-year surgical resident, long shifts are part of on-the-job training for new doctors, some of whom haven’t had a job before.\u003c/p>\n\u003cp>“Now they’re working 80 hours and working a 24-[hour] shift on a Friday night with a busy trauma service, and going to the operating room and taking care of sick patients on the floor. You have to be able to triage your time appropriately,” said DeBow.\u003c/p>\n\u003cp>As an administrator, Giang sees the change in hours as a way to keep teams with different levels of experience together. He wants residents to find a work-life balance with the help of attending physicians.\u003c/p>\n\u003cfigure id=\"attachment_11549705\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11549705\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/07/DrCynthia-800x535.jpg\" alt=\"Attending physician Cynthia Tinsley on call at the Loma Linda University Medical Center.\" width=\"800\" height=\"535\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-800x535.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-1020x683.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-1180x790.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-960x643.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-240x161.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-375x251.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2017/07/DrCynthia-520x348.jpg 520w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Attending physician Cynthia Tinsley on call at the Loma Linda University Medical Center. \u003ccite>(Daryl Barker/KPCC)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Dr. Cynthia Tinsley’s dual role comes into play here. She makes sure the residents she supervises understand the medicine they practice, but she also serves as someone they can seek out when they need help.\u003c/p>\n\u003cp>Tinsley includes wellness in her curriculum, teaching the residents coping strategies for stress and the warning signs to watch for when it’s time to seek help.\u003c/p>\n\u003cp>“One of the common things is when you have anger management issues, when you’re finding that you’re seeking alcohol — ‘I need a drink.’ If you’re not sleeping well, if you’re not eating well. You’re finding that you’re losing interest in life and you’re going through things in a mechanical way,” she said.\u003c/p>\n\u003cp>Over her career, Tinsley has seen doctors develop these weak coping behaviors. That’s why some of them have a poor bedside manner. She’s training physicians to be alert to those risks.\u003c/p>\n\u003cp>Having Tinsley and others to talk to has made a big difference for Dr. Silva. He said he’s living a healthier lifestyle this year than he did in his first year of residency and his program has been a big support in this.\u003c/p>\n\u003cp>“If you came in with no anxiety, no depression, and you’re leaving with depression and anxiety, that’s not going to do anyone any good, whether it be the physician or the patients that they take care of,” said Silva.\u003c/p>\n\u003cp>Loma Linda administrators say that’s the point.\u003c/p>\n\u003cp>“It is certainly very important to medical educators at all levels trying to decide, how can we help residents and medical students and junior physicians and even senior physicians take care of their health better, realize that’s part of their professional responsibility, to present themselves ready to give their best in caring for their patients,” said administrator Giang.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"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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"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.",
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"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>",
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"info": "For decades, the process for how police police themselves has been inconsistent – if not opaque. In some states, like California, these proceedings were completely hidden. After a new police transparency law unsealed scores of internal affairs files, our reporters set out to examine these cases and the shadow world of police discipline. On Our Watch brings listeners into the rooms where officers are questioned and witnesses are interrogated to find out who this system is really protecting. Is it the officers, or the public they've sworn to serve?",
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"tagline": "Politics from a personal perspective",
"info": "Political Breakdown is a new series that explores the political intersection of California and the nation. Each week hosts Scott Shafer and Marisa Lagos are joined with a new special guest to unpack politics -- with personality — and offer an insider’s glimpse at how politics happens.",
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"possible": {
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"title": "Possible",
"info": "Possible is hosted by entrepreneur Reid Hoffman and writer Aria Finger. Together in Possible, Hoffman and Finger lead enlightening discussions about building a brighter collective future. The show features interviews with visionary guests like Trevor Noah, Sam Altman and Janette Sadik-Khan. Possible paints an optimistic portrait of the world we can create through science, policy, business, art and our shared humanity. It asks: What if everything goes right for once? How can we get there? Each episode also includes a short fiction story generated by advanced AI GPT-4, serving as a thought-provoking springboard to speculate how humanity could leverage technology for good.",
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"pri-the-world": {
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"radiolab": {
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"reveal": {
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},
"rightnowish": {
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"title": "Rightnowish",
"tagline": "Art is where you find it",
"info": "Rightnowish digs into life in the Bay Area right now… ish. Journalist Pendarvis Harshaw takes us to galleries painted on the sides of liquor stores in West Oakland. We'll dance in warehouses in the Bayview, make smoothies with kids in South Berkeley, and listen to classical music in a 1984 Cutlass Supreme in Richmond. Every week, Pen talks to movers and shakers about how the Bay Area shapes what they create, and how they shape the place we call home.",
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"info": "The Snap Judgment radio show and podcast mixes real stories with killer beats to produce cinematic, dramatic radio. Snap's musical brand of storytelling dares listeners to see the world through the eyes of another. This is storytelling... with a BEAT!! Snap first aired on public radio stations nationwide in July 2010. Today, Snap Judgment airs on over 450 public radio stations and is brought to the airwaves by KQED & PRX.",
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"soldout": {
"id": "soldout",
"title": "SOLD OUT: Rethinking Housing in America",
"tagline": "A new future for housing",
"info": "Sold Out: Rethinking Housing in America",
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