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Labor bills land on Governor Gavin Newsom’s desk

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Over 17 years of working in various McDonald’s restaurants In Southern California, Lisette Aguilar said she has faced many grievances, from sexual harassment to retaliation for seeking safer working conditions during the COVID-19 pandemic.

so when California legislators approved The nation’s first type of legislation—estimated to give more than half a million fast food workers more protections—Aguilar saw it as a victory. She said her voice was finally heard.

The high-profile bill creates a new state-run board to set industry standards, including pay and safety conditions, made up of employees, worker advocates, franchisees, and franchisees. Governor Gavin Newsom I signed it into law on Labor Day.

Society member Chris Holden, D-Pasadena, said he “ensures all voices at the table are heard and taken into account.”

For Aguilar, 41, it is ensuring that future generations of workers receive better wages and protection in the workplace.

This law means that many grievances will end. We will have better wages; There will be an end to wage theft. “We will be able to provide workplace safety,” said Aguilar, who now works at a McDonald’s in Los Angeles’ Boyle Heights neighborhood, in Spanish. “This is a great victory.”

Although it has garnered national attention, the fast-food bill — dubbed the Quick Recovery Act — isn’t the only business-related bill sent to the governor’s office before the hearing ends on the last day of August.

“A lot of things had to be ironed out during labor, but at the end of the day, we all found a way to make sure what was important to workers got to the governor’s office,” David Huerta, SEIU California president said.

Here’s a look at just a few of these bills and their potential impact on Southern California. (It should be noted that none of these bills have been signed into law as of Friday, September 2. They have been passed by the legislature before the session closes and they are awaiting a decision by Governor Gavin Newsom.)

employee leave

this is the lawBuffy Weeks, de Richmond, of the Society, expands who an employee can take time off work to care for to include a “certain person.”

The selected person can be a blood relative (important in multigenerational homes) or someone the employee considers to be a selected family member, such as an unmarried partner.

This does not add additional or new vacation time but allows an employee to use their time to care for someone they consider family, said Katie Doberg, political organizing director for the California Work and Family Alliance.

“It’s really important that our vacation laws reflect how California families really are,” Doberg said. “The definition of family under our leave law is based on this nuclear family model that does not reflect California families.”

Duberg added that opening California’s Family Rights Act to more people would also affect health care.

We know that receiving care from a family member has important health outcomes. She said people who are seriously ill and who receive care from a family member are less likely to be accepted into nursing homes.

then there law Project From Senator Maria Elena Durazo, D-Los Angeles, to adjust the amount of wage payments to workers on paid family leave or disability they can receive. For those earning less than $57,000 per year, they will be eligible for 90% of their regular wages, as opposed to 70% as now, starting in 2025, According to CalMatters.

Safety announcements in the workplace

You may have noticed that workplaces must post smeared signs to inform workers of their rights and make clear citations and special orders – written in English.

But the association member died Hani law Project Requires the provision of employee notifications by Cal/OSHA in California’s top seven non-English languages ​​as determined by a recent US Census Bureau study: Spanish, Cantonese, Mandarin, Vietnamese, Tagalog, Korean, Armenian, as well as Punjabi, a lingua franca among food processing workers in the state.

Other information in Cal/OSHA publications may need to include a department contact, where employees can find citations against the employer, a notice that the employer must report the risks in a language and manner employees can understand, and any safety or health violations found in Cal/OSHA publications. / OSHA during investigations.

Single-page posts can be stapled together – allowing workers to navigate to find the language they understand.

Hani noted that the industries with the highest death rate related to the epidemic use non-English mother tongue speakers.

“We want to bridge the language gap for essential workers who have emerged in person during the COVID-19 pandemic by making sure that safety information is available in their language,” Hani said.

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