Worker's World Today - Issue 55

NYC Company That Faked Worker Safety Training Makes National

BY AMIR KHAFAGY

Although Ivan Frias, 36, was certified in fall protection by Valor Security & Investigations, on Nov. 28, 2022, he fell 15 floors to his death while working on a non-union construction site in the Upper West Side. His death became another grim statistic as it was the third death of a worker that month. The year 2022 was a particularly deadly year for construction workers in New York, with 24 construction workers losing their lives on the job, up from 17 just the year before.

Most were immigrants like Frias who had immigrated to the U.S. from Mexico.

Yet, Frias’ death forced rare retribution for New York’s construction industry.

On Feb. 28, Manhattan’s District Attorney Alvin L. Bragg Jr. and the New York City Department of Investigation (DOI) announced the indictment of six of Valor’s executives and employees for operating a sham safety training school that targeted immigrant workers, including Frias.

Valor had filed paperwork earlier certifying that Frias had completed a 10-hour safety

BY CHRIS TOBIAS, WWT EXCLUSIVE

Boredom at work is a widespread issue that affects individuals in various industries and job roles. A study by the National Center for Biotechnology Information (NCBI) has underscored this, revealing that nearly 70% of employees experience boredom at work. This not only leads to decreased motivation, productivity, and job satisfaction but also has adverse effects on team dynamics, organizational culture, and overall performance. This article will delve into eight effective strategies to combat boredom at work and address its detrimental consequences.

How Do I Heal and Move Past the Betrayal in My Marriage? ...16

Washington, DC: Following the lead of Texas and its “show me your papers” SB4 law, multiple Republican-controlled states are enacting or seek-

NYC Food Delivery Workers’ Rights

Your Rights

Free insulated food delivery bag after 6 deliveries

Apps must give you a bag. You can decide whether to use it.

More control over your deliveries

• You can limit how far you will go from restaurants and pick which bridges or tunnels you will use.

• Apps cannot offer you trips outside the limits you set, and you have the right to change your limits.

Advance notice of delivery details

Apps must tell you the pickup address, estimated time and distance for trip, tip, and pay before you accept a trip.

Better access to restaurant bathrooms when you pick up orders

Exceptions apply. Contact DCWP.

More information about your pay

Apps that take customer orders directly must tell you how much the customer tips for each delivery and your total pay and tips for the previous day. Exceptions apply. Contact DCWP.

Payment at least once a week

Apps cannot charge a fee to process your payment.

Minimum pay rate (Effective 1/1/2023)

New York City will set a minimum pay rate and may update it from time to time.

No Retaliation

It is illegal to punish or deactivate workers for exercising their rights. Workers should immediately contact DCWP about retaliation.

File a Complaint

The Department of Consumer and Worker Protection (DCWP) enforces the law. For more information or to file a complaint:

• Visit nyc.gov/DeliveryApps

• Email OLPS@dcwp.nyc.gov

• Call 311 (212-NEW-YORK outside NYC) and ask for “Delivery Worker”

DCWP will not share your identity without your prior consent.

You can also file a case in court. However, you cannot have a complaint with DCWP and a claim in court at the same time.

Supports Workers’ World Today

Recently, I was in Albany fighting and seeking support of A1261/S1947, legislation that will create a clear definition of public work and level the playing field for New York’s contractors.

District Council 9 Painters and Allied Trades Union (DC9), the union for painters, prides itself on being a strong advocate for workers’ rights and safety. We are excited about this new publication, Workers’ World Today, which covers the issues of relevance and concern for all workers. We are encouraged that all workers: blue and white collar will have a voice and platform.

Congratulations on your inaugural issue. We wish much success to the leaders and team of Workers’ World Today and pledge our support.p

Davon Lomax Political Director, DC9

Death on the Job: The Toll of Neglect, 2024

BY AFL-CIO

This 2024 edition of “Death on the Job: The Toll of Neglect” marks the 33rd year the AFL-CIO has produced a report on the state of safety and health protections for America’s workers. The Occupational Safety and Health Act, promising every worker the right to a safe job, has been in effect for more than 50 years, and nearly 690,000 workers now can say their lives have been saved since the passage of the OSH Act.

Over the last 50 years, there has been significant progress toward improving working conditions and protecting workers from job injuries, illnesses and deaths. Federal job safety agencies have issued many important regulations on safety hazards and health hazards like silica and coal dust, strengthened enforcement and expanded worker rights. These initiatives undoubtedly have made workplaces safer and saved lives, but much more progress is needed.

Over the years, progress has become more challenging, as employers’ opposition to workers’ rights and protections has grown, and attacks on unions have intensified. Big corporations and many Republicans have launched an aggressive assault on worker protections. They have used their power and influence to attempt to deregulate the work environment, shift the responsibility to provide safe jobs from employers to individual workers, and undermine the core duties of job safety and health agencies. The unnecessary political polarization of critical issues like climate change and the COVID-19 pandemic have exacerbated and introduced new chal-

lenges to longstanding prob lems of heat and infectious diseases exposures in the workplace, but these real threats from existing and emerging hazards need to be addressed under the duties of the OSH Act. Other real, everyday threats like workplace violence and job fatality rates for workers of color are only getting worse.

But our job safety agencies have been flat-funded for years, not even keeping up with inflation. Meanwhile, these agencies’ responsibilities have grown with increasing employment and emerging hazards. There needs to be a renewed focus and commitment to these agencies from both lawmakers and the public.

The Biden and Trump administration’s records on worker safety and health differ drastically. The Biden administration’s job safety agencies have had to repair and rebuild after four years of decimation rife with understaffing, repeal of worker safety laws, limits on public access to information and the inability to issue even the most basic of long-overdue protections. Instead, the Biden administration has improved transparency of information about loved ones lost on the

job to honor them and to prevent these tragedies for other families, bolstered enforcement initiatives to hold accountable the employers who violate the law and put workers in danger, strengthened policies to protect vulnerable workers with the greatest risks of dying on the job and facing retaliation, and issued milestone regulations to save workers’ lives and improve their livelihoods.

Just recently, the Biden administration used the first action under the amended Toxic Substances Control Act to ban current uses and imports of chrysotile asbestos, after decades of weak laws and inaction that have put the United States behind other countries; issued a rule to protect communities from facilities that store, use or manufacture chemicals; clarified the rights of workers to choose their own representation during inspections; issued a rule to protect mineworkers from silica exposure; issued a rule to require large employers to fall in line with other-sized employers on injury reporting to OSHA and anti-retaliation measures for workers who report injuries; and worked across agencies to protect immigrant workers whose employers are involved

in a workplace safety and health investigation.

The nation must remain committed to protecting workers from job injury, disease and death and to ensure Occupational Safety and Health Administration (OSHA) investigations have access to all of the relevant facts and witnesses that often are blocked by employers. We must prioritize preventing injury, illness and death at work in order to restore dignity and justice to working people, improve livelihoods, and reduce burdens on families and communities. Employers must meet their responsibilities under the law to protect workers and be held accountable if they put workers in danger. Only then can we fulfill the promise of good jobs to include a safe and healthy job for all of America’s workers. There is much more work to be done to ensure the fundamental right to a safe job is a reality for all.p

Download the report at www.workersworldtoday.com

Workers’ Matters

Dangerous Employers/ continued from page 1

training course, including an 8hour fall protection course that could have saved Frias’ life. In truth, Frias was never trained by Valor and his death triggered the investigation that would ultimately lead to Valor’s downfall.

But today as Workers’ Memorial Week draws to a close, the National Conference on Worker Safety and Health released its annual “Dirty Dozen” report highlighting the most dangerous employers and companies that put workers’ lives at risk.

This year, among the national companies singled out for their poor worker safety records such as Uber and the Waffle House, was New York-based Valor Security & Investigations.

“Companies like Valor who take advantage of workers and fraudulently offer fake Site Safety Training cards are some of the dirtiest low-road actors in our communities,” said Charlene Obernauer, executive director of the New York Committee for Occupational Safety and Health (NYCOSH).

“Workers die as a result of these fake cards, and Valor must be held accountable.”

Jessica E. Martinez, co-executive director of National COSH, says that Valor earned its place in this year’s “Dirty Dozen” report for its egregious harm to workers.

“Selling fake safety certificates to workers who never receive real training is one of the most cynical, horrible abuses we’ve ever encountered,” she said. “I don’t know how these people live with themselves, taking money from vulnerable workers and then leaving them with no defense, no training, no support in the face of dangerous hazards that can maim or kill.”

Court documents allege that Valor claimed to have trained approximately 20,000 students between December 2019 and April 2023. That would have made them the third-largest producer of safety certifications in the city.

Despite Valor’s claims that they provided “safety training, safety inspections, safety plans, and security services” that promised to comply with governmental regulatory agencies, they instead conducted an elaborate scheme that issued thousands of safety certificates and cards to workers without ever training them.

The company conspired with

brokers, such as licensed plumbers and an NYCHA employee, to obtain 40-hour OSHA safety cards, supervisor cards, and specialized training cards. Valor would charge a worker between $300 to $600 for a basic safety training card. Financial statements obtained by the Manhattan DA show that Valor’s then president, Alexander Shaporov, raked in nearly $1 million from the scheme. Many of the payments were deposited via Zelle into his personal bank account, for which Shaporov was able to acquire, among other things, several homes, luxury cars, jewelry, and a yacht, according to the DA.

Six of Valor’s executives and employees, including Shaporov, were charged with Enterprise Corruption and 261 individual acts related to their years-long scheme. In charging Valor with Enterprise Corruption, the DA accused the company of being engaged in an enterprise that they knew was criminal.

They were also charged with multiple counts of criminal possession of a forged instrument in the second degree and

offering a false instrument for filing in the first degree in regards to their issuing of fake certificates and cards. The Manhattan DA is also holding the company personally liable for Frias’ death.

Bragg has charged Shaporov and four other Valor employees each with one count of reckless endangerment in the second degree for their role in Frias’ death.

“We also allege that the death of one recipient, Ivan Frias, may have been prevented if not for the defendants’ reckless failure to train him,” said DA Bragg in a statement. “With our partners at DOI and DOB, we are determined to root out fraud, especially when it puts New Yorkers at risk. We will not let harm come to workers because companies want to turn a quick profit.” p

Amir Khafagy is an award-winning New York City-based journalist. He is currently a report for America Corps member with Documented. Much of Amir’s beat explores the intersections of labor, race, class, and immigration. Article published on Documented on April 25, 2024. Reprinted with permission.

The Heart-Wrenching Decision of Choosing a Guardian for Your Kids

BY MARY CAMPBELL

Estate planning is a crucial step in ensuring the well-being and security of your loved ones in the event of your passing. Among the myriad decisions to be made, none is more emotionally taxing than selecting a guardian for your children. The thought of someone else stepping into your shoes to raise your children is undoubtedly daunting, but it's a vital aspect of planning for the unexpected.

The Weight of the Decision

For many parents, the idea of not being there for their children is difficult to contemplate. However, life is unpredictable, and preparing for the worst can provide peace of mind. Choosing a guardian involves not only considering who would provide for your children's basic needs but also who would

offer them love, stability, and a nurturing environment.

Tips for Selecting a Guardian Assess Values and Lifestyle: Consider the values, beliefs, and lifestyle of potential guardians. Look for someone who shares your parenting philosophy and would raise your children in a manner consistent with your principles.

Emotional Connection:

Choose someone with whom your children already have a strong emotional bond. This could be a family member, a close friend, or even a trusted

mentor.

Parenting Ability:

Evaluate the parenting skills and capabilities of potential guardians. While they may adore your children, ensure they have the practical skills and emotional capacity to provide care and guidance.

Stability:

Stability is crucial for children, especially during times of upheaval. Select guardians who can offer a stable home environment and consistent routines.

Financial Responsibility:

Consider the financial resources of potential guardians. While financial means shouldn't be the sole determining factor, it is important to choose someone who can comfortably provide for your children's needs.

Willingness:

Have an open and honest conversation with potential guardians about their willingness to take on the responsibility. If they decline, respect their decision and continue your search.

Legal Considerations:

Consult with an attorney to ensure your choice aligns with legal requirements and to formalize your decision through proper documentation.

The Process of DecisionMaking

Choosing a guardian is not a

decision to be made lightly or hastily. It requires thoughtful consideration, introspection, and even difficult conversations with loved ones. It's natural to feel overwhelmed or conflicted during this process, but remember that your priority is the well-being of your children.

Planning

Selecting a guardian for your children is one of the most profound acts of love and responsibility a parent can undertake. While the decision may be fraught with emotion and uncertainty, it is essential to face it head-on as part of your estate planning efforts. By carefully considering the tips outlined above and engaging in open communication with potential guardians, you can make a decision that provides comfort and security for you and your children, whatever the future may hold.p

Workers’ Safety

Why Are Workplace Injuries and Fatalities On the Rise in New York?

BY JAMES A. PARROTT CENTER OF NEW YORK CITY AFFAIRS

Earning a living in New York’s private sector is steadily and seriously becoming more hazardous.

Nearly 200,000 workers are injured annually in New York State. As the figure below indicates, the incidence of workplace injuries and illnesses per 100 full-time workers has increased in New York State over the past three years and was a quarter higher than the national rate in 2022 (the most recent annual data). It also shows that the state’s workplace injury rates are up since 2019, and exceed U.S. levels.

New York workplace fatalities have averaged 250 annually over the past decade, more than 10 percent greater than in the first decade of this century. Most workplace injuries occur in predominantly low-wage industries or in industries, like construction, which hire many low-wage workers. Nursing homes, warehouses, hospitals, food manufacturing, and hotels have the highest incidence

of workplace injuries. Statewide, immigrants hold over one-third of all jobs in many higher-than-average injury-prone low-wage industries.

Two recent reports spell out the hazards facing all too many New York workers. A February report from the National Employment Law Project (NELP) found that the injury rate per 100 full-time warehouse workers in New York State more than doubled from 3.6 in 2017 to 8.8 in 2022. For 2022, this meant that the warehouse injury rate was one injury for every 11 workers. This is truly scandalous given the 120 percent increase in New York’s warehouse workforce over that five-year period due to the rapid growth in ecommerce. The number of New York warehouse injuries jumped five-fold between 2017 and 2022. The most common warehouse injuries include sprains and lower back injuries.

The rapid rise in warehouse injuries has come in a period when Amazon and other large retailers have opened large fa-

cilities in New York where package flow is fast-paced and workers are closely monitored to ensure maximum productivity with little regard for their health and safety. A 2023 University of Illinois survey of Amazon workers from across the country found that 41 percent reported experiencing onthe-job injuries; 69 percent had needed to take unpaid time off due to pain or exhaustion in the month before being surveyed.

Construction is an even more hazardous job. Citing U.S. Bureau of Labor Statistics (BLS) data, the New York Committee on Occupational Safety and

Health (NYCOSH) In February reported that there were 24 construction worker fatalities in New York City in 2022, up from 20 the year before and the same number as in pre-pandemic 2019, when New York City construction employment was 13 percent greater. While construction accounted for 3.1 percent of all jobs in the city in 2022, the industry accounted for over a quarter of the 83 occupational fatalities in the city that year.

NYCOSH reports that Latinx workers experienced a disproportionate percentage of New York’s construction fatalities and that, generally, immigrant

workers pay a high price for employers who willfully violate safety and health regulations. Immigrant workers are less likely to report safety violations out of fear of retaliation from employers and government agencies, according to NYCOSH.

Workplace health and safety has suffered in other occupations, too. Partly as a result of staffing shortages, BLS incidence rates for nonfatal occupational injuries and illnesses in hospitals more than doubled in New York hospitals from 2018 to 2022 and rose by 94 percent in nursing homes. In 2022, hospitals recorded 13,700 cases of workers missing one or more days of work due to occupational injury –the highest number in any industry. The retail industry had the second-highest number (10,200) of such cases.

New York State’s workers’ compensation system serves a dual function: to cover the medical care for injured workers and compensate them for lost earnings, and also to ensure that businesses responsi-

continued on page 7

Workplace Injuries/ continued from page 6 bly invest in minimizing workplace injuries and illnesses. Clearly, it hasn’t been fulfilling that duty in recent years. Nor has it been doing enough to care for workers injured on the job.

Under workers’ compensation, injured workers receive an indemnity benefit (compensation for lost earnings separate from payment for medical costs) equal to a maximum of two-thirds of their prior year’s average weekly wages. When physical impairment from a workplace injury is less than 100 percent, benefits are adjusted accordingly. So relatively few workers receive maximum benefits. Legislative changes over the past two decades have made some adjustments in benefit levels but generally have reduced disability payments by capping benefit duration at 10 years for permanent partial disability and at 2.5 years for temporary disability – without regard for whether the worker has actually recovered.

Benefit payments are also

woefully inadequate, falling far short of lost earnings and posing an extra hardship on low-wage workers. Minimum and maximum benefits also trail those in neighboring states by about one-third.

In addition, administrative changes over the past 15 years have substantially added to the number and complexity of claim forms, medical reports for health care providers, and incident reports for employers. This has made the system considerably less transparent and

harder to access by many lowwage and immigrant workers, particularly those less than fluent in English. The Workers’ Compensation Board also has shifted away from holding hearings and toward issuing non-hearing decisions, leaving many workers without opportunities to seek clarity regarding their cases and rights.

Although the workers’ comp system doesn’t work well for workers, it delivers for workers’ comp insurers. Employer costs for workers’ compensa-

tion are about one percent of total employee compensation. Yet, insurance profits have soared while payments for indemnity and medical costs have fallen in absolute and relative terms. From 2014-2021, the total dollar amount of benefits fell nearly a third while insurance profits doubled to $1 billion annually. When investment gains are added to the excess of premium revenue over benefit and administrative costs, total workers comp profits averaged $2.1 billion annually for the five years ending in 2021.

Reforms are long overdue. New York’s minimum and maximum weekly benefit levels should be increased, adjusting them to reflect a worker’s earnings potential had they not been injured on the job (as urged by national experts on workers’ comp insurance).

The State Workers’ Compensation Board, the State Labor Department, and the State Insurance Fund (a quasi-state agency that is the workers’ comp insurer of last resort and that has a $10 billion surplus) also should get serious about working with employers to re-

duce workplace injuries. For high-risk industries targeted measures are warranted. A proposed “Warehouse Worker Injury Reduction Act” would mandate effective worker training to prevent musculoskeletal injury and worker health and safety committees to address workplace hazards. It would grant the Labor Department additional powers and budget resources to implement and enforce the act and establish a private right of action to allow employees to directly enforce their rights.

To improve construction workplace safety, NYCOSH recommends stepped-up safety inspections by the currently under-staffed City Department of Buildings, tougher penalties for criminally negligent construction companies, and expanded criminal prosecutions. Tailored approaches are also needed in other highinjury sectors to alleviate New York’s epidemic of workplace injuries.p

James A. Parrott is director of economic and fiscal policies at the Center for New York City Affairs at The New School.

Retail Workers Call For Urgent Passage of Retail Worker Safety Act

New York, NY): On April 17, members of the Retail, Wholesale and Department Store Union (RWDSU), joined by retail workers from across New York state, gathered on zoom to share stories and issues of retail violence in their workplaces with the media. Workers came together in the middle of Workplace Violence Awareness month to call for action on a critical piece of legislation that would provide significant protections for retail workers, the Retail Worker Safety Act S. 8358A / A. 8947A. The Act requires corporate retail employers to perform a formal risk assessment of workplaces and provide workers with specific safety training. For the retail workers toiling on the front lines, retail violence is a growing workplace issue that must be addressed. More information about the Retail Worker Safety Act can be found at:

rwdsu.org/retailworkersafety.

A recording of the virtual press conference can be viewed and is available for media use here, along with a list of all the worker spokespeople who bravely shared their incredible stories.

“The safety of our workers at Barnes & Noble USQ is put into question every time we clock in to work. We face daily harassment in various forms with little to no recourse to keep ourselves protected. Worker safety is a main reason our store unionized and it’s why we must pass the RWSA,” said Bear Spiegel, (He/Him), Bookseller at Barnes & Noble in Union Square, New York City, which was organized with the RWDSU in 2023 and is currently in negotiations for their first union contract.

“I have worked in the grocery industry for over 35 years, and I have seen my fair share of shoplifters and customer ha-

rassment. Companies are not doing enough to train workers on how to handle difficult situations with customers beyond telling a manager. We don’t know what to do in situations where we can’t get a manager – that’s why we need to pass the Retail Worker Safety Act. Nobody wants to go to work expecting to be assaulted by a customer or experience an active shooter, but they should know what to do if the unthinkable happens,” said Edwin Quezada,

(He/Him) Produce Manager at Stop & Shop in Long Island, New York and member of Local 338 RWDSU/UFCW.

“Today, you've heard directly from retail workers why common sense safety measures like the ones the Retail Worker Safety Act would implement are so critical to the basic protection of the people we interact with every day,” said Stuart Appelbaum, (He/Him) President of the Retail, Wholesale and Department Store Union (RWDSU).

“Employers can, and should, do more to protect their employees. That’s why we’re championing this critical law, which requires that retail employers take full responsibility to protect their workers from violence. Retail workers should not go to work every day in fear. Let’s tackle the issue of retail workplace safety in a comprehensive way and pass the Retail Worker Safety Act now!”

The Centers for Disease Control and Prevention (CDC) and National Institutes of Health (NIH) have designated April as Workplace Violence Awareness Month. Workplace violence is especially heightened in the New York retail sector where stores remain understaffed, and workers have limited safety mechanisms to keep themselves safe from often violent theft, harassment, and abusive and frustrated customers. The commonsense measures put forth in the Retail Worker Safety Act would go a long way to protecting thousands of retail workers across New York every day. Passing this critical legislation would immediately respond to a growing safety need we hear about in the news, but more importantly, one impacting New Yorkers who work where we shop every day. There is no reason retail workers should worry about going home to their families each shift and the Retail Worker Safety Act would start to change that.p

ADDITIONAL BACKGROUND:

RWDSU conducted a survey of our members related to workplace violence and found the following:

•Over 80% of respondents are worried about an active shooter coming into their workplace.

•Only 7% of workers report their employer has made changes in the workplace after a violent incident in order to make their work safer.

•57% of workers have experienced verbal harassment or intimidating conduct from a customer, co-worker, or manager within the last year.

•Over half of workers surveyed have received no training on how to deal with shoplifters.

•72% of workers would feel safer if they received regular training on how to be safe in the workplace, including understanding the risks they face, how to reduce those risks and what to do in the event violence occurs.

•88% of workers would feel safer if a silent panic button was installed.

Join the New York City Chapter of the New York State Alliance for Retired Americans!

The New York City Chapter of the New York State Alliance for Retired Americans (NYSARA), an affiliate member of the NYC CLC, is the local arm of the 4.4 million member national Alliance for Retired Americans (ARA). The ARA was founded by the AFL-CIO in 2001 and now has 1500 local chapters and 39 state affiliates. Through collective action, the Alliance works in collaboration with other groups to educate the public and lobby policymakers about the critical issues facing older Americans. These include: preserving and increasing pensions for current and future generations; expanding Social Security, Medicare and Medicaid; lowering the cost of prescription drugs; protecting people with pre-existing conditions; supporting voting rights by partic-

ipating in lawsuits against barriers to voting; endorsing proretiree candidates; and fighting for the wealthiest Americans to pay their fair share. These issues are important not only for present retirees, but also for all retirees-in-training and every family with older adult members.

Membership in the ARA is not restricted by age or union affiliation. For just $10 a year you can become a member activist. Because the unions listed below are already members of NYSARA, the yearly fee is waived for all current union members; just send your name, email address and zip code to Barry Kaufmann, NYSARA state president: president@newyorkstateara.org.

The list of NYSARA union members includes: NYSUT, UAW, RWDSU, CSEA, PEF,

1199/SEIU, UPFRA, Workers United, TWU/Local 100, SOAR, NYSNA, CWA and

Routine Maintenance of Various Systems In Your Home

BY EQUITY SMART REALTY INC

Learning about your property can feel overwhelming when you are a first-time homeowner. Your home has several systems that require routine maintenance. Knowing when to have systems serviced will help keep your home running smoothly. From the plumbing to the heating and cooling, understand that each system may need routine maintenance from time to time.

Your

Heating

And Cooling System

It's essential to keep your heating and cooling system current to maintain comfortable air temperatures in your home. If you have a whole-home system, it should be serviced once before the heating and cooling seasons. When filters are changed and your system is serviced, you are less likely to have to deal with emergency repairs. In addition, your

HVAC system will run more efficiently.

When You Have A Septic System

Waste water leaves your home through the town sewer system or a septic tank. If you have a septic system on your property, it needs to be serviced every other year. Check the records of your septic system to see when it was serviced previously.

Address Plumbing Issues

A leaky faucet is a localized problem, but discovering that all of the drains in your home are draining slowly is systemic. You need to repair small

leaks to avoid wasting water, while systemic problems must be addressed by a professional. If your drains aren't working correctly, you may have a block in your main sewer line. Know where the main shut-off valve is for the water coming into your home in an emergency.

Electrical Needs In Your Home

An electrical panel, usually located in your basement, controls your home's intricate electrical system. When a circuit trips, you must reset the circuit breaker. If your home consistently has problems

with a specific circuit, you should have the circuit checked by an electrician to see if it is overloaded.

Guidance

It's exciting to own a home for the first time. Once you understand the various systems in your home, it becomes easier to take care of your property. With good maintenance, you can help avoid emergency repairs to your home. If you're planning to put your home on the market, you may want to contact one of our real estate professionals for more information. Our professional team is happy to share our experience to help you make the bestselling decision. Call us 888-670-6791.p

Anti-Immigrant Bills

continued from page 1

ing to enact their copycat versions of state anti-immigrant legislation. Texas’ law is currently enjoined in the federal courts and could reach the Supreme Court before being enacted or rejected.

While the Texas and various state copycat laws purport to target undocumented immigrants, the impact would be felt well beyond the immigrant community should the laws navigate legal challenges. The outcome would include economic damage, civil rights violations, burdens on local law enforcement, and a dangerous balkanization of federal law as 25 or so “red states” enact their restrictive immigration, deportation, and border policies.

According to Vanessa Cárdenas, Executive Director of America’s Voice:

“The drive to politicize every part of immigration policymaking, predicated on the false and dangerous ‘invasion’ conspiracy that elites have conspired to replace native-born, white Americans, would create 50 states with 50 different immigration, border, and deporta-

tion policies. Not only would this be a clear violation of the Constitution and long-settled federal law, but it would harm our ongoing economic growth and vitality, compound existing worker shortages, and spread a climate of fear in immigrant families and beyond. Of course, creating the climate of fear about immigrant families is precisely the objective of politicians pushing these measures for political purposes.”

As CNN’s Catherine Shoichet writes in, “A controversial Texas law has become a blueprint for other states. Immigrant communities are worried”:

“Last month, Iowa lawmakers swiftly passed a bill that would allow local police to arrest some undocumented immigrants and give state judges the power to order deportations. And Wednesday, the state’s governor signed it. The law isn’t scheduled to go into effect until July 1, but Acosta and other advocates say concern and confusion are already running high in immigrant communities.

…Iowa is among at least nine states this year that have weighed restrictions mirroring portions of the Texas immigra-

Old & New Immigrants: Their Rights

tion law known as SB 4, according to the National Conference of State Legislatures. Proposals are still pending in some states. In others, they’ve failed to pass. It’s unclear how officials would enforce and fund the Iowa measure, which is known as SF 2340. It’s likely to face legal challenges, which means its implementation could be delayed or even blocked in court, like the Texas law that inspired it has been so far. But advocates say this uncertainty hasn’t eased worries about potential racial profiling and erosion of trust between law enforcement and communities.

…Enya Cid doesn’t plan to stick around to find out. Next month, the 21-year-old is scheduled to graduate with a political science degree from Grand View University in Des Moines. She was weighing grad school options last month when Iowa lawmakers voted to

pass the immigration bill. Cid says that pushed her to make a difficult decision about her future. “I no longer want to live in a state where I feel like I’m not valued,” says Cid, who was brought to the US from Mexico when she was a toddler and says she has lived in Iowa for the past 18 years.

Cid says she’s applied for a U visa, which provides legal residency and deportation protection for victims of crimes, and says she’s been granted a work permit while her application is pending. But she fears that wouldn’t stop her and many other undocumented immigrants in a similar position from being targeted under the new measure. In addition to Iowa’s new law, Cid says several recent immigration proposals in the state failed to clear the legislature. Altogether, they’ve “caused a lot of chaos and fear in my community,”

she says. Now, she says, despite her recent acceptance into grad school at the University of Iowa, that option is off the table. She’s planning to leave the state and weighing out-ofstate programs in Arizona and New Mexico, where she hopes to study urban planning. “I may not be eligible to vote,” she says, “but I can vote with my feet.”

In addition to copycat laws modeling the Texas “show me your papers” legislation, several other states are considering anti-immigrant measures or have already passed them. In Florida, for example, as NPR reported today, the Governor signed a bill to prohibit local entities from passing laws to protect workers who work outdoors from exposure to heat, which is similar to a law passed in Texas widely regarded as targeting immigrant workers in agriculture and construction. The Governor of Tennessee also signed a law that goes into effect in July that requires state law enforcement to contact federal immigration officials to inquire about the immigration status of anyone they encounter, as reported by El Tiempo Latino p

Immigrants Contribute Billions to Federal and State Taxes Each Year

BY STEVEN HUBBARD

Without fail, each Tax Day a prevalent myth resurfaces that conceals the truth about immigrants’ contributions to federal, state, and local taxes. Bolstered by social media and other outlets, it misleadingly asserts that immigrants, particularly those who are undocumented, evade taxes. The facts don’t back up these claims.

Immigrants, including undocumented immigrants, pay taxes. Our analysis of the 2022 American Community Survey (ACS) found that immigrants in the United States have a combined household income of $2.1 trillion and contribute $382.9 billion to federal taxes and $196.3 billion in state and local taxes, leaving them with $1.6 trillion in spending power.

Our findings underscore the fact that immigrants have significant economic influence, helping to support local com-

munities not only as consumers but also as taxpayers. Like all U.S. residents, immigrants do use public services, such as education, healthcare, and public safety.

But the economic contributions of immigrants far exceed the costs of those additional public services. A 2023 CATO study found that first-generation immigrants contributed an average of $16,207 per capita to the economy in 2018 yet cost an average of just $11,361. This resulted in a net fiscal benefit of $4,846 per immigrant in 2012 dollars.

Undocumented immigrants in the U.S. contribute to the tax system through sales, income, and property taxes, often using Individual Tax Identification Numbers (ITINs) to file income tax returns. In 2022, undocumented immigrants had a combined household income of $290.0 billion and paid $21.5 billion in federal taxes and $13.6 billion in state and local

taxes. Their combined spending power was $254.8 billion. Despite their substantial contributions, many do not qualify for the benefits their taxes support, such as social security and Medicare benefits or the Earned Income Tax Credit. Taxes paid by undocumented immigrants also help pay for public higher education, yet undocumented immigrants are also often unable to reap the benefits through in-state tuition options. An analysis of the Higher Education Immigration

Portal developed by the Presidents’ Alliance on Higher Education and Immigration, revealed that 26 states do not provide in-state tuition to undocumented residents. As we move through another tax season, addressing and dispelling the widespread misconceptions about immigrants and their tax contributions is crucial. The facts are undeniable: immigrants, including those who are undocumented, not only meet their tax obligations but also significantly en-

hance our economy through their contributions. Their collective household income leads to considerable federal and state tax payments, making a profound economic impact. Moreover, their spending power, running into trillions, highlights their indispensable role as consumers, and effective taxpayers, in our communities. Yet despite their notable contributions many immigrants, especially those who are undocumented, face a challenging contradiction. They contribute to services through their taxes yet remain ineligible to access several services. This situation lays the groundwork for a deeper conversation on fairness and community support. In addressing key immigration issues, our discussions and decisions must be founded on fact. This approach ensures that every member of our society is appropriately recognized for their contributions.p

AG James Secures More

Pathward Bank for Illegally

Collectors

New York Attorney General Letitia James secured more than $700,000 from Pathward, National Association (Pathward), a national bank formerly known as MetaBank, for unlawfully freezing customer accounts and illegally transferring money to debt collectors. An investigation by the Office of the Attorney General (OAG) found that Pathward illegally sent debt collectors tens of thousands of dollars from New Yorkers’ accounts and froze hundreds of customers’ accounts more than 1,400 times. New York law prohibits debt collectors from obtaining funds that include certain government benefits and prevents banks from freezing bank accounts with protected wages.

The OAG investigation found that Pathward regularly sent debt collectors funds that were government benefits or that should have been subject to the protected wages threshold. As a result of this agreement, Pathward is required to refund dozens of New Yorkers in the Bronx, Manhattan, Brooklyn, and Queens nearly $80,000 and pay $627,000 in penalties.

“Vulnerable New Yorkers had money taken out of their bank accounts by the very institution they trusted to protect them,” said Attorney General James. “Pathward’s illegal actions deprived New Yorkers of their hard-earned wages and critical government benefits. My office is refunding New Yorkers for every dollar they lost due to Pathward’s illegal

actions. If any New Yorker suspects that money is being improperly removed from their bank account, I encourage them to contact my office immediately.”

An OAG investigation found that from 2016 to 2022, Pathward illegally froze more than 1,400 accounts belonging to New Yorkers in violation of New York’s Exempt Income Protection Act (EIPA). The EIPA prohibits banks from freezing consumer accounts that include certain government benefits, such as Social Security benefits, veterans' benefits, disability insurance, and unemployment insurance, worth up to $3,425. The EIPA also bars banks from freezing bank accounts with protected wages, which is 240 times the

state's current minimum wage, meaning $3,840 for residents of New York City, Long Island, and Westchester, and $3,600 for all other New Yorkers.

The OAG investigation found that Pathward repeatedly instructed its third-party servicers to illegally freeze accounts and turn over consumers’ funds to debt collectors, in violation of the EIPA.

After 2020, Pathward failed to supervise its third-party servicers, which resulted in hundreds of additional illegal account restraints. For example, in April 2021, a thirdparty servicer froze a Pathward bank account that had a balance of less than $800, which is several thousand dollars below the wage

threshold under EIPA. The consumer could not access their account for a full year.

Pathward cooperated with OAG’s investigation and voluntarily began to remediate these illegal practices last year. As a result of today’s agreement, Pathward has agreed to make its remediations permanent and to change its account agreements going forward so that they accurately describe consumers’ rights and Pathward’s legal obligations.

In addition, Pathward is refunding $79,664 plus interest to approximately 88 New Yorkers whose funds were illegally turned over to debt collectors. The OAG will contact affected New Yorkers and distribute the refunds.p

The Costs of Workplace Violence Are Too High to Ignore

BY MIRANDA KITTERLIN-LYNCH THE CONVERSATION

Violence and harassment on the job are all too common: More than 1 in 5 workers worldwide have experienced it, according to the International Labor Organization, with women slightly more likely to be affected than men. In the U.S., more than 2 million workers face violence on the job each year – and those are just the cases that get reported.

The effects of workplace violence are profound, including physical and emotional suffering, destroyed careers and harm to companies and society. And it comes at a remarkable economic price. Although estimates differ, researchers have put the cost of workplace violence at as much as US$56 billion annually – and that’s likely an undercount.

As a professor who researches tourism, a field in

which workers are often mistreated, I’m all too aware of the dangers of violence and harassment. In this article, I’ll be following the International Labor Organization’s Convention No. 190, which defines “violence and harassment” together as acts that “result in, or are likely to result in, physical, psychological, sexual or economic harm.”

Service workers are at risk

No industry is free of violence, but the problem is prevalent in the service sector. For example, in 2021, 10,490 violent crimes were reported in U.S. restaurants. Up to 90% of women and 70% of men working in this field reportedly encounter some form of sexual harassment.

Similarly, a survey by the AFL-CIO found that 53% of hotel workers had experienced harassment on the job. From 2018 to 2020, the number of as-

the most from a cultural change around workplace violence.

while, 3 in 4 health care workers report exposure to workplace violence.

At the same time, men of color and women of all races, who are at elevated risk of having already experienced discrimination, are overrepresented among service industry employees. These are the people who stand to benefit

Companies fail to prioritize safety

A 2001 poll of executives by the insurance company Liberty Mutual showed that, on average, for every dollar invested in improving workplace safety, approximately $3 or more is saved. The potential for cost savings was made clear in another Liberty Mutual report

published about two decades later. It found that on-the-job violence cost the health and social services sector nearly half a billion dollars in 2022 alone.

Despite this fact, only about 30% of businesses have established safety and health programs, according to the U.S. Department of Labor’s Occupational Safety and Health Administration. In other words, companies are willing to shell out billions of dollars to deal with the effects of violence –lawsuits, insurance claims, staff turnover and property damage – while failing to invest in prevention.

The good news is that violence is now recognized by OSHA and the National Institute for Occupational Safety and Health as a significant public health issue in many workplaces in the U.S. In many instances, industry and government are taking the issue seri-

Get compensation for your loved one’s suffering. Call 855-768-8845 or visit www.askthelawyer.us

saults in grocery stores rose 63%, while assaults in convenience stores rose 75%. Mean-

Workplace Violence/ continued from page 14

ously. But what can be done?

Opportunities and solutions exist

Several big studies have looked at the effectiveness of various interventions against workplace violence. By implementing preventive measures such as training programs, effective reporting systems and regular risk assessments, and by maintaining a healthy work environment, organizations can significantly reduce the threat of workplace violence.

Research shows that a diversity, equity, inclusion and belonging lens in the workplace helps create a feeling of safety and confidence that fosters security. Many employees will have experienced forms of discrimination in varying degrees of severity throughout their time in the workplace. By adopting a DEIB-informed approach and expressing cultural sensitivity, workplaces can become safer environments for everyone.

It’s also crucial to have good data about the issue. Unfortunately, statistics on workplace

violence are often siloed by industry – or even at the company level – and lack detail about important factors such as gender, age and disability. Without better data collection, researchers will continue to have an incomplete understanding of the problem. Finally, there’s a role for social enterprises in fighting workplace violence. Speaking personally, in 2022 I became aware of a Chicago-based company, PAVE Prevention, which, using a human development approach, has developed organizational assessment tools to deliver curated human safety training. Their evidencebased approach encompasses a variety of interventions against

workplace violence and works toward creating meaningful change in industries across the country.

It will take robust cultural change to end harassment and violence in our societies, including in the workplace. But such change is possible. Using moral imagination, managers can lead businesses ethically and successfully. Profit doesn’t need to come at the cost of human well-being – or vice versa.p

Miranda Kitterlin-Lynch is an Associate Professor, Coca-Cola Endowed Professor, Florida International University

WORKERS HAVE RIGHTS!

The law says that employers cannot retaliate against workers for exercising their rights to a safe and healthful workplace under the Occupational Safety and Health Act. For example, workers have a lawful right to:

• Notify a supervisor or employer about a hazardous condition

• Report a workplace injury or illness

• Refuse to perform an extremely dangerous task where there is insufficient time to contact OSHA and the employee has requested and been unable to obtain abatement of the hazard

• Ask OSHA to inspect a workplace

If an employer has retaliated against you, act quickly! Workers must file a retaliation complaint with OSHA within 30 days after the alleged adverse action occurred or you became aware of it

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How Do I Heal and Move Past the Betrayal in My Marriage?

BY MARY CAMPBELL

Betrayal in marriage can be one of the most excruciating experiences one can endure. The emotional fallout can feel insurmountable, whether it's infidelity, deceit, or breaches of trust. However, while betrayal can fracture the very foundation of a marriage, it doesn't have to signify its end. With commitment, patience, and a willingness to heal, couples can navigate the treacherous waters of betrayal and emerge stronger on the other side.

Acknowledging the Pain

The first crucial step in overcoming betrayal is to openly communicate and acknowledge the pain. Betrayal strikes at the core of our sense of security and self-worth, leaving us feeling raw and vulnerable. Both partners must recognize

and validate each other's pain without judgment or defensiveness. This open and honest communication is key, where both parties can express their emotions without fear of reprisal, fostering a deeper understanding and empathy between them.

Understanding the Root Causes

To move forward, couples must delve into the root causes of the betrayal. Was it a result of unmet needs, unresolved conflicts, or external factors?

Understanding the underlying issues can help prevent future transgressions and foster empathy and understanding between partners. However, this process requires patience and introspection, which may uncover uncomfortable truths about oneself and the relationship.

Rebuilding Trust

Rebuilding trust, though challenging, is a journey that can be undertaken after betrayal. Once shattered, trust cannot be easily restored, but with consistent effort, transparency, and a willingness to be vulnerable, it can be rebuilt. Both partners must demonstrate trustworthiness through their actions, honor their commitments, and be accountable for their words and deeds. This may involve setting bound-

aries, seeking counseling, or engaging in activities that promote mutual respect and understanding.

Embracing

Forgiveness

Forgiveness is a powerful tool in the healing process, but it cannot be forced or rushed. It's a gradual journey that requires compassion, empathy, and a willingness to let go of resentment and bitterness. Forgiveness doesn't mean condoning or forgetting the betrayal; in-

stead, it's a conscious decision to release the grip of anger and hurt, allowing both partners to move forward with a renewed sense of hope and possibility.

Cultivating Resilience

Betrayal can leave scars that may never fully heal, but it doesn't have to define the future of a marriage. Cultivating resilience involves learning from past experiences, adapting to challenges, and finding strength in adversity. It's about recognizing that setbacks are a natural part of any relationship but facing them with courage and determination.

Seeking Professional

Help

Sometimes, overcoming betrayal may require the invaluable assistance of a trained therapist or counselor. Professional help can provide couples with the necessary tools continued on page 17

What is the Etiquette Around Armrests on a Plane?

BY PARADISE DESTINATIONS TRAVEL

Understanding and respecting armrest etiquette on an airplane is not just a matter of personal comfort, but also a crucial aspect of maintaining a harmonious atmosphere in the confined space of a cabin. The armrest, in this context, becomes a symbol of shared space and mutual consideration. So, what exactly is the etiquette surrounding armrests on a plane?

It's important to note that armrest etiquette is not a rigid set of rules, but rather a set of flexible guidelines that can adapt to different situations. These guidelines can help alleviate potential tension between passengers, fostering a more comfortable and respectful environment.

One widely accepted rule is the "one armrest per passenger"

principle. In a row of seats with three armrests, the middle seat passenger typically gets the privilege of both armrests as compensation for being sandwiched between two other passengers. Meanwhile, the window seat passenger gets the window and the wall to lean against, while the aisle seat passenger can stretch their legs. This distribution ensures a fair share of comfort for everyone. Real-life situations can indeed be more complex than the ideal distribution of armrests. In crowded flights, for instance, passengers may need to negotiate armrest space. In such cases, remember that communication is your most powerful tool. A polite request or gesture can often lead to a mutually beneficial solution, preventing potential conflicts and ensuring a more pleasant journey for all. Another factor to consider is the size of the passengers. A larger individual may require

more space to feel comfortable, so it's important to be considerate of their needs. If you find yourself in a situation where you have more space than you need, generously using the armrest can make the journey more pleasant for everyone. Also, it's essential to be mindful of personal hygiene when sharing armrests. Avoid resting your feet or placing dirty items on the armrest, as this can infringe on the comfort of others. Keeping the shared space clean and tidy contributes to a more pleasant flying experience for

everyone aboard.

In closing, while there may not be strict rules governing armrest etiquette on planes, following a few fundamental principles can help promote a harmonious atmosphere among passengers. Being considerate, communicative, and willing to compromise are key ingredients for a smooth journey for all involved. So, the next time you find yourself in a crowded cabin, remember to share the armrest and spread a little courtesy at 35,000 feet.p

Betrayal In My Marriage/ continued from page 16

and guidance to navigate complex emotions, rebuild trust, and strengthen their bond. Therapy offers a safe and nonjudgmental space for couples to explore complex issues, develop effective communication skills, and chart a path toward healing and reconciliation.

Looking to the Future

Moving past betrayal in marriage is a journey fraught with challenges and uncertainties, but it's also an opportunity for growth and renewal. It requires a commitment to honesty, empathy, and self-reflection, as well as a willingness to confront brutal truths and embrace the healing power of forgiveness. While the road ahead may be long and arduous, it's important to remember that healing takes time and effort. With patience, perseverance, and a steadfast belief in the resilience of love, couples can emerge from the shadows of betrayal stronger, wiser, and more deeply connected than ever before.p

www.askthelawyer.us

Conversations

Boredom at Work/ continued from page 1

Here are eight strategies to help alleviate boredom in the workplace:

1. Setting Clear Goals: Establishing clear, achievable goals gives employees a sense of purpose and direction. When individuals understand what they are working towards, they are more likely to stay engaged and motivated. Setting short-term and long-term goals allows employees to track their progress and celebrate their achievements, combating feelings of monotony and disinterest.

2. Mixing Up Tasks: Repetitive tasks can quickly lead to boredom and burnout. Individuals can diversify their workload by alternating between different projects or tasks throughout the day to combat this. This variation in activities keeps the mind stimulated and prevents monotony from setting in. Additionally, tackling new challenges and responsibilities provides opportunities for growth and development.

3. Challenging Oneself: Embracing challenges is not just a way to overcome boredom at work, it's a pathway to personal growth and development. Employees should actively seek out opportunities to step outside of their comfort zones and expand their skill sets. Taking on projects that require problem-solving, creativity, and innovation not only keeps work interesting but also fosters personal and professional growth. By challenging oneself, individuals cannot only reignite their passion for their work but also experience a sense of accomplishment, staying motivated in the face of adversity.

4.Taking Regular Breaks: Breaks are essential for maintaining focus, productivity, and overall well-being. Incorporating short breaks into the workday allows individuals to recharge both mentally and physically. Whether it’s taking a short walk, practicing mindfulness, or engaging in a brief conversation with a coworker, breaks provide much-needed relief from the monotony of work. By prioritizing self-care and downtime, employees can

prevent burnout and maintain a healthy work-life balance, feeling more valued and cared for.

5. Finding Meaning in Work: It's not just about the tasks, it's about the impact. Connecting with the broader purpose of one’s work can significantly impact job satisfaction and engagement. Employees should reflect on how their contributions positively impact their organization, colleagues, or customers. By finding meaning and fulfillment in their work, individuals are likelier to approach tasks with enthusiasm and dedication, even during challenging or mundane moments.

6. Cultivating Curiosity: Cultivating a sense of curiosity can transform routine tasks into opportunities for learning and growth. Employees should approach each task with an open mind and a willingness to explore new ideas and perspectives. Asking questions, seeking out new information, and challenging assumptions can help stimulate creativity and innovation in the workplace. By nurturing curiosity, individuals can maintain a sense of excitement and engagement in their work.

7. Seeking Feedback and Collaboration: It's not just about the work, it's about the team. Collaboration and feed-

back are not just buzzwords, they are the lifeblood of a dynamic, engaging work environment. Employees should actively seek opportunities to collaborate with colleagues, share ideas, and receive constructive feedback on their work. By working together towards common goals, individuals can gain new insights, perspectives, and skills, ultimately enhancing their job satisfaction and performance.

8. Pursuing Personal Development: Investing in personal development is crucial for combating boredom and staying motivated at work. Employees should take advantage of professional development opportunities, such as workshops, seminars, and online courses, to expand their knowledge and skills. Additionally, individuals can pursue hobbies and interests outside work to maintain a healthy work-life balance and prevent burnout. Employees can unlock their full potential and thrive in their careers by investing in personal growth.

Overcoming boredom at work is not a passive process. It requires a proactive approach and a willingness to try new strategies. By setting clear goals, diversifying tasks, embracing challenges, and prioritizing self-care, individuals can take control of their work experience and rediscover their passion. Moreover, finding meaning in work, cultivating curiosity, seeking feedback, and investing in personal development are all within our power and essential for maintaining engagement and motivation in the workplace. By implementing these eight strategies, employees can create a more fulfilling and enjoyable work experience for themselves and their colleagues while mitigating the adverse effects of boredom on individual and organizational performance.p

The lawyer you hire, does make a difference!