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She previously covered immigration. Farida was \u003ca href=\"https://www.ccnma.org/2022-most-influential-latina-journalists\">named\u003c/a> one of the 10 Most Influential Latina Journalists in California in 2022 by the California Chicano News Media Association. Her work has won awards from the Society of Professional Journalists (Northern California), as well as a national and regional Edward M. Murrow Award for the collaborative reporting projects “Dangerous Air” and “Graying California.” \u003c/span>\u003cspan style=\"font-weight: 400;\">Before joining KQED, Farida worked as a producer at Radio Bilingüe, a national public radio network. Farida earned her master’s degree in journalism from Stanford University.\u003c/span>","avatar":"https://secure.gravatar.com/avatar/c3ab27c5554b67b478f80971e515aa02?s=600&d=blank&r=g","twitter":"FaridaJhabvala","facebook":null,"instagram":null,"linkedin":"https://www.linkedin.com/in/faridajhabvala/","sites":[{"site":"news","roles":["editor"]},{"site":"stateofhealth","roles":["author"]}],"headData":{"title":"Farida Jhabvala Romero | KQED","description":"KQED Contributor","ogImgSrc":"https://secure.gravatar.com/avatar/c3ab27c5554b67b478f80971e515aa02?s=600&d=blank&r=g","twImgSrc":"https://secure.gravatar.com/avatar/c3ab27c5554b67b478f80971e515aa02?s=600&d=blank&r=g"},"isLoading":false,"link":"/author/fjhabvala"},"ccabreralomeli":{"type":"authors","id":"11708","meta":{"index":"authors_1591205172","id":"11708","found":true},"name":"Carlos Cabrera-Lomelí","firstName":"Carlos","lastName":"Cabrera-Lomelí","slug":"ccabreralomeli","email":"ccabreralomeli@KQED.org","display_author_email":true,"staff_mastheads":["news"],"title":"Community Reporter","bio":"Carlos Cabrera-Lomelí is a community reporter with KQED's digital engagement team. He also reports and co-produces for KQED's bilingual news hub KQED en Español. He grew up in San Francisco's Mission District and has previously worked with Univision, 48 Hills and REFORMA in Mexico City.","avatar":"https://secure.gravatar.com/avatar/e95ff80bb2eaf18a8f2af4dcf7ffb54b?s=600&d=blank&r=g","twitter":"@LomeliCabrera","facebook":null,"instagram":null,"linkedin":null,"sites":[{"site":"arts","roles":["editor"]},{"site":"news","roles":["editor"]},{"site":"about","roles":["editor"]},{"site":"science","roles":["editor"]},{"site":"perspectives","roles":["editor"]},{"site":"elections","roles":["editor"]}],"headData":{"title":"Carlos Cabrera-Lomelí | KQED","description":"Community Reporter","ogImgSrc":"https://secure.gravatar.com/avatar/e95ff80bb2eaf18a8f2af4dcf7ffb54b?s=600&d=blank&r=g","twImgSrc":"https://secure.gravatar.com/avatar/e95ff80bb2eaf18a8f2af4dcf7ffb54b?s=600&d=blank&r=g"},"isLoading":false,"link":"/author/ccabreralomeli"},"sjohnson":{"type":"authors","id":"11840","meta":{"index":"authors_1591205172","id":"11840","found":true},"name":"Sydney Johnson","firstName":"Sydney","lastName":"Johnson","slug":"sjohnson","email":"sjohnson@kqed.org","display_author_email":false,"staff_mastheads":["news"],"title":"KQED Reporter","bio":"Sydney Johnson is a general assignment reporter at KQED. She previously reported on public health and city government at the San Francisco Examiner, and before that, she covered statewide education policy for EdSource. Her reporting has won multiple local, state and national awards. Sydney is a graduate of the University of California, Berkeley and lives in San Francisco.","avatar":"https://secure.gravatar.com/avatar/97855f2719b72ad6190b7c535fe642c8?s=600&d=blank&r=g","twitter":"sydneyfjohnson","facebook":null,"instagram":null,"linkedin":null,"sites":[{"site":"news","roles":["editor"]}],"headData":{"title":"Sydney Johnson | KQED","description":"KQED Reporter","ogImgSrc":"https://secure.gravatar.com/avatar/97855f2719b72ad6190b7c535fe642c8?s=600&d=blank&r=g","twImgSrc":"https://secure.gravatar.com/avatar/97855f2719b72ad6190b7c535fe642c8?s=600&d=blank&r=g"},"isLoading":false,"link":"/author/sjohnson"}},"breakingNewsReducer":{},"campaignFinanceReducer":{},"firebase":{"requesting":{},"requested":{},"timestamps":{},"data":{},"ordered":{},"auth":{"isLoaded":false,"isEmpty":true},"authError":null,"profile":{"isLoaded":false,"isEmpty":true},"listeners":{"byId":{},"allIds":[]},"isInitializing":false,"errors":[]},"navBarReducer":{"navBarId":"news","fullView":true,"showPlayer":false},"navMenuReducer":{"menus":[{"key":"menu1","items":[{"name":"News","link":"/","type":"title"},{"name":"Politics","link":"/politics"},{"name":"Science","link":"/science"},{"name":"Education","link":"/educationnews"},{"name":"Housing","link":"/housing"},{"name":"Immigration","link":"/immigration"},{"name":"Criminal Justice","link":"/criminaljustice"},{"name":"Silicon Valley","link":"/siliconvalley"},{"name":"Forum","link":"/forum"},{"name":"The California Report","link":"/californiareport"}]},{"key":"menu2","items":[{"name":"Arts & Culture","link":"/arts","type":"title"},{"name":"Critics’ Picks","link":"/thedolist"},{"name":"Cultural Commentary","link":"/artscommentary"},{"name":"Food & Drink","link":"/food"},{"name":"Bay Area Hip-Hop","link":"/bayareahiphop"},{"name":"Rebel Girls","link":"/rebelgirls"},{"name":"Arts Video","link":"/artsvideos"}]},{"key":"menu3","items":[{"name":"Podcasts","link":"/podcasts","type":"title"},{"name":"Bay Curious","link":"/podcasts/baycurious"},{"name":"Rightnowish","link":"/podcasts/rightnowish"},{"name":"The Bay","link":"/podcasts/thebay"},{"name":"On Our Watch","link":"/podcasts/onourwatch"},{"name":"Mindshift","link":"/podcasts/mindshift"},{"name":"Consider This","link":"/podcasts/considerthis"},{"name":"Political Breakdown","link":"/podcasts/politicalbreakdown"}]},{"key":"menu4","items":[{"name":"Live Radio","link":"/radio","type":"title"},{"name":"TV","link":"/tv","type":"title"},{"name":"Events","link":"/events","type":"title"},{"name":"For Educators","link":"/education","type":"title"},{"name":"Support KQED","link":"/support","type":"title"},{"name":"About","link":"/about","type":"title"},{"name":"Help Center","link":"https://kqed-helpcenter.kqed.org/s","type":"title"}]}]},"pagesReducer":{},"postsReducer":{"stream_live":{"type":"live","id":"stream_live","audioUrl":"https://streams.kqed.org/kqedradio","title":"Live Stream","excerpt":"Live Stream information currently unavailable.","link":"/radio","featImg":"","label":{"name":"KQED Live","link":"/"}},"stream_kqedNewscast":{"type":"posts","id":"stream_kqedNewscast","audioUrl":"https://www.kqed.org/.stream/anon/radio/RDnews/newscast.mp3?_=1","title":"KQED Newscast","featImg":"","label":{"name":"88.5 FM","link":"/"}},"news_11976710":{"type":"posts","id":"news_11976710","meta":{"index":"posts_1591205157","site":"news","id":"11976710","score":null,"sort":[1708632024000]},"guestAuthors":[],"slug":"waiting-and-sweltering-why-are-californias-indoor-heat-protections-for-workers-5-years-late","title":"Why It's Taken 5 Years for California Workers to Get Indoor Heat Protection","publishDate":1708632024,"format":"standard","headTitle":"Why It’s Taken 5 Years for California Workers to Get Indoor Heat Protection | KQED","labelTerm":{"term":18481,"site":"news"},"content":"\u003cp>After sorting and loading packages through a 100-plus-degree heat wave at an Inland Empire Amazon air freight hub last July, workers and their advocates called California’s workplace safety agency to complain of unsafe conditions.\u003c/p>\n\u003cp>Cal/OSHA inspectors came out, and in a citation issued in January and announced this week, agreed with the workers: The online retail giant hadn’t done enough to address the heat for those working outside on the tarmac and had committed “serious” safety violations.\u003c/p>\n\u003cp>But workers didn’t get all the accountability they wanted.\u003c/p>\n\u003cp>Cal/OSHA dismissed nearly half their complaints — the ones alleging hot working conditions inside the warehouses. One possible reason: While California requires employers to reduce the risks of heat illness for outdoor workers, a comparable rule still isn’t on the books for indoor workers. And though state lawmakers ordered one in 2016 and set a 2019 deadline, it won’t be until next month when the state is finally expected to adopt a rule to go into effect by the summer.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Shane Gusman, lobbyist who represented the Teamsters and other unions during discussions\"]‘There’s a lot of push and pull between the employers’ and the workers’ side on this. It’s just something at this point in time we need to get in place. Summer’s coming.’[/pullquote]Excessive heat can cause nausea, vomiting, fainting, and, in the most extreme cases, heat stroke, leading to organ damage or death. In California, \u003ca href=\"https://www.rand.org/pubs/working_papers/WRA1386-1.html\">seven workers died\u003c/a> from indoor heat from 2010 through 2017. In recent years, summer temperatures \u003ca href=\"https://ktla.com/news/local-news/these-southern-california-temperatures-are-now-the-highest-ever-recorded/\">across southern California\u003c/a> have broken historical records.\u003c/p>\n\u003cp>Amazon disputed the citation and said it is appealing. It said that its San Bernardino air hub is air-conditioned, workers are encouraged to take breaks, and the company generally supports an indoor heat standard. It declined to comment on the state’s proposed rule. “We’ve seen the positive impacts of an effective heat mitigation program and believe all employers should be held to the same standard as we have proactively set,” company spokesperson Maureen Lynch Vogel wrote in an email.\u003c/p>\n\u003cp>To understand why a state rule has taken so long — even with lives at stake — is to take a journey through the byzantine world of administrative rulemaking in California.\u003c/p>\n\u003cp>A CalMatters review found:\u003c/p>\n\u003cul>\n\u003cli>The 2016 law gave \u003ca href=\"https://www.dir.ca.gov/dosh/\">Cal/OSHA\u003c/a> the option to adopt an indoor heat rule targeted at certain industries, but the agency wrote a broad one, prompting immediate pushback from a wide swath of employers;\u003c/li>\n\u003cli>The Cal/OSHA advisory committee took employer and worker input and drafted a rule by the 2019 deadline, but it had to be submitted to a little-known state workplace safety board for approval;\u003c/li>\n\u003cli>During the pandemic, that safety board, part of the understaffed Department of Industrial Relations, was focused on emergency COVID-19 prevention rules;\u003c/li>\n\u003cli>Before any vote could happen, the rule triggered a requirement in state law for an economic impact study;\u003c/li>\n\u003cli>The state hired two different contractors to complete the economic assessment and didn’t submit the final study until September 2021;\u003c/li>\n\u003cli>After another year-plus of “detailed consultation” with other agencies, the safety board started its own rulemaking process in March 2023. Still, there have been four public comment periods since — more than most other recent regulations.\u003c/li>\n\u003c/ul>\n\u003cp>The \u003ca href=\"https://www.dir.ca.gov/oshsb/oshsb.html\">Occupational Safety and Health Standards Board\u003c/a> is expected to give final approval to the rule at its March 21 meeting, making California the third state with indoor heat protections.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Approval would come at the last possible minute:\u003cstrong> \u003c/strong>If there are further amendments and the vote doesn’t happen in March, the workplace safety board’s formal rulemaking process — which can take as long as a year — would have to start over.\u003c/p>\n\u003cp>“There’s a lot of push and pull between the employers’ and the workers’ side on this,” said Shane Gusman, a lobbyist who represented the Teamsters and other unions during the discussions. “It’s just something at this point in time we need to get in place. Summer’s coming.”\u003c/p>\n\u003ch2>What’s in the indoor heat rule\u003c/h2>\n\u003cp>The rule would require employers statewide to provide cooling areas and monitor workers who take cooling breaks for signs of heat illness when indoor workplaces hit 82 degrees.\u003c/p>\n\u003cp>If the temperature hits 87, or if workers wear restrictive clothing or work near a heat source, businesses would have to take further steps: First, to cool the worksite, if feasible. If not, employers must adjust work schedules, slow production, allow more breaks or rotate workers through assignments. They’d have to provide personal fans or cooling vests as a last resort.\u003c/p>\n\u003cp>Industries expected to be most affected include warehouses, manufacturing and restaurants.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Sara Fee, former Amazon air hub employee\"]‘The humidity inside the building was unbearable. You felt heavy in your chest like it was hard to breathe.’[/pullquote]Neither advocates for workers nor employers are satisfied with the proposed rule. Workers want to require lower temperatures. Employers said the rule is too complicated, conflicts with the outdoor heat rule and is too broad to apply to vastly different indoor workplaces.\u003c/p>\n\u003cp>“The hard part about this regulation for California employers has been trying to find language that works equally well for an office building, a restaurant kitchen and a storage shed,” said Rob Moutrie, policy advocate for the California Chamber of Commerce.\u003c/p>\n\u003cp>Workers’ advocates said their top priority now is to get a rule on the books without further delay.\u003c/p>\n\u003cp>Without the indoor rule, workers complaining of heat at the Amazon warehouse last summer asked Cal/OSHA to inspect inside under a general rule requiring safe workplaces.\u003c/p>\n\u003cp>“The humidity inside the building was unbearable,” said former air hub employee Sara Fee, who helped file the complaint along with the San Bernardino-based Warehouse Worker Resource Center, where she now works. “You felt heavy in your chest like it was hard to breathe.”\u003c/p>\n\u003cp>Hauling packages in and out of truck trailers was the hottest task. The metal containers sitting in the sun easily climbed above 100 degrees, Fee said, and even with air conditioners in the warehouse and fans near the trucks, the trailers “feel like a sauna” with workers in “constant motion.”\u003c/p>\n\u003cfigure id=\"attachment_11976716\" class=\"wp-caption alignnone\" style=\"max-width: 1568px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11976716\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy.jpg\" alt=\"An older white woman with a plaid shirt on a black tshirt and a black truckers hat with a map behind her and looking at the camera with a slight smile. \" width=\"1568\" height=\"1046\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy.jpg 1568w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-1536x1025.jpg 1536w\" sizes=\"(max-width: 1568px) 100vw, 1568px\">\u003cfigcaption class=\"wp-caption-text\">Inland Empire Amazon Workers United founder Sara Fee in front of the Warehouse Worker Resource Center in Ontario on Feb 13, 2024. \u003ccite>(Elisa Ferrari for CalMatters)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The heat that comes from the trailer almost knocks you over,” Fee said. “We had fans you could turn around and face into the trailers, but you might as well be standing there with a straw in your mouth blowing air.”\u003c/p>\n\u003cp>The agency found no evidence of safety violations indoors, according to the citation.\u003c/p>\n\u003cp>Amazon is appealing the outdoor citations and disputed claims about hot working conditions both inside and outside the 660,000-square-foot KSBD facility at San Bernardino International Airport, where about 1,400 workers carry cargo off arriving planes, sort them with the help of large robots and load them onto truck trailers.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Lynch Vogel, spokesperson, Amazon\"]‘There’s simply no truth to claims that KSBD workers are working in extreme temperatures indoors.’[/pullquote]Amazon spokesperson Lynch Vogel said the facility is fully air-conditioned — unlike many others in the distribution industry — and never hotter than 78 degrees inside. “There’s simply no truth to claims that KSBD workers are working in extreme temperatures indoors,” she wrote in a statement.\u003c/p>\n\u003cp>But Tim Shadix, legal director of the Warehouse Worker Resource Center, said he suspects the lack of an indoor heat rule made it more difficult to issue violations inside the warehouse. The prior summer, workers wearing thermometers inside the warehouse and truck trailers reported temperatures of between 75 and 96 degrees and between 80 and 121 on the tarmac — \u003ca href=\"https://www.latimes.com/business/story/2022-09-21/amazon-heat-wave-california-work\">a report that\u003c/a> Amazon also disputed.\u003c/p>\n\u003cp>“Having a clear standard would give more clear indication to employers to take more proactive steps, and if there’s still a need for citations, having explicit standards that are required to be followed will make that process a clearer path for Cal/OSHA,” Shadix said.\u003c/p>\n\u003ch2>A long, hot history\u003c/h2>\n\u003cp>Though recent heat waves have made the \u003ca href=\"https://calmatters.org/california-divide/2023/07/workplace-injuries-rising-temperatures/\">risks of hot workplaces\u003c/a> top-of-mind for policymakers, workers have been pushing for protections for decades.\u003c/p>\n\u003cp>Workers in factories and even libraries in Southern California were petitioning the state for a general heat standard — indoors and outdoors — as early as the 1980s, said Kevin Riley, director of the Labor Occupational Safety and Health Program at UCLA.\u003c/p>\n\u003cp>“The library branches didn’t have air conditioning yet, and (librarians) got sick in the stacks,” he said. “Then in the subsequent decade or two, a lot of those spaces became air-conditioned.”\u003c/p>\n\u003cp>In 2005, the heat-related deaths of four farmworkers prompted California to adopt an outdoor heat illness prevention rule, which requires shade and water when the temperature hits 80 degrees and, for farming and construction work, additional breaks and monitoring when it hits 95. It was the first such rule in the nation; a 2021 study \u003ca href=\"https://docs.iza.org/dp14560.pdf\">suggested it has helped (PDF)\u003c/a> to decrease workplace injuries on hot days.\u003c/p>\n\u003cp>Other workers, such as those in the newly booming warehouses of the High Desert and Inland Empire, took up the cause of an indoor heat rule. In 2011, a union representing workers at a Lancaster warehouse secured heat protections in its contract with Rite Aid, but union president Luisa Gratz said as the climate gets hotter, workers need stronger protections in state law, too.\u003c/p>\n\u003cfigure id=\"attachment_11976719\" class=\"wp-caption alignnone\" style=\"max-width: 1568px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11976719\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy.jpg\" alt=\"\" width=\"1568\" height=\"1045\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy.jpg 1568w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-1536x1024.jpg 1536w\" sizes=\"(max-width: 1568px) 100vw, 1568px\">\u003cfigcaption class=\"wp-caption-text\">Workers load packages into electric trucks at an Amazon facility in Poway on Nov. 16, 2022. \u003ccite>(Sandy Huffaker/REUTERS)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Last year, the Teamsters secured a contract with UPS that averted a nationwide strike and that, besides higher pay, included air conditioning in delivery trucks for drivers and additional fans, ice machines and water fountains in buildings.\u003c/p>\n\u003cp>In California, \u003ca href=\"https://www.rand.org/pubs/working_papers/WRA1386-1.html\">20 workers died\u003c/a> from heat illness between 2010 and 2017, seven of them because of indoor heat, according to the Rand Corp., which analyzed the state’s proposed indoor heat rules. Workers compensation data analyzed by Cal/OSHA show between 2010 and 2018 — the hottest decade on record — an average of 185 workers a year claimed injuries from indoor heat, a figure that was rising, and nearly 20% of all workplace heat injuries.\u003c/p>\n\u003cp>The agency only recently began separately counting safety complaints that mention indoor heat; it received 194 such complaints in 2022 and 549 last year.\u003c/p>\n\u003cp>Those most likely to experience injuries are younger and male, a likely indication of who is working in industries with the most heat exposure, said Amy Heinzerling, chief of the Emerging Workplace Hazards Unit at the California Department of Public Health. Nearly 10% were injured within the first two weeks on the job, Heinzerling found in another study, highlighting the importance of “gradually increasing worker exposure to hot conditions and really keeping a close eye on them for signs of heat illness.”\u003c/p>\n\u003cp>In 2016, former state Sen. \u003ca href=\"https://calmatters.org/legislator-tracker/connie-leyva-1967/\">Connie Leyva\u003c/a>, a labor-friendly Democrat from the Inland Empire, introduced the bill for Cal/OSHA to develop an indoor heat rule. It was a direct response to reports of workers falling ill from heat in warehouses concentrated in her district, she said.\u003c/p>\n\u003cp>She initially wanted the rule to take effect in 2017 and said in a recent interview she “had no idea that it would take this long.”\u003c/p>\n\u003cp>“I did expect it to happen right away,” she said.\u003c/p>\n\u003ch2>Delays in rulemaking\u003c/h2>\n\u003cp>When Cal/OSHA’s indoor heat advisory committee began meeting to draft the rule in February 2017, a wide range of employers pushed back immediately, some questioning the need for an indoor rule at all.\u003c/p>\n\u003cp>The committee met over the next two years, going back and forth on the temperature and whether to consider other factors, such as workers’ activity level and humidity levels in the workplace. Worker advocates wanted an across-the-board 80-degree threshold, while some employers called for stricter protections to kick in only at 95 degrees.\u003c/p>\n\u003cp>In early 2019, the agency had a draft proposal ready for the workplace safety board to kick off formal rulemaking — a process that can be as short as a few months and as long as one year.\u003c/p>\n\u003cp>That’s where the delays really began.\u003c/p>\n\u003cp>Because the rule would have at least $50 million in economic impact, a 2011 state law required a study to be submitted to the Department of Finance. The requirement has irked labor advocates, who argue workplace regulations are already subject to vetting. The Cal/OSHA advisory committee on indoor heat met three times and revised a draft rule seven times before submitting it to the safety board, which also takes comments.\u003c/p>\n\u003cp>[aside label=\"Related Stories\" postID=\"news_11956922,news_11969338,news_11886628\"]Leyva, backed by the California Labor Federation, tried in 2017 and 2021 to exempt Cal/OSHA from conducting economic impact studies, saying they slow down regulations that are needed for workers’ safety. Both times, the bill cleared the Senate and then died. Leyva blamed business interests that were hostile to new regulations.\u003c/p>\n\u003cp>“All the people who were always talking about streamlining things and saying, ‘There’s too much regulation, there’s too many hoops to jump through,’” she said, “We propose a bill that’s going to streamline it, and all of a sudden, ‘Oh, no, we can’t do that.’”\u003c/p>\n\u003cp>In February 2020, the Department of Industrial Relations, which houses Cal/OSHA and the occupational safety board, submitted a draft study to the Department of Finance. While that study was underway, the department put out a second contract. It submitted a final study a year and a half later, using the new contractor.\u003c/p>\n\u003cp>Neither department explained why two contractors were needed. The final economic impact study conducted by the Rand Corp. estimated that the proposed rule would cost employers statewide $215 million in the first year and about $88 million annually afterward, mostly for employers to install AC or fans or provide cool-down areas. The analysis also predicted the rule would cut indoor workplace heat injuries by 40% by 2030.\u003c/p>\n\u003cp>Another year passed. Asked for an explanation for the delay, the Department of Industrial Relations said only that it was talking to other agencies, including the governor’s office, between late 2021 and early 2023. The department responded in a statement Wednesday after weeks of inquiries. It declined to make a representative of the safety board available for an interview.\u003c/p>\n\u003cp>“This was a complex rulemaking that required detailed consultation with subject matter experts at various points, which led to further edits and refinements to the documents,” a department spokesperson said.\u003c/p>\n\u003cp>In November 2022, then-Assembly Labor chairperson \u003ca href=\"https://calmatters.org/legislator-tracker/ash-kalra-1972/\">Ash Kalra\u003c/a>, a San José Democrat, asked an embattled and understaffed Cal/OSHA about why the rule was taking so long. Director Jeff Killip, who \u003ca href=\"https://www.cal-osha.com/flash-report/dosh-chief-resigns/\">left his post in January\u003c/a>, replied that the pandemic had “diverted our focus,” and the standards board would soon be ready to begin formal rulemaking.\u003c/p>\n\u003cp>The board, which the governor appoints, kicked off that process in March 2023. Its vote of approval, along with the Department of Finance’s approval of the economic impact document, is among the last steps that are still needed.\u003c/p>\n\u003cp>[pullquote align=\"right\" size=\"medium\" citation=\"Tim Shadix, legal director, Warehouse Worker Resource Center\"]‘The clock was ticking on the deadline, and of course, the clock is ticking every day for workers in terms of exposure to heat illness. We would like to see it in place for the summer.’[/pullquote]During a public hearing last May, workers pleaded with the board to adopt the rule without further delay. But for the past year, the rule has undergone three more revisions requiring a new public comment period each time, the last of which ended in January.\u003c/p>\n\u003cp>In the past year, employers have pushed to exempt businesses where workers are only briefly inside a truck, trailer or storage shed. Business groups such as the California Farm Bureau remain upset that the latest exemption doesn’t apply if it’s hotter than 95 degrees.\u003c/p>\n\u003cp>“The temperature in those spaces is going to exceed 95 degrees for much of the year,” said the bureau’s director of labor affairs, Bryan Little. “It’s just not going to be very useful.”\u003c/p>\n\u003cp>The number of revisions is unusual compared to the \u003ca href=\"https://www.dir.ca.gov/oshsb/apprvd.html\">dozens of other\u003c/a> workplace safety rules approved since 2017. Of those, which ranged from regulations narrowly targeted at a single industry to a wider COVID-19 prevention standard, only one other rule — on protective equipment for firefighters — has undergone as many board revisions as indoor heat.\u003c/p>\n\u003cp>Workers’ groups are concerned about how the rule will be enforced, with Cal/OSHA currently without a director and suffering vacancy rates of one-third, and the rule only allowing workers’ representatives into unionized worksites.\u003c/p>\n\u003cp>But Shadix of the warehouse workers’ center said he just wants to see a rule adopted.\u003c/p>\n\u003cp>“The clock was ticking on the deadline, and of course, the clock is ticking every day for workers in terms of exposure to heat illness,” he said. “We would like to see it in place for the summer.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"In March, the state is finally set to approve rules to protect workers from excessive heat indoors. Officials busted a 2019 deadline — a delay that demonstrates California's byzantine rulemaking process.","status":"publish","parent":0,"modified":1708647695,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":60,"wordCount":3007},"headData":{"title":"Why It's Taken 5 Years for California Workers to Get Indoor Heat Protection | KQED","description":"In March, the state is finally set to approve rules to protect workers from excessive heat indoors. Officials busted a 2019 deadline — a delay that demonstrates California's byzantine rulemaking process.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"sticky":false,"nprByline":"\u003ca href=\"https://calmatters.org/author/jeanne-kuang/\">Jeanne Kuang\u003c/a>","excludeFromSiteSearch":"Include","showOnAuthorArchivePages":"No","articleAge":"0","path":"/news/11976710/waiting-and-sweltering-why-are-californias-indoor-heat-protections-for-workers-5-years-late","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>After sorting and loading packages through a 100-plus-degree heat wave at an Inland Empire Amazon air freight hub last July, workers and their advocates called California’s workplace safety agency to complain of unsafe conditions.\u003c/p>\n\u003cp>Cal/OSHA inspectors came out, and in a citation issued in January and announced this week, agreed with the workers: The online retail giant hadn’t done enough to address the heat for those working outside on the tarmac and had committed “serious” safety violations.\u003c/p>\n\u003cp>But workers didn’t get all the accountability they wanted.\u003c/p>\n\u003cp>Cal/OSHA dismissed nearly half their complaints — the ones alleging hot working conditions inside the warehouses. One possible reason: While California requires employers to reduce the risks of heat illness for outdoor workers, a comparable rule still isn’t on the books for indoor workers. And though state lawmakers ordered one in 2016 and set a 2019 deadline, it won’t be until next month when the state is finally expected to adopt a rule to go into effect by the summer.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘There’s a lot of push and pull between the employers’ and the workers’ side on this. It’s just something at this point in time we need to get in place. Summer’s coming.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Shane Gusman, lobbyist who represented the Teamsters and other unions during discussions","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Excessive heat can cause nausea, vomiting, fainting, and, in the most extreme cases, heat stroke, leading to organ damage or death. In California, \u003ca href=\"https://www.rand.org/pubs/working_papers/WRA1386-1.html\">seven workers died\u003c/a> from indoor heat from 2010 through 2017. In recent years, summer temperatures \u003ca href=\"https://ktla.com/news/local-news/these-southern-california-temperatures-are-now-the-highest-ever-recorded/\">across southern California\u003c/a> have broken historical records.\u003c/p>\n\u003cp>Amazon disputed the citation and said it is appealing. It said that its San Bernardino air hub is air-conditioned, workers are encouraged to take breaks, and the company generally supports an indoor heat standard. It declined to comment on the state’s proposed rule. “We’ve seen the positive impacts of an effective heat mitigation program and believe all employers should be held to the same standard as we have proactively set,” company spokesperson Maureen Lynch Vogel wrote in an email.\u003c/p>\n\u003cp>To understand why a state rule has taken so long — even with lives at stake — is to take a journey through the byzantine world of administrative rulemaking in California.\u003c/p>\n\u003cp>A CalMatters review found:\u003c/p>\n\u003cul>\n\u003cli>The 2016 law gave \u003ca href=\"https://www.dir.ca.gov/dosh/\">Cal/OSHA\u003c/a> the option to adopt an indoor heat rule targeted at certain industries, but the agency wrote a broad one, prompting immediate pushback from a wide swath of employers;\u003c/li>\n\u003cli>The Cal/OSHA advisory committee took employer and worker input and drafted a rule by the 2019 deadline, but it had to be submitted to a little-known state workplace safety board for approval;\u003c/li>\n\u003cli>During the pandemic, that safety board, part of the understaffed Department of Industrial Relations, was focused on emergency COVID-19 prevention rules;\u003c/li>\n\u003cli>Before any vote could happen, the rule triggered a requirement in state law for an economic impact study;\u003c/li>\n\u003cli>The state hired two different contractors to complete the economic assessment and didn’t submit the final study until September 2021;\u003c/li>\n\u003cli>After another year-plus of “detailed consultation” with other agencies, the safety board started its own rulemaking process in March 2023. Still, there have been four public comment periods since — more than most other recent regulations.\u003c/li>\n\u003c/ul>\n\u003cp>The \u003ca href=\"https://www.dir.ca.gov/oshsb/oshsb.html\">Occupational Safety and Health Standards Board\u003c/a> is expected to give final approval to the rule at its March 21 meeting, making California the third state with indoor heat protections.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Approval would come at the last possible minute:\u003cstrong> \u003c/strong>If there are further amendments and the vote doesn’t happen in March, the workplace safety board’s formal rulemaking process — which can take as long as a year — would have to start over.\u003c/p>\n\u003cp>“There’s a lot of push and pull between the employers’ and the workers’ side on this,” said Shane Gusman, a lobbyist who represented the Teamsters and other unions during the discussions. “It’s just something at this point in time we need to get in place. Summer’s coming.”\u003c/p>\n\u003ch2>What’s in the indoor heat rule\u003c/h2>\n\u003cp>The rule would require employers statewide to provide cooling areas and monitor workers who take cooling breaks for signs of heat illness when indoor workplaces hit 82 degrees.\u003c/p>\n\u003cp>If the temperature hits 87, or if workers wear restrictive clothing or work near a heat source, businesses would have to take further steps: First, to cool the worksite, if feasible. If not, employers must adjust work schedules, slow production, allow more breaks or rotate workers through assignments. They’d have to provide personal fans or cooling vests as a last resort.\u003c/p>\n\u003cp>Industries expected to be most affected include warehouses, manufacturing and restaurants.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘The humidity inside the building was unbearable. You felt heavy in your chest like it was hard to breathe.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Sara Fee, former Amazon air hub employee","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Neither advocates for workers nor employers are satisfied with the proposed rule. Workers want to require lower temperatures. Employers said the rule is too complicated, conflicts with the outdoor heat rule and is too broad to apply to vastly different indoor workplaces.\u003c/p>\n\u003cp>“The hard part about this regulation for California employers has been trying to find language that works equally well for an office building, a restaurant kitchen and a storage shed,” said Rob Moutrie, policy advocate for the California Chamber of Commerce.\u003c/p>\n\u003cp>Workers’ advocates said their top priority now is to get a rule on the books without further delay.\u003c/p>\n\u003cp>Without the indoor rule, workers complaining of heat at the Amazon warehouse last summer asked Cal/OSHA to inspect inside under a general rule requiring safe workplaces.\u003c/p>\n\u003cp>“The humidity inside the building was unbearable,” said former air hub employee Sara Fee, who helped file the complaint along with the San Bernardino-based Warehouse Worker Resource Center, where she now works. “You felt heavy in your chest like it was hard to breathe.”\u003c/p>\n\u003cp>Hauling packages in and out of truck trailers was the hottest task. The metal containers sitting in the sun easily climbed above 100 degrees, Fee said, and even with air conditioners in the warehouse and fans near the trucks, the trailers “feel like a sauna” with workers in “constant motion.”\u003c/p>\n\u003cfigure id=\"attachment_11976716\" class=\"wp-caption alignnone\" style=\"max-width: 1568px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11976716\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy.jpg\" alt=\"An older white woman with a plaid shirt on a black tshirt and a black truckers hat with a map behind her and looking at the camera with a slight smile. \" width=\"1568\" height=\"1046\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy.jpg 1568w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/021324_Sara-Fee_EF_04-CM-copy-1536x1025.jpg 1536w\" sizes=\"(max-width: 1568px) 100vw, 1568px\">\u003cfigcaption class=\"wp-caption-text\">Inland Empire Amazon Workers United founder Sara Fee in front of the Warehouse Worker Resource Center in Ontario on Feb 13, 2024. \u003ccite>(Elisa Ferrari for CalMatters)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“The heat that comes from the trailer almost knocks you over,” Fee said. “We had fans you could turn around and face into the trailers, but you might as well be standing there with a straw in your mouth blowing air.”\u003c/p>\n\u003cp>The agency found no evidence of safety violations indoors, according to the citation.\u003c/p>\n\u003cp>Amazon is appealing the outdoor citations and disputed claims about hot working conditions both inside and outside the 660,000-square-foot KSBD facility at San Bernardino International Airport, where about 1,400 workers carry cargo off arriving planes, sort them with the help of large robots and load them onto truck trailers.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘There’s simply no truth to claims that KSBD workers are working in extreme temperatures indoors.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Lynch Vogel, spokesperson, Amazon","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Amazon spokesperson Lynch Vogel said the facility is fully air-conditioned — unlike many others in the distribution industry — and never hotter than 78 degrees inside. “There’s simply no truth to claims that KSBD workers are working in extreme temperatures indoors,” she wrote in a statement.\u003c/p>\n\u003cp>But Tim Shadix, legal director of the Warehouse Worker Resource Center, said he suspects the lack of an indoor heat rule made it more difficult to issue violations inside the warehouse. The prior summer, workers wearing thermometers inside the warehouse and truck trailers reported temperatures of between 75 and 96 degrees and between 80 and 121 on the tarmac — \u003ca href=\"https://www.latimes.com/business/story/2022-09-21/amazon-heat-wave-california-work\">a report that\u003c/a> Amazon also disputed.\u003c/p>\n\u003cp>“Having a clear standard would give more clear indication to employers to take more proactive steps, and if there’s still a need for citations, having explicit standards that are required to be followed will make that process a clearer path for Cal/OSHA,” Shadix said.\u003c/p>\n\u003ch2>A long, hot history\u003c/h2>\n\u003cp>Though recent heat waves have made the \u003ca href=\"https://calmatters.org/california-divide/2023/07/workplace-injuries-rising-temperatures/\">risks of hot workplaces\u003c/a> top-of-mind for policymakers, workers have been pushing for protections for decades.\u003c/p>\n\u003cp>Workers in factories and even libraries in Southern California were petitioning the state for a general heat standard — indoors and outdoors — as early as the 1980s, said Kevin Riley, director of the Labor Occupational Safety and Health Program at UCLA.\u003c/p>\n\u003cp>“The library branches didn’t have air conditioning yet, and (librarians) got sick in the stacks,” he said. “Then in the subsequent decade or two, a lot of those spaces became air-conditioned.”\u003c/p>\n\u003cp>In 2005, the heat-related deaths of four farmworkers prompted California to adopt an outdoor heat illness prevention rule, which requires shade and water when the temperature hits 80 degrees and, for farming and construction work, additional breaks and monitoring when it hits 95. It was the first such rule in the nation; a 2021 study \u003ca href=\"https://docs.iza.org/dp14560.pdf\">suggested it has helped (PDF)\u003c/a> to decrease workplace injuries on hot days.\u003c/p>\n\u003cp>Other workers, such as those in the newly booming warehouses of the High Desert and Inland Empire, took up the cause of an indoor heat rule. In 2011, a union representing workers at a Lancaster warehouse secured heat protections in its contract with Rite Aid, but union president Luisa Gratz said as the climate gets hotter, workers need stronger protections in state law, too.\u003c/p>\n\u003cfigure id=\"attachment_11976719\" class=\"wp-caption alignnone\" style=\"max-width: 1568px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11976719\" src=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy.jpg\" alt=\"\" width=\"1568\" height=\"1045\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy.jpg 1568w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2024/02/022024-Amazon-Warehouse-REUTERS-SH-CM-copy-1536x1024.jpg 1536w\" sizes=\"(max-width: 1568px) 100vw, 1568px\">\u003cfigcaption class=\"wp-caption-text\">Workers load packages into electric trucks at an Amazon facility in Poway on Nov. 16, 2022. \u003ccite>(Sandy Huffaker/REUTERS)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Last year, the Teamsters secured a contract with UPS that averted a nationwide strike and that, besides higher pay, included air conditioning in delivery trucks for drivers and additional fans, ice machines and water fountains in buildings.\u003c/p>\n\u003cp>In California, \u003ca href=\"https://www.rand.org/pubs/working_papers/WRA1386-1.html\">20 workers died\u003c/a> from heat illness between 2010 and 2017, seven of them because of indoor heat, according to the Rand Corp., which analyzed the state’s proposed indoor heat rules. Workers compensation data analyzed by Cal/OSHA show between 2010 and 2018 — the hottest decade on record — an average of 185 workers a year claimed injuries from indoor heat, a figure that was rising, and nearly 20% of all workplace heat injuries.\u003c/p>\n\u003cp>The agency only recently began separately counting safety complaints that mention indoor heat; it received 194 such complaints in 2022 and 549 last year.\u003c/p>\n\u003cp>Those most likely to experience injuries are younger and male, a likely indication of who is working in industries with the most heat exposure, said Amy Heinzerling, chief of the Emerging Workplace Hazards Unit at the California Department of Public Health. Nearly 10% were injured within the first two weeks on the job, Heinzerling found in another study, highlighting the importance of “gradually increasing worker exposure to hot conditions and really keeping a close eye on them for signs of heat illness.”\u003c/p>\n\u003cp>In 2016, former state Sen. \u003ca href=\"https://calmatters.org/legislator-tracker/connie-leyva-1967/\">Connie Leyva\u003c/a>, a labor-friendly Democrat from the Inland Empire, introduced the bill for Cal/OSHA to develop an indoor heat rule. It was a direct response to reports of workers falling ill from heat in warehouses concentrated in her district, she said.\u003c/p>\n\u003cp>She initially wanted the rule to take effect in 2017 and said in a recent interview she “had no idea that it would take this long.”\u003c/p>\n\u003cp>“I did expect it to happen right away,” she said.\u003c/p>\n\u003ch2>Delays in rulemaking\u003c/h2>\n\u003cp>When Cal/OSHA’s indoor heat advisory committee began meeting to draft the rule in February 2017, a wide range of employers pushed back immediately, some questioning the need for an indoor rule at all.\u003c/p>\n\u003cp>The committee met over the next two years, going back and forth on the temperature and whether to consider other factors, such as workers’ activity level and humidity levels in the workplace. Worker advocates wanted an across-the-board 80-degree threshold, while some employers called for stricter protections to kick in only at 95 degrees.\u003c/p>\n\u003cp>In early 2019, the agency had a draft proposal ready for the workplace safety board to kick off formal rulemaking — a process that can be as short as a few months and as long as one year.\u003c/p>\n\u003cp>That’s where the delays really began.\u003c/p>\n\u003cp>Because the rule would have at least $50 million in economic impact, a 2011 state law required a study to be submitted to the Department of Finance. The requirement has irked labor advocates, who argue workplace regulations are already subject to vetting. The Cal/OSHA advisory committee on indoor heat met three times and revised a draft rule seven times before submitting it to the safety board, which also takes comments.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"label":"Related Stories ","postid":"news_11956922,news_11969338,news_11886628"},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Leyva, backed by the California Labor Federation, tried in 2017 and 2021 to exempt Cal/OSHA from conducting economic impact studies, saying they slow down regulations that are needed for workers’ safety. Both times, the bill cleared the Senate and then died. Leyva blamed business interests that were hostile to new regulations.\u003c/p>\n\u003cp>“All the people who were always talking about streamlining things and saying, ‘There’s too much regulation, there’s too many hoops to jump through,’” she said, “We propose a bill that’s going to streamline it, and all of a sudden, ‘Oh, no, we can’t do that.’”\u003c/p>\n\u003cp>In February 2020, the Department of Industrial Relations, which houses Cal/OSHA and the occupational safety board, submitted a draft study to the Department of Finance. While that study was underway, the department put out a second contract. It submitted a final study a year and a half later, using the new contractor.\u003c/p>\n\u003cp>Neither department explained why two contractors were needed. The final economic impact study conducted by the Rand Corp. estimated that the proposed rule would cost employers statewide $215 million in the first year and about $88 million annually afterward, mostly for employers to install AC or fans or provide cool-down areas. The analysis also predicted the rule would cut indoor workplace heat injuries by 40% by 2030.\u003c/p>\n\u003cp>Another year passed. Asked for an explanation for the delay, the Department of Industrial Relations said only that it was talking to other agencies, including the governor’s office, between late 2021 and early 2023. The department responded in a statement Wednesday after weeks of inquiries. It declined to make a representative of the safety board available for an interview.\u003c/p>\n\u003cp>“This was a complex rulemaking that required detailed consultation with subject matter experts at various points, which led to further edits and refinements to the documents,” a department spokesperson said.\u003c/p>\n\u003cp>In November 2022, then-Assembly Labor chairperson \u003ca href=\"https://calmatters.org/legislator-tracker/ash-kalra-1972/\">Ash Kalra\u003c/a>, a San José Democrat, asked an embattled and understaffed Cal/OSHA about why the rule was taking so long. Director Jeff Killip, who \u003ca href=\"https://www.cal-osha.com/flash-report/dosh-chief-resigns/\">left his post in January\u003c/a>, replied that the pandemic had “diverted our focus,” and the standards board would soon be ready to begin formal rulemaking.\u003c/p>\n\u003cp>The board, which the governor appoints, kicked off that process in March 2023. Its vote of approval, along with the Department of Finance’s approval of the economic impact document, is among the last steps that are still needed.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘The clock was ticking on the deadline, and of course, the clock is ticking every day for workers in terms of exposure to heat illness. We would like to see it in place for the summer.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Tim Shadix, legal director, Warehouse Worker Resource Center","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>During a public hearing last May, workers pleaded with the board to adopt the rule without further delay. But for the past year, the rule has undergone three more revisions requiring a new public comment period each time, the last of which ended in January.\u003c/p>\n\u003cp>In the past year, employers have pushed to exempt businesses where workers are only briefly inside a truck, trailer or storage shed. Business groups such as the California Farm Bureau remain upset that the latest exemption doesn’t apply if it’s hotter than 95 degrees.\u003c/p>\n\u003cp>“The temperature in those spaces is going to exceed 95 degrees for much of the year,” said the bureau’s director of labor affairs, Bryan Little. “It’s just not going to be very useful.”\u003c/p>\n\u003cp>The number of revisions is unusual compared to the \u003ca href=\"https://www.dir.ca.gov/oshsb/apprvd.html\">dozens of other\u003c/a> workplace safety rules approved since 2017. Of those, which ranged from regulations narrowly targeted at a single industry to a wider COVID-19 prevention standard, only one other rule — on protective equipment for firefighters — has undergone as many board revisions as indoor heat.\u003c/p>\n\u003cp>Workers’ groups are concerned about how the rule will be enforced, with Cal/OSHA currently without a director and suffering vacancy rates of one-third, and the rule only allowing workers’ representatives into unionized worksites.\u003c/p>\n\u003cp>But Shadix of the warehouse workers’ center said he just wants to see a rule adopted.\u003c/p>\n\u003cp>“The clock was ticking on the deadline, and of course, the clock is ticking every day for workers in terms of exposure to heat illness,” he said. “We would like to see it in place for the summer.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11976710/waiting-and-sweltering-why-are-californias-indoor-heat-protections-for-workers-5-years-late","authors":["byline_news_11976710"],"categories":["news_8"],"tags":["news_6145","news_255","news_27626","news_2929","news_19904","news_4569"],"affiliates":["news_18481"],"featImg":"news_11976711","label":"news_18481"},"news_11960536":{"type":"posts","id":"news_11960536","meta":{"index":"posts_1591205157","site":"news","id":"11960536","score":null,"sort":[1694517349000]},"guestAuthors":[],"slug":"trabaja-en-los-campos-de-california-que-hacer-si-sufre-represalias","title":"¿Trabaja en los campos de California? Qué hacer si su patrón toma represalias contra usted","publishDate":1694517349,"format":"standard","headTitle":"¿Trabaja en los campos de California? Qué hacer si su patrón toma represalias contra usted | KQED","labelTerm":{},"content":"\u003cp>\u003ca href=\"https://www.kqed.org/news/11958506/guide-unsafe-working-conditions-employer-retaliation-and-worker-protections\">\u003cem>Read in English\u003c/em>\u003c/a>\u003c/p>\n\u003cp>21 trabajadores agrícolas inmigrantes \u003ca href=\"https://www.kqed.org/news/11957505/campesinos-denunciaron-a-un-vinedo-por-abusos-laborales-y-ganaron\">recibirán colectivamente 328 mil 077 dólares de su antiguo empleador, Mauritson Farms\u003c/a>, una empresa de viñedos del condado de Sonoma, después de que el productor llegó a un acuerdo con los reguladores laborales estatales este verano.\u003c/p>\n\u003cp>Funcionarios de la Junta de Relaciones Laborales Agrícolas de California (ALRB, por sus siglas en inglés) anunciaron en julio que su investigación había determinado que Mauritson Farms tomó represalias contra los trabajadores, quienes se encontraban en Estados Unidos con una visa H-2A.\u003c/p>\n\u003cp>Después de haber pedido mejoras laborales en los campos de Mauritson Farms, los campesinos no recibieron una oferta de empleo para la siguiente temporada de cultivo. El acuerdo de 328 mil 077 dólares que beneficiará a los 21 trabajadores representa lo que los trabajadores perdieron en ingresos por haber sido excluidos de la temporada de 2022, según los cálculos del ALRB.[aside postID=\"news_11957505\" hero=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/farmworker-lady-and-supporters.jpg\"]“Cuando recibí la noticia, agradecí a Dios que se ganó porque no fue nada fácil. Teníamos mucho miedo de hablar. Fue un proceso complicado, pero hay que quitarse ese miedo”, dijo Martín Sandoval Rivera, uno de los trabajadores que denunció las condiciones en Mauritson Farms. Actualmente se encuentra en el estado de Oaxaca, México, manejando varios trabajos para poder mantener a su familia.\u003c/p>\n\u003cp>Desgraciadamente, es algo común en la industria agrícola ver casos donde los patrones toman represalias contra trabajadores que alzan la voz. En la industria agrícola muchos trabajadores son castigados por su jefe, o por la persona que les dio empleo, después de solicitar un lugar de trabajo mejor o más seguro.\u003c/p>\n\u003cp>\u003cstrong>Al hacer clic en una de estas preguntas, tendrá más información específica:\u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003ca href=\"#considera\">\u003cstrong>¿Cuándo es que un lugar de trabajo se vuelve “inseguro” para los campesinos?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#represalias\">\u003cstrong>¿Qué son las represalias por parte de un empresario?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#siguen\">\u003cstrong>¿Estas protecciones también benefician a los trabajadores indocumentados?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#organismos\">\u003cstrong>¿Qué organismos hacen cumplir las leyes laborales en California?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#creo\">\u003cstrong>Creo que mi empleador ha tomado represalias contra mí por denunciar las condiciones de trabajo. ¿Qué debo hacer?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#preocupa\">\u003cstrong>Me preocupa mi situación migratoria si denuncio algo que pasó en el trabajo. ¿Cuáles son mis opciones?\u003c/strong>\u003c/a>\u003c/li>\n\u003c/ul>\n\u003cp>En California es ilegal que un empresario tome represalias contra un empleado, independientemente de su situación en materia de inmigración o documentación. Pero eso no impide que algunos cultivadores castiguen a los trabajadores que denuncian.\u003c/p>\n\u003cp>Cuando trabaja en el campo, aunque esté en Estados Unidos sin papeles, su empleador tiene que respetar sus derechos, por eso hemos creado esta guía para informar a los trabajadores agrícolas sobre sus derechos y qué hacer si su empleador no los respeta.\u003cbr>\n[ad fullwidth]\u003c/p>\n\u003ch3>\u003ca id=\"considera\">\u003c/a>¿Cuándo es que un lugar de trabajo se vuelve inseguro?\u003c/h3>\n\u003cp>California cuenta con una \u003ca href=\"https://www.dir.ca.gov/dosh/dosh_publications/ag-field-operations.pdf\">larga lista de normas que definen lo que es un lugar de trabajo seguro en la agricultura\u003c/a>. Esta lista cubre temas como la seguridad de los trabajadores durante los incendios forestales, el manejo de maquinaria agrícola, e incluso en el caso de las lecherías e instalaciones de grano, cómo prevenir accidentes en espacios confinados.\u003c/p>\n\u003cp>Sin importar la temperatura, \u003ca href=\"https://www.kqed.org/news/11955907/derechos-laborales-ola-de-calor\">los empresarios deben siempre proveer a los campesinos suficiente agua potable cerca de donde están trabajando.\u003c/a> Cada empleado debe tener acceso al menos a un litro de agua cada hora, e incluso si la gente trae sus propias botellas de agua, los empleadores deben tener suficiente agua disponible en el lugar.[aside postID=\"news_11955907\" hero=\"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS50596_019_SanFrancisco_HeatWaveImpacts_08062021-qut-1020x680-1.jpg\"]Cuando las temperaturas superan los 80 grados Fahrenheit (equivalente a 27 centígrados), los empresarios también deben proporcionar una zona con sombra suficiente para acomodar a todos los trabajadores en la propiedad. En los días en que la temperatura supere los 95 grados Fahrenheit (equivalente a 35 centígrados), los supervisores deben monitorear el bienestar de los trabajadores a lo largo del día y asegurarse de que tomen descansos de al menos 10 minutos cada 2 horas para evitar la insolación. No basta con “ofrecer” estas pausas.\u003c/p>\n\u003cp>Es importante recalcar que estas normas de seguridad contra el calor se aplican a los trabajadores de todas las industrias, no sólo del sector agrícola.\u003c/p>\n\u003ch3>\u003ca id=\"represalias\">\u003c/a>¿Qué son las represalias por parte de un empresario?\u003c/h3>\n\u003cp>En California, se entiende por represalia cuando un empresario despide, castiga o recorta el salario o el horario de un trabajador porque éste ha intentado mejorar sus condiciones laborales. Esto incluye los \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">casos de cultivadores que se niegan a volver a contratar a trabajadores de temporada para la próxima cosecha después de que hayan denunciado su situación\u003c/a>.\u003c/p>\n\u003cp>Pedirle a su jefe que mejore las condiciones de trabajo no tiene que ser algo grande como organizar una huelga o una marcha. También puede ser el:\u003c/p>\n\u003cul>\n\u003cli>Pedir más agua y sombra para los días de mucho calor.\u003c/li>\n\u003cli>Pedir el equipo necesario para trabajar con seguridad en el campo.\u003c/li>\n\u003cli>Señalar que le falta parte de su salario.\u003c/li>\n\u003c/ul>\n\u003cp>Si hay una ley que tenga que ver con su seguridad, sus derechos laborales o su salario, y su empleador no la está cumpliendo, debe poder hablar de ello con libertad y seguridad con su jefe.\u003c/p>\n\u003ch3>\u003ca id=\"siguen\">\u003c/a>¿Estas protecciones aplican incluso si uno no tiene papeles?\u003c/h3>\n\u003cp>Sí. Las normas de seguridad de California benefician a todos los trabajadores, sin importar su estatus migratorio. Su empleador no puede usar su situación migratoria como razón para excluir a usted o sus colegas de las protecciones de seguridad.[pullquote align=\"right\" size=\"medium\" citation=\"Jessica Arciniega, directora regional del ALRB\"]‘Nuestra oficina no pregunta por su estatus migratorio, si usted cree que podría traerle problemas.’[/pullquote]Además, los trabajadores indocumentados pueden pedir ayuda a las dependencias estatales que hacen cumplir las leyes laborales; es decir, ser indocumentado no les impide solicitar (y obtener) esta ayuda del estado de California.\u003c/p>\n\u003cp>“Nuestra oficina no pregunta por su estatus migratorio, si usted cree que podría traerle problemas”, confirma Jessica Arciniega, directora regional del ALRB, que investiga posibles abusos laborales en el sector agrícola.\u003c/p>\n\u003ch3>¿Y si no tengo un contrato formal para trabajar, siguen aplicándose estas protecciones?\u003c/h3>\n\u003cp>Si trabaja para un particular o una empresa sin un contrato de trabajo formal, los expertos en derechos laborales afirman que estas protecciones siguen siendo aplicables en su caso, siempre y cuando pueda demostrar que, como trabajador, ha proporcionado mano de obra a cambio de una remuneración, o sea un pago.\u003c/p>\n\u003cp>En algunos casos, esa prueba puede incluir una comunicación escrita entre el trabajador y el empresario, como un correo electrónico o un mensaje de texto, que confirme que se ha producido un intercambio de servicios a cambio de dinero.\u003c/p>\n\u003ch3>\u003ca id=\"organismos\">\u003c/a>¿Qué organismos hacen cumplir las normas laborales en California?\u003c/h3>\n\u003cp>Existen tres dependencias estatales que investigan las infracciones laborales y tienen autoridad para sancionar a los malos empleadores. Las tres agencias pueden investigar casos en la industria agrícola.\u003c/p>\n\u003cp>\u003cstrong>La Junta de Relaciones Laborales Agrícolas\u003c/strong>\u003c/p>\n\u003cp>El ALRB fue creado en 1975 después de que el entonces gobernador Jerry Brown firmara la Ley de Relaciones Laborales Agrícolas de California en 1975. Esta legislación también define lo que es una violación de derechos laborales, lo que incluye represalias, despedir o recortar el salario de los empleados que piden mejores condiciones de trabajo.\u003c/p>\n\u003cp>“A quienes creen que sus derechos laborales no fueron respetados, yo recomendaría que llamen a nuestra oficina”, dijo Arciniega del ALRB. “Nuestro personal no sólo es bilingüe, sino que también entiende bien la cultura. Muchos de ellos, sus familias o generaciones pasadas han trabajado en la agricultura o actualmente son trabajadores agrícolas.”\u003c/p>\n\u003cp>Puede ponerse en contacto directamente con el ALRB llamando al 1-800-449-3699 o \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">dirigirse a sus oficinas regionales situadas en Indio, Oxnard, Salinas, Santa Rosa, o Visalia\u003c/a>. Los trabajadores del Área de la Bahía deben ponerse en contacto con la oficina de Santa Rosa (el teléfono para esa oficina es: (707) 527-3256)\u003c/p>\n\u003cp>Un funcionario del ALRB puede hablarle más sobre cuáles son las normas de seguridad en el trabajo y qué derechos aplican en su situación. Además, pueden explicarle cómo usted puede presentar una denuncia contra su empleador, lo que podría desencadenar una investigación formal de su empleador por parte del ALRB.\u003c/p>\n\u003cp>\u003cstrong>Cal/OSHA\u003c/strong>\u003c/p>\n\u003cp>Cal/OSHA crea y hace cumplir las normas estatales sobre seguridad en el lugar de trabajo, asegurándose de que los empleados no estén expuestos a sustancias químicas peligrosas ni se encuentren en situaciones de riesgo.\u003c/p>\n\u003cp>Si su jefe le obliga a usted o a sus compañeros a hacer algo que no sabe si es seguro o no, puede ponerse en contacto con la agencia llamando al (415) 557-0100 o \u003ca href=\"https://www.dir.ca.gov/dosh/complaint.htm\">visitando la página web de la agencia\u003c/a>.\u003c/p>\n\u003cp>\u003cstrong>Oficina del Comisionado Laboral\u003c/strong>\u003c/p>\n\u003cp>La Oficina del Comisionado Laboral, también conocida como la División de Cumplimiento de Normas Laborales (DLSE por sus siglas en inglés), es la parte del Departamento de Relaciones Industriales de California y se encarga de investigar el robo de salarios y las represalias de los empleadores contra los trabajadores.\u003c/p>\n\u003cp>Si usted cree que su jefe no le paga correctamente por las horas que trabaja o se niega a pagar las horas extra, \u003ca href=\"https://www.dir.ca.gov/dlse/howtoreportviolationtobofe.htm\">éste es el organismo al que debe dirigirse\u003c/a>.\u003c/p>\n\u003ch3>\u003ca id=\"creo\">\u003c/a>Creo que mi jefe ha tomado represalias contra mí por denunciar las condiciones de trabajo. ¿Qué debo hacer?\u003c/h3>\n\u003cp>\u003cstrong>Haga una pausa mientras lo documenta todo.\u003c/strong>\u003c/p>\n\u003cp>Si acaba de perder su empleo o su salario y cree que se debe a represalias, primero dese tiempo para procesar la situación y ordenar sus ideas.\u003c/p>\n\u003cp>“Yo recomendio que escribas todo lo que te pasó, porque con todas esas emociones fuertes que uno tiene en ese momento, es fácil olvidar los detalles importantes”, dijo Ana Salgado, ex trabajadora agrícola e integrante de la junta directiva de North Bay Jobs With Justice (NBJWJ), un grupo de derechos laborales que ayudó a los campesinos que denunciaron a Mauritson Farms.\u003c/p>\n\u003cp>“Cree en ti mismo y en lo que tú sabes que pasó”, añadió.\u003c/p>\n\u003cfigure id=\"attachment_11957508\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-full wp-image-11957508\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally.jpg\" alt=\"Una mujer habla enfrente de una multitud. Muchos en la multitud sostienen letreros y pancartas con lemas de justicia labora.\" width=\"1920\" height=\"1280\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Ana Salgado (centro), ex trabajadora agrícola y miembro de la junta directiva de NBJWJ, habla en una rueda de prensa del lunes, 24 de julio de 2023, en la plaza central de Healdsburg. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>Recopile pruebas anteriores\u003c/strong>\u003c/p>\n\u003cp>Mientras anota sus experiencias, busque también mensajes escritos entre usted y su empleador en los que describen las condiciones de trabajo y la respuesta de su supervisor. Puede tratarse de cartas, correos electrónicos o incluso capturas de pantalla de una conversación por mensaje de texto.\u003c/p>\n\u003cp>Otros detalles importantes que debe buscar: sus recibos o comprobantes de pago si es que hubo un recorte en su salario o las horas que trabajó. Además, tenga fotos de donde trabaja, lo que puede incluir los campos o cualquier otro sitio donde usted labora y ha visto condiciones laborales inseguras, y su vivienda, si esa es proporcionada por su empleador.\u003c/p>\n\u003cp>\u003cstrong>Busque ayuda de los profesionales\u003c/strong>\u003c/p>\n\u003cp>Salgado, activista con NBJWJ, también recomienda buscar la ayuda de una organización de derechos laborales en su zona. Los integrantes del grupo pueden ayudarle a crear una cronología de lo ocurrido, a ponerse en contacto con su empresa si quiere intentar resolver la situación directamente, o incluso prepararle para hablar con funcionarios estatales si decide dar ese paso.\u003c/p>\n\u003cp>En función de sus recursos, como el número de empleados, algunos grupos pueden ofrecer más ayuda que otros. Por eso, si cree que necesitas más orientación y apoyo, considere la posibilidad de acudir a más de una organización.\u003c/p>\n\u003cp>Aquí hay algunas organizaciones en el Área de la Bahía que pueden conectar a los trabajadores agrícolas con ayuda:\u003c/p>\n\u003cul>\n\u003cli>California Rural Legal Assistance: (800) 337-0690\u003c/li>\n\u003cli>Legal Aid at Work: (415) 864-8208\u003c/li>\n\u003cli>North Bay Organizing Project: (707) 843-7858\u003c/li>\n\u003cli>Asian Americans Advancing Justice/Asian Law Caucus: (415) 896-1701\u003c/li>\n\u003cli>Centro Legal de la Raza (Oakland): (510) 437-1554\u003c/li>\n\u003cli>Centro Legal de la Raza (San Francisco): (415) 575-3500\u003c/li>\n\u003c/ul>\n\u003ch3>Quiero presentar una denuncia para que los funcionarios investiguen mi situación. ¿Qué hay que hacer?\u003c/h3>\n\u003cp>Si está dispuesto a denunciar lo ocurrido, el ALRB será el organismo al que deberá dirigirse. Necesitará \u003ca href=\"https://www.alrb.ca.gov/wp-content/uploads/sites/196/2018/05/alrb_form38_en.pdf\">un formulario de Denuncia contra el empleador\u003c/a>, el cual deberá imprimir, rellenar y enviar por correo electrónico o postal, a la oficina local del ALRB más cercana, y si necesita rellenar el formulario en otro idioma que no sea el inglés, también contacte al ALRB.\u003c/p>\n\u003cp>Para los residentes del Área de la Bahía, la oficina indicada se encuentra en Santa Rosa:\u003c/p>\n\u003cul>\n\u003cli>Teléfono: (707) 527-3256\u003c/li>\n\u003cli>Correo electrónico: Póngase en contacto con la directora regional Jessica Arciniega escribiendo a Jessica.Arciniega@alrb.ca.gov\u003c/li>\n\u003cli>Correo postal: 606 Healdsburg Avenue, Santa Rosa, CA 95401\u003c/li>\n\u003c/ul>\n\u003cp>Tenga en cuenta que el ALRB requiere que al menos dos trabajadores se reúnan para presentar una denuncia. Si le pone nervioso este paso, un grupo de derechos laborales puede presentar una denuncia en su nombre, que es lo que ocurrió en el caso de Mauritson Farms.\u003c/p>\n\u003ch3>Por qué debe presentar una denuncia lo antes posible (aunque esté nervioso)\u003c/h3>\n\u003cp>Quienes abogan por los derechos de los campesinos recomiendan que uno denuncie lo que pasó lo más antes posible. De este modo, los funcionarios del estado tienen más tiempo para hablar con los trabajadores e investigar lo ocurrido en los campos.\u003c/p>\n\u003cp>El tiempo es aún más importante cuando los trabajadores agrícolas están en el país con un permiso de trabajo temporal, como la visa H-2A.[aside label='Más en español' tag='kqed-en-espanol']Es comprensible que se sienta muy nervioso a la hora de presentar una denuncia, sobre todo si teme que su empleador o la persona que le consiguió el trabajo le amenace con más represalias. Pero tenga en cuenta que hay un límite de tiempo para denunciar un incidente ante el estado. Sólo tiene seis meses desde el momento en que sufrió represalias (cuando le recortaron horas, o le despidieron o supo que no le volverían a contratar) para presentar una denuncia ante el ALRB.\u003c/p>\n\u003cp>Una vez que ya hayan pasado los seis meses, los funcionarios no pueden iniciar una investigación.\u003c/p>\n\u003cp>¿Y si su jefe, o la persona que le conectó con el empleo, como un reclutador, sigue amenazándole con más represalias si habla con el estado?\u003c/p>\n\u003cp>En este caso, podría ser una buena idea buscar ayuda de un grupo de derechos laborales para protegerse.\u003c/p>\n\u003ch4>Ya que yo haya presentado una denuncia ante el ALRB, ¿qué ocurre?\u003c/h4>\n\u003cp>\u003cstrong>La agencia evalúa su caso\u003c/strong>\u003c/p>\n\u003cp>Los funcionarios decidirán primero si su situación cumple los requisitos para iniciar una investigación.\u003c/p>\n\u003cp>Algunos ejemplos de cuándo el ALRB no podría tomar su caso son: si fue despedido, hace dos años, y cree que su jefe lo hizo para tomar represalias contra usted, ya que esa situación excede el límite de tiempo de seis meses del ALRB, y la agencia no puede iniciar una investigación. O si el incidente tuvo lugar en un rancho ubicado en otro estado, eso también queda fuera de la jurisdicción del ALRB.\u003c/p>\n\u003cfigure id=\"attachment_11956406\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-full wp-image-11956406\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED.jpg\" alt='Una persona con cabello largo y ropa forma; habla frente a otras personas con carteles que dicen \"Los campesinos merecen pago por desastre\". El grupo se encuentra en un parque.' width=\"2000\" height=\"1333\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED.jpg 2000w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Julia Montgomery, abogada principal del ALRB, habla en una rueda de prensa organizada por el grupo de derechos laborales NBJWJ, el lunes, 24 de julio de 2023. Montgomery, junto con otros funcionarios del ALRB, compartieron detalles sobre el acuerdo legal entre su dependencia y el empleador Mauritson Farms, para resolver una denuncia presentada por un grupo de campesinos que previamente trabajaban en los viñedos de Mauritson. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>Se inicia una investigación y su empleador es notificado\u003c/strong>\u003c/p>\n\u003cp>Si el organismo puede aceptar el caso, los funcionarios del ALRB se lo confirmarán. A partir de ese momento, notificarán a su empleador de la acusación y que se iniciará una investigación, explica Julia Montgomery, abogada principal del ALRB.\u003c/p>\n\u003cp>“Un equipo de abogados e investigadores se encargará de la investigación, que puede incluir a los trabajadores implicados en la investigación, otros empleados, supervisores y cualquier otra persona que pueda tener información relevante”, dijo Montgomery. Los investigadores también pueden solicitar documentos y otros registros escritos tanto a los empresarios como a los trabajadores, explicó.\u003c/p>\n\u003cp>Este paso puede tardar meses, o incluso años. Si ya no se encuentra en EE.UU. debido a su situación migratoria, el ALRB seguirá intentando ponerse en contacto con usted. En casos anteriores, los funcionarios de la agencia han localizado a trabajadores agrícolas incluso cuando han viajado de regreso a comunidades rurales remotas en sus países de origen.\u003c/p>\n\u003cp>\u003cstrong>Se toma una decisión sobre la acusación\u003c/strong>\u003c/p>\n\u003cp>Tras la investigación, los funcionarios determinarán si hay pruebas suficientes para confirmar si hubo represalias u otra práctica laboral injusta. Si no hay pruebas suficientes, se desestima la denuncia, o sea que se termina el proceso de investigación.\u003c/p>\n\u003cp>Sin embargo, si las pruebas son suficientes, el director regional del ALRB presentará una denuncia formal contra el empresario.\u003c/p>\n\u003cp>Pero espere, eso no significa que haya ganado su caso todavía — falta aún más.\u003c/p>\n\u003ch3>El ALRB presenta una demanda legal contra un empresario\u003c/h3>\n\u003cp>Se fijará una fecha para una audiencia con un juez, el cual decidirá si el empresario violó la ley.\u003c/p>\n\u003cp>Ambas partes tendrán la oportunidad de defender su caso: su empleador y sus representantes legales, y el ALRB, que argumentará que usted sufrió represalias.\u003c/p>\n\u003cp>Si el juez falla a favor del ALRB y de los empleados implicados, los trabajadores pueden recibir un monto para compensar los salarios perdidos y, potencialmente, incluso volver a ser contratados si perdieron su empleo. Los funcionarios del ALRB se desplazarán al rancho e informarán a los demás empleados del caso. Además, los empresarios podrían enfrentarse a fuertes multas.\u003c/p>\n\u003cp>En cualquier momento del proceso, el ALRB puede llegar a un acuerdo con el empresario. Un acuerdo puede incluir indemnizaciones para los trabajadores afectados o incluso ofertas de empleo.\u003c/p>\n\u003ch3>\u003ca id=\"preocupa\">\u003c/a>Me preocupa mi situación de inmigración si denuncio lo ocurrido en el trabajo. ¿Cuáles son mis opciones?\u003c/h3>\n\u003cp>El 19 de julio, el gobernador Gavin Newsom anunció un \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">programa piloto de 4.5 millones de dólares para proporcionar servicios legales de inmigración gratuitos a los trabajadores agrícolas que están involucrados en investigaciones laborales estatales (enlace sólo en inglés)\u003c/a>.\u003c/p>\n\u003cp>Esto incluiría servicios de revisión de casos, asesoría legal y representación por un abogado a los trabajadores en California que tengan un caso pendiente ya sea con la ALRB, la Oficina del Comisionado Laboral o Cal/OSHA.[aside postID=\"news_11941448\" hero=\"https://ww2.kqed.org/app/uploads/sites/10/2023/02/FARMWORKETS-SHOVELING-DIRT-YELLOW-RAINGEAR.jpg\"]El objetivo de este programa, según los funcionarios, es abordar uno de los temores que impiden a los empleados hablar, el miedo a perder su visado o a no volver a ser contratados, poniéndolos en contacto con expertos en inmigración que podrían ayudarles a encontrar formas de permanecer en este país. Y a principios de este año, \u003ca href=\"https://www.kqed.org/news/11941448/que-es-el-programa-de-accion-diferida-de-la-administracion-biden-para-trabajadores-indocumentados\">el gobierno del presidente Biden presentó una nueva y simplificada iniciativa de “acción diferida”\u003c/a> que permite a los trabajadores solicitar un permiso de trabajo y dos años de protección frente a la deportación si cooperan con una investigación sobre derechos laborales.\u003c/p>\n\u003cp>Para obtener más información sobre el programa piloto y si su caso podría calificar para servicios legales gratuitos del estado, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">contacte la oficina de ALRB más cercana a usted\u003c/a>.\u003c/p>\n\u003chr>\n\u003cp>\u003cem>Este artículo fue traducido por la periodista \u003ca href=\"https://www.kqed.org/author/mpena/\">María Peña\u003c/a> y editado por el periodista \u003ca href=\"https://www.kqed.org/author/ccabreralomeli\">Carlos Cabrera-Lomelí\u003c/a>.\u003c/em>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"En California, es ilegal que un patrón castigue o corra a un campesino por pedir mejoras laborales. Le explicamos sus derechos, los cuales aplican a todos, incluso a los inmigrantes indocumentados.","status":"publish","parent":0,"modified":1694534755,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":70,"wordCount":3703},"headData":{"title":"¿Trabaja en los campos de California? Qué hacer si su patrón toma represalias contra usted | KQED","description":"En California, es ilegal que un patrón castigue o corra a un campesino por pedir mejoras laborales. Le explicamos sus derechos, los cuales aplican a todos, incluso a los inmigrantes indocumentados.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"source":"KQED en Español","sourceUrl":"https://www.kqed.org/kqedenespanol","audioUrl":"https://traffic.omny.fm/d/clips/0af137ef-751e-4b19-a055-aaef00d2d578/ffca7e9f-6831-41c5-bcaf-aaef00f5a073/4479236b-6b94-45b8-aea6-b05301139438/audio.mp3","excludeFromSiteSearch":"Include","articleAge":"0","path":"/news/11960536/trabaja-en-los-campos-de-california-que-hacer-si-sufre-represalias","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.kqed.org/news/11958506/guide-unsafe-working-conditions-employer-retaliation-and-worker-protections\">\u003cem>Read in English\u003c/em>\u003c/a>\u003c/p>\n\u003cp>21 trabajadores agrícolas inmigrantes \u003ca href=\"https://www.kqed.org/news/11957505/campesinos-denunciaron-a-un-vinedo-por-abusos-laborales-y-ganaron\">recibirán colectivamente 328 mil 077 dólares de su antiguo empleador, Mauritson Farms\u003c/a>, una empresa de viñedos del condado de Sonoma, después de que el productor llegó a un acuerdo con los reguladores laborales estatales este verano.\u003c/p>\n\u003cp>Funcionarios de la Junta de Relaciones Laborales Agrícolas de California (ALRB, por sus siglas en inglés) anunciaron en julio que su investigación había determinado que Mauritson Farms tomó represalias contra los trabajadores, quienes se encontraban en Estados Unidos con una visa H-2A.\u003c/p>\n\u003cp>Después de haber pedido mejoras laborales en los campos de Mauritson Farms, los campesinos no recibieron una oferta de empleo para la siguiente temporada de cultivo. El acuerdo de 328 mil 077 dólares que beneficiará a los 21 trabajadores representa lo que los trabajadores perdieron en ingresos por haber sido excluidos de la temporada de 2022, según los cálculos del ALRB.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"postid":"news_11957505","hero":"https://ww2.kqed.org/app/uploads/sites/10/2023/08/farmworker-lady-and-supporters.jpg","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>“Cuando recibí la noticia, agradecí a Dios que se ganó porque no fue nada fácil. Teníamos mucho miedo de hablar. Fue un proceso complicado, pero hay que quitarse ese miedo”, dijo Martín Sandoval Rivera, uno de los trabajadores que denunció las condiciones en Mauritson Farms. Actualmente se encuentra en el estado de Oaxaca, México, manejando varios trabajos para poder mantener a su familia.\u003c/p>\n\u003cp>Desgraciadamente, es algo común en la industria agrícola ver casos donde los patrones toman represalias contra trabajadores que alzan la voz. En la industria agrícola muchos trabajadores son castigados por su jefe, o por la persona que les dio empleo, después de solicitar un lugar de trabajo mejor o más seguro.\u003c/p>\n\u003cp>\u003cstrong>Al hacer clic en una de estas preguntas, tendrá más información específica:\u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003ca href=\"#considera\">\u003cstrong>¿Cuándo es que un lugar de trabajo se vuelve “inseguro” para los campesinos?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#represalias\">\u003cstrong>¿Qué son las represalias por parte de un empresario?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#siguen\">\u003cstrong>¿Estas protecciones también benefician a los trabajadores indocumentados?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#organismos\">\u003cstrong>¿Qué organismos hacen cumplir las leyes laborales en California?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#creo\">\u003cstrong>Creo que mi empleador ha tomado represalias contra mí por denunciar las condiciones de trabajo. ¿Qué debo hacer?\u003c/strong>\u003c/a>\u003c/li>\n\u003cli>\u003ca href=\"#preocupa\">\u003cstrong>Me preocupa mi situación migratoria si denuncio algo que pasó en el trabajo. ¿Cuáles son mis opciones?\u003c/strong>\u003c/a>\u003c/li>\n\u003c/ul>\n\u003cp>En California es ilegal que un empresario tome represalias contra un empleado, independientemente de su situación en materia de inmigración o documentación. Pero eso no impide que algunos cultivadores castiguen a los trabajadores que denuncian.\u003c/p>\n\u003cp>Cuando trabaja en el campo, aunque esté en Estados Unidos sin papeles, su empleador tiene que respetar sus derechos, por eso hemos creado esta guía para informar a los trabajadores agrícolas sobre sus derechos y qué hacer si su empleador no los respeta.\u003cbr>\n\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch3>\u003ca id=\"considera\">\u003c/a>¿Cuándo es que un lugar de trabajo se vuelve inseguro?\u003c/h3>\n\u003cp>California cuenta con una \u003ca href=\"https://www.dir.ca.gov/dosh/dosh_publications/ag-field-operations.pdf\">larga lista de normas que definen lo que es un lugar de trabajo seguro en la agricultura\u003c/a>. Esta lista cubre temas como la seguridad de los trabajadores durante los incendios forestales, el manejo de maquinaria agrícola, e incluso en el caso de las lecherías e instalaciones de grano, cómo prevenir accidentes en espacios confinados.\u003c/p>\n\u003cp>Sin importar la temperatura, \u003ca href=\"https://www.kqed.org/news/11955907/derechos-laborales-ola-de-calor\">los empresarios deben siempre proveer a los campesinos suficiente agua potable cerca de donde están trabajando.\u003c/a> Cada empleado debe tener acceso al menos a un litro de agua cada hora, e incluso si la gente trae sus propias botellas de agua, los empleadores deben tener suficiente agua disponible en el lugar.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"postid":"news_11955907","hero":"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS50596_019_SanFrancisco_HeatWaveImpacts_08062021-qut-1020x680-1.jpg","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Cuando las temperaturas superan los 80 grados Fahrenheit (equivalente a 27 centígrados), los empresarios también deben proporcionar una zona con sombra suficiente para acomodar a todos los trabajadores en la propiedad. En los días en que la temperatura supere los 95 grados Fahrenheit (equivalente a 35 centígrados), los supervisores deben monitorear el bienestar de los trabajadores a lo largo del día y asegurarse de que tomen descansos de al menos 10 minutos cada 2 horas para evitar la insolación. No basta con “ofrecer” estas pausas.\u003c/p>\n\u003cp>Es importante recalcar que estas normas de seguridad contra el calor se aplican a los trabajadores de todas las industrias, no sólo del sector agrícola.\u003c/p>\n\u003ch3>\u003ca id=\"represalias\">\u003c/a>¿Qué son las represalias por parte de un empresario?\u003c/h3>\n\u003cp>En California, se entiende por represalia cuando un empresario despide, castiga o recorta el salario o el horario de un trabajador porque éste ha intentado mejorar sus condiciones laborales. Esto incluye los \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">casos de cultivadores que se niegan a volver a contratar a trabajadores de temporada para la próxima cosecha después de que hayan denunciado su situación\u003c/a>.\u003c/p>\n\u003cp>Pedirle a su jefe que mejore las condiciones de trabajo no tiene que ser algo grande como organizar una huelga o una marcha. También puede ser el:\u003c/p>\n\u003cul>\n\u003cli>Pedir más agua y sombra para los días de mucho calor.\u003c/li>\n\u003cli>Pedir el equipo necesario para trabajar con seguridad en el campo.\u003c/li>\n\u003cli>Señalar que le falta parte de su salario.\u003c/li>\n\u003c/ul>\n\u003cp>Si hay una ley que tenga que ver con su seguridad, sus derechos laborales o su salario, y su empleador no la está cumpliendo, debe poder hablar de ello con libertad y seguridad con su jefe.\u003c/p>\n\u003ch3>\u003ca id=\"siguen\">\u003c/a>¿Estas protecciones aplican incluso si uno no tiene papeles?\u003c/h3>\n\u003cp>Sí. Las normas de seguridad de California benefician a todos los trabajadores, sin importar su estatus migratorio. Su empleador no puede usar su situación migratoria como razón para excluir a usted o sus colegas de las protecciones de seguridad.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘Nuestra oficina no pregunta por su estatus migratorio, si usted cree que podría traerle problemas.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Jessica Arciniega, directora regional del ALRB","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Además, los trabajadores indocumentados pueden pedir ayuda a las dependencias estatales que hacen cumplir las leyes laborales; es decir, ser indocumentado no les impide solicitar (y obtener) esta ayuda del estado de California.\u003c/p>\n\u003cp>“Nuestra oficina no pregunta por su estatus migratorio, si usted cree que podría traerle problemas”, confirma Jessica Arciniega, directora regional del ALRB, que investiga posibles abusos laborales en el sector agrícola.\u003c/p>\n\u003ch3>¿Y si no tengo un contrato formal para trabajar, siguen aplicándose estas protecciones?\u003c/h3>\n\u003cp>Si trabaja para un particular o una empresa sin un contrato de trabajo formal, los expertos en derechos laborales afirman que estas protecciones siguen siendo aplicables en su caso, siempre y cuando pueda demostrar que, como trabajador, ha proporcionado mano de obra a cambio de una remuneración, o sea un pago.\u003c/p>\n\u003cp>En algunos casos, esa prueba puede incluir una comunicación escrita entre el trabajador y el empresario, como un correo electrónico o un mensaje de texto, que confirme que se ha producido un intercambio de servicios a cambio de dinero.\u003c/p>\n\u003ch3>\u003ca id=\"organismos\">\u003c/a>¿Qué organismos hacen cumplir las normas laborales en California?\u003c/h3>\n\u003cp>Existen tres dependencias estatales que investigan las infracciones laborales y tienen autoridad para sancionar a los malos empleadores. Las tres agencias pueden investigar casos en la industria agrícola.\u003c/p>\n\u003cp>\u003cstrong>La Junta de Relaciones Laborales Agrícolas\u003c/strong>\u003c/p>\n\u003cp>El ALRB fue creado en 1975 después de que el entonces gobernador Jerry Brown firmara la Ley de Relaciones Laborales Agrícolas de California en 1975. Esta legislación también define lo que es una violación de derechos laborales, lo que incluye represalias, despedir o recortar el salario de los empleados que piden mejores condiciones de trabajo.\u003c/p>\n\u003cp>“A quienes creen que sus derechos laborales no fueron respetados, yo recomendaría que llamen a nuestra oficina”, dijo Arciniega del ALRB. “Nuestro personal no sólo es bilingüe, sino que también entiende bien la cultura. Muchos de ellos, sus familias o generaciones pasadas han trabajado en la agricultura o actualmente son trabajadores agrícolas.”\u003c/p>\n\u003cp>Puede ponerse en contacto directamente con el ALRB llamando al 1-800-449-3699 o \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">dirigirse a sus oficinas regionales situadas en Indio, Oxnard, Salinas, Santa Rosa, o Visalia\u003c/a>. Los trabajadores del Área de la Bahía deben ponerse en contacto con la oficina de Santa Rosa (el teléfono para esa oficina es: (707) 527-3256)\u003c/p>\n\u003cp>Un funcionario del ALRB puede hablarle más sobre cuáles son las normas de seguridad en el trabajo y qué derechos aplican en su situación. Además, pueden explicarle cómo usted puede presentar una denuncia contra su empleador, lo que podría desencadenar una investigación formal de su empleador por parte del ALRB.\u003c/p>\n\u003cp>\u003cstrong>Cal/OSHA\u003c/strong>\u003c/p>\n\u003cp>Cal/OSHA crea y hace cumplir las normas estatales sobre seguridad en el lugar de trabajo, asegurándose de que los empleados no estén expuestos a sustancias químicas peligrosas ni se encuentren en situaciones de riesgo.\u003c/p>\n\u003cp>Si su jefe le obliga a usted o a sus compañeros a hacer algo que no sabe si es seguro o no, puede ponerse en contacto con la agencia llamando al (415) 557-0100 o \u003ca href=\"https://www.dir.ca.gov/dosh/complaint.htm\">visitando la página web de la agencia\u003c/a>.\u003c/p>\n\u003cp>\u003cstrong>Oficina del Comisionado Laboral\u003c/strong>\u003c/p>\n\u003cp>La Oficina del Comisionado Laboral, también conocida como la División de Cumplimiento de Normas Laborales (DLSE por sus siglas en inglés), es la parte del Departamento de Relaciones Industriales de California y se encarga de investigar el robo de salarios y las represalias de los empleadores contra los trabajadores.\u003c/p>\n\u003cp>Si usted cree que su jefe no le paga correctamente por las horas que trabaja o se niega a pagar las horas extra, \u003ca href=\"https://www.dir.ca.gov/dlse/howtoreportviolationtobofe.htm\">éste es el organismo al que debe dirigirse\u003c/a>.\u003c/p>\n\u003ch3>\u003ca id=\"creo\">\u003c/a>Creo que mi jefe ha tomado represalias contra mí por denunciar las condiciones de trabajo. ¿Qué debo hacer?\u003c/h3>\n\u003cp>\u003cstrong>Haga una pausa mientras lo documenta todo.\u003c/strong>\u003c/p>\n\u003cp>Si acaba de perder su empleo o su salario y cree que se debe a represalias, primero dese tiempo para procesar la situación y ordenar sus ideas.\u003c/p>\n\u003cp>“Yo recomendio que escribas todo lo que te pasó, porque con todas esas emociones fuertes que uno tiene en ese momento, es fácil olvidar los detalles importantes”, dijo Ana Salgado, ex trabajadora agrícola e integrante de la junta directiva de North Bay Jobs With Justice (NBJWJ), un grupo de derechos laborales que ayudó a los campesinos que denunciaron a Mauritson Farms.\u003c/p>\n\u003cp>“Cree en ti mismo y en lo que tú sabes que pasó”, añadió.\u003c/p>\n\u003cfigure id=\"attachment_11957508\" class=\"wp-caption aligncenter\" style=\"max-width: 1920px\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-full wp-image-11957508\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally.jpg\" alt=\"Una mujer habla enfrente de una multitud. Muchos en la multitud sostienen letreros y pancartas con lemas de justicia labora.\" width=\"1920\" height=\"1280\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally.jpg 1920w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/healdsburg-plaza-farm-workers-rally-1536x1024.jpg 1536w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003cfigcaption class=\"wp-caption-text\">Ana Salgado (centro), ex trabajadora agrícola y miembro de la junta directiva de NBJWJ, habla en una rueda de prensa del lunes, 24 de julio de 2023, en la plaza central de Healdsburg. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>Recopile pruebas anteriores\u003c/strong>\u003c/p>\n\u003cp>Mientras anota sus experiencias, busque también mensajes escritos entre usted y su empleador en los que describen las condiciones de trabajo y la respuesta de su supervisor. Puede tratarse de cartas, correos electrónicos o incluso capturas de pantalla de una conversación por mensaje de texto.\u003c/p>\n\u003cp>Otros detalles importantes que debe buscar: sus recibos o comprobantes de pago si es que hubo un recorte en su salario o las horas que trabajó. Además, tenga fotos de donde trabaja, lo que puede incluir los campos o cualquier otro sitio donde usted labora y ha visto condiciones laborales inseguras, y su vivienda, si esa es proporcionada por su empleador.\u003c/p>\n\u003cp>\u003cstrong>Busque ayuda de los profesionales\u003c/strong>\u003c/p>\n\u003cp>Salgado, activista con NBJWJ, también recomienda buscar la ayuda de una organización de derechos laborales en su zona. Los integrantes del grupo pueden ayudarle a crear una cronología de lo ocurrido, a ponerse en contacto con su empresa si quiere intentar resolver la situación directamente, o incluso prepararle para hablar con funcionarios estatales si decide dar ese paso.\u003c/p>\n\u003cp>En función de sus recursos, como el número de empleados, algunos grupos pueden ofrecer más ayuda que otros. Por eso, si cree que necesitas más orientación y apoyo, considere la posibilidad de acudir a más de una organización.\u003c/p>\n\u003cp>Aquí hay algunas organizaciones en el Área de la Bahía que pueden conectar a los trabajadores agrícolas con ayuda:\u003c/p>\n\u003cul>\n\u003cli>California Rural Legal Assistance: (800) 337-0690\u003c/li>\n\u003cli>Legal Aid at Work: (415) 864-8208\u003c/li>\n\u003cli>North Bay Organizing Project: (707) 843-7858\u003c/li>\n\u003cli>Asian Americans Advancing Justice/Asian Law Caucus: (415) 896-1701\u003c/li>\n\u003cli>Centro Legal de la Raza (Oakland): (510) 437-1554\u003c/li>\n\u003cli>Centro Legal de la Raza (San Francisco): (415) 575-3500\u003c/li>\n\u003c/ul>\n\u003ch3>Quiero presentar una denuncia para que los funcionarios investiguen mi situación. ¿Qué hay que hacer?\u003c/h3>\n\u003cp>Si está dispuesto a denunciar lo ocurrido, el ALRB será el organismo al que deberá dirigirse. Necesitará \u003ca href=\"https://www.alrb.ca.gov/wp-content/uploads/sites/196/2018/05/alrb_form38_en.pdf\">un formulario de Denuncia contra el empleador\u003c/a>, el cual deberá imprimir, rellenar y enviar por correo electrónico o postal, a la oficina local del ALRB más cercana, y si necesita rellenar el formulario en otro idioma que no sea el inglés, también contacte al ALRB.\u003c/p>\n\u003cp>Para los residentes del Área de la Bahía, la oficina indicada se encuentra en Santa Rosa:\u003c/p>\n\u003cul>\n\u003cli>Teléfono: (707) 527-3256\u003c/li>\n\u003cli>Correo electrónico: Póngase en contacto con la directora regional Jessica Arciniega escribiendo a Jessica.Arciniega@alrb.ca.gov\u003c/li>\n\u003cli>Correo postal: 606 Healdsburg Avenue, Santa Rosa, CA 95401\u003c/li>\n\u003c/ul>\n\u003cp>Tenga en cuenta que el ALRB requiere que al menos dos trabajadores se reúnan para presentar una denuncia. Si le pone nervioso este paso, un grupo de derechos laborales puede presentar una denuncia en su nombre, que es lo que ocurrió en el caso de Mauritson Farms.\u003c/p>\n\u003ch3>Por qué debe presentar una denuncia lo antes posible (aunque esté nervioso)\u003c/h3>\n\u003cp>Quienes abogan por los derechos de los campesinos recomiendan que uno denuncie lo que pasó lo más antes posible. De este modo, los funcionarios del estado tienen más tiempo para hablar con los trabajadores e investigar lo ocurrido en los campos.\u003c/p>\n\u003cp>El tiempo es aún más importante cuando los trabajadores agrícolas están en el país con un permiso de trabajo temporal, como la visa H-2A.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"label":"Más en español ","tag":"kqed-en-espanol"},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Es comprensible que se sienta muy nervioso a la hora de presentar una denuncia, sobre todo si teme que su empleador o la persona que le consiguió el trabajo le amenace con más represalias. Pero tenga en cuenta que hay un límite de tiempo para denunciar un incidente ante el estado. Sólo tiene seis meses desde el momento en que sufrió represalias (cuando le recortaron horas, o le despidieron o supo que no le volverían a contratar) para presentar una denuncia ante el ALRB.\u003c/p>\n\u003cp>Una vez que ya hayan pasado los seis meses, los funcionarios no pueden iniciar una investigación.\u003c/p>\n\u003cp>¿Y si su jefe, o la persona que le conectó con el empleo, como un reclutador, sigue amenazándole con más represalias si habla con el estado?\u003c/p>\n\u003cp>En este caso, podría ser una buena idea buscar ayuda de un grupo de derechos laborales para protegerse.\u003c/p>\n\u003ch4>Ya que yo haya presentado una denuncia ante el ALRB, ¿qué ocurre?\u003c/h4>\n\u003cp>\u003cstrong>La agencia evalúa su caso\u003c/strong>\u003c/p>\n\u003cp>Los funcionarios decidirán primero si su situación cumple los requisitos para iniciar una investigación.\u003c/p>\n\u003cp>Algunos ejemplos de cuándo el ALRB no podría tomar su caso son: si fue despedido, hace dos años, y cree que su jefe lo hizo para tomar represalias contra usted, ya que esa situación excede el límite de tiempo de seis meses del ALRB, y la agencia no puede iniciar una investigación. O si el incidente tuvo lugar en un rancho ubicado en otro estado, eso también queda fuera de la jurisdicción del ALRB.\u003c/p>\n\u003cfigure id=\"attachment_11956406\" class=\"wp-caption aligncenter\" style=\"max-width: 2000px\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-full wp-image-11956406\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED.jpg\" alt='Una persona con cabello largo y ropa forma; habla frente a otras personas con carteles que dicen \"Los campesinos merecen pago por desastre\". El grupo se encuentra en un parque.' width=\"2000\" height=\"1333\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED.jpg 2000w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/07/RS67225_20230724-NBJWJPresser-05-JY-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Julia Montgomery, abogada principal del ALRB, habla en una rueda de prensa organizada por el grupo de derechos laborales NBJWJ, el lunes, 24 de julio de 2023. Montgomery, junto con otros funcionarios del ALRB, compartieron detalles sobre el acuerdo legal entre su dependencia y el empleador Mauritson Farms, para resolver una denuncia presentada por un grupo de campesinos que previamente trabajaban en los viñedos de Mauritson. \u003ccite>(Juliana Yamada/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>\u003cstrong>Se inicia una investigación y su empleador es notificado\u003c/strong>\u003c/p>\n\u003cp>Si el organismo puede aceptar el caso, los funcionarios del ALRB se lo confirmarán. A partir de ese momento, notificarán a su empleador de la acusación y que se iniciará una investigación, explica Julia Montgomery, abogada principal del ALRB.\u003c/p>\n\u003cp>“Un equipo de abogados e investigadores se encargará de la investigación, que puede incluir a los trabajadores implicados en la investigación, otros empleados, supervisores y cualquier otra persona que pueda tener información relevante”, dijo Montgomery. Los investigadores también pueden solicitar documentos y otros registros escritos tanto a los empresarios como a los trabajadores, explicó.\u003c/p>\n\u003cp>Este paso puede tardar meses, o incluso años. Si ya no se encuentra en EE.UU. debido a su situación migratoria, el ALRB seguirá intentando ponerse en contacto con usted. En casos anteriores, los funcionarios de la agencia han localizado a trabajadores agrícolas incluso cuando han viajado de regreso a comunidades rurales remotas en sus países de origen.\u003c/p>\n\u003cp>\u003cstrong>Se toma una decisión sobre la acusación\u003c/strong>\u003c/p>\n\u003cp>Tras la investigación, los funcionarios determinarán si hay pruebas suficientes para confirmar si hubo represalias u otra práctica laboral injusta. Si no hay pruebas suficientes, se desestima la denuncia, o sea que se termina el proceso de investigación.\u003c/p>\n\u003cp>Sin embargo, si las pruebas son suficientes, el director regional del ALRB presentará una denuncia formal contra el empresario.\u003c/p>\n\u003cp>Pero espere, eso no significa que haya ganado su caso todavía — falta aún más.\u003c/p>\n\u003ch3>El ALRB presenta una demanda legal contra un empresario\u003c/h3>\n\u003cp>Se fijará una fecha para una audiencia con un juez, el cual decidirá si el empresario violó la ley.\u003c/p>\n\u003cp>Ambas partes tendrán la oportunidad de defender su caso: su empleador y sus representantes legales, y el ALRB, que argumentará que usted sufrió represalias.\u003c/p>\n\u003cp>Si el juez falla a favor del ALRB y de los empleados implicados, los trabajadores pueden recibir un monto para compensar los salarios perdidos y, potencialmente, incluso volver a ser contratados si perdieron su empleo. Los funcionarios del ALRB se desplazarán al rancho e informarán a los demás empleados del caso. Además, los empresarios podrían enfrentarse a fuertes multas.\u003c/p>\n\u003cp>En cualquier momento del proceso, el ALRB puede llegar a un acuerdo con el empresario. Un acuerdo puede incluir indemnizaciones para los trabajadores afectados o incluso ofertas de empleo.\u003c/p>\n\u003ch3>\u003ca id=\"preocupa\">\u003c/a>Me preocupa mi situación de inmigración si denuncio lo ocurrido en el trabajo. ¿Cuáles son mis opciones?\u003c/h3>\n\u003cp>El 19 de julio, el gobernador Gavin Newsom anunció un \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">programa piloto de 4.5 millones de dólares para proporcionar servicios legales de inmigración gratuitos a los trabajadores agrícolas que están involucrados en investigaciones laborales estatales (enlace sólo en inglés)\u003c/a>.\u003c/p>\n\u003cp>Esto incluiría servicios de revisión de casos, asesoría legal y representación por un abogado a los trabajadores en California que tengan un caso pendiente ya sea con la ALRB, la Oficina del Comisionado Laboral o Cal/OSHA.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"postid":"news_11941448","hero":"https://ww2.kqed.org/app/uploads/sites/10/2023/02/FARMWORKETS-SHOVELING-DIRT-YELLOW-RAINGEAR.jpg","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>El objetivo de este programa, según los funcionarios, es abordar uno de los temores que impiden a los empleados hablar, el miedo a perder su visado o a no volver a ser contratados, poniéndolos en contacto con expertos en inmigración que podrían ayudarles a encontrar formas de permanecer en este país. Y a principios de este año, \u003ca href=\"https://www.kqed.org/news/11941448/que-es-el-programa-de-accion-diferida-de-la-administracion-biden-para-trabajadores-indocumentados\">el gobierno del presidente Biden presentó una nueva y simplificada iniciativa de “acción diferida”\u003c/a> que permite a los trabajadores solicitar un permiso de trabajo y dos años de protección frente a la deportación si cooperan con una investigación sobre derechos laborales.\u003c/p>\n\u003cp>Para obtener más información sobre el programa piloto y si su caso podría calificar para servicios legales gratuitos del estado, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">contacte la oficina de ALRB más cercana a usted\u003c/a>.\u003c/p>\n\u003chr>\n\u003cp>\u003cem>Este artículo fue traducido por la periodista \u003ca href=\"https://www.kqed.org/author/mpena/\">María Peña\u003c/a> y editado por el periodista \u003ca href=\"https://www.kqed.org/author/ccabreralomeli\">Carlos Cabrera-Lomelí\u003c/a>.\u003c/em>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11960536/trabaja-en-los-campos-de-california-que-hacer-si-sufre-represalias","authors":["11708"],"categories":["news_1169","news_28523"],"tags":["news_31272","news_32707","news_6145","news_31321","news_28586","news_29423","news_30152","news_17708","news_20202","news_28535","news_28790","news_28640","news_27775","news_28444","news_19904","news_33039","news_29865","news_31268","news_31269","news_244"],"featImg":"news_11960537","label":"source_news_11960536"},"news_11960004":{"type":"posts","id":"news_11960004","meta":{"index":"posts_1591205157","site":"news","id":"11960004","score":null,"sort":[1693945013000]},"guestAuthors":[],"slug":"californias-workplace-violence-protection-bill-clears-key-hurdle","title":"California's Workplace Violence Protection Bill Clears Key Hurdle","publishDate":1693945013,"format":"standard","headTitle":"California’s Workplace Violence Protection Bill Clears Key Hurdle | KQED","labelTerm":{"site":"news"},"content":"\u003cp>A California bill that aims to help protect most workers from violence at their job sites has cleared a key hurdle in the Legislature, and heads now for a full vote in the Assembly.\u003c/p>\n\u003cp>Under \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240SB553\">SB 553\u003c/a>, employers in all kinds of industries would be required to implement a workplace violence prevention plan developed together with their employees. Similar protections have been in place for healthcare workers \u003ca href=\"https://www.dir.ca.gov/dosh/WPVPIHC_FAQs.html\">since 2017\u003c/a>.\u003c/p>\n\u003cp>Democratic lawmakers in the Appropriations Committee \u003ca href=\"https://sd15.senate.ca.gov/news/senator-corteses-statement-assembly-appropriations-committee-passage-sb-553-preventing\">advanced\u003c/a> the measure last week, after amendments included exemptions for very small businesses. The California Chamber of Commerce, which lobbied for the changes, \u003ca href=\"https://acrobat.adobe.com/link/track?uri=urn:aaid:scds:US:9dbe5ed4-aecd-47ab-8628-e76f0ad94e09\">withdrew its opposition\u003c/a> today.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Aggressive or violent behavior at work sites has increasingly become a serious concern, especially in industries such as retail, which has suffered a spike in \u003ca href=\"https://www.nytimes.com/2022/06/28/business/retail-workers-assaults.html\">reported assaults\u003c/a>, particularly at grocery and convenience stores.\u003c/p>\n\u003cp>One of the \u003ca href=\"https://www.dir.ca.gov/dosh/CFOI/CFOI_2021/cfoi2021-A-9.pdf\">57 Californians who died (PDF)\u003c/a> from work-related violence in 2021 was Miguel Nuñez Peñaloza, a clerk at a Rite Aid in Los Angeles. The 36-year-old was fatally shot after confronting a shoplifter at the store.\u003c/p>\n\u003cp>“What happened to him was tragic. It still makes me cry,” said Juana Rodriguez, 70, who remembered her coworker of several years as kind and respectful. “I’m afraid that something like that could happen again.”[pullquote align=\"right\" size=\"medium\" citation=\"State Sen. Dave Cortese (D-San José)\"]‘That’s not a good thing when you have violence spiking up and people losing their lives. Rules should be put in place as soon as possible.’[/pullquote]Her employer installed a better security camera system and a guard for all shifts after the fatality, Rodriguez said. But she worries about the fact that shoplifting has become more frequent.\u003c/p>\n\u003cp>SB 553 would help improve safety by pushing more employers to communicate at least annually with workers about how to minimize hazards, as well as keep a log of violent incidents, she said.\u003c/p>\n\u003cp>“Employers would really know what we are facing each day,” said Rodriguez, a member of the United Food & Commercial Workers, which sponsored the bill. “We are the ones that are frontline at the store, risking our lives.”\u003c/p>\n\u003ch2>Addressing opposition concerns\u003c/h2>\n\u003cp>The California Chamber of Commerce, representing a long list of business groups including the California Retailers Association and the California Grocers Association, initially fought the measure. The Chamber argued, in part, that the bill would be infeasible for small employers, and create considerable costs for all other businesses.\u003c/p>\n\u003cp>But after changes announced last week that exempt potentially hundreds of thousands of workplaces with fewer than 10 employees that are not accessible to the public, the Chamber of Commerce \u003ca href=\"https://acrobat.adobe.com/link/track?uri=urn:aaid:scds:US:9dbe5ed4-aecd-47ab-8628-e76f0ad94e09\">changed its position (PDF)\u003c/a> to “neutral,” meaning it won’t actively oppose the measure.[aside label=\"Related Stories\" postID=\"news_11939361,news_11875404,news_11950765\"]Robert Moutrie, a policy advocate with the Chamber of Commerce, cautioned that some business groups might still fight it because of expected costs.\u003c/p>\n\u003cp>“There’s no one in our coalition who in any way thinks that workplace violence is not a terrible thing,” said Moutrie. “But the issue has been how do we make sure that the requirements we’re putting on businesses and public entities are feasible to do and realistic and really solve the problems? And that has been our back-and-forth\u003cem>.\u003c/em>”\u003c/p>\n\u003cp>Law enforcement agencies, the Department of Corrections and Rehabilitation, and locations chosen by employees to work remotely would also be excluded from the bill, which would go into effect in July 2024.\u003c/p>\n\u003cp>State occupational safety and health regulators have been crafting a standard that would apply to industries outside healthcare. But that \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/Workplace-Violence-in-General-Industry/\">rulemaking process\u003c/a> by Cal/OSHA, delayed during the COVID-19 pandemic, has been under way for six years and is nowhere near completion.\u003c/p>\n\u003cp>“That’s not a good thing when you have violence spiking up and people losing their lives,” said state Sen. Dave Cortese (D-San José), who authored SB 553. “Rules should be put in place as soon as possible.”\u003c/p>\n\u003cp>In a statement, a Cal/OSHA spokesperson said the agency continues to work on its proposed regulations, and does not comment on pending legislation. But Sen. Cortese said his office has been working “closely” with Cal/OSHA to shape the measure.\u003c/p>\n\u003cp>Currently, there are no specific nationwide standards to address workplace violence, though employers are supposed to provide a work environment that’s “\u003ca href=\"https://www.osha.gov/workplace-violence/enforcement\">free from recognized hazards\u003c/a>,” according to federal OSHA.\u003c/p>\n\u003cp>If SB 553 is approved by the legislature and signed by the governor, California would become the first in the nation to enact such requirements, said workers’ rights advocates.\u003c/p>\n\u003ch2>Response to a mass shooting\u003c/h2>\n\u003cp>Cortese, who chairs the Senate Labor, Public Employment and Retirement Committee, said he felt compelled to address the issue after the \u003ca href=\"https://www.kqed.org/news/11875404/official-multiple-people-killed-in-shooting-at-san-jose-vta-railyard\">mass shooting\u003c/a> at the Valley Transportation Authority rail yard in San José in 2021, which remains the deadliest on record in the San Francisco Bay Area.[pullquote align=\"right\" size=\"medium\" citation=\" Rachel Cohen Zepeda, psychiatric nurse\"]‘We knew we weren’t safe. People were getting beat down, like, head smashed onto the floor, chased, battered, patients would attack other patients.’[/pullquote]Cortese recalled learning from first responders that they couldn’t immediately enter the building, where the shooter was still active, because they didn’t have an access key card. Cortese was also taken aback by the story of one of the victims who helped coworkers escape through a window onto a roof before he was killed.\u003c/p>\n\u003cp>“Had there been a plan in place that everyone understood, that this is how you get out of the second floor if there’s an intruder or an emergency that closes off access the other way … it could have saved lives,” said Cortese.\u003c/p>\n\u003cp>According to the latest figures by federal regulators, workplace violence is the third leading cause of fatal occupational injuries in the U.S., killing \u003ca href=\"https://www.bls.gov/news.release/cfoi.nr0.htm\">761 workers in 2021\u003c/a>. However, mass shootings make up a \u003ca href=\"https://www.kqed.org/news/11939361/im-afraid-half-moon-bay-shootings-may-have-been-extreme-case-of-workplace-violence\">small fraction\u003c/a> of workplace homicide incidents, according to occupational safety experts.\u003c/p>\n\u003cp>About 1.3 million nonfatal work-related victimizations such as assaults and robberies occurred in the U.S. on average each year between 2015 and 2019, according to \u003ca href=\"https://bjs.ojp.gov/press-release/federal-agencies-release-joint-study-workplace-violence\">a study\u003c/a> by the Bureau of Justice Statistics and other federal agencies. Exchanging money with the public and working with volatile or unstable people such as in healthcare settings, are some of the most likely risk factors.\u003c/p>\n\u003ch2>Why healthcare led the way in California\u003c/h2>\n\u003cp>Before healthcare employers in the state were required to take steps to prevent violence, psychiatric nurse Rachel Cohen Zepeda said she witnessed terrible assaults on coworkers at different hospitals in the Bay Area, often by patients.\u003c/p>\n\u003cfigure id=\"attachment_11959649\" class=\"wp-caption alignright\" style=\"max-width: 2000px\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-full wp-image-11959649\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED.jpg\" alt=\"A person wearing a sport coat and sitting at a large round table speaks into a microphone.\" width=\"2000\" height=\"1333\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED.jpg 2000w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Dave Cortese, then a District 15 State Senate candidate, speaks during a forum at the Campbell City Hall on Feb. 19, 2020. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“We knew we weren’t safe. People were getting beat down, like, head smashed onto the floor, chased, battered, patients would attack other patients,” she said.\u003c/p>\n\u003cp>But the rules have given nurses like her a seat at the table to push for safety improvements, said Cohen Zepeda.\u003c/p>\n\u003cp>A guard is now available in the building to immediately respond to incidents, and nurses are regularly trained on how to prevent violence and, if necessary, get out of choke holds. The panic buttons work, she said.\u003c/p>\n\u003cp>“You need laws in place that force employers to acknowledge the situation and try to do something about it,” said Cohen Zepeda, who is part of a workplace violence prevention committee at UCSF.\u003c/p>\n\u003cp>“I don’t think everything is fixed already. It’s a work in progress,” she added. “But it’s a complete change of culture from ‘You are a nurse, you are a human punching bag, what do you expect?’ to ‘Oh, this is not acceptable.’”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"The California Chamber of Commerce withdrew its opposition to SB 553, which would expand requirements for employers to take steps to prevent violent incidents.","status":"publish","parent":0,"modified":1693945982,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":29,"wordCount":1352},"headData":{"title":"California's Workplace Violence Protection Bill Clears Key Hurdle | KQED","description":"The California Chamber of Commerce withdrew its opposition to SB 553, which would expand requirements for employers to take steps to prevent violent incidents.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"audioUrl":"https://traffic.omny.fm/d/clips/0af137ef-751e-4b19-a055-aaef00d2d578/ffca7e9f-6831-4[…]f-aaef00f5a073/2a6023dd-1d78-400c-8fef-b07400fea022/audio.mp3","excludeFromSiteSearch":"Include","articleAge":"0","path":"/news/11960004/californias-workplace-violence-protection-bill-clears-key-hurdle","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>A California bill that aims to help protect most workers from violence at their job sites has cleared a key hurdle in the Legislature, and heads now for a full vote in the Assembly.\u003c/p>\n\u003cp>Under \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202320240SB553\">SB 553\u003c/a>, employers in all kinds of industries would be required to implement a workplace violence prevention plan developed together with their employees. Similar protections have been in place for healthcare workers \u003ca href=\"https://www.dir.ca.gov/dosh/WPVPIHC_FAQs.html\">since 2017\u003c/a>.\u003c/p>\n\u003cp>Democratic lawmakers in the Appropriations Committee \u003ca href=\"https://sd15.senate.ca.gov/news/senator-corteses-statement-assembly-appropriations-committee-passage-sb-553-preventing\">advanced\u003c/a> the measure last week, after amendments included exemptions for very small businesses. The California Chamber of Commerce, which lobbied for the changes, \u003ca href=\"https://acrobat.adobe.com/link/track?uri=urn:aaid:scds:US:9dbe5ed4-aecd-47ab-8628-e76f0ad94e09\">withdrew its opposition\u003c/a> today.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Aggressive or violent behavior at work sites has increasingly become a serious concern, especially in industries such as retail, which has suffered a spike in \u003ca href=\"https://www.nytimes.com/2022/06/28/business/retail-workers-assaults.html\">reported assaults\u003c/a>, particularly at grocery and convenience stores.\u003c/p>\n\u003cp>One of the \u003ca href=\"https://www.dir.ca.gov/dosh/CFOI/CFOI_2021/cfoi2021-A-9.pdf\">57 Californians who died (PDF)\u003c/a> from work-related violence in 2021 was Miguel Nuñez Peñaloza, a clerk at a Rite Aid in Los Angeles. The 36-year-old was fatally shot after confronting a shoplifter at the store.\u003c/p>\n\u003cp>“What happened to him was tragic. It still makes me cry,” said Juana Rodriguez, 70, who remembered her coworker of several years as kind and respectful. “I’m afraid that something like that could happen again.”\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘That’s not a good thing when you have violence spiking up and people losing their lives. Rules should be put in place as soon as possible.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"State Sen. Dave Cortese (D-San José)","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Her employer installed a better security camera system and a guard for all shifts after the fatality, Rodriguez said. But she worries about the fact that shoplifting has become more frequent.\u003c/p>\n\u003cp>SB 553 would help improve safety by pushing more employers to communicate at least annually with workers about how to minimize hazards, as well as keep a log of violent incidents, she said.\u003c/p>\n\u003cp>“Employers would really know what we are facing each day,” said Rodriguez, a member of the United Food & Commercial Workers, which sponsored the bill. “We are the ones that are frontline at the store, risking our lives.”\u003c/p>\n\u003ch2>Addressing opposition concerns\u003c/h2>\n\u003cp>The California Chamber of Commerce, representing a long list of business groups including the California Retailers Association and the California Grocers Association, initially fought the measure. The Chamber argued, in part, that the bill would be infeasible for small employers, and create considerable costs for all other businesses.\u003c/p>\n\u003cp>But after changes announced last week that exempt potentially hundreds of thousands of workplaces with fewer than 10 employees that are not accessible to the public, the Chamber of Commerce \u003ca href=\"https://acrobat.adobe.com/link/track?uri=urn:aaid:scds:US:9dbe5ed4-aecd-47ab-8628-e76f0ad94e09\">changed its position (PDF)\u003c/a> to “neutral,” meaning it won’t actively oppose the measure.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"label":"Related Stories ","postid":"news_11939361,news_11875404,news_11950765"},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Robert Moutrie, a policy advocate with the Chamber of Commerce, cautioned that some business groups might still fight it because of expected costs.\u003c/p>\n\u003cp>“There’s no one in our coalition who in any way thinks that workplace violence is not a terrible thing,” said Moutrie. “But the issue has been how do we make sure that the requirements we’re putting on businesses and public entities are feasible to do and realistic and really solve the problems? And that has been our back-and-forth\u003cem>.\u003c/em>”\u003c/p>\n\u003cp>Law enforcement agencies, the Department of Corrections and Rehabilitation, and locations chosen by employees to work remotely would also be excluded from the bill, which would go into effect in July 2024.\u003c/p>\n\u003cp>State occupational safety and health regulators have been crafting a standard that would apply to industries outside healthcare. But that \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/Workplace-Violence-in-General-Industry/\">rulemaking process\u003c/a> by Cal/OSHA, delayed during the COVID-19 pandemic, has been under way for six years and is nowhere near completion.\u003c/p>\n\u003cp>“That’s not a good thing when you have violence spiking up and people losing their lives,” said state Sen. Dave Cortese (D-San José), who authored SB 553. “Rules should be put in place as soon as possible.”\u003c/p>\n\u003cp>In a statement, a Cal/OSHA spokesperson said the agency continues to work on its proposed regulations, and does not comment on pending legislation. But Sen. Cortese said his office has been working “closely” with Cal/OSHA to shape the measure.\u003c/p>\n\u003cp>Currently, there are no specific nationwide standards to address workplace violence, though employers are supposed to provide a work environment that’s “\u003ca href=\"https://www.osha.gov/workplace-violence/enforcement\">free from recognized hazards\u003c/a>,” according to federal OSHA.\u003c/p>\n\u003cp>If SB 553 is approved by the legislature and signed by the governor, California would become the first in the nation to enact such requirements, said workers’ rights advocates.\u003c/p>\n\u003ch2>Response to a mass shooting\u003c/h2>\n\u003cp>Cortese, who chairs the Senate Labor, Public Employment and Retirement Committee, said he felt compelled to address the issue after the \u003ca href=\"https://www.kqed.org/news/11875404/official-multiple-people-killed-in-shooting-at-san-jose-vta-railyard\">mass shooting\u003c/a> at the Valley Transportation Authority rail yard in San José in 2021, which remains the deadliest on record in the San Francisco Bay Area.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘We knew we weren’t safe. People were getting beat down, like, head smashed onto the floor, chased, battered, patients would attack other patients.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":" Rachel Cohen Zepeda, psychiatric nurse","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Cortese recalled learning from first responders that they couldn’t immediately enter the building, where the shooter was still active, because they didn’t have an access key card. Cortese was also taken aback by the story of one of the victims who helped coworkers escape through a window onto a roof before he was killed.\u003c/p>\n\u003cp>“Had there been a plan in place that everyone understood, that this is how you get out of the second floor if there’s an intruder or an emergency that closes off access the other way … it could have saved lives,” said Cortese.\u003c/p>\n\u003cp>According to the latest figures by federal regulators, workplace violence is the third leading cause of fatal occupational injuries in the U.S., killing \u003ca href=\"https://www.bls.gov/news.release/cfoi.nr0.htm\">761 workers in 2021\u003c/a>. However, mass shootings make up a \u003ca href=\"https://www.kqed.org/news/11939361/im-afraid-half-moon-bay-shootings-may-have-been-extreme-case-of-workplace-violence\">small fraction\u003c/a> of workplace homicide incidents, according to occupational safety experts.\u003c/p>\n\u003cp>About 1.3 million nonfatal work-related victimizations such as assaults and robberies occurred in the U.S. on average each year between 2015 and 2019, according to \u003ca href=\"https://bjs.ojp.gov/press-release/federal-agencies-release-joint-study-workplace-violence\">a study\u003c/a> by the Bureau of Justice Statistics and other federal agencies. Exchanging money with the public and working with volatile or unstable people such as in healthcare settings, are some of the most likely risk factors.\u003c/p>\n\u003ch2>Why healthcare led the way in California\u003c/h2>\n\u003cp>Before healthcare employers in the state were required to take steps to prevent violence, psychiatric nurse Rachel Cohen Zepeda said she witnessed terrible assaults on coworkers at different hospitals in the Bay Area, often by patients.\u003c/p>\n\u003cfigure id=\"attachment_11959649\" class=\"wp-caption alignright\" style=\"max-width: 2000px\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-full wp-image-11959649\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED.jpg\" alt=\"A person wearing a sport coat and sitting at a large round table speaks into a microphone.\" width=\"2000\" height=\"1333\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED.jpg 2000w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/08/RS41431_002_KQED_District15Candidates_02192020_3376-KQED-1920x1280.jpg 1920w\" sizes=\"(max-width: 2000px) 100vw, 2000px\">\u003cfigcaption class=\"wp-caption-text\">Dave Cortese, then a District 15 State Senate candidate, speaks during a forum at the Campbell City Hall on Feb. 19, 2020. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“We knew we weren’t safe. People were getting beat down, like, head smashed onto the floor, chased, battered, patients would attack other patients,” she said.\u003c/p>\n\u003cp>But the rules have given nurses like her a seat at the table to push for safety improvements, said Cohen Zepeda.\u003c/p>\n\u003cp>A guard is now available in the building to immediately respond to incidents, and nurses are regularly trained on how to prevent violence and, if necessary, get out of choke holds. The panic buttons work, she said.\u003c/p>\n\u003cp>“You need laws in place that force employers to acknowledge the situation and try to do something about it,” said Cohen Zepeda, who is part of a workplace violence prevention committee at UCSF.\u003c/p>\n\u003cp>“I don’t think everything is fixed already. It’s a work in progress,” she added. “But it’s a complete change of culture from ‘You are a nurse, you are a human punching bag, what do you expect?’ to ‘Oh, this is not acceptable.’”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11960004/californias-workplace-violence-protection-bill-clears-key-hurdle","authors":["8659"],"categories":["news_8"],"tags":["news_6145","news_23922","news_27626","news_31387","news_33132","news_33133"],"featImg":"news_11959588","label":"news"},"news_11958506":{"type":"posts","id":"news_11958506","meta":{"index":"posts_1591205157","site":"news","id":"11958506","score":null,"sort":[1692788423000]},"guestAuthors":[],"slug":"guide-unsafe-working-conditions-employer-retaliation-and-worker-protections","title":"California Farmworkers: What to Do if Your Employer Retaliates Against You","publishDate":1692788423,"format":"standard","headTitle":"California Farmworkers: What to Do if Your Employer Retaliates Against You | KQED","labelTerm":{"site":"news"},"content":"\u003cp>\u003ca href=\"https://www.kqed.org/news/11960536/trabaja-en-los-campos-de-california-que-hacer-si-sufre-represalias\">\u003cem>Leer en español\u003c/em>\u003c/a>\u003c/p>\n\u003cp>Twenty-one immigrant farmworkers will collectively receive $328,077 from their former employer, Mauritson Farms, a Sonoma County vineyard company, \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">after the grower reached a settlement with state labor regulators\u003c/a> earlier this summer. Officials with the California Agricultural Labor Relations Board (ALRB) announced in July that their investigation determined Mauritson Farms retaliated against the workers — who were in the U.S. on H-2A visas — after they spoke up about unsafe conditions in the fields.\u003c/p>\n\u003cp>Such incidents of employer retaliation against workers who speak up are unfortunately not rare. In the agriculture industry, many workers get punished by their boss — or the person that connected them to employment — after they request a better or safer workplace.\u003c/p>\n\u003cp>\u003cstrong>Jump straight to specific advice: \u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>\u003ca href=\"#unsafe\">What’s considered ‘unsafe working conditions’ for farmworkers?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#retaliation\">What is retaliation by an employer?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#undocumented\">Do these protections still apply for undocumented employees?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#enforce\">Which agencies enforce labor rules in California?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#speakingup\">I believe my employer retaliated against me for speaking up about conditions at work. What should I do?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#options\">I am nervous about my immigration situation if I report what happened at work. What are my options?\u003c/a>\u003c/strong>\u003c/li>\n\u003c/ul>\n\u003cp>In California, it is illegal for an employer to retaliate against their employee, regardless of their immigration or documentation status. But that still doesn’t prevent some growers from punishing workers that speak up.\u003c/p>\n\u003cp>That’s why we have created this guide to inform farmworkers about their rights and protections. When you work in the fields, even if you are in the United States without documentation, your employer needs to respect your rights — and this is how they can be held accountable if they don’t.\u003c/p>\n\u003ch2>\u003ca id=\"unsafe\">\u003c/a>What’s considered unsafe working conditions for farmworkers?\u003c/h2>\n\u003cp>California has \u003ca href=\"https://www.dir.ca.gov/dosh/dosh_publications/ag-field-operations.pdf\">a complex set of rules for what a safe working environment is in the agriculture industry (PDF)\u003c/a>, which cover things like worker safety during wildfires, handling farm machinery, and even in the case of dairies and grain facilities, how to prevent accidents in confined spaces.\u003c/p>\n\u003cp>Regardless of \u003ca href=\"https://www.kqed.org/news/11886628/feeling-the-heat-how-workers-can-advocate-for-safer-working-conditions-under-the-sun\">how hot it is\u003c/a>, employers must always provide farmworkers with enough drinking water near their stations. Each employee should have access to at least one quart of water every hour. And even if folks bring their own water bottles, employers must still have enough water available on site.[aside postID=news_11886628]When temperatures rise above 80 degrees, employers must also provide an area with enough shade to accommodate every worker on-site. On days hotter than 95 degrees, supervisors must check in with laborers consistently throughout the day and ensure workers take breaks that are at least 10 minutes long every 2 hours to prevent overheating. Just “offering” these breaks is not sufficient.\u003c/p>\n\u003cp>These heat-safety rules apply to workers in all industries, not just the agricultural sector.\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>\u003ca href=\"#tellus\">Tell us: What else do you need information about right now?\u003c/a>\u003c/strong>\u003c/li>\n\u003c/ul>\n\u003ch2>\u003ca id=\"retaliation\">\u003c/a>What is retaliation by an employer?\u003c/h2>\n\u003cp>In California, retaliation means when an employer fires, punishes or cuts the wages or hours of a worker because that individual sought to improve their working conditions. This includes \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">cases of growers refusing to rehire seasonal workers for the next harvest after they have spoken up\u003c/a>.\u003c/p>\n\u003cp>Asking your boss to improve working conditions doesn’t have to be something big like organizing a strike or a march. It can also include:\u003c/p>\n\u003cul>\n\u003cli>Asking for more water and shade to be provided on very hot days.\u003c/li>\n\u003cli>Asking for equipment necessary to keep you safe when working in the fields.\u003c/li>\n\u003cli>Pointing out that some of your wages are missing.\u003c/li>\n\u003c/ul>\n\u003cp>If there is a law concerning your safety, your labor rights or your wages that your employer is not following, you should be able to talk about it with your boss freely and safely.\u003c/p>\n\u003cp>\u003ca id=\"undocumented\">\u003c/a>\u003cstrong>Do these protections still apply for undocumented employees?\u003c/strong>\u003c/p>\n\u003cp>Yes. California’s safety rules benefit all workers, regardless of their immigration status. Your employer cannot use your immigration status as a reason to exclude you from safety protections.[pullquote size=\"medium\" align=\"right\" citation=\"Jessica Arciniega, regional director, ALRB\"]‘Immigration status, if that’s an issue, is not anything that our office asks folks about.’[/pullquote]Additionally, undocumented workers can still seek help from state agencies that enforce labor protections — that is, being undocumented doesn’t disqualify them from seeking (and getting) this help from the state.\u003c/p>\n\u003cp>“Immigration status, if that’s an issue, is not anything that our office asks folks about,” confirmed Jessica Arciniega, regional director of the ALRB, which investigates possible workplace abuses in the agricultural industry.\u003c/p>\n\u003cp>\u003ca id=\"withoutcontract\">\u003c/a>\u003cstrong>Do these protections still apply for those working without a formal contract?\u003c/strong>\u003c/p>\n\u003cp>If you’re working for an individual or a business without a formal job contract, labor rights experts say that these protections still apply to you — as long as it can be proven that you, as a worker, have provided labor in exchange for payment.\u003c/p>\n\u003cp>In some cases, that proof could include written communication between a worker and an employer — like an email, or a text message — that confirms that an exchange of services for payment took place.\u003c/p>\n\u003ch2>\u003ca id=\"enforce\">\u003c/a>Which agencies enforce labor rules in California?\u003c/h2>\n\u003cp>There are three state agencies that investigate labor violations and have the authority to penalize bad employers. All three agencies can investigate cases in the agricultural industry.\u003c/p>\n\u003cp>\u003cstrong>The Agricultural Labor Relations Board\u003c/strong>\u003c/p>\n\u003cp>The ALRB was created in 1975 after then-Gov. Jerry Brown signed the California Agricultural Labor Relations Act in 1975. This legislation also defines what an unfair labor practice is: actions taken by an employer that violate the rights of farmworkers, which includes retaliation — firing or cutting the wages of employees who ask for better working conditions. \u003cstrong>\u003ca href=\"#speakingup\">Jump straight to what you can do if you believe your employer has retaliated against you.\u003c/a>\u003c/strong>\u003c/p>\n\u003cp>“I would encourage anybody that’s considering whether or not their rights were violated to call our office,” said the ALRB’s Arciniega. “Not only is our staff bilingual, but they’re culturally competent. Many of them, their families or past generations have worked in agriculture or are farmworkers.”\u003c/p>\n\u003cp>You can contact the ALRB directly by calling 1-800-449-3699 or \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">reach out to its regional offices located in Santa Rosa, Salinas, Visalia, Oxnard and Indio\u003c/a>. Bay Area workers should contact the Santa Rosa office.\u003c/p>\n\u003cp>An ALRB official can talk to you more about workplace safety rules and your rights as a worker specific to your situation. Additionally, they can explain how you can file an unfair labor practice charge against your employer which could set off a formal investigation of your employer by the ALRB.\u003c/p>\n\u003cp>\u003cstrong>California Division of Occupational Safety and Health\u003c/strong>\u003c/p>\n\u003cp>Cal/OSHA creates and enforces the state’s rules on workplace safety, making sure that employees are not exposed to dangerous chemicals or placed in risky situations.\u003c/p>\n\u003cp>If your boss is making you or your colleagues do something you are not sure is safe, you can check in with the agency by calling (833) 579-0927.\u003c/p>\n\u003cp>\u003cstrong>The Labor Commissioner’s Office\u003c/strong>\u003c/p>\n\u003cp>The Labor Commissioner’s Office — which is also known as the Division of Labor Standards Enforcement (DLSE) — is the part of California’s Department of Industrial Relations that looks into wage theft and retaliation by employers against workers.\u003c/p>\n\u003cp>If you think your boss is not paying you correctly for the hours you work or refuses to pay you for overtime, this is the agency you should contact.\u003c/p>\n\u003ch2>\u003ca id=\"speakingup\">\u003c/a>I believe my employer retaliated against me for speaking up about conditions at work. What should I do?\u003c/h2>\n\u003cp>\u003cstrong>Pause while you document everything.\u003c/strong>\u003c/p>\n\u003cp>If you just lost your job or wages, and you think it’s because of retaliation, first take some time to process the situation, and collect your thoughts.\u003c/p>\n\u003cp>“I’d recommend folks to write down everything they remember that led up to this, because with the strong feelings you have at the moment, it is easy to forget important details,” said Ana Salgado, former farmworker and board member of North Bay Jobs With Justice (NBJWJ), a labor rights group that assisted the former employees of Mauritson Farms in their case with the ALRB.\u003c/p>\n\u003cp>“Believe in yourself and in what you know happened to you,” she added.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003cstrong>Collect past evidence\u003c/strong>\u003c/p>\n\u003cp>As you’re jotting down your experiences, also look for written messages between you and your employer where you describe conditions at work and your supervisor’s response. This could be letters, emails or even screenshots of a text message conversation.\u003c/p>\n\u003cp>Other important pieces of information to look for are your pay stubs that show a cut in wages or hours after you spoke, or photos of conditions in the fields, your workstation or housing, if it’s employer-provided.\u003c/p>\n\u003cp>\u003cstrong>\u003ca id=\"laborrightsgroups\">\u003c/a>Seek help from the professionals\u003c/strong>\u003c/p>\n\u003cp>Salgado also recommends looking for the help of a labor rights organization in your area. Advocates can help you create a timeline of what happened, help you contact your employer if you want to try resolving the situation directly, or even prepare you for talking to state officials if you choose to take that step.\u003c/p>\n\u003cp>Based on their resources, like staff numbers, some groups can provide more help than others. So if you think you may need extra guidance and support, consider reaching out to more than one organization.\u003c/p>\n\u003cp>Here are some organizations in the Bay Area that can connect farmworkers with help:\u003c/p>\n\u003cul>\n\u003cli>California Rural Legal Assistance: (800) 337-0690\u003c/li>\n\u003cli>Legal Aid at Work: (415) 864-8208\u003c/li>\n\u003cli>North Bay Organizing Project: (707) 843-7858\u003c/li>\n\u003cli>Asian Americans Advancing Justice/Asian Law Caucus: (415) 896-1701\u003c/li>\n\u003cli>Centro Legal de la Raza (Oakland): (510) 437-1554\u003c/li>\n\u003cli>La Raza Centro Legal (San Francisco): (415) 575-3500\u003c/li>\n\u003c/ul>\n\u003ch2>\u003ca id=\"fileclaim\">\u003c/a>I want to file a claim so officials can investigate my situation. What’s next?\u003c/h2>\n\u003cp>If you are ready to report what happened, the ALRB will be the agency you contact. You will need a \u003ca href=\"https://www.alrb.ca.gov/wp-content/uploads/sites/196/2018/05/alrb_form38_en.pdf\">Charge Against Employer form (PDF)\u003c/a>, which you need to print out, complete and either email or mail to your \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">nearest ALRB field office\u003c/a>.\u003c/p>\n\u003cp>For Bay Area residents, that’s the Santa Rosa office:\u003c/p>\n\u003cul>\n\u003cli>Phone: (707) 527-3256\u003c/li>\n\u003cli>Email: Contact regional director Jessica Arciniega at \u003ca href=\"Jessica.Arciniega@alrb.ca.gov\">Jessica.Arciniega@alrb.ca.gov\u003c/a>\u003c/li>\n\u003cli>Mail: 606 Healdsburg Avenue Santa Rosa, CA 95401\u003c/li>\n\u003c/ul>\n\u003cp>If you need to complete the form in another language that is not English, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">reach out to your nearest field office directly\u003c/a>.\u003c/p>\n\u003cp>Keep in mind that the ALRB requires at least two workers to come together to file a charge. If you are nervous about this step, a workers’ rights group can file a charge on your behalf — \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">which is what happened in the Mauritson Farms case\u003c/a>.\u003c/p>\n\u003ch2>Why you should file a charge as soon as possible (even if you’re anxious)\u003c/h2>\n\u003cp>Labor advocates recommend employees report what happened to them as soon as they can. This gives state officials more time to talk to laborers and investigate what happened in the fields.\u003c/p>\n\u003cp>Timing becomes even more important when farmworkers are in the country on a temporary work permit, like the H-2A visa.\u003c/p>\n\u003cp>It is completely understandable if you are feeling very nervous about filing a report — especially if you are afraid your employer or the person that got you the job is threatening you with further retaliation. But keep in mind that there is a time limit to report an incident with the state. You only have six months from the moment you experienced retaliation (when your hours were cut, or you were fired or knew you would not be rehired) to file a charge with the ALRB.\u003c/p>\n\u003cp>After the six-month mark, officials cannot launch an investigation.\u003c/p>\n\u003cp>What if your boss — or the individual that connected you with employment, like a job recruiter — continues to threaten you with further retaliation if you talk to the state?\u003c/p>\n\u003cp>In this case, it could be a good idea to seek help from a labor rights group to protect yourself. \u003ca href=\"#laborrightsgroups\">See a list of labor rights groups you can contact.\u003c/a>\u003c/p>\n\u003ch2>Once I file a charge with the ALRB, what happens?\u003c/h2>\n\u003cp>\u003cstrong>The agency assesses your case.\u003c/strong>\u003c/p>\n\u003cp>Officials will first decide if your situation meets the requirements to begin an investigation.\u003c/p>\n\u003cp>Some examples of when the ALRB wouldn’t be able to take your case: if you were fired — two years ago — and you think your boss did that to retaliate against you, that exceeds the ALRB’s six-month time limit and the agency cannot launch an investigation. Or if the incident took place in a farm in another state, that is also out of the ALRB’s jurisdiction.\u003c/p>\n\u003cp>\u003cstrong>An investigation begins, and your employer is notified.\u003c/strong>\u003c/p>\n\u003cp>If the agency is able to take the case, ALRB officials will confirm that with you. They will then notify your employer about the charge, and that an investigation will begin, says ALRB General Counsel Julia Montgomery.\u003c/p>\n\u003cp>“A team of lawyers and investigators will take on the investigation, which can include the workers involved in the investigation, other employees, supervisors and anyone else that could have relevant information,” said Montgomery. Investigators can also request documents and other written records from both employers and workers, she said.\u003c/p>\n\u003cp>This step can take months, or even years. If you are no longer in the U.S. during the investigation because of your immigration situation, the ALRB will still look to contact you. In past cases, agency officials have sought out farmworkers even when they have traveled back to remote rural communities in their countries of origin.\u003c/p>\n\u003cp>\u003cstrong>A decision is made about the charge.\u003c/strong>\u003c/p>\n\u003cp>After the investigation, officials will determine if there is enough evidence to confirm if retaliation or another unfair labor practice took place. If there is not enough evidence, the charge is dismissed.\u003c/p>\n\u003cp>If the evidence is sufficient, however, the ALRB regional director will present a formal complaint against the employer.\u003c/p>\n\u003cp>But, hold on, that doesn’t mean you have won your case yet.\u003c/p>\n\u003ch2>How the ALRB brings a case against an employer\u003c/h2>\n\u003cp>A date for a hearing will be set and an administrative judge will decide whether the employer did in fact break the law.\u003c/p>\n\u003cp>Both sides will have an opportunity to defend their case: your employer and their legal representatives, and the ALRB which will argue that you experienced retaliation.\u003c/p>\n\u003cp>If the judge decides in favor of the ALRB and the employees involved, workers can receive compensation to make up for lost wages and potentially even be re-employed if they lost their jobs. ALRB officials will travel to the farm and inform other employees of the case. Additionally, employers could face heavy fines.\u003c/p>\n\u003cp>At any step of the process, the ALRB can strike a settlement agreement with the employer. A settlement can also include compensation for the affected workers or even employment offers.\u003c/p>\n\u003ch2>\u003ca id=\"options\">\u003c/a>I am nervous about my immigration situation if I report what happened at work. What are my options?\u003c/h2>\n\u003cp>On July 19, Gov. Gavin Newsom announced a \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">$4.5 million pilot program to provide free immigration legal services to farmworkers who are involved in state labor investigations\u003c/a>. This would include case-review services, legal advice and representation by an attorney to laborers in California who have a pending case with either the ALRB, the Labor Commissioner’s Office or Cal/OSHA.[aside postID=news_11956315]The goal of this program, officials say, is to address one of the fears that prevents employees from speaking up — the fear of losing their visa or not being rehired — by connecting them to immigration experts who could help them find ways to stay in this country. And earlier this year, the \u003ca href=\"https://www.kqed.org/news/11940316/fear-of-deportation-keeps-some-workers-from-reporting-labor-abuses-a-new-biden-program-aims-to-change-that\">Biden administration unveiled a new, streamlined “deferred action” initiative\u003c/a> that allows workers to apply for a work permit and two years of protection from deportation, if they are cooperating with a labor rights investigation.\u003c/p>\n\u003cp>To learn more about the pilot program and whether your case could qualify for free legal services from the state, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">talk to your ALRB field office\u003c/a>.\u003c/p>\n\u003ch2>\u003ca id=\"tellus\">\u003c/a>Tell us: What else do you need information about?\u003c/h2>\n\u003cp>At KQED News, we know that it can sometimes be hard to track down the answers to navigate life in the Bay Area in 2023. We’ve published \u003ca href=\"https://www.kqed.org/news/tag/coronavirus-resources-and-explainers\">clear, practical explainers and guides about COVID\u003c/a>, \u003ca href=\"https://www.kqed.org/news/11936674/how-to-prepare-for-this-weeks-atmospheric-river-storm-sandbags-emergency-kits-and-more\">how to cope with intense winter weather\u003c/a> and \u003ca href=\"https://www.kqed.org/news/11821950/how-to-safely-attend-a-protest-in-the-bay-area\">how to exercise your right to protest safely\u003c/a>.\u003c/p>\n\u003cp>So tell us: What do you need to know more about? Tell us, and you could see your question answered online or on social media. What you submit will make our reporting stronger, and help us decide what to cover here on our site, and on KQED Public Radio, too.\u003c/p>\n\u003cp>[hearken id=\"10483\" src=\"https://modules.wearehearken.com/kqed/embed/10483.js\"]\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"In California, it's illegal for an employer to retaliate against workers, regardless of immigration or documentation status. Still, some employers punish workers for speaking up. Here's what you can do.","status":"publish","parent":0,"modified":1694517774,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":true,"hasPolis":false,"paragraphCount":73,"wordCount":2827},"headData":{"title":"California Farmworkers: What to Do if Your Employer Retaliates Against You | KQED","description":"In California, it's illegal for an employer to retaliate against workers, regardless of immigration or documentation status. Still, some employers punish workers for speaking up. Here's what you can do.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"excludeFromSiteSearch":"Include","articleAge":"0","path":"/news/11958506/guide-unsafe-working-conditions-employer-retaliation-and-worker-protections","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003ca href=\"https://www.kqed.org/news/11960536/trabaja-en-los-campos-de-california-que-hacer-si-sufre-represalias\">\u003cem>Leer en español\u003c/em>\u003c/a>\u003c/p>\n\u003cp>Twenty-one immigrant farmworkers will collectively receive $328,077 from their former employer, Mauritson Farms, a Sonoma County vineyard company, \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">after the grower reached a settlement with state labor regulators\u003c/a> earlier this summer. Officials with the California Agricultural Labor Relations Board (ALRB) announced in July that their investigation determined Mauritson Farms retaliated against the workers — who were in the U.S. on H-2A visas — after they spoke up about unsafe conditions in the fields.\u003c/p>\n\u003cp>Such incidents of employer retaliation against workers who speak up are unfortunately not rare. In the agriculture industry, many workers get punished by their boss — or the person that connected them to employment — after they request a better or safer workplace.\u003c/p>\n\u003cp>\u003cstrong>Jump straight to specific advice: \u003c/strong>\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>\u003ca href=\"#unsafe\">What’s considered ‘unsafe working conditions’ for farmworkers?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#retaliation\">What is retaliation by an employer?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#undocumented\">Do these protections still apply for undocumented employees?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#enforce\">Which agencies enforce labor rules in California?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#speakingup\">I believe my employer retaliated against me for speaking up about conditions at work. What should I do?\u003c/a>\u003c/strong>\u003c/li>\n\u003cli>\u003cstrong>\u003ca href=\"#options\">I am nervous about my immigration situation if I report what happened at work. What are my options?\u003c/a>\u003c/strong>\u003c/li>\n\u003c/ul>\n\u003cp>In California, it is illegal for an employer to retaliate against their employee, regardless of their immigration or documentation status. But that still doesn’t prevent some growers from punishing workers that speak up.\u003c/p>\n\u003cp>That’s why we have created this guide to inform farmworkers about their rights and protections. When you work in the fields, even if you are in the United States without documentation, your employer needs to respect your rights — and this is how they can be held accountable if they don’t.\u003c/p>\n\u003ch2>\u003ca id=\"unsafe\">\u003c/a>What’s considered unsafe working conditions for farmworkers?\u003c/h2>\n\u003cp>California has \u003ca href=\"https://www.dir.ca.gov/dosh/dosh_publications/ag-field-operations.pdf\">a complex set of rules for what a safe working environment is in the agriculture industry (PDF)\u003c/a>, which cover things like worker safety during wildfires, handling farm machinery, and even in the case of dairies and grain facilities, how to prevent accidents in confined spaces.\u003c/p>\n\u003cp>Regardless of \u003ca href=\"https://www.kqed.org/news/11886628/feeling-the-heat-how-workers-can-advocate-for-safer-working-conditions-under-the-sun\">how hot it is\u003c/a>, employers must always provide farmworkers with enough drinking water near their stations. Each employee should have access to at least one quart of water every hour. And even if folks bring their own water bottles, employers must still have enough water available on site.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"postid":"news_11886628","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>When temperatures rise above 80 degrees, employers must also provide an area with enough shade to accommodate every worker on-site. On days hotter than 95 degrees, supervisors must check in with laborers consistently throughout the day and ensure workers take breaks that are at least 10 minutes long every 2 hours to prevent overheating. Just “offering” these breaks is not sufficient.\u003c/p>\n\u003cp>These heat-safety rules apply to workers in all industries, not just the agricultural sector.\u003c/p>\n\u003cul>\n\u003cli>\u003cstrong>\u003ca href=\"#tellus\">Tell us: What else do you need information about right now?\u003c/a>\u003c/strong>\u003c/li>\n\u003c/ul>\n\u003ch2>\u003ca id=\"retaliation\">\u003c/a>What is retaliation by an employer?\u003c/h2>\n\u003cp>In California, retaliation means when an employer fires, punishes or cuts the wages or hours of a worker because that individual sought to improve their working conditions. This includes \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">cases of growers refusing to rehire seasonal workers for the next harvest after they have spoken up\u003c/a>.\u003c/p>\n\u003cp>Asking your boss to improve working conditions doesn’t have to be something big like organizing a strike or a march. It can also include:\u003c/p>\n\u003cul>\n\u003cli>Asking for more water and shade to be provided on very hot days.\u003c/li>\n\u003cli>Asking for equipment necessary to keep you safe when working in the fields.\u003c/li>\n\u003cli>Pointing out that some of your wages are missing.\u003c/li>\n\u003c/ul>\n\u003cp>If there is a law concerning your safety, your labor rights or your wages that your employer is not following, you should be able to talk about it with your boss freely and safely.\u003c/p>\n\u003cp>\u003ca id=\"undocumented\">\u003c/a>\u003cstrong>Do these protections still apply for undocumented employees?\u003c/strong>\u003c/p>\n\u003cp>Yes. California’s safety rules benefit all workers, regardless of their immigration status. Your employer cannot use your immigration status as a reason to exclude you from safety protections.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘Immigration status, if that’s an issue, is not anything that our office asks folks about.’","name":"pullquote","attributes":{"named":{"size":"medium","align":"right","citation":"Jessica Arciniega, regional director, ALRB","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Additionally, undocumented workers can still seek help from state agencies that enforce labor protections — that is, being undocumented doesn’t disqualify them from seeking (and getting) this help from the state.\u003c/p>\n\u003cp>“Immigration status, if that’s an issue, is not anything that our office asks folks about,” confirmed Jessica Arciniega, regional director of the ALRB, which investigates possible workplace abuses in the agricultural industry.\u003c/p>\n\u003cp>\u003ca id=\"withoutcontract\">\u003c/a>\u003cstrong>Do these protections still apply for those working without a formal contract?\u003c/strong>\u003c/p>\n\u003cp>If you’re working for an individual or a business without a formal job contract, labor rights experts say that these protections still apply to you — as long as it can be proven that you, as a worker, have provided labor in exchange for payment.\u003c/p>\n\u003cp>In some cases, that proof could include written communication between a worker and an employer — like an email, or a text message — that confirms that an exchange of services for payment took place.\u003c/p>\n\u003ch2>\u003ca id=\"enforce\">\u003c/a>Which agencies enforce labor rules in California?\u003c/h2>\n\u003cp>There are three state agencies that investigate labor violations and have the authority to penalize bad employers. All three agencies can investigate cases in the agricultural industry.\u003c/p>\n\u003cp>\u003cstrong>The Agricultural Labor Relations Board\u003c/strong>\u003c/p>\n\u003cp>The ALRB was created in 1975 after then-Gov. Jerry Brown signed the California Agricultural Labor Relations Act in 1975. This legislation also defines what an unfair labor practice is: actions taken by an employer that violate the rights of farmworkers, which includes retaliation — firing or cutting the wages of employees who ask for better working conditions. \u003cstrong>\u003ca href=\"#speakingup\">Jump straight to what you can do if you believe your employer has retaliated against you.\u003c/a>\u003c/strong>\u003c/p>\n\u003cp>“I would encourage anybody that’s considering whether or not their rights were violated to call our office,” said the ALRB’s Arciniega. “Not only is our staff bilingual, but they’re culturally competent. Many of them, their families or past generations have worked in agriculture or are farmworkers.”\u003c/p>\n\u003cp>You can contact the ALRB directly by calling 1-800-449-3699 or \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">reach out to its regional offices located in Santa Rosa, Salinas, Visalia, Oxnard and Indio\u003c/a>. Bay Area workers should contact the Santa Rosa office.\u003c/p>\n\u003cp>An ALRB official can talk to you more about workplace safety rules and your rights as a worker specific to your situation. Additionally, they can explain how you can file an unfair labor practice charge against your employer which could set off a formal investigation of your employer by the ALRB.\u003c/p>\n\u003cp>\u003cstrong>California Division of Occupational Safety and Health\u003c/strong>\u003c/p>\n\u003cp>Cal/OSHA creates and enforces the state’s rules on workplace safety, making sure that employees are not exposed to dangerous chemicals or placed in risky situations.\u003c/p>\n\u003cp>If your boss is making you or your colleagues do something you are not sure is safe, you can check in with the agency by calling (833) 579-0927.\u003c/p>\n\u003cp>\u003cstrong>The Labor Commissioner’s Office\u003c/strong>\u003c/p>\n\u003cp>The Labor Commissioner’s Office — which is also known as the Division of Labor Standards Enforcement (DLSE) — is the part of California’s Department of Industrial Relations that looks into wage theft and retaliation by employers against workers.\u003c/p>\n\u003cp>If you think your boss is not paying you correctly for the hours you work or refuses to pay you for overtime, this is the agency you should contact.\u003c/p>\n\u003ch2>\u003ca id=\"speakingup\">\u003c/a>I believe my employer retaliated against me for speaking up about conditions at work. What should I do?\u003c/h2>\n\u003cp>\u003cstrong>Pause while you document everything.\u003c/strong>\u003c/p>\n\u003cp>If you just lost your job or wages, and you think it’s because of retaliation, first take some time to process the situation, and collect your thoughts.\u003c/p>\n\u003cp>“I’d recommend folks to write down everything they remember that led up to this, because with the strong feelings you have at the moment, it is easy to forget important details,” said Ana Salgado, former farmworker and board member of North Bay Jobs With Justice (NBJWJ), a labor rights group that assisted the former employees of Mauritson Farms in their case with the ALRB.\u003c/p>\n\u003cp>“Believe in yourself and in what you know happened to you,” she added.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003cstrong>Collect past evidence\u003c/strong>\u003c/p>\n\u003cp>As you’re jotting down your experiences, also look for written messages between you and your employer where you describe conditions at work and your supervisor’s response. This could be letters, emails or even screenshots of a text message conversation.\u003c/p>\n\u003cp>Other important pieces of information to look for are your pay stubs that show a cut in wages or hours after you spoke, or photos of conditions in the fields, your workstation or housing, if it’s employer-provided.\u003c/p>\n\u003cp>\u003cstrong>\u003ca id=\"laborrightsgroups\">\u003c/a>Seek help from the professionals\u003c/strong>\u003c/p>\n\u003cp>Salgado also recommends looking for the help of a labor rights organization in your area. Advocates can help you create a timeline of what happened, help you contact your employer if you want to try resolving the situation directly, or even prepare you for talking to state officials if you choose to take that step.\u003c/p>\n\u003cp>Based on their resources, like staff numbers, some groups can provide more help than others. So if you think you may need extra guidance and support, consider reaching out to more than one organization.\u003c/p>\n\u003cp>Here are some organizations in the Bay Area that can connect farmworkers with help:\u003c/p>\n\u003cul>\n\u003cli>California Rural Legal Assistance: (800) 337-0690\u003c/li>\n\u003cli>Legal Aid at Work: (415) 864-8208\u003c/li>\n\u003cli>North Bay Organizing Project: (707) 843-7858\u003c/li>\n\u003cli>Asian Americans Advancing Justice/Asian Law Caucus: (415) 896-1701\u003c/li>\n\u003cli>Centro Legal de la Raza (Oakland): (510) 437-1554\u003c/li>\n\u003cli>La Raza Centro Legal (San Francisco): (415) 575-3500\u003c/li>\n\u003c/ul>\n\u003ch2>\u003ca id=\"fileclaim\">\u003c/a>I want to file a claim so officials can investigate my situation. What’s next?\u003c/h2>\n\u003cp>If you are ready to report what happened, the ALRB will be the agency you contact. You will need a \u003ca href=\"https://www.alrb.ca.gov/wp-content/uploads/sites/196/2018/05/alrb_form38_en.pdf\">Charge Against Employer form (PDF)\u003c/a>, which you need to print out, complete and either email or mail to your \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">nearest ALRB field office\u003c/a>.\u003c/p>\n\u003cp>For Bay Area residents, that’s the Santa Rosa office:\u003c/p>\n\u003cul>\n\u003cli>Phone: (707) 527-3256\u003c/li>\n\u003cli>Email: Contact regional director Jessica Arciniega at \u003ca href=\"Jessica.Arciniega@alrb.ca.gov\">Jessica.Arciniega@alrb.ca.gov\u003c/a>\u003c/li>\n\u003cli>Mail: 606 Healdsburg Avenue Santa Rosa, CA 95401\u003c/li>\n\u003c/ul>\n\u003cp>If you need to complete the form in another language that is not English, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">reach out to your nearest field office directly\u003c/a>.\u003c/p>\n\u003cp>Keep in mind that the ALRB requires at least two workers to come together to file a charge. If you are nervous about this step, a workers’ rights group can file a charge on your behalf — \u003ca href=\"https://www.kqed.org/news/11956413/how-california-farmworkers-took-on-a-sonoma-winery-over-abuses-and-won\">which is what happened in the Mauritson Farms case\u003c/a>.\u003c/p>\n\u003ch2>Why you should file a charge as soon as possible (even if you’re anxious)\u003c/h2>\n\u003cp>Labor advocates recommend employees report what happened to them as soon as they can. This gives state officials more time to talk to laborers and investigate what happened in the fields.\u003c/p>\n\u003cp>Timing becomes even more important when farmworkers are in the country on a temporary work permit, like the H-2A visa.\u003c/p>\n\u003cp>It is completely understandable if you are feeling very nervous about filing a report — especially if you are afraid your employer or the person that got you the job is threatening you with further retaliation. But keep in mind that there is a time limit to report an incident with the state. You only have six months from the moment you experienced retaliation (when your hours were cut, or you were fired or knew you would not be rehired) to file a charge with the ALRB.\u003c/p>\n\u003cp>After the six-month mark, officials cannot launch an investigation.\u003c/p>\n\u003cp>What if your boss — or the individual that connected you with employment, like a job recruiter — continues to threaten you with further retaliation if you talk to the state?\u003c/p>\n\u003cp>In this case, it could be a good idea to seek help from a labor rights group to protect yourself. \u003ca href=\"#laborrightsgroups\">See a list of labor rights groups you can contact.\u003c/a>\u003c/p>\n\u003ch2>Once I file a charge with the ALRB, what happens?\u003c/h2>\n\u003cp>\u003cstrong>The agency assesses your case.\u003c/strong>\u003c/p>\n\u003cp>Officials will first decide if your situation meets the requirements to begin an investigation.\u003c/p>\n\u003cp>Some examples of when the ALRB wouldn’t be able to take your case: if you were fired — two years ago — and you think your boss did that to retaliate against you, that exceeds the ALRB’s six-month time limit and the agency cannot launch an investigation. Or if the incident took place in a farm in another state, that is also out of the ALRB’s jurisdiction.\u003c/p>\n\u003cp>\u003cstrong>An investigation begins, and your employer is notified.\u003c/strong>\u003c/p>\n\u003cp>If the agency is able to take the case, ALRB officials will confirm that with you. They will then notify your employer about the charge, and that an investigation will begin, says ALRB General Counsel Julia Montgomery.\u003c/p>\n\u003cp>“A team of lawyers and investigators will take on the investigation, which can include the workers involved in the investigation, other employees, supervisors and anyone else that could have relevant information,” said Montgomery. Investigators can also request documents and other written records from both employers and workers, she said.\u003c/p>\n\u003cp>This step can take months, or even years. If you are no longer in the U.S. during the investigation because of your immigration situation, the ALRB will still look to contact you. In past cases, agency officials have sought out farmworkers even when they have traveled back to remote rural communities in their countries of origin.\u003c/p>\n\u003cp>\u003cstrong>A decision is made about the charge.\u003c/strong>\u003c/p>\n\u003cp>After the investigation, officials will determine if there is enough evidence to confirm if retaliation or another unfair labor practice took place. If there is not enough evidence, the charge is dismissed.\u003c/p>\n\u003cp>If the evidence is sufficient, however, the ALRB regional director will present a formal complaint against the employer.\u003c/p>\n\u003cp>But, hold on, that doesn’t mean you have won your case yet.\u003c/p>\n\u003ch2>How the ALRB brings a case against an employer\u003c/h2>\n\u003cp>A date for a hearing will be set and an administrative judge will decide whether the employer did in fact break the law.\u003c/p>\n\u003cp>Both sides will have an opportunity to defend their case: your employer and their legal representatives, and the ALRB which will argue that you experienced retaliation.\u003c/p>\n\u003cp>If the judge decides in favor of the ALRB and the employees involved, workers can receive compensation to make up for lost wages and potentially even be re-employed if they lost their jobs. ALRB officials will travel to the farm and inform other employees of the case. Additionally, employers could face heavy fines.\u003c/p>\n\u003cp>At any step of the process, the ALRB can strike a settlement agreement with the employer. A settlement can also include compensation for the affected workers or even employment offers.\u003c/p>\n\u003ch2>\u003ca id=\"options\">\u003c/a>I am nervous about my immigration situation if I report what happened at work. What are my options?\u003c/h2>\n\u003cp>On July 19, Gov. Gavin Newsom announced a \u003ca href=\"https://www.kqed.org/news/11956315/some-migrant-farmworkers-to-get-free-legal-help-with-immigration\">$4.5 million pilot program to provide free immigration legal services to farmworkers who are involved in state labor investigations\u003c/a>. This would include case-review services, legal advice and representation by an attorney to laborers in California who have a pending case with either the ALRB, the Labor Commissioner’s Office or Cal/OSHA.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"postid":"news_11956315","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>The goal of this program, officials say, is to address one of the fears that prevents employees from speaking up — the fear of losing their visa or not being rehired — by connecting them to immigration experts who could help them find ways to stay in this country. And earlier this year, the \u003ca href=\"https://www.kqed.org/news/11940316/fear-of-deportation-keeps-some-workers-from-reporting-labor-abuses-a-new-biden-program-aims-to-change-that\">Biden administration unveiled a new, streamlined “deferred action” initiative\u003c/a> that allows workers to apply for a work permit and two years of protection from deportation, if they are cooperating with a labor rights investigation.\u003c/p>\n\u003cp>To learn more about the pilot program and whether your case could qualify for free legal services from the state, \u003ca href=\"https://www.alrb.ca.gov/contact-us/\">talk to your ALRB field office\u003c/a>.\u003c/p>\n\u003ch2>\u003ca id=\"tellus\">\u003c/a>Tell us: What else do you need information about?\u003c/h2>\n\u003cp>At KQED News, we know that it can sometimes be hard to track down the answers to navigate life in the Bay Area in 2023. We’ve published \u003ca href=\"https://www.kqed.org/news/tag/coronavirus-resources-and-explainers\">clear, practical explainers and guides about COVID\u003c/a>, \u003ca href=\"https://www.kqed.org/news/11936674/how-to-prepare-for-this-weeks-atmospheric-river-storm-sandbags-emergency-kits-and-more\">how to cope with intense winter weather\u003c/a> and \u003ca href=\"https://www.kqed.org/news/11821950/how-to-safely-attend-a-protest-in-the-bay-area\">how to exercise your right to protest safely\u003c/a>.\u003c/p>\n\u003cp>So tell us: What do you need to know more about? Tell us, and you could see your question answered online or on social media. What you submit will make our reporting stronger, and help us decide what to cover here on our site, and on KQED Public Radio, too.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"hearken","attributes":{"named":{"id":"10483","src":"https://modules.wearehearken.com/kqed/embed/10483.js","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11958506/guide-unsafe-working-conditions-employer-retaliation-and-worker-protections","authors":["11708"],"categories":["news_1758","news_1169","news_6188","news_28250","news_8"],"tags":["news_31272","news_32707","news_6145","news_27626","news_20202","news_19904","news_33039","news_31275","news_244","news_31320","news_31387"],"featImg":"news_11958488","label":"news"},"news_11956715":{"type":"posts","id":"news_11956715","meta":{"index":"posts_1591205157","site":"news","id":"11956715","score":null,"sort":[1690542043000]},"guestAuthors":[],"slug":"democratic-lawmakers-push-for-national-heat-related-worker-protections-amid-scorching-temperatures","title":"Lawmakers Push for National Heat-Related Worker Protections Amid Scorching Temperatures","publishDate":1690542043,"format":"standard","headTitle":"Lawmakers Push for National Heat-Related Worker Protections Amid Scorching Temperatures | KQED","labelTerm":{"site":"news"},"content":"\u003cp>California Sen. Alex Padilla announced new legislation Wednesday that would expedite new rules to protect workers toiling in scorching temperatures across the U.S.\u003c/p>\n\u003cp>Heat is the leading cause of weather-related deaths in the U.S., and the danger has increased in recent years, particularly in industries such as agriculture and construction, according to the U.S. Occupational Safety and Health Administration.\u003c/p>\n\u003cp>But the nation’s first heat-specific workplace standards, which the federal agency began working on \u003ca href=\"https://www.osha.gov/heat-exposure/rulemaking\">nearly two years ago\u003c/a>, are not expected to be completed for at least several more years.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>In the absence of such rules, the \u003ca href=\"https://www.padilla.senate.gov/newsroom/press-releases/padilla-introduces-legislation-to-protect-workers-from-extreme-heat/\">Asunción Valdivia Act \u003c/a>— named after a farmworker who died from heat stroke in California’s Central Valley in 2004 — would require OSHA to issue protections within a year of the bill’s enactment, such as requiring employers to provide cool drinking water and paid rest breaks.\u003c/p>\n\u003cp>“The administration should exercise its authority to protect workers immediately,” Padilla, who co-introduced the bill with fellow Dem. Sens. Sherrod Brown (D-Ohio) and Catherine Cortez Masto (D-Nev.), told KQED. “Anybody that’s been subjected to the extreme heat the country has felt this last week knows the urgency of the matter.”\u003c/p>\n\u003cp>Under the bill, OSHA could start enforcing an interim heat-illness prevention regulation while it comes up with a final one.[pullquote align=\"right\" size=\"medium\" citation=\"Sen. Alex Padilla\"]‘It’s happening in all states and the workers subjected to these extreme heat conditions come from across the political spectrum. And so partisan politics should not be an issue here.’[/pullquote]A similar \u003ca href=\"https://www.congress.gov/bill/117th-congress/senate-bill/1068/text\">bill\u003c/a> Padilla co-sponsored in 2021, which gave OSHA slightly over two years to issue an interim standard, did not advance in the last session of Congress. But Padilla said he hoped to garner more Republican support for the legislation this year, because red and blue states alike are grappling with heat waves.\u003c/p>\n\u003cp>“It’s happening in all states and the workers subjected to these extreme heat conditions come from across the political spectrum. And so partisan politics should not be an issue here,” Padilla said. “We’re talking about fundamental health and safety of so many essential workers across the country.”\u003c/p>\n\u003cp>More than \u003ca href=\"https://www.bls.gov/opub/ted/2023/36-work-related-deaths-due-to-environmental-heat-exposure-in-2021.htm\">430 workers\u003c/a> across the country died from environmental heat exposure on the job between 2011 and 2021, while about \u003ca href=\"https://www.osha.gov/heat/sbrefa\">34,000\u003c/a> were injured, according to the U.S. Bureau of Labor Statistics. And in California, state regulators have confirmed 54 heat fatalities since 2005.\u003c/p>\n\u003cp>But occupational health experts say these figures are likely significant undercounts, as cases are commonly misdiagnosed and underreported.\u003c/p>\n\u003cp>In a recent \u003ca href=\"https://www.citizen.org/article/hot-take/#:~:text=Heat%20exposure%20is%20responsible%20for,heat%20stress%20related%20accidents%20annually.\">report\u003c/a>, the nonprofit Public Citizen estimated that heat is responsible for as many as 2,000 worker deaths and 170,000 injuries in the U.S. each year.\u003c/p>\n\u003cp>\u003ca href=\"https://www.safetyandhealthmagazine.com/articles/24142-whats-being-done-protect-workers-heat-illness\">Several states\u003c/a> already require certain employers to take steps to prevent heat stress among their workers, but those regulations vary. While Oregon’s protections cover both indoor and outdoor workers, California rules only apply to outdoor settings.\u003c/p>\n\u003cp>Cal/OSHA, the state equivalent of the federal agency, is currently working on expanding California’s heat standards to cover \u003ca href=\"https://www.dir.ca.gov/oshsb/Indoor-Heat.html\">indoor\u003c/a> worksites. But the agency, which was legally bound to issue the new rules by 2019, blew by that deadline and held its first public hearing on the proposed regulation in May. The delay was exacerbated during the pandemic, as the agency struggled to respond to COVID worksite hazards.\u003c/p>\n\u003cp>During a \u003ca href=\"https://warehouseworkers.org/warming-climate-heat-wave-threaten-workers/\">press event\u003c/a> this month, a group of Southern California workers whose jobs put them at risk of heat stress called on employers and the state to do more to keep them safe.[aside postID=news_11940666 hero='https://ww2.kqed.org/app/uploads/sites/10/2023/02/GettyImages-1242847919-1020x680.jpg']Juan Moran, a 40-year-old line cook, said his managers often frown on him stepping away from the sweltering grill area to get a drink of water. He said he started to notice what he thought was lower back pain, but later realized the pain was in his kidneys, which can suffer \u003ca href=\"https://www.kidney.org/content/6-tips-be-water-wise-healthy-kidneys\">permanent damage\u003c/a> from frequent dehydration.\u003c/p>\n\u003cp>“It’s affecting me and it’s due to a lack of hydration,” said Moran, in Spanish, who works at a Mexican restaurant in Los Angeles. “Now that I know that’s what’s happening, I always try to hydrate, to bring water bottles for before and after work.”\u003c/p>\n\u003cp>All employers nationwide are already required to take steps to \u003ca href=\"https://www.osha.gov/heat-exposure/standards\">protect workers\u003c/a> from any known hazards on the job. But issuing heat-specific regulations would clearly outline employers’ responsibilities, said Jessica Martinez, co-executive director of the National Council for Occupational Safety and Health, which advocates for safer workplaces.\u003c/p>\n\u003cp>“Climate change is impacting the entire country and we need protections at the federal level … so there is uniformity in the protections from heat,” she said.\u003c/p>\n\u003cp>In a statement, Doug Parker, the assistant secretary of labor for OSHA, said his agency is working diligently to get a final rule in place. In the meantime, he added, it has stepped up enforcement, conducting more than 2,500 heat-related inspections since April 2021.\u003c/p>\n\u003cp>“Heat illness prevention is one of [OSHA’s] top priorities,” Parker said. “As we work towards proposing a rule on heat illness prevention, we’re also enhancing our enforcement compliance efforts to make sure employers and workers understand the dangers of heat illness and how to prevent it.”\u003c/p>\n\u003cp>\u003c/p>\n","blocks":[],"excerpt":"New legislation, announced by California Senator Alex Padilla, would speed up key protections for workers exposed to dangerous heat conditions across the country.","status":"publish","parent":0,"modified":1690560267,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":20,"wordCount":941},"headData":{"title":"Lawmakers Push for National Heat-Related Worker Protections Amid Scorching Temperatures | KQED","description":"New legislation, announced by California Senator Alex Padilla, would speed up key protections for workers exposed to dangerous heat conditions across the country.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"audioUrl":"https://traffic.omny.fm/d/clips/0af137ef-751e-4b19-a055-aaef00d2d578/ffca7e9f-6831-41c5-bcaf-aaef00f5a073/15217206-3568-45a9-8d62-b04c010a7fb9/audio.mp3","excludeFromSiteSearch":"Include","articleAge":"0","path":"/news/11956715/democratic-lawmakers-push-for-national-heat-related-worker-protections-amid-scorching-temperatures","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>California Sen. Alex Padilla announced new legislation Wednesday that would expedite new rules to protect workers toiling in scorching temperatures across the U.S.\u003c/p>\n\u003cp>Heat is the leading cause of weather-related deaths in the U.S., and the danger has increased in recent years, particularly in industries such as agriculture and construction, according to the U.S. Occupational Safety and Health Administration.\u003c/p>\n\u003cp>But the nation’s first heat-specific workplace standards, which the federal agency began working on \u003ca href=\"https://www.osha.gov/heat-exposure/rulemaking\">nearly two years ago\u003c/a>, are not expected to be completed for at least several more years.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>In the absence of such rules, the \u003ca href=\"https://www.padilla.senate.gov/newsroom/press-releases/padilla-introduces-legislation-to-protect-workers-from-extreme-heat/\">Asunción Valdivia Act \u003c/a>— named after a farmworker who died from heat stroke in California’s Central Valley in 2004 — would require OSHA to issue protections within a year of the bill’s enactment, such as requiring employers to provide cool drinking water and paid rest breaks.\u003c/p>\n\u003cp>“The administration should exercise its authority to protect workers immediately,” Padilla, who co-introduced the bill with fellow Dem. Sens. Sherrod Brown (D-Ohio) and Catherine Cortez Masto (D-Nev.), told KQED. “Anybody that’s been subjected to the extreme heat the country has felt this last week knows the urgency of the matter.”\u003c/p>\n\u003cp>Under the bill, OSHA could start enforcing an interim heat-illness prevention regulation while it comes up with a final one.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘It’s happening in all states and the workers subjected to these extreme heat conditions come from across the political spectrum. And so partisan politics should not be an issue here.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Sen. Alex Padilla","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>A similar \u003ca href=\"https://www.congress.gov/bill/117th-congress/senate-bill/1068/text\">bill\u003c/a> Padilla co-sponsored in 2021, which gave OSHA slightly over two years to issue an interim standard, did not advance in the last session of Congress. But Padilla said he hoped to garner more Republican support for the legislation this year, because red and blue states alike are grappling with heat waves.\u003c/p>\n\u003cp>“It’s happening in all states and the workers subjected to these extreme heat conditions come from across the political spectrum. And so partisan politics should not be an issue here,” Padilla said. “We’re talking about fundamental health and safety of so many essential workers across the country.”\u003c/p>\n\u003cp>More than \u003ca href=\"https://www.bls.gov/opub/ted/2023/36-work-related-deaths-due-to-environmental-heat-exposure-in-2021.htm\">430 workers\u003c/a> across the country died from environmental heat exposure on the job between 2011 and 2021, while about \u003ca href=\"https://www.osha.gov/heat/sbrefa\">34,000\u003c/a> were injured, according to the U.S. Bureau of Labor Statistics. And in California, state regulators have confirmed 54 heat fatalities since 2005.\u003c/p>\n\u003cp>But occupational health experts say these figures are likely significant undercounts, as cases are commonly misdiagnosed and underreported.\u003c/p>\n\u003cp>In a recent \u003ca href=\"https://www.citizen.org/article/hot-take/#:~:text=Heat%20exposure%20is%20responsible%20for,heat%20stress%20related%20accidents%20annually.\">report\u003c/a>, the nonprofit Public Citizen estimated that heat is responsible for as many as 2,000 worker deaths and 170,000 injuries in the U.S. each year.\u003c/p>\n\u003cp>\u003ca href=\"https://www.safetyandhealthmagazine.com/articles/24142-whats-being-done-protect-workers-heat-illness\">Several states\u003c/a> already require certain employers to take steps to prevent heat stress among their workers, but those regulations vary. While Oregon’s protections cover both indoor and outdoor workers, California rules only apply to outdoor settings.\u003c/p>\n\u003cp>Cal/OSHA, the state equivalent of the federal agency, is currently working on expanding California’s heat standards to cover \u003ca href=\"https://www.dir.ca.gov/oshsb/Indoor-Heat.html\">indoor\u003c/a> worksites. But the agency, which was legally bound to issue the new rules by 2019, blew by that deadline and held its first public hearing on the proposed regulation in May. The delay was exacerbated during the pandemic, as the agency struggled to respond to COVID worksite hazards.\u003c/p>\n\u003cp>During a \u003ca href=\"https://warehouseworkers.org/warming-climate-heat-wave-threaten-workers/\">press event\u003c/a> this month, a group of Southern California workers whose jobs put them at risk of heat stress called on employers and the state to do more to keep them safe.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"postid":"news_11940666","hero":"https://ww2.kqed.org/app/uploads/sites/10/2023/02/GettyImages-1242847919-1020x680.jpg","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Juan Moran, a 40-year-old line cook, said his managers often frown on him stepping away from the sweltering grill area to get a drink of water. He said he started to notice what he thought was lower back pain, but later realized the pain was in his kidneys, which can suffer \u003ca href=\"https://www.kidney.org/content/6-tips-be-water-wise-healthy-kidneys\">permanent damage\u003c/a> from frequent dehydration.\u003c/p>\n\u003cp>“It’s affecting me and it’s due to a lack of hydration,” said Moran, in Spanish, who works at a Mexican restaurant in Los Angeles. “Now that I know that’s what’s happening, I always try to hydrate, to bring water bottles for before and after work.”\u003c/p>\n\u003cp>All employers nationwide are already required to take steps to \u003ca href=\"https://www.osha.gov/heat-exposure/standards\">protect workers\u003c/a> from any known hazards on the job. But issuing heat-specific regulations would clearly outline employers’ responsibilities, said Jessica Martinez, co-executive director of the National Council for Occupational Safety and Health, which advocates for safer workplaces.\u003c/p>\n\u003cp>“Climate change is impacting the entire country and we need protections at the federal level … so there is uniformity in the protections from heat,” she said.\u003c/p>\n\u003cp>In a statement, Doug Parker, the assistant secretary of labor for OSHA, said his agency is working diligently to get a final rule in place. In the meantime, he added, it has stepped up enforcement, conducting more than 2,500 heat-related inspections since April 2021.\u003c/p>\n\u003cp>“Heat illness prevention is one of [OSHA’s] top priorities,” Parker said. “As we work towards proposing a rule on heat illness prevention, we’re also enhancing our enforcement compliance efforts to make sure employers and workers understand the dangers of heat illness and how to prevent it.”\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11956715/democratic-lawmakers-push-for-national-heat-related-worker-protections-amid-scorching-temperatures","authors":["8659"],"categories":["news_457","news_8"],"tags":["news_6145","news_27626","news_2929","news_31551","news_32954","news_32953","news_3818"],"featImg":"news_11956741","label":"news"},"news_11956246":{"type":"posts","id":"news_11956246","meta":{"index":"posts_1591205157","site":"news","id":"11956246","score":null,"sort":[1690053321000]},"guestAuthors":[],"slug":"california-fast-tracks-rules-to-protect-stonecutters-from-horrible-deaths","title":"California Fast-Tracks Rules to Protect Stonecutters From 'Horrible' Deaths","publishDate":1690053321,"format":"standard","headTitle":"California Fast-Tracks Rules to Protect Stonecutters From ‘Horrible’ Deaths | KQED","labelTerm":{"site":"news"},"content":"\u003cp>California workplace regulators have committed to fast-tracking the development of new rules to protect countertop fabrication workers who are inhaling toxic silica dust that doctors say is causing a growing number of young men to irreversibly lose their capacity to breathe.\u003c/p>\n\u003cp>Dozens of cases of the deadly disease silicosis have been identified in recent years among mostly immigrant workers, some in their 20s, who cut and sand a material known as engineered or artificial stone to make kitchen and bath countertops.\u003c/p>\n\u003cp>This comes as Cal/OSHA, the state agency charged with protecting workers’ health,\u003ca href=\"https://www.dir.ca.gov/oshsb/documents/petition-597-CalOSHAeval.pdf\"> declared (PDF)\u003c/a> that a state ban on the use of engineered stone products may be warranted in the near future. And last month, Los Angeles County, where most of the sickened stonecutters are, took a first step in considering a county-wide \u003ca href=\"https://laist.com/news/health/la-county-supervisors-take-initial-step-toward-a-ban-on-artificial-stone-countertops\">prohibition\u003c/a> on the sale, fabrication and installation of silica fabricated stone.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Engineered stone products have grown in popularity in recent decades because they are easy to clean, resistant to stains and often cheaper than natural stone. But their high silica content, upward of 90%, is linked to a \u003ca href=\"https://laist.com/health/news/ancient-lung-disease-strikes-countertop-cutters-in-la\">more aggressive form\u003c/a> of silicosis striking stonecutters exposed to airborne particles when handling the material.\u003c/p>\n\u003cp>“I’ve witnessed this disease deteriorate their bodies, turning able-bodied 20- and 30-year-old men into skeletons. I’ve witnessed them waste away and die horrible deaths on life support while waiting for lung transplants,” Dr. Jane Fazio, a pulmonary and critical care physician at Olive View-UCLA Medical Center told the state board tasked with considering workplace safety rules on Thursday.\u003c/p>\n\u003cp>Fazio said she and her colleagues at the county hospital have diagnosed more than 40 young men with silicosis in the last two years.\u003c/p>\n\u003cp>“I’m honestly shocked and frustrated that in California and the United States of America we are allowing the completely preventable deaths of young, honest and unassuming working men and fathers in the name of industry,” she added.\u003c/p>\n\u003cp>Fazio was among a slew of health professionals who urged board members to act swiftly to save workers’ lives. But some of the most arresting testimony came from a soft-spoken 27-year-old man whose survival now depends on receiving a lung transplant.[pullquote align=\"right\" size=\"medium\" citation=\"Dr. Jane Fazio, pulmonary and critical care physician, Olive View-UCLA Medical Center\"]‘I’m honestly shocked and frustrated that in California and the United States of America we are allowing the completely preventable deaths of young, honest and unassuming working men and fathers in the name of industry.’[/pullquote]Speaking via a video feed, while connected to an oxygen tank that now aids his breathing around the clock, Leobardo Segura-Meza told the state \u003ca href=\"https://www.dir.ca.gov/oshsb/oshsb.html\">Occupational Safety & Health Standards Board\u003c/a> that several of his co-workers who cut engineered stone were also diagnosed with silicosis, two of whom have died.\u003c/p>\n\u003cp>“I hope the board takes emergency measures so that other young people like me don’t get sick,” Segura-Meza, a father of three, said in Spanish, as his wife sat next to him. “I’m afraid there aren’t enough lungs for countertop fabrication workers like us to get lung transplants.”\u003c/p>\n\u003cp>Out of the 77 silicosis cases identified among engineered-stone fabrication workers since 2019, at least 10 people have died, according to the California Department of Public Health.\u003c/p>\n\u003cp>About 75% of the cases were identified in Los Angeles County, where the majority of countertop fabrication shops are located, and 11% in the Bay Area.\u003c/p>\n\u003cp>But the health agency noted that with hundreds of such stone cutting shops in the state, those figures are likely an undercount, as additional cases may not be reported or yet diagnosed.\u003c/p>\n\u003cp>For centuries, silicosis has felled stonecutters, builders, masons, sandblasters and miners. The disease is caused by tiny, crystalline silica particles that lodge in the lungs and produce scarring that eventually prevents the absorption of oxygen.\u003c/p>\n\u003cp>But the current iteration of the disease increasingly found in workers cutting engineered stone — as opposed to natural stone — is far more lethal and rapidly debilitating, said Eric Berg, Cal/OSHA’s deputy chief of health.\u003c/p>\n\u003cp>Earlier this year, Australia \u003ca href=\"https://www.theguardian.com/australia-news/2023/feb/28/australia-moves-to-ban-silica-engineered-stone-benchtops-silicosis-fatal-lung-disease\">took steps\u003c/a> to become the first in the world to prohibit the use of artificial stone. Responding to a rising rate of silicosis, the Australian government directed its policymaking body to prepare a plan to ban the products, which would go into effect 12 months after a decision is announced.\u003c/p>\n\u003cp>Segura-Meza, the stonecutter suffering from silicosis, said that during his 10 years on the job, he wore masks he believed reduced the dust he inhaled, but only recently realized they did not provide adequate protection.\u003c/p>\n\u003cp>When he was first hospitalized in February 2022, doctors initially misdiagnosed him with tuberculosis, before additional testing revealed silicosis. He said he hasn’t been able to make a living since then and has gone on disability.\u003c/p>\n\u003cp>“I can no longer support my wife and children,” he said.\u003c/p>\n\u003cp>During Thursday’s board meeting, an attorney with ties to the engineered stone industry questioned the need to urgently implement any new protections for workers and stiffer penalties for employers. He instead advocated for more outreach on best safety practices.\u003c/p>\n\u003cp>“Industry leaders support being actively involved in driving awareness in an education campaign and enforcement of existing standards, including potentially developing a certification process for fabricators,” said Andrew Young, a partner at Seyfarth Shaw LLP.[pullquote align=\"right\" size=\"medium\" citation=\"Raphael Metzger, attorney, Metzger Law Group\"]‘What’s happening to these workers is nothing short of tragic. No one should have to go to work and be at risk of death in your 20s. That just shouldn’t be.’[/pullquote]The standards board ultimately voted 4–0 to grant the \u003ca href=\"https://www.dir.ca.gov/oshsb/petition-597.html\">petition\u003c/a> by a medical association for Cal/OSHA to craft emergency rules covering workplaces that fabricate engineered stone products with high silica content.\u003c/p>\n\u003cp>The current proposal would prohibit dry-cutting the material and require employers to provide workers with greater protections, such as air-supplied respirators or powered air-purifying respirators. Physicians and other licensed health care professionals would also be required to report moderate to severe cases of silicosis to the state.\u003c/p>\n\u003cp>Cal/OSHA officials said the new rules would take about four months to prepare before being submitted to the board for approval, as they still require input from the industry and other affected parties. Because the emergency rule would be temporary, lasting only a year, the agency said it would also start working on a permanent regulation.\u003c/p>\n\u003cp>If inspections find that the new rules, once implemented, are not being followed, the state should start making plans to ban the use of engineered stone products altogether within a year, Cal/OSHA officials said. In a recent \u003ca href=\"https://www.dir.ca.gov/oshsb/documents/petition-597-CalOSHAeval.pdf\">evaluation (PDF)\u003c/a>, the agency expressed doubt that the material could be used safely at all.\u003c/p>\n\u003cp>After the standards board decision, Segura-Meza told KQED he felt that the vote was a step in the right direction.\u003c/p>\n\u003cp>“It’s important that people take more precautions. This disease is something very, very difficult,” said Segura-Meza, who recently sued dozens of engineered stone companies, including large manufacturers and distributors, for damages that would cover his injuries and medical expenses. “If I’d known about the dangers, I wouldn’t have done that kind of work.”\u003c/p>\n\u003cp>His attorney, Raphael Metzger, said large product manufacturers are not providing their customers with vital information to protect workers’ health, such as the need for air-supplied respirators.\u003c/p>\n\u003cp>“What’s happening to these workers is nothing short of tragic,” said Metzger, who represents 19 other workers with silicosis in separate lawsuits. “No one should have to go to work and be at risk of death in your 20s. That just shouldn’t be.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"State regulators are crafting new measures to protect workers from inhaling toxic silica dust when cutting artificial stone used in kitchen countertops, and signaled that a ban on these products may be necessary. ","status":"publish","parent":0,"modified":1690566689,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":29,"wordCount":1342},"headData":{"title":"California Fast-Tracks Rules to Protect Stonecutters From 'Horrible' Deaths | KQED","description":"State regulators are crafting new measures to protect workers from inhaling toxic silica dust when cutting artificial stone used in kitchen countertops, and signaled that a ban on these products may be necessary. ","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"audioUrl":"https://traffic.omny.fm/d/clips/0af137ef-751e-4b19-a055-aaef00d2d578/ffca7e9f-6831-41c5-bcaf-aaef00f5a073/0d442aae-828e-447f-84df-b04600f40829/audio.mp3","excludeFromSiteSearch":"Include","articleAge":"0","path":"/news/11956246/california-fast-tracks-rules-to-protect-stonecutters-from-horrible-deaths","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>California workplace regulators have committed to fast-tracking the development of new rules to protect countertop fabrication workers who are inhaling toxic silica dust that doctors say is causing a growing number of young men to irreversibly lose their capacity to breathe.\u003c/p>\n\u003cp>Dozens of cases of the deadly disease silicosis have been identified in recent years among mostly immigrant workers, some in their 20s, who cut and sand a material known as engineered or artificial stone to make kitchen and bath countertops.\u003c/p>\n\u003cp>This comes as Cal/OSHA, the state agency charged with protecting workers’ health,\u003ca href=\"https://www.dir.ca.gov/oshsb/documents/petition-597-CalOSHAeval.pdf\"> declared (PDF)\u003c/a> that a state ban on the use of engineered stone products may be warranted in the near future. And last month, Los Angeles County, where most of the sickened stonecutters are, took a first step in considering a county-wide \u003ca href=\"https://laist.com/news/health/la-county-supervisors-take-initial-step-toward-a-ban-on-artificial-stone-countertops\">prohibition\u003c/a> on the sale, fabrication and installation of silica fabricated stone.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Engineered stone products have grown in popularity in recent decades because they are easy to clean, resistant to stains and often cheaper than natural stone. But their high silica content, upward of 90%, is linked to a \u003ca href=\"https://laist.com/health/news/ancient-lung-disease-strikes-countertop-cutters-in-la\">more aggressive form\u003c/a> of silicosis striking stonecutters exposed to airborne particles when handling the material.\u003c/p>\n\u003cp>“I’ve witnessed this disease deteriorate their bodies, turning able-bodied 20- and 30-year-old men into skeletons. I’ve witnessed them waste away and die horrible deaths on life support while waiting for lung transplants,” Dr. Jane Fazio, a pulmonary and critical care physician at Olive View-UCLA Medical Center told the state board tasked with considering workplace safety rules on Thursday.\u003c/p>\n\u003cp>Fazio said she and her colleagues at the county hospital have diagnosed more than 40 young men with silicosis in the last two years.\u003c/p>\n\u003cp>“I’m honestly shocked and frustrated that in California and the United States of America we are allowing the completely preventable deaths of young, honest and unassuming working men and fathers in the name of industry,” she added.\u003c/p>\n\u003cp>Fazio was among a slew of health professionals who urged board members to act swiftly to save workers’ lives. But some of the most arresting testimony came from a soft-spoken 27-year-old man whose survival now depends on receiving a lung transplant.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘I’m honestly shocked and frustrated that in California and the United States of America we are allowing the completely preventable deaths of young, honest and unassuming working men and fathers in the name of industry.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Dr. Jane Fazio, pulmonary and critical care physician, Olive View-UCLA Medical Center","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>Speaking via a video feed, while connected to an oxygen tank that now aids his breathing around the clock, Leobardo Segura-Meza told the state \u003ca href=\"https://www.dir.ca.gov/oshsb/oshsb.html\">Occupational Safety & Health Standards Board\u003c/a> that several of his co-workers who cut engineered stone were also diagnosed with silicosis, two of whom have died.\u003c/p>\n\u003cp>“I hope the board takes emergency measures so that other young people like me don’t get sick,” Segura-Meza, a father of three, said in Spanish, as his wife sat next to him. “I’m afraid there aren’t enough lungs for countertop fabrication workers like us to get lung transplants.”\u003c/p>\n\u003cp>Out of the 77 silicosis cases identified among engineered-stone fabrication workers since 2019, at least 10 people have died, according to the California Department of Public Health.\u003c/p>\n\u003cp>About 75% of the cases were identified in Los Angeles County, where the majority of countertop fabrication shops are located, and 11% in the Bay Area.\u003c/p>\n\u003cp>But the health agency noted that with hundreds of such stone cutting shops in the state, those figures are likely an undercount, as additional cases may not be reported or yet diagnosed.\u003c/p>\n\u003cp>For centuries, silicosis has felled stonecutters, builders, masons, sandblasters and miners. The disease is caused by tiny, crystalline silica particles that lodge in the lungs and produce scarring that eventually prevents the absorption of oxygen.\u003c/p>\n\u003cp>But the current iteration of the disease increasingly found in workers cutting engineered stone — as opposed to natural stone — is far more lethal and rapidly debilitating, said Eric Berg, Cal/OSHA’s deputy chief of health.\u003c/p>\n\u003cp>Earlier this year, Australia \u003ca href=\"https://www.theguardian.com/australia-news/2023/feb/28/australia-moves-to-ban-silica-engineered-stone-benchtops-silicosis-fatal-lung-disease\">took steps\u003c/a> to become the first in the world to prohibit the use of artificial stone. Responding to a rising rate of silicosis, the Australian government directed its policymaking body to prepare a plan to ban the products, which would go into effect 12 months after a decision is announced.\u003c/p>\n\u003cp>Segura-Meza, the stonecutter suffering from silicosis, said that during his 10 years on the job, he wore masks he believed reduced the dust he inhaled, but only recently realized they did not provide adequate protection.\u003c/p>\n\u003cp>When he was first hospitalized in February 2022, doctors initially misdiagnosed him with tuberculosis, before additional testing revealed silicosis. He said he hasn’t been able to make a living since then and has gone on disability.\u003c/p>\n\u003cp>“I can no longer support my wife and children,” he said.\u003c/p>\n\u003cp>During Thursday’s board meeting, an attorney with ties to the engineered stone industry questioned the need to urgently implement any new protections for workers and stiffer penalties for employers. He instead advocated for more outreach on best safety practices.\u003c/p>\n\u003cp>“Industry leaders support being actively involved in driving awareness in an education campaign and enforcement of existing standards, including potentially developing a certification process for fabricators,” said Andrew Young, a partner at Seyfarth Shaw LLP.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"‘What’s happening to these workers is nothing short of tragic. No one should have to go to work and be at risk of death in your 20s. That just shouldn’t be.’","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Raphael Metzger, attorney, Metzger Law Group","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>The standards board ultimately voted 4–0 to grant the \u003ca href=\"https://www.dir.ca.gov/oshsb/petition-597.html\">petition\u003c/a> by a medical association for Cal/OSHA to craft emergency rules covering workplaces that fabricate engineered stone products with high silica content.\u003c/p>\n\u003cp>The current proposal would prohibit dry-cutting the material and require employers to provide workers with greater protections, such as air-supplied respirators or powered air-purifying respirators. Physicians and other licensed health care professionals would also be required to report moderate to severe cases of silicosis to the state.\u003c/p>\n\u003cp>Cal/OSHA officials said the new rules would take about four months to prepare before being submitted to the board for approval, as they still require input from the industry and other affected parties. Because the emergency rule would be temporary, lasting only a year, the agency said it would also start working on a permanent regulation.\u003c/p>\n\u003cp>If inspections find that the new rules, once implemented, are not being followed, the state should start making plans to ban the use of engineered stone products altogether within a year, Cal/OSHA officials said. In a recent \u003ca href=\"https://www.dir.ca.gov/oshsb/documents/petition-597-CalOSHAeval.pdf\">evaluation (PDF)\u003c/a>, the agency expressed doubt that the material could be used safely at all.\u003c/p>\n\u003cp>After the standards board decision, Segura-Meza told KQED he felt that the vote was a step in the right direction.\u003c/p>\n\u003cp>“It’s important that people take more precautions. This disease is something very, very difficult,” said Segura-Meza, who recently sued dozens of engineered stone companies, including large manufacturers and distributors, for damages that would cover his injuries and medical expenses. “If I’d known about the dangers, I wouldn’t have done that kind of work.”\u003c/p>\n\u003cp>His attorney, Raphael Metzger, said large product manufacturers are not providing their customers with vital information to protect workers’ health, such as the need for air-supplied respirators.\u003c/p>\n\u003cp>“What’s happening to these workers is nothing short of tragic,” said Metzger, who represents 19 other workers with silicosis in separate lawsuits. “No one should have to go to work and be at risk of death in your 20s. That just shouldn’t be.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11956246/california-fast-tracks-rules-to-protect-stonecutters-from-horrible-deaths","authors":["8659"],"categories":["news_8"],"tags":["news_6145","news_19904","news_32942","news_32943","news_31139","news_23063"],"featImg":"news_11956263","label":"news"},"news_11954144":{"type":"posts","id":"news_11954144","meta":{"index":"posts_1591205157","site":"news","id":"11954144","score":null,"sort":[1687824647000]},"guestAuthors":[],"slug":"serious-workplace-violations-found-at-2-half-moon-bay-farms-where-mass-shooting-took-place","title":"Serious Workplace Violations Found at 2 Half Moon Bay Farms Where Mass Shooting Took Place","publishDate":1687824647,"format":"standard","headTitle":"Serious Workplace Violations Found at 2 Half Moon Bay Farms Where Mass Shooting Took Place | KQED","labelTerm":{"site":"news"},"content":"\u003cp>Employees at two Half Moon Bay farms, \u003ca href=\"https://www.kqed.org/news/11939361/im-afraid-half-moon-bay-shootings-may-have-been-extreme-case-of-workplace-violence\">where a gunman shot and killed seven of his coworkers in January\u003c/a>, lived in unpermitted and dilapidated worker housing, according to results of a state investigation announced Monday.\u003c/p>\n\u003cp>The California Division of Occupational Safety and Health \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/2023-46.html\">announced\u003c/a> today it is citing California Terra Garden, Inc. and Concord Farms Inc., both sites of a mass shooting on Jan. 23, for lacking a safety plan and for failing to “train workers in a language they can understand” — for example, offering training in Spanish and Chinese. Both employers were also cited for failure to secure labor camp permits for onsite worker housing.[aside postID=news_11939361,news_11939470,news_11940176,news_11940017 label='More on the Half Moon Bay Shooting']A former employee of Terra Garden, Chunli Zhao, is accused of shooting and killing four of his coworkers and then driving to nearby Concord Farms and killing three workers there. Zhao also previously worked at Concord Farms.\u003c/p>\n\u003cp>California Terra Garden is charged with 22 violations, \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/CA-Terra-Garden-Inc-Citations.pdf\">totaling fines of $113,800 (PDF)\u003c/a>, including for failing to have a plan “to immediately notify employees of an active shooter threat and instruct them to seek shelter,” according to a Cal/OSHA press release.\u003c/p>\n\u003cp>Citations also show the farm failed to investigate one employee’s back injury and failed to provide handwashing stations at toilets, among numerous other safety violations.\u003c/p>\n\u003cp>Concord Farms Inc. was cited for 19 penalties, \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/Concord-Farms-Citations.pdf\">totaling fines of $51,770 (PDF)\u003c/a>. The violations include failure to “address previous incidents of workplace violence and develop procedures to correct and prevent this hazard,” the announcement reads.\u003c/p>\n\u003cp>Employers at Concord Farms were also cited for insects and rodents found in the workplace, water leakage in farmworker housing, and for failing to have proper precautions around heat exhaustion for employees.\u003c/p>\n\u003cp>The majority — 60% — of California’s agricultural workforce is made up of undocumented immigrants, according to \u003ca href=\"https://www.dol.gov/agencies/eta/national-agricultural-workers-survey/research/data-tables\">data from the U.S. Department of Labor\u003c/a>. For many, speaking out about inadequate or even dangerous work conditions can be difficult due to fear of deportation or other forms of retaliation in the workplace.\u003c/p>\n\u003cp>Shortly after the shooting, local and state leaders \u003ca href=\"https://www.kqed.org/news/11939470/deplorable-heartbreaking-officials-pledge-to-investigate-labor-conditions-at-mushroom-farms-targeted-in-half-moon-bay-shootings\">called out the unsafe conditions that farmworkers endure in California\u003c/a>, including at the site of the mass shooting, which prompted workplace safety investigations.\u003c/p>\n\u003cp>“Some of you should see where these folks are living, the conditions they are living in, in shipping containers. Folks getting $9 an hour with no health care, no support, no services,” Gov. Gavin Newsom told reporters in January. “But they’re taking care of our health and providing a service to us each and every day.”\u003c/p>\n\u003cp>Zhao admitted to the shooting, and told investigators that just prior to it his supervisor demanded he pay $100 of his own money to repair a forklift at work, \u003ca href=\"https://www.mercurynews.com/2023/01/27/half-moon-bay-da-confirms-report-that-shooter-was-triggered-by-100-equipment-bill/\">the Bay Area News Group reported\u003c/a>.\u003c/p>\n\u003cp>“The workers were living in very, very poor conditions. Some were in very old trailers and others were living in shacks without running water or electricity,” San Mateo District Attorney Steve Wagstaffe told KQED in January after the shooting. “Really a type of living circumstance that I don’t think any of us think should exist in this country.”\u003c/p>\n\u003cp>As of Monday, neither employer had yet appealed the citations. They have 15 days to file an appeal with the Appeals Board and 10 days to contact Cal/OSHA regarding an informal conference.\u003c/p>\n\u003cp>State-led investigations into the farms are ongoing and additional enforcement actions could follow.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n","blocks":[],"excerpt":"California Terra Farm and Concord Farms are both being cited for failing to provide safe working and living conditions for employees. ","status":"publish","parent":0,"modified":1687891531,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":15,"wordCount":598},"headData":{"title":"Serious Workplace Violations Found at 2 Half Moon Bay Farms Where Mass Shooting Took Place | KQED","description":"California Terra Farm and Concord Farms are both being cited for failing to provide safe working and living conditions for employees. ","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"excludeFromSiteSearch":"Include","articleAge":"0","path":"/news/11954144/serious-workplace-violations-found-at-2-half-moon-bay-farms-where-mass-shooting-took-place","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Employees at two Half Moon Bay farms, \u003ca href=\"https://www.kqed.org/news/11939361/im-afraid-half-moon-bay-shootings-may-have-been-extreme-case-of-workplace-violence\">where a gunman shot and killed seven of his coworkers in January\u003c/a>, lived in unpermitted and dilapidated worker housing, according to results of a state investigation announced Monday.\u003c/p>\n\u003cp>The California Division of Occupational Safety and Health \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/2023-46.html\">announced\u003c/a> today it is citing California Terra Garden, Inc. and Concord Farms Inc., both sites of a mass shooting on Jan. 23, for lacking a safety plan and for failing to “train workers in a language they can understand” — for example, offering training in Spanish and Chinese. Both employers were also cited for failure to secure labor camp permits for onsite worker housing.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"postid":"news_11939361,news_11939470,news_11940176,news_11940017","label":"More on the Half Moon Bay Shooting "},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>A former employee of Terra Garden, Chunli Zhao, is accused of shooting and killing four of his coworkers and then driving to nearby Concord Farms and killing three workers there. Zhao also previously worked at Concord Farms.\u003c/p>\n\u003cp>California Terra Garden is charged with 22 violations, \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/CA-Terra-Garden-Inc-Citations.pdf\">totaling fines of $113,800 (PDF)\u003c/a>, including for failing to have a plan “to immediately notify employees of an active shooter threat and instruct them to seek shelter,” according to a Cal/OSHA press release.\u003c/p>\n\u003cp>Citations also show the farm failed to investigate one employee’s back injury and failed to provide handwashing stations at toilets, among numerous other safety violations.\u003c/p>\n\u003cp>Concord Farms Inc. was cited for 19 penalties, \u003ca href=\"https://www.dir.ca.gov/DIRNews/2023/Concord-Farms-Citations.pdf\">totaling fines of $51,770 (PDF)\u003c/a>. The violations include failure to “address previous incidents of workplace violence and develop procedures to correct and prevent this hazard,” the announcement reads.\u003c/p>\n\u003cp>Employers at Concord Farms were also cited for insects and rodents found in the workplace, water leakage in farmworker housing, and for failing to have proper precautions around heat exhaustion for employees.\u003c/p>\n\u003cp>The majority — 60% — of California’s agricultural workforce is made up of undocumented immigrants, according to \u003ca href=\"https://www.dol.gov/agencies/eta/national-agricultural-workers-survey/research/data-tables\">data from the U.S. Department of Labor\u003c/a>. For many, speaking out about inadequate or even dangerous work conditions can be difficult due to fear of deportation or other forms of retaliation in the workplace.\u003c/p>\n\u003cp>Shortly after the shooting, local and state leaders \u003ca href=\"https://www.kqed.org/news/11939470/deplorable-heartbreaking-officials-pledge-to-investigate-labor-conditions-at-mushroom-farms-targeted-in-half-moon-bay-shootings\">called out the unsafe conditions that farmworkers endure in California\u003c/a>, including at the site of the mass shooting, which prompted workplace safety investigations.\u003c/p>\n\u003cp>“Some of you should see where these folks are living, the conditions they are living in, in shipping containers. Folks getting $9 an hour with no health care, no support, no services,” Gov. Gavin Newsom told reporters in January. “But they’re taking care of our health and providing a service to us each and every day.”\u003c/p>\n\u003cp>Zhao admitted to the shooting, and told investigators that just prior to it his supervisor demanded he pay $100 of his own money to repair a forklift at work, \u003ca href=\"https://www.mercurynews.com/2023/01/27/half-moon-bay-da-confirms-report-that-shooter-was-triggered-by-100-equipment-bill/\">the Bay Area News Group reported\u003c/a>.\u003c/p>\n\u003cp>“The workers were living in very, very poor conditions. Some were in very old trailers and others were living in shacks without running water or electricity,” San Mateo District Attorney Steve Wagstaffe told KQED in January after the shooting. “Really a type of living circumstance that I don’t think any of us think should exist in this country.”\u003c/p>\n\u003cp>As of Monday, neither employer had yet appealed the citations. They have 15 days to file an appeal with the Appeals Board and 10 days to contact Cal/OSHA regarding an informal conference.\u003c/p>\n\u003cp>State-led investigations into the farms are ongoing and additional enforcement actions could follow.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11954144/serious-workplace-violations-found-at-2-half-moon-bay-farms-where-mass-shooting-took-place","authors":["11840"],"categories":["news_8"],"tags":["news_6145","news_32371","news_18269","news_1164","news_32332"],"featImg":"news_11954145","label":"news"},"news_11939848":{"type":"posts","id":"news_11939848","meta":{"index":"posts_1591205157","site":"news","id":"11939848","score":null,"sort":[1675209866000]},"guestAuthors":[],"slug":"a-legacy-of-slavery-for-domestic-workers-californias-new-safety-guidelines-are-long-overdue-say-advocates","title":"'A Legacy of Slavery': For Domestic Workers, California's New Safety Guidelines Are Long Overdue, Say Advocates","publishDate":1675209866,"format":"standard","headTitle":"KQED News","labelTerm":{"site":"news"},"content":"\u003cp>In 2017, about a week after the massive Tubbs wildfire destroyed parts of Santa Rosa, house cleaner Socorro Diaz got a call from one of her clients. They asked her to work at their home, which was still standing next to incinerated buildings in the Fountaingrove neighborhood.\u003c/p>\n\u003cp>When Diaz arrived, she found the house full of ash. She said she didn’t have a proper mask or gloves to clean what she would soon realize was toxic residue. And after days of handling and breathing it in, her skin itched, her head hurt and her nose bled.\u003c/p>\n\u003cp>[aside label=\"Related Stories\" postID=\"news_11810305,news_11886628,news_11900049\"]“The sensation of the air, of breathing, hurt inside my nose,” said Diaz, 42, a mother of three children. “The smell was toxic, harmful, and I didn’t really have the right equipment.”\u003c/p>\n\u003cp>Under state \u003ca href=\"https://www.easylawlookup.com/California-Law/Labor-Code/par-6114/_easylookup.blp?GO=Prepare&site=easy&print=&data=labor&p_start=319&p_end=339&p_para=6114&p_epara=7598&par=6114&displayer=YES#:~:text=6303.,agency%20other%20than%20the%20division.\">labor law\u003c/a>, employers of domestic service workers are not required to provide equipment or other conditions for a safe workplace, as is the case in other industries. That’s because household domestic service is not legally considered a form of “employment” — a remnant of slavery and sexist policies, according to historians. But stories like Diaz’s propelled a multiyear effort to gain full protections for this workforce, \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/House-Domestic/Literature-Review-2022.pdf\">estimated at more than 358,000 people (PDF)\u003c/a>, most of whom are immigrant women of color.\u003c/p>\n\u003cp>Now, California has issued new voluntary industry guidelines for people who employ domestic workers, to prevent injuries and illness. Worker advocates say it’s a critical step to eventually end the exclusion of cleaners, nannies, home care aides and day laborers — who work in \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/House-Domestic/Literature-Review-2022.pdf\">over 2 million California households (PDF)\u003c/a> — from bedrock workplace regulations.\u003c/p>\n\u003cp>The \u003ca href=\"https://www.dir.ca.gov/dosh/documents/Voluntary-Industry-Guidelines-SB-321.pdf\">safety guidance (PDF)\u003c/a>, published on Jan. 20, is the first in the nation to specifically cover the home as a workplace, say occupational health and safety experts.\u003c/p>\n\u003cp>“We are recognizing paid household labor as work worthy of protections, which is very historic,” said \u003ca href=\"https://www.femst.ucsb.edu/people/eileen-boris\">Eileen Boris\u003c/a>, an author of several history books on home caregivers and other domestic workers.\u003c/p>\n\u003cfigure id=\"attachment_11939861\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023.jpg\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-11939861\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-800x533.jpg\" alt=\"a portrait of a Latina woman in a pink shirt and vest with her hair pulled back, sitting with serious look on her face at an outdoor table\" width=\"800\" height=\"533\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023.jpg 1920w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Socorro Diaz sits outside a house-cleaning job in Occidental. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Boris and house cleaner Diaz both were part of a \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/House-Domestic/advisory-comm.html\">statewide advisory committee\u003c/a> made up of employers, workers, advocates and occupational safety experts who worked alongside state regulators to produce the official guidelines. The committee’s task was mandated by a recent law, \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202120220SB321\">SB 321\u003c/a>.\u003c/p>\n\u003cp>Domestic service employees \u003ca href=\"https://academicworks.cuny.edu/cgi/viewcontent.cgi?article=1776&context=gc_pubs\">often report job-related sickness or injury\u003c/a> from exposure to toxic cleaning chemicals, contagious illnesses like COVID-19 and ergonomic hazards. Because of back injuries, home attendants have injury rates comparable to those of construction workers, according to figures from the U.S. Bureau of Labor Statistics.\u003c/p>\n\u003cp>The new guidelines outline best practices for employers — including not to expect domestic workers to clean ash from wildfires, fix roofs, trim tall trees, clear out pest infestations or do any work that requires specialized equipment or training.\u003c/p>\n\u003cp>Employers also are urged to prevent injuries and illness by labeling toxic substances in a language the worker understands; creating an emergency preparedness plan for earthquakes or wildfires; offering puncture-resistant gloves to caregivers who handle needles; and removing electrical cords, wrinkled carpets and other tripping hazards.\u003c/p>\n\u003cp>“These are not anti-employer guidelines,” said Boris, who has hired a house cleaner for many years. “These guidelines are to make a safe home space for all who live or work within.”\u003c/p>\n\u003cfigure id=\"attachment_11939876\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM.jpeg\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-11939876\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-800x518.jpeg\" alt=\"a large group of people is seen protesting, with a woman in the foreground holding an orange sign that reads 'Domestic workers are essential'\" width=\"800\" height=\"518\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-800x518.jpeg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-1020x661.jpeg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-160x104.jpeg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-1536x995.jpeg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM.jpeg 1599w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Domestic workers march to amplify their demands for health and safety protections in the workplace via Senate Bill 321 in Los Angeles on May 26, 2021. \u003ccite>(Brooke Anderson/California Domestic Worker Coalition)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Currently, any complaints by domestic workers that reach state job safety and health regulators will likely not be pursued, said a spokesperson with the Department of Industrial Relations, which oversees those regulators.\u003c/p>\n\u003cp>That’s because the California Division of Occupational Safety and Health, known as Cal/OSHA, has jurisdiction over most workers — but not those engaged in domestic work. The exclusion is baked into the definition of “employment” in the state’s Labor Code 6303, which defines it as any trade, enterprise or occupation in which a person works for hire, “except household domestic service.”\u003c/p>\n\u003cp>“If the work is household domestic service, Cal/OSHA lacks the jurisdiction to issue citations,” said the DIR spokesperson, who declined to be named. “If the work is outside the household domestic service exception — for example, major construction work that includes adding a new bedroom — the Division would have jurisdiction to investigate and issue citations.”\u003c/p>\n\u003cp>Federal OSHA does cover some domestic service employees: those who are hired by a company, but not those \u003ca href=\"https://www.osha.gov/laws-regs/regulations/standardnumber/1975/1975.6\">hired privately by an individual\u003c/a> to work at their residence. In California, covered employees could report problems to that agency, but only if they work in areas of federal jurisdiction, such as U.S. military installations or national parks.\u003c/p>\n\u003cp>“Employees hired by a company which is employing them in areas of federal jurisdiction in California can complain to federal OSHA about accidents or hazards and we will evaluate the info and take appropriate action, which could include an investigation,” said Mike Petersen, a spokesperson with the U.S. Department of Labor.\u003c/p>\n\u003cp>The various exemptions of domestic workers from basic health and safety protections at the federal level and in most states is a legacy of slavery, when African American people were made to do unpaid domestic labor, and of sexism, which devalues work traditionally done by women, said Boris, a UC Santa Barbara professor of feminist studies.\u003c/p>\n\u003cfigure id=\"attachment_11939862\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023.jpg\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-11939862\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-800x533.jpg\" alt=\"a person is seen from the waist down wearing blue rubber gloves picking up cleaning supplies from a red bucket\" width=\"800\" height=\"533\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023.jpg 1920w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Socorro Diaz grabs cleaning solution during a house-cleaning job in Occidental. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Domestic workers were excluded from the 1938 Fair Labor Standards Act, a U.S. law that granted workers the nation’s first minimum wage and overtime pay. That omission continued into the early 1970s, when federal OSHA and its counterpart Cal/OSHA were created. It wasn’t until 1976 that the state began granting minimum wage and other labor protections to \u003ca href=\"https://www.cadomesticworkers.org/about/our-history/#:~:text=In%201976%2C%20California%20passed%20a,seniors%20and%20people%20with%20disabilities.\">some categories of domestic employees\u003c/a>.\u003c/p>\n\u003cp>Since then, California domestic workers have gained rights to overtime pay, paid sick leave and worker’s compensation benefits if they get injured on the job. But they continue to be excluded from state health and safety rules. Major obstacles to changing that have been concerns about privacy and anxiety over the weight of government regulation in the home, said Boris.\u003c/p>\n\u003cp>In 2020, Gov. Gavin Newsom vetoed a bill, \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201920200SB1257\">SB 1257\u003c/a>, that would have extended state occupational health and safety protections to domestic workers. In his \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billAnalysisClient.xhtml?bill_id=201920200SB1257\">veto message\u003c/a>, Newsom cited concerns that the proposed legislation would add millions of homes to the jurisdiction of Cal/OSHA — a severely understaffed agency — and would be too onerous for employers.[pullquote align=\"right\" size=\"medium\" citation=\"Kimberly Alvarenga, director, California Domestic Workers Coalition\"]'California is leading the path to finally granting workers what they deserve, and putting the nails in outdated policies that should not exist in today's world.'[/pullquote]“I strongly share the belief of the bill's author and proponents that, like all other California workers, domestic service employees deserve protections to ensure that their workplaces are safe and healthy,” Newsom said. “However, new laws in this area must recognize that the places where people live cannot be treated in the exact same manner as a traditional workplace or worksite from a regulatory perspective.”\u003c/p>\n\u003cp>Several Republican state senators who voted against that bill, including Sens. Brian Dahle, Scott Wilk and Shannon Grove, declined requests for comment about their concerns with the measure.\u003c/p>\n\u003cp>In 2021, workers and advocates tried again to get legislators to strike the exemption from state law. After negotiations with Newsom, the measure that was ultimately enacted created the new voluntary guidelines.\u003c/p>\n\u003cp>Advocates wanted a law with more teeth, but they say they hope the voluntary guidance will be a first step toward allowing domestic workers to enjoy protections equal to those of other employees.\u003c/p>\n\u003cp>For starters, the guidelines identify which labor standards apply to the home and how, said Kimberly Alvarenga, who directs the California Domestic Workers Coalition.\u003c/p>\n\u003cp>“California is leading the path to finally granting workers what they deserve, and putting the nails in outdated policies that should not exist in today's world,” said Alvarenga.\u003c/p>\n\u003cfigure id=\"attachment_11939864\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-scaled.jpg\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-11939864\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-800x533.jpg\" alt=\"a woman in a blazer and sunglasses is seen clapping outside at a protest\" width=\"800\" height=\"533\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-2048x1365.jpg 2048w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-1920x1280.jpg 1920w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">California Sen. María Elena Durazo, seen here at a rally in support of striking fast-food cooks and cashiers in Los Angeles and Orange counties, authored SB 321 and SB 1257. \u003ccite>(Genaro Molina/Los Angeles Times via Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The SB 321 advisory committee that developed the safety guidelines also issued \u003ca href=\"https://www.dir.ca.gov/dosh/documents/Policy-Recommendations-SB-321.pdf\">policy recommendations (PDF)\u003c/a> for the state Legislature and workplace regulators. Those include removing the household domestic services exclusion from the California Labor Code and establishing financial assistance for lower-income employers to get equipment they need to improve safety for workers, such as mechanical lifts.\u003c/p>\n\u003cp>State Sen. María Elena Durazo of Los Angeles, whose roots are in the labor movement, authored SB 321 and SB 1257. She plans to introduce another bill next month that would fulfill those recommendations.\u003c/p>\n\u003cp>She’s confident that this bill will pass, now that the building blocks have been laid by the newly issued guidelines and policy recommendations.\u003c/p>\n\u003cp>“We have to adjust. We can’t be living in the past. And this is definitely a legacy of slavery,” said Durazo. “We’ve got to move forward.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"House cleaners and other domestic workers have long been excluded from state government-enforced health and safety protections. Advocates say new voluntary industry guidelines are a critical step forward.","status":"publish","parent":0,"modified":1675363679,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":32,"wordCount":1605},"headData":{"title":"'A Legacy of Slavery': For Domestic Workers, California's New Safety Guidelines Are Long Overdue, Say Advocates | KQED","description":"House cleaners and other domestic workers have long been excluded from state government-enforced health and safety protections. Advocates say new voluntary industry guidelines are a critical step forward.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"audioUrl":"https://traffic.omny.fm/d/clips/0af137ef-751e-4b19-a055-aaef00d2d578/ffca7e9f-6831-41c5-bcaf-aaef00f5a073/8cc6d74c-b3d3-4471-8f92-af9a011dc70b/audio.mp3","excludeFromSiteSearch":"Include","articleAge":"0","path":"/news/11939848/a-legacy-of-slavery-for-domestic-workers-californias-new-safety-guidelines-are-long-overdue-say-advocates","audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>In 2017, about a week after the massive Tubbs wildfire destroyed parts of Santa Rosa, house cleaner Socorro Diaz got a call from one of her clients. They asked her to work at their home, which was still standing next to incinerated buildings in the Fountaingrove neighborhood.\u003c/p>\n\u003cp>When Diaz arrived, she found the house full of ash. She said she didn’t have a proper mask or gloves to clean what she would soon realize was toxic residue. And after days of handling and breathing it in, her skin itched, her head hurt and her nose bled.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"label":"Related Stories ","postid":"news_11810305,news_11886628,news_11900049"},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>“The sensation of the air, of breathing, hurt inside my nose,” said Diaz, 42, a mother of three children. “The smell was toxic, harmful, and I didn’t really have the right equipment.”\u003c/p>\n\u003cp>Under state \u003ca href=\"https://www.easylawlookup.com/California-Law/Labor-Code/par-6114/_easylookup.blp?GO=Prepare&site=easy&print=&data=labor&p_start=319&p_end=339&p_para=6114&p_epara=7598&par=6114&displayer=YES#:~:text=6303.,agency%20other%20than%20the%20division.\">labor law\u003c/a>, employers of domestic service workers are not required to provide equipment or other conditions for a safe workplace, as is the case in other industries. That’s because household domestic service is not legally considered a form of “employment” — a remnant of slavery and sexist policies, according to historians. But stories like Diaz’s propelled a multiyear effort to gain full protections for this workforce, \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/House-Domestic/Literature-Review-2022.pdf\">estimated at more than 358,000 people (PDF)\u003c/a>, most of whom are immigrant women of color.\u003c/p>\n\u003cp>Now, California has issued new voluntary industry guidelines for people who employ domestic workers, to prevent injuries and illness. Worker advocates say it’s a critical step to eventually end the exclusion of cleaners, nannies, home care aides and day laborers — who work in \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/House-Domestic/Literature-Review-2022.pdf\">over 2 million California households (PDF)\u003c/a> — from bedrock workplace regulations.\u003c/p>\n\u003cp>The \u003ca href=\"https://www.dir.ca.gov/dosh/documents/Voluntary-Industry-Guidelines-SB-321.pdf\">safety guidance (PDF)\u003c/a>, published on Jan. 20, is the first in the nation to specifically cover the home as a workplace, say occupational health and safety experts.\u003c/p>\n\u003cp>“We are recognizing paid household labor as work worthy of protections, which is very historic,” said \u003ca href=\"https://www.femst.ucsb.edu/people/eileen-boris\">Eileen Boris\u003c/a>, an author of several history books on home caregivers and other domestic workers.\u003c/p>\n\u003cfigure id=\"attachment_11939861\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023.jpg\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-11939861\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-800x533.jpg\" alt=\"a portrait of a Latina woman in a pink shirt and vest with her hair pulled back, sitting with serious look on her face at an outdoor table\" width=\"800\" height=\"533\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/024_KQED_DomesticWorkerSocorroDiaz_01232023.jpg 1920w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Socorro Diaz sits outside a house-cleaning job in Occidental. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Boris and house cleaner Diaz both were part of a \u003ca href=\"https://www.dir.ca.gov/dosh/doshreg/House-Domestic/advisory-comm.html\">statewide advisory committee\u003c/a> made up of employers, workers, advocates and occupational safety experts who worked alongside state regulators to produce the official guidelines. The committee’s task was mandated by a recent law, \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=202120220SB321\">SB 321\u003c/a>.\u003c/p>\n\u003cp>Domestic service employees \u003ca href=\"https://academicworks.cuny.edu/cgi/viewcontent.cgi?article=1776&context=gc_pubs\">often report job-related sickness or injury\u003c/a> from exposure to toxic cleaning chemicals, contagious illnesses like COVID-19 and ergonomic hazards. Because of back injuries, home attendants have injury rates comparable to those of construction workers, according to figures from the U.S. Bureau of Labor Statistics.\u003c/p>\n\u003cp>The new guidelines outline best practices for employers — including not to expect domestic workers to clean ash from wildfires, fix roofs, trim tall trees, clear out pest infestations or do any work that requires specialized equipment or training.\u003c/p>\n\u003cp>Employers also are urged to prevent injuries and illness by labeling toxic substances in a language the worker understands; creating an emergency preparedness plan for earthquakes or wildfires; offering puncture-resistant gloves to caregivers who handle needles; and removing electrical cords, wrinkled carpets and other tripping hazards.\u003c/p>\n\u003cp>“These are not anti-employer guidelines,” said Boris, who has hired a house cleaner for many years. “These guidelines are to make a safe home space for all who live or work within.”\u003c/p>\n\u003cfigure id=\"attachment_11939876\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM.jpeg\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-11939876\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-800x518.jpeg\" alt=\"a large group of people is seen protesting, with a woman in the foreground holding an orange sign that reads 'Domestic workers are essential'\" width=\"800\" height=\"518\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-800x518.jpeg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-1020x661.jpeg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-160x104.jpeg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM-1536x995.jpeg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/WhatsApp-Image-2021-05-02-at-10.02.52-AM.jpeg 1599w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Domestic workers march to amplify their demands for health and safety protections in the workplace via Senate Bill 321 in Los Angeles on May 26, 2021. \u003ccite>(Brooke Anderson/California Domestic Worker Coalition)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Currently, any complaints by domestic workers that reach state job safety and health regulators will likely not be pursued, said a spokesperson with the Department of Industrial Relations, which oversees those regulators.\u003c/p>\n\u003cp>That’s because the California Division of Occupational Safety and Health, known as Cal/OSHA, has jurisdiction over most workers — but not those engaged in domestic work. The exclusion is baked into the definition of “employment” in the state’s Labor Code 6303, which defines it as any trade, enterprise or occupation in which a person works for hire, “except household domestic service.”\u003c/p>\n\u003cp>“If the work is household domestic service, Cal/OSHA lacks the jurisdiction to issue citations,” said the DIR spokesperson, who declined to be named. “If the work is outside the household domestic service exception — for example, major construction work that includes adding a new bedroom — the Division would have jurisdiction to investigate and issue citations.”\u003c/p>\n\u003cp>Federal OSHA does cover some domestic service employees: those who are hired by a company, but not those \u003ca href=\"https://www.osha.gov/laws-regs/regulations/standardnumber/1975/1975.6\">hired privately by an individual\u003c/a> to work at their residence. In California, covered employees could report problems to that agency, but only if they work in areas of federal jurisdiction, such as U.S. military installations or national parks.\u003c/p>\n\u003cp>“Employees hired by a company which is employing them in areas of federal jurisdiction in California can complain to federal OSHA about accidents or hazards and we will evaluate the info and take appropriate action, which could include an investigation,” said Mike Petersen, a spokesperson with the U.S. Department of Labor.\u003c/p>\n\u003cp>The various exemptions of domestic workers from basic health and safety protections at the federal level and in most states is a legacy of slavery, when African American people were made to do unpaid domestic labor, and of sexism, which devalues work traditionally done by women, said Boris, a UC Santa Barbara professor of feminist studies.\u003c/p>\n\u003cfigure id=\"attachment_11939862\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023.jpg\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-11939862\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-800x533.jpg\" alt=\"a person is seen from the waist down wearing blue rubber gloves picking up cleaning supplies from a red bucket\" width=\"800\" height=\"533\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/009_KQED_DomesticWorkerSocorroDiaz_01232023.jpg 1920w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Socorro Diaz grabs cleaning solution during a house-cleaning job in Occidental. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Domestic workers were excluded from the 1938 Fair Labor Standards Act, a U.S. law that granted workers the nation’s first minimum wage and overtime pay. That omission continued into the early 1970s, when federal OSHA and its counterpart Cal/OSHA were created. It wasn’t until 1976 that the state began granting minimum wage and other labor protections to \u003ca href=\"https://www.cadomesticworkers.org/about/our-history/#:~:text=In%201976%2C%20California%20passed%20a,seniors%20and%20people%20with%20disabilities.\">some categories of domestic employees\u003c/a>.\u003c/p>\n\u003cp>Since then, California domestic workers have gained rights to overtime pay, paid sick leave and worker’s compensation benefits if they get injured on the job. But they continue to be excluded from state health and safety rules. Major obstacles to changing that have been concerns about privacy and anxiety over the weight of government regulation in the home, said Boris.\u003c/p>\n\u003cp>In 2020, Gov. Gavin Newsom vetoed a bill, \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201920200SB1257\">SB 1257\u003c/a>, that would have extended state occupational health and safety protections to domestic workers. In his \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billAnalysisClient.xhtml?bill_id=201920200SB1257\">veto message\u003c/a>, Newsom cited concerns that the proposed legislation would add millions of homes to the jurisdiction of Cal/OSHA — a severely understaffed agency — and would be too onerous for employers.\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'California is leading the path to finally granting workers what they deserve, and putting the nails in outdated policies that should not exist in today's world.'","name":"pullquote","attributes":{"named":{"align":"right","size":"medium","citation":"Kimberly Alvarenga, director, California Domestic Workers Coalition","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>“I strongly share the belief of the bill's author and proponents that, like all other California workers, domestic service employees deserve protections to ensure that their workplaces are safe and healthy,” Newsom said. “However, new laws in this area must recognize that the places where people live cannot be treated in the exact same manner as a traditional workplace or worksite from a regulatory perspective.”\u003c/p>\n\u003cp>Several Republican state senators who voted against that bill, including Sens. Brian Dahle, Scott Wilk and Shannon Grove, declined requests for comment about their concerns with the measure.\u003c/p>\n\u003cp>In 2021, workers and advocates tried again to get legislators to strike the exemption from state law. After negotiations with Newsom, the measure that was ultimately enacted created the new voluntary guidelines.\u003c/p>\n\u003cp>Advocates wanted a law with more teeth, but they say they hope the voluntary guidance will be a first step toward allowing domestic workers to enjoy protections equal to those of other employees.\u003c/p>\n\u003cp>For starters, the guidelines identify which labor standards apply to the home and how, said Kimberly Alvarenga, who directs the California Domestic Workers Coalition.\u003c/p>\n\u003cp>“California is leading the path to finally granting workers what they deserve, and putting the nails in outdated policies that should not exist in today's world,” said Alvarenga.\u003c/p>\n\u003cfigure id=\"attachment_11939864\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-scaled.jpg\">\u003cimg decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-11939864\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-800x533.jpg\" alt=\"a woman in a blazer and sunglasses is seen clapping outside at a protest\" width=\"800\" height=\"533\" srcset=\"https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-800x533.jpg 800w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-1020x680.jpg 1020w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-160x107.jpg 160w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-1536x1024.jpg 1536w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-2048x1365.jpg 2048w, https://ww2.kqed.org/app/uploads/sites/10/2023/01/GettyImages-1244809469-1920x1280.jpg 1920w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">California Sen. María Elena Durazo, seen here at a rally in support of striking fast-food cooks and cashiers in Los Angeles and Orange counties, authored SB 321 and SB 1257. \u003ccite>(Genaro Molina/Los Angeles Times via Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The SB 321 advisory committee that developed the safety guidelines also issued \u003ca href=\"https://www.dir.ca.gov/dosh/documents/Policy-Recommendations-SB-321.pdf\">policy recommendations (PDF)\u003c/a> for the state Legislature and workplace regulators. Those include removing the household domestic services exclusion from the California Labor Code and establishing financial assistance for lower-income employers to get equipment they need to improve safety for workers, such as mechanical lifts.\u003c/p>\n\u003cp>State Sen. María Elena Durazo of Los Angeles, whose roots are in the labor movement, authored SB 321 and SB 1257. She plans to introduce another bill next month that would fulfill those recommendations.\u003c/p>\n\u003cp>She’s confident that this bill will pass, now that the building blocks have been laid by the newly issued guidelines and policy recommendations.\u003c/p>\n\u003cp>“We have to adjust. We can’t be living in the past. And this is definitely a legacy of slavery,” said Durazo. “We’ve got to move forward.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11939848/a-legacy-of-slavery-for-domestic-workers-californias-new-safety-guidelines-are-long-overdue-say-advocates","authors":["8659"],"categories":["news_457","news_6188","news_8"],"tags":["news_6145","news_5043","news_26115","news_27626","news_31387","news_29881","news_23063"],"featImg":"news_11939858","label":"news"},"news_11917597":{"type":"posts","id":"news_11917597","meta":{"index":"posts_1591205157","site":"news","id":"11917597","score":null,"sort":[1655944579000]},"guestAuthors":[],"slug":"immigrant-detainees-strike-over-working-conditions-california-regulators-investigate","title":"Immigrant Detainees Strike Over Working Conditions, California Regulators Investigate","publishDate":1655944579,"format":"standard","headTitle":"KQED News","labelTerm":{"site":"news"},"content":"\u003cp>Dozens of immigrants who clean dormitories and bathrooms for just $1 a day while locked up at federal detention centers in California are waging a labor strike.\u003c/p>\n\u003cp>The detainees, who are being held at two privately run facilities in the Bakersfield area as they fight deportation, have been protesting compensation well below the state’s $15/hour minimum wage for weeks. These workers, known as “housing porters,” are also demanding the private operator of these facilities address alleged hazardous conditions, inedible food and other issues.\u003c/p>\n\u003cp>[pullquote size='medium' align='right' citation=\"Statement from Golden State Annex strikers\"]'We are being exploited for our labor and are being paid $1 per day to clean the dormitories. Meanwhile, private prison corporations like The GEO Group receive tens of millions each year to accommodate us detained in ICE custody.'[/pullquote]\u003c/p>\n\u003cp>Both of the U.S. Immigration and Customs Enforcement facilities facing a work stoppage — Golden State Annex in McFarland since June 6 and the Mesa Verde ICE Processing Center in Bakersfield for 55 days, according to immigrant advocates — are operated by \u003ca href=\"https://www.geogroup.com/\">The GEO Group\u003c/a>, one of the largest for-profit prison companies in the U.S.\u003c/p>\n\u003cp>“We are being exploited for our labor and are being paid $1 per day to clean the dormitories,” strikers at Golden State Annex said in a statement released last week. “Meanwhile, private prison corporations like The GEO Group receive tens of millions each year to accommodate us detained in ICE custody.”\u003c/p>\n\u003cp>Many detainees participate in the volunteer working program to afford what they say are high-cost phone calls and commissary items such as dental floss and tortillas.\u003c/p>\n\u003cp>GEO, which runs four out of seven active immigration detention centers in California, \u003ca href=\"https://www.businesswire.com/news/home/20220502005931/en/The-GEO-Group-Reports-First-Quarter-2022-Results\">reported\u003c/a> total revenues of $551 million in the first quarter of 2022. The Florida-based company also operates secure facilities in the United Kingdom, Australia and South Africa.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003ch3>State regulators launch investigation\u003c/h3>\n\u003cp>The labor strikes come as California’s Division of Occupational Safety and Health, also known as Cal/OSHA, is investigating conditions for workers detained at Golden State Annex, in response to a complaint alleging serious violations at the facility.\u003c/p>\n\u003cp>The complaint to Cal/OSHA, which was filed by the California Collaborative for Immigrant Justice last month on behalf of seven detainees, charges that they work and live in a toxic environment that includes black mold patches up to 10 inches wide in the showers, and black fibrous dust particles that HVAC vents spew into the dormitories.\u003c/p>\n\u003cp>The company has also allegedly failed to provide these workers with proper protective equipment, cleaning materials and training on how to handle mold-infested areas, according to the complaint.\u003c/p>\n\u003cp>“The environment here is very, very unsanitary,” said Garcia, one of the housing porters who complained to state regulators. “The mold in the showers… is very dangerous, we shouldn’t be cleaning there. We’ve raised the issue countless times with the administration with no result, no solution.”\u003c/p>\n\u003cp>[pullquote size='medium' align='left' citation=\"Housing Porter Garcia\"]'The environment here is very, very unsanitary. The mold in the showers… is very dangerous, we shouldn’t be cleaning there. We’ve raised the issue countless times with the administration with no result, no solution.'[/pullquote]\u003c/p>\n\u003cp>KQED is not using the full names of complainants, who have requested anonymity from Cal/OSHA during its investigation because they fear retaliation during detention.\u003c/p>\n\u003cp>The agency, which declined to comment on its inspection, has six months to issue citations if any violations are found.\u003c/p>\n\u003cp>A California bill enacted last year, \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=202120220AB263\">AB 263\u003c/a>, clarifies that private operators of immigrant detention centers must follow all state occupational health and safety regulations and public health orders.\u003c/p>\n\u003cp>Vladimir, who was included in the complaint, said he developed a persistent cough and shortness of breath while working at Golden State Annex. He said X-ray images revealed a dark spot in one of his lungs, but it remains undiagnosed. He fears it is connected to exposure to mold.\u003c/p>\n\u003cp>Breathing mold spores can lead to asthma, respiratory infections, cough and difficulty breathing, according to the \u003ca href=\"https://www.cdph.ca.gov/Programs/CCDPHP/DEODC/EHLB/AQS/Pages/Mold.aspx#HealthEffects\">California Department of Public Health\u003c/a>.\u003c/p>\n\u003cp>“I am afraid because my lung has been impacted. I have problems breathing,” the father of five said in Spanish. “The dust and mold are bad for our health and unfortunately, we are in a place where it feels that they don’t care about our health.”\u003c/p>\n\u003ch3>The GEO Group responds\u003c/h3>\n\u003cp>A spokesperson for GEO said the company strongly rejects the allegations while also denying a strike is taking place.\u003c/p>\n\u003cp>“Our ICE Processing Centers, including the Golden State Annex, are maintained in accordance with all applicable federal sanitation standards, with or without the contributions of Voluntary Work Program participants,” the spokesman said in a statement. “Choosing not to participate in a voluntary program cannot constitute a labor strike.”\u003c/p>\n\u003cp>[pullquote size='medium' align='right' citation=\"Legal Director Lisa Knox, California Collaborative for Immigrant Justice\"]'We want California to use its authority to protect the health and safety of these workers. And that means going in to inspect the facility. And we want them to take appropriate action, be that fines, be that requiring GEO to address some of these issues.”'[/pullquote]\u003c/p>\n\u003cp>The company also rejected the allegation that Golden State Annex has not adequately implemented COVID-19 protections required for employers in California. State \u003ca href=\"https://www.dir.ca.gov/title8/3205.html\">rules\u003c/a> include notifying employees within one business day if they were exposed to an infected person, and training workers on the employer’s policies to protect them from virus hazards.\u003c/p>\n\u003cp>Attorney Lisa Knox, who helped detainees submit the Cal/OSHA complaint, said GEO’s health and safety record shows the company can’t be trusted to fix current problems at detention centers on its own.\u003c/p>\n\u003cp>“We want California to use its authority to protect the health and safety of these workers. And that means going in to inspect the facility,” said Knox, legal director at the California Collaborative for Immigrant Justice. “And we want them to take appropriate action, be that fines, be that requiring GEO to address some of these issues.”\u003c/p>\n\u003cp>Knox and other advocates have requested that California’s attorney general investigate additional potential labor issues at the detention center, such as minimum wage violations.\u003c/p>\n\u003cp>A spokesperson for California Attorney General Rob Bonta’s Office said the office is reviewing that request, but declined to comment further.\u003c/p>\n\u003cp>“To protect its integrity, we’re unable to comment on a potential or ongoing investigation,” the spokesperson wrote in an email.\u003c/p>\n\u003cp>A federal judge in Riverside ruled earlier this year that detainees working at another GEO-run facility in Southern California are considered employees under state law, Knox said.\u003c/p>\n\u003ch3>Is it wage theft? Dispute playing out in other states\u003c/h3>\n\u003cp>Last fall, a federal judge in Washington state ordered GEO to pay \u003ca href=\"https://www.seattletimes.com/business/private-prison-company-ordered-to-pay-23-2m-in-tacoma-detainee-minimum-wage-cases/#:~:text=The%20first%20trial%20ended%20in,and%20awarding%20the%20back%20pay\">$23.2 million\u003c/a> for failing to pay minimum wage to immigrant detainees who volunteered to cook and clean for $1 a day while held at a facility in Tacoma. The lawsuit was brought by Washington state’s attorney general and other plaintiffs.\u003c/p>\n\u003cp>GEO responded to the ruling by \u003ca href=\"https://www.knkx.org/law/2021-11-05/geo-group-halts-work-program-at-tacoma-jail-instead-of-upping-detainee-pay\">reportedly\u003c/a> closing its worker program at the Tacoma detention center. The company is seeking to reverse the judge’s order before the 9th U.S. Circuit Court of Appeals, arguing that states lack the authority to dictate how much to pay detainees because the work program they volunteer for is established by the federal government and is paid for by federal dollars.\u003c/p>\n\u003cp>[aside label=\"More Stories\" tag=\"immigrant-detention\"]\u003c/p>\n\u003cp>Last month, Bonta joined more than a dozen other attorney generals to support the state of Washington in the ongoing lawsuit against GEO.\u003c/p>\n\u003cp>“Washington’s Minimum Wage Act advances the important public interest states have in protecting their workers and the broader community from the economic burdens that result from unscrupulous and exploitative employment practices,” according to the \u003ca href=\"https://oag.ca.gov/news/press-releases/attorney-general-bonta-leads-multistate-coalition-defense-state-minimum-wage\">brief\u003c/a> filed with the Ninth Circuit Court of Appeals last month.\u003c/p>\n\u003cp>Cal/OSHA has inspected at least one other immigration detention center in the state for worksite violations. After a guard at the Otay Mesa Detention Center in San Diego died of COVID-19 last year, the agency \u003ca href=\"https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1530188.015\">fined\u003c/a> the facility’s operator, CoreCivic Inc., more than $23,000 for, in part, failing to meet reporting requirements about the death, according to agency records. CoreCivic contested the fines, and the case remains open.\u003c/p>\n\u003cp>Immigrant advocates say Cal/OSHA’s inspection of Golden State Annex is the first in California to be prompted by a complaint on behalf of detained workers.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n","blocks":[],"excerpt":"The detainees, known as 'housing porters,' clean dormitories and bathrooms for $1 a day. They are demanding that the company operating the detention facilities address alleged hazardous conditions, inedible food and other issues.","status":"publish","parent":0,"modified":1671052745,"stats":{"hasAudio":false,"hasVideo":false,"hasChartOrMap":false,"iframeSrcs":[],"hasGoogleForm":false,"hasGallery":false,"hasHearkenModule":false,"hasPolis":false,"paragraphCount":37,"wordCount":1462},"headData":{"title":"Immigrant Detainees Strike Over Working Conditions, California Regulators Investigate | KQED","description":"The detainees, known as 'housing porters,' clean dormitories and bathrooms for $1 a day. They are demanding that the company operating the detention facilities address alleged hazardous conditions, inedible food and other issues.","ogTitle":"","ogDescription":"","ogImgId":"","twTitle":"","twDescription":"","twImgId":""},"audioUrl":"https://traffic.omny.fm/d/clips/0af137ef-751e-4b19-a055-aaef00d2d578/ffca7e9f-6831-4[…]f-aaef00f5a073/1dde7aae-33a6-423f-bbff-aeb700fc13da/audio.mp3","excludeFromSiteSearch":"Include","path":"/news/11917597/immigrant-detainees-strike-over-working-conditions-california-regulators-investigate","audioDuration":173000,"audioTrackLength":null,"parsedContent":[{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003cp>Dozens of immigrants who clean dormitories and bathrooms for just $1 a day while locked up at federal detention centers in California are waging a labor strike.\u003c/p>\n\u003cp>The detainees, who are being held at two privately run facilities in the Bakersfield area as they fight deportation, have been protesting compensation well below the state’s $15/hour minimum wage for weeks. These workers, known as “housing porters,” are also demanding the private operator of these facilities address alleged hazardous conditions, inedible food and other issues.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'We are being exploited for our labor and are being paid $1 per day to clean the dormitories. Meanwhile, private prison corporations like The GEO Group receive tens of millions each year to accommodate us detained in ICE custody.'","name":"pullquote","attributes":{"named":{"size":"medium","align":"right","citation":"Statement from Golden State Annex strikers","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Both of the U.S. Immigration and Customs Enforcement facilities facing a work stoppage — Golden State Annex in McFarland since June 6 and the Mesa Verde ICE Processing Center in Bakersfield for 55 days, according to immigrant advocates — are operated by \u003ca href=\"https://www.geogroup.com/\">The GEO Group\u003c/a>, one of the largest for-profit prison companies in the U.S.\u003c/p>\n\u003cp>“We are being exploited for our labor and are being paid $1 per day to clean the dormitories,” strikers at Golden State Annex said in a statement released last week. “Meanwhile, private prison corporations like The GEO Group receive tens of millions each year to accommodate us detained in ICE custody.”\u003c/p>\n\u003cp>Many detainees participate in the volunteer working program to afford what they say are high-cost phone calls and commissary items such as dental floss and tortillas.\u003c/p>\n\u003cp>GEO, which runs four out of seven active immigration detention centers in California, \u003ca href=\"https://www.businesswire.com/news/home/20220502005931/en/The-GEO-Group-Reports-First-Quarter-2022-Results\">reported\u003c/a> total revenues of $551 million in the first quarter of 2022. The Florida-based company also operates secure facilities in the United Kingdom, Australia and South Africa.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"fullwidth"},"numeric":["fullwidth"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch3>State regulators launch investigation\u003c/h3>\n\u003cp>The labor strikes come as California’s Division of Occupational Safety and Health, also known as Cal/OSHA, is investigating conditions for workers detained at Golden State Annex, in response to a complaint alleging serious violations at the facility.\u003c/p>\n\u003cp>The complaint to Cal/OSHA, which was filed by the California Collaborative for Immigrant Justice last month on behalf of seven detainees, charges that they work and live in a toxic environment that includes black mold patches up to 10 inches wide in the showers, and black fibrous dust particles that HVAC vents spew into the dormitories.\u003c/p>\n\u003cp>The company has also allegedly failed to provide these workers with proper protective equipment, cleaning materials and training on how to handle mold-infested areas, according to the complaint.\u003c/p>\n\u003cp>“The environment here is very, very unsanitary,” said Garcia, one of the housing porters who complained to state regulators. “The mold in the showers… is very dangerous, we shouldn’t be cleaning there. We’ve raised the issue countless times with the administration with no result, no solution.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'The environment here is very, very unsanitary. The mold in the showers… is very dangerous, we shouldn’t be cleaning there. We’ve raised the issue countless times with the administration with no result, no solution.'","name":"pullquote","attributes":{"named":{"size":"medium","align":"left","citation":"Housing Porter Garcia","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>KQED is not using the full names of complainants, who have requested anonymity from Cal/OSHA during its investigation because they fear retaliation during detention.\u003c/p>\n\u003cp>The agency, which declined to comment on its inspection, has six months to issue citations if any violations are found.\u003c/p>\n\u003cp>A California bill enacted last year, \u003ca href=\"https://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=202120220AB263\">AB 263\u003c/a>, clarifies that private operators of immigrant detention centers must follow all state occupational health and safety regulations and public health orders.\u003c/p>\n\u003cp>Vladimir, who was included in the complaint, said he developed a persistent cough and shortness of breath while working at Golden State Annex. He said X-ray images revealed a dark spot in one of his lungs, but it remains undiagnosed. He fears it is connected to exposure to mold.\u003c/p>\n\u003cp>Breathing mold spores can lead to asthma, respiratory infections, cough and difficulty breathing, according to the \u003ca href=\"https://www.cdph.ca.gov/Programs/CCDPHP/DEODC/EHLB/AQS/Pages/Mold.aspx#HealthEffects\">California Department of Public Health\u003c/a>.\u003c/p>\n\u003cp>“I am afraid because my lung has been impacted. I have problems breathing,” the father of five said in Spanish. “The dust and mold are bad for our health and unfortunately, we are in a place where it feels that they don’t care about our health.”\u003c/p>\n\u003ch3>The GEO Group responds\u003c/h3>\n\u003cp>A spokesperson for GEO said the company strongly rejects the allegations while also denying a strike is taking place.\u003c/p>\n\u003cp>“Our ICE Processing Centers, including the Golden State Annex, are maintained in accordance with all applicable federal sanitation standards, with or without the contributions of Voluntary Work Program participants,” the spokesman said in a statement. “Choosing not to participate in a voluntary program cannot constitute a labor strike.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"'We want California to use its authority to protect the health and safety of these workers. And that means going in to inspect the facility. And we want them to take appropriate action, be that fines, be that requiring GEO to address some of these issues.”'","name":"pullquote","attributes":{"named":{"size":"medium","align":"right","citation":"Legal Director Lisa Knox, California Collaborative for Immigrant Justice","label":""},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The company also rejected the allegation that Golden State Annex has not adequately implemented COVID-19 protections required for employers in California. State \u003ca href=\"https://www.dir.ca.gov/title8/3205.html\">rules\u003c/a> include notifying employees within one business day if they were exposed to an infected person, and training workers on the employer’s policies to protect them from virus hazards.\u003c/p>\n\u003cp>Attorney Lisa Knox, who helped detainees submit the Cal/OSHA complaint, said GEO’s health and safety record shows the company can’t be trusted to fix current problems at detention centers on its own.\u003c/p>\n\u003cp>“We want California to use its authority to protect the health and safety of these workers. And that means going in to inspect the facility,” said Knox, legal director at the California Collaborative for Immigrant Justice. “And we want them to take appropriate action, be that fines, be that requiring GEO to address some of these issues.”\u003c/p>\n\u003cp>Knox and other advocates have requested that California’s attorney general investigate additional potential labor issues at the detention center, such as minimum wage violations.\u003c/p>\n\u003cp>A spokesperson for California Attorney General Rob Bonta’s Office said the office is reviewing that request, but declined to comment further.\u003c/p>\n\u003cp>“To protect its integrity, we’re unable to comment on a potential or ongoing investigation,” the spokesperson wrote in an email.\u003c/p>\n\u003cp>A federal judge in Riverside ruled earlier this year that detainees working at another GEO-run facility in Southern California are considered employees under state law, Knox said.\u003c/p>\n\u003ch3>Is it wage theft? Dispute playing out in other states\u003c/h3>\n\u003cp>Last fall, a federal judge in Washington state ordered GEO to pay \u003ca href=\"https://www.seattletimes.com/business/private-prison-company-ordered-to-pay-23-2m-in-tacoma-detainee-minimum-wage-cases/#:~:text=The%20first%20trial%20ended%20in,and%20awarding%20the%20back%20pay\">$23.2 million\u003c/a> for failing to pay minimum wage to immigrant detainees who volunteered to cook and clean for $1 a day while held at a facility in Tacoma. The lawsuit was brought by Washington state’s attorney general and other plaintiffs.\u003c/p>\n\u003cp>GEO responded to the ruling by \u003ca href=\"https://www.knkx.org/law/2021-11-05/geo-group-halts-work-program-at-tacoma-jail-instead-of-upping-detainee-pay\">reportedly\u003c/a> closing its worker program at the Tacoma detention center. The company is seeking to reverse the judge’s order before the 9th U.S. Circuit Court of Appeals, arguing that states lack the authority to dictate how much to pay detainees because the work program they volunteer for is established by the federal government and is paid for by federal dollars.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"aside","attributes":{"named":{"label":"More Stories ","tag":"immigrant-detention"},"numeric":[]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Last month, Bonta joined more than a dozen other attorney generals to support the state of Washington in the ongoing lawsuit against GEO.\u003c/p>\n\u003cp>“Washington’s Minimum Wage Act advances the important public interest states have in protecting their workers and the broader community from the economic burdens that result from unscrupulous and exploitative employment practices,” according to the \u003ca href=\"https://oag.ca.gov/news/press-releases/attorney-general-bonta-leads-multistate-coalition-defense-state-minimum-wage\">brief\u003c/a> filed with the Ninth Circuit Court of Appeals last month.\u003c/p>\n\u003cp>Cal/OSHA has inspected at least one other immigration detention center in the state for worksite violations. After a guard at the Otay Mesa Detention Center in San Diego died of COVID-19 last year, the agency \u003ca href=\"https://www.osha.gov/pls/imis/establishment.inspection_detail?id=1530188.015\">fined\u003c/a> the facility’s operator, CoreCivic Inc., more than $23,000 for, in part, failing to meet reporting requirements about the death, according to agency records. CoreCivic contested the fines, and the case remains open.\u003c/p>\n\u003cp>Immigrant advocates say Cal/OSHA’s inspection of Golden State Annex is the first in California to be prompted by a complaint on behalf of detained workers.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>","attributes":{"named":{},"numeric":[]}},{"type":"component","content":"","name":"ad","attributes":{"named":{"label":"floatright"},"numeric":["floatright"]}},{"type":"contentString","content":"\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003c/div>\u003c/p>","attributes":{"named":{},"numeric":[]}}],"link":"/news/11917597/immigrant-detainees-strike-over-working-conditions-california-regulators-investigate","authors":["8659"],"categories":["news_1169","news_8"],"tags":["news_6145","news_27626","news_24238","news_31251","news_21027","news_6884","news_23687","news_22215","news_20202","news_31252"],"featImg":"news_11917627","label":"news"}},"programsReducer":{"possible":{"id":"possible","title":"Possible","info":"Possible is hosted by entrepreneur Reid Hoffman and writer Aria Finger. 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And you join us on the journey to find the answers.","imageSrc":"https://cdn.kqed.org/wp-content/uploads/2024/04/Bay-Curious-Podcast-Tile-703x703-1.jpg","imageAlt":"\"KQED Bay Curious","officialWebsiteLink":"/news/series/baycurious","meta":{"site":"news","source":"kqed","order":"4"},"link":"/podcasts/baycurious","subscribe":{"apple":"https://podcasts.apple.com/us/podcast/bay-curious/id1172473406","npr":"https://www.npr.org/podcasts/500557090/bay-curious","rss":"https://ww2.kqed.org/news/category/bay-curious-podcast/feed/podcast","google":"https://podcasts.google.com/feed/aHR0cHM6Ly93dzIua3FlZC5vcmcvbmV3cy9jYXRlZ29yeS9iYXktY3VyaW91cy1wb2RjYXN0L2ZlZWQvcG9kY2FzdA","stitcher":"https://www.stitcher.com/podcast/kqed/bay-curious","spotify":"https://open.spotify.com/show/6O76IdmhixfijmhTZLIJ8k"}},"bbc-world-service":{"id":"bbc-world-service","title":"BBC World Service","info":"The day's top stories from BBC News compiled twice daily in the week, once at weekends.","airtime":"MON-FRI 9pm-10pm, TUE-FRI 1am-2am","imageSrc":"https://cdn.kqed.org/wp-content/uploads/2024/04/BBC-World-Service-Podcast-Tile-360x360-1.jpg","officialWebsiteLink":"https://www.bbc.co.uk/sounds/play/live:bbc_world_service","meta":{"site":"news","source":"BBC World Service"},"link":"/radio/program/bbc-world-service","subscribe":{"apple":"https://itunes.apple.com/us/podcast/global-news-podcast/id135067274?mt=2","tuneIn":"https://tunein.com/radio/BBC-World-Service-p455581/","rss":"https://podcasts.files.bbci.co.uk/p02nq0gn.rss"}},"code-switch-life-kit":{"id":"code-switch-life-kit","title":"Code Switch / Life Kit","info":"\u003cem>Code Switch\u003c/em>, which listeners will hear in the first part of the hour, has fearless and much-needed conversations about race. Hosted by journalists of color, the show tackles the subject of race head-on, exploring how it impacts every part of society — from politics and pop culture to history, sports and more.\u003cbr />\u003cbr />\u003cem>Life Kit\u003c/em>, which will be in the second part of the hour, guides you through spaces and feelings no one prepares you for — from finances to mental health, from workplace microaggressions to imposter syndrome, from relationships to parenting. The show features experts with real world experience and shares their knowledge. Because everyone needs a little help being human.\u003cbr />\u003cbr />\u003ca href=\"https://www.npr.org/podcasts/510312/codeswitch\">\u003cem>Code Switch\u003c/em> offical site and podcast\u003c/a>\u003cbr />\u003ca href=\"https://www.npr.org/lifekit\">\u003cem>Life Kit\u003c/em> offical site and podcast\u003c/a>\u003cbr />","airtime":"SUN 9pm-10pm","imageSrc":"https://cdn.kqed.org/wp-content/uploads/2024/04/Code-Switch-Life-Kit-Podcast-Tile-360x360-1.jpg","meta":{"site":"radio","source":"npr"},"link":"/radio/program/code-switch-life-kit","subscribe":{"apple":"https://podcasts.apple.com/podcast/1112190608?mt=2&at=11l79Y&ct=nprdirectory","google":"https://podcasts.google.com/feed/aHR0cHM6Ly93d3cubnByLm9yZy9yc3MvcG9kY2FzdC5waHA_aWQ9NTEwMzEy","spotify":"https://open.spotify.com/show/3bExJ9JQpkwNhoHvaIIuyV","rss":"https://feeds.npr.org/510312/podcast.xml"}},"commonwealth-club":{"id":"commonwealth-club","title":"Commonwealth Club of California Podcast","info":"The Commonwealth Club of California is the nation's oldest and largest public affairs forum. 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