Workers' World Today - Issue 45

Long COVID, medically referred to as "postacute sequelae of SARSCoV-2 infection (PASC), is characterized by the persistent symptoms that continue in a patient for a long time, such as weeks or even months after living through COVID-19 infection.

According to a study by JAMA Network Open (2021), 30% of the sample reported persistent symptoms like fa-

CLAUDIA IRIZARRY APONTE, THE CITY

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

Julie Su Is the Leader Our Nation Needs at the Department of Labor

BY THE LEADERSHIP CONFERENCE ON CIVIL & HUMAN RIGHTS

On March 1, during a ceremony at the White House, President Biden announced his nominee to serve as the next secretary of labor: Julie Su.

“Sixty years ago, my mom came to the United States on a cargo ship because she couldn’t afford a passenger ticket,” Su said that day. “Recently, she got a call from the president of the United States telling her that her daughter was going to be nominated to be U.S. labor secretary. So I believe in the transformative power of America.”

During her confirmation hearing last month before the Senate Health, Education, Labor and Pensions Committee, Su spoke more about her upbringing — about her parents finding opportunity in Provo, Utah, about understanding the critical importance of a good union job, and about knowing that small business owners are the engines of our economy, something she saw firsthand as her parents owned a drycleaning and laundromat business and then a franchise pizza restaurant.

Su would go on to become the first lawyer in her family and would then spend nearly two decades representing workers.

“What I learned is that too many people still work fulltime, year round, and live in poverty. Too many are denied a fair day’s pay for a fair day’s work. At the same time, I learned that working people, when given a chance to organ-

ize, to be heard, not only make things better for themselves, but help to bring the American dream within reach to those around them,” Su said during her hearing. “If confirmed, I will bring these lessons and experiences to my role as we continue to rebuild the economy. I will work to ensure that hard work pays off for workers and for small businesses just like it did for my family.”

Su, who was confirmed in 2021 as deputy secretary and who is currently serving as acting secretary of the Department of Labor, is an exemplary leader whose career in public service, professional experience as a civil rights lawyer, and lived experience as an Asian American woman make her exceptionally qualified for the important role of secretary of labor. Her career has reflected a deep understanding of how equity, justice, and economic security are linked — especially for communities of color, women, immigrants, people with disabilities, and other groups who have borne the historic and ongoing burden of systemic discrimination. The inequalities in the labor market long experienced by these communities were exacerbated by the economic crisis sparked by the COVID-19 pandemic. The work of the Department of Labor is critical to supporting working people in the aftermath of that crisis and to addressing these historic inequities and building an inclusive economy that works for all.

Su’s nomination is also a critical step toward increasing Asian American representation in President Biden’s Cabinet. If confirmed, she would be

the only Asian American Cabinet secretary in the administration, and it would be deeply meaningful for her nomination to move forward during AANHPI Heritage Month this month. Su’s lived experience as a woman of color and the daughter of immigrants has already brought important perspectives to the Department of Labor’s leadership, and her presence in the Cabinet would strengthen the administration writ large.

Her nomination has been endorsed by a range of business groups — from Small Business Majority to the LA Chamber of Commerce — and labor leaders, including the United Mine Workers, NABTU, LiUNA, and the IBEW. This is because Su has a proven track record of working across the aisle, sitting down with the business community as well as organized labor, and delivering strong results for the American economy. For example, together with former Secretary Walsh, Su led key initiatives at the department — including reinvigorating workforce training programs to equip working people and the economy as the United States has seen record levels of job growth. She also helped avert

Pearl Phillip Contributing Writers

Linda Nwoke

Victoria Falk

Travis Morales

Mary Campbell

Janet Howard

Chris Tobias

Erin Telesford Legal Advisor Brian Figeroux, Esq.

a major rail shutdown last year, keeping business and labor at the table to reach an agreement that Congress approved.

Su is a tested and experienced leader who has been committed to implementing and strengthening workplace protections and improving economic opportunities for all. Under her leadership, the Department of Labor will continue to build a stronger, more resilient, and more inclusive economy.

As she said during the White House ceremony in March: “To all workers who are toiling in the shadows, to workers who are organizing for power and respect in the workplace, know that we see you, we stand with you, and we will fight for you.”

The civil rights community urges the Senate to work swiftly to confirm Julie Su to lead the Department of Labor. There is no one more prepared to move into this role and lead the department as it undertakes its critical mission to protect working people.p

President Biden’s nominee and Labor’s choice Julie Su. Editorial credit: DOL

Workers’ Matters

Long COVID

continued from page 1

tigue, shortness of breath, and cognitive difficulties six months after first contracting COVID. Among workers, research findings show that those living with long-term COVID struggle with their mental well-being, which impairs their ability to perform efficiently on job-related duties and their overall quality of life.

Some persistent physical symptoms like fatigue, shortness of breath, and muscle weakness reduce workers' productivity and ability to meet their job demands, leading to absenteeism, potential longterm work impairment, and financial instability.

Many individuals with longterm COVID work at reduced capacity or, in extreme situations, cannot work full-time due to ongoing symptoms leading to reduced work hours, loss of income, and financial strain. They must also be on medications or access ongoing treatments and therapies to manage symptoms.

Sadly, workers with prolonged COVID often confront the challenge of navigating in-

surance coverage and accessing appropriate compensation for their condition, which adds more stress to the situation. In the long run, the prolonged COVID-19 affects the workers' mental health, increasing their risk of developing psychiatric disorders like anxiety, depression, and brain fog. In a publication by the Lancet Psychiatry (2021), the prolonged effect on workers' mental health can decrease their ability to concentrate, cope with stress, and maintain overall psychological well-being.

Interestingly, workers with long-term COVID who contract it, specifically in the workplace, can benefit from utilizing workers' compensation.

Workers' Compensation and Long COVID

In a 2021 report from the U.S. Bureau of Labor Statistics, there were reports of over 4.1 million non-fatal workplace injuries and illnesses. It also included a considerable number of reports on respiratory conditions. Simultaneously, there is an insurance system that is designed to provide medical ben-

efits and financial support to any worker who suffers from work-related injuries or illnesses, known as Workers' Compensation.

This scheme caters to the needs of workers. Alas, there is little data on long-term COVID-related claims from the system due partly to the difficulty of proving workers' eligibility for compensation benefits. However, some workers have succeeded.

Establishing a causal link between workers living with prolonged COVID and workers' compensation has been challenging. In many states, an injury or illness must result from work-related activities or the

environment to qualify for payment.

However, public health agencies and medical experts are at work to establish the connection between COVID-19 and work-related exposures to guide how to evaluate prolonged COVID claims. Thus far, fewer publicized records of workers successfully obtaining benefits for their condition in New York have been released.

For instance, a report by the New York Daily News 2021 reported the case of a New York nurse with long-term COVID symptoms who contracted COVID-19 while working on the frontlines during the pandemic. The nurse experienced

persistent symptoms even after recovering from the acute phase of the illness. With the help of legal representation and medical evidence, the nurse successfully obtained workers' compensation benefits for long-term COVID-related health issues. The case highlighted the importance of recognizing long-term COVID symptoms as an occupational hazard for healthcare workers.

Factors Leading to Non-Utilization of Workers' Compensation

According to the workers' compensation insurance scheme, in several cases, eligible workers have failed to file compensation claims or receive benefits. They deny themselves the benefits contained in the system, especially among those who suffer from work-related injuries or illnesses.

Several factors contribute to the underutilization of workers' compensation; one factor is the need for more awareness and knowledge among workers about their rights. For instance, many workers must familiarize themselves with the

continued on page 5

Long COVID can affect nearly any organ in the body.

Workers’ Matters

Long COVID

continued from page 4 procedure, requirements, or time limits of filing a claim.

For workers in New York, several factors can contribute to the underutilization of their workers' compensation benefits. A significant factor is a need for more awareness and knowledge of their rights and the scheme.

For many immigrants and low-income workers, who are likely to benefit from this scheme, some encounter language barriers, and others need more access to information on navigating the process for workers' compensation. Many workers need to be made aware of the benefits available to them or the requirements for filing a claim in New York. This lack of information and understanding can lead to the underutilization of benefits.

Another factor is the fear of retaliation or job loss. Workers may hesitate to pursue a workers' compensation claim due to concerns about strained relationships with their employers, potential discrimination, or even termination. Fear of neg-

ative consequences can discourage workers from accessing the benefits they need. In addressing this fear, there must be anti-retaliation policies, and workers must be educated about protecting against employer retaliation.

The complexity and administrative burdens, such as lengthy claim procedures, excessive paperwork, and delays in claim processing, can discourage workers from pursuing their claims.

Lastly, financial considerations may also play a role in underutilization. Workers may be concerned about the potential economic costs of filing a claim, such as legal fees or

Symptoms of long COVID-19 include fatigue, shortness of breath and cognitive issues

19. It offers crucial welfare for workers and their families. Ranging from access to medical care, income replacement, legal protections, and vocational rehabilitation.

All these contribute to a fair and supportive system that helps workers recover and maintain their livelihoods after work-related injuries or illnesses.

offset the workers' temporary or permanent lost income from work-related injuries or illnesses. Moreover, it also eases the financial burden on workers and their families during their recovery period or in cases of permanent disability.

medical evaluations. In some cases, workers may need to know that workers' compensation covers these expenses. Providing information on available financial assistance, offering legal support services, or establishing fee structures that do not hinder accessing benefits can help address these concerns.

Benefits and Protections from Accessing Worker's Compensation

Generally, workers' compensation insurance provides significant benefits and protections to employees in the event of work-related injuries or illnesses like prolonged COVID-

The scheme serves as a safety net, supporting workers and their families during challenging times. Thus, understanding the critical aspects of workers' compensation is crucial for employers and employees to ensure the appropriate utilization of these benefits.

For instance, it provides medical coverage for any worker that sustains a work-related injury or illness. The scheme covers the costs associated with medical treatment and rehabilitation services. Thereby ensuring injured or ill workers receive the medical care they need to recover from ill health without financial hardship.

Furthermore, it also provides wage replacement benefits for the workers. Such gifts help

Interestingly, workers' compensation also covers essential legal protections. For instance, accepting workers' compensation benefits means waiving the right to sue one employer for a work-related injury or illness. This creates a system of no-fault liability that ensures that workers receive benefits regardless of who is at fault for the incident.

Such protection ensures the worker has peace of mind by preventing them from engaging in lengthy and costly legal battles. In situations where a work-related injury or illness results in a worker's inability to perform their previous job, vocational rehabilitation helps them gain new skills or find suitable employment opportunities. This support aims to facilitate their return to work, promoting their financial independence and overall wellbeing.p

Workers’ Rights

and now, we are delivering for them,” he added.

With the rate, New York will become the first major U.S. city to establish and implement pay requirements for delivery workers toiling in the gig economy.

The hourly rate will increase to $19.96 before tips by April 1, 2025, the mayor said. The standard is a significant increase from the estimated $11 hourly workers currently earn after tips.

Because app-based delivery workers, currently estimated to number 60,000 in New York City, are classified as independent contractors and not employees, they are not currently entitled to a minimum wage. They also do not get reimbursed for expenses, such as purchasing insulated delivery bags.

The mayor made the announcement from the City Hall rotunda, flanked by Department of Consumer and Worker Protection commissioner Vilda Vera Mayuga, lawmakers and workers with Los Deliveristas

Unidos, the group that campaigned publicly for three years for better pay and working conditions, including the right to use the bathroom on the job.

Deliveristas members greeted leader Sergio Ajche with an ovation as he approached the dais on Sunday.

“I feel fortunate to have been one of the people who fought for a better life for ourselves, and so that delivery workers can be finally recognized and be treated to a life with dignity,” he said.

The highly anticipated announcement caps a legislative and rulemaking process more than two years in the making. The pay scale is mandated by a 2021 local law that requires a minimum wage for workers using apps such as DoorDash and Uber Eats.

“This is the American narrative, and it’s an American story to come here and fight on behalf of what you believe is right,” Adams said on Sunday.

“Our delivery workers have consistently delivered for us —

Hourly or Per Trip

The minimum pay standards were supposed to go into effect in January, but the Adams administration reversed course earlier this year, opening up the public rulemaking process again following intense campaigning from several of the major companies impacted.

The rules that go into effect in July give companies two options on how to pay workers, either hourly or on a per-trip basis where workers are paid by the minute.

The city included the two options in part to account for “multi-apping,” when workers toil for more than one platform at the same time.

Companies that choose the hourly route must pay workers $17.96 beginning on July 12 — a rate that accounts for all the time a worker is connected to the platform, including time spent waiting for trip offers and trip time. New York-based Relay is the only major player in the industry currently that already pays workers by the hour.

Those that pay for trip time — from the moment the worker accepts a delivery offer to the moment he or she drops off the delivery — must pay at least approximately 50 cents per minute of trip time, not including tips.

With the exception of Relay, the other major players in the market (Uber, DoorDash and Grubhub) pay workers on a per-trip basis. Those four companies are collectively responsible for 99% of app deliveries in the city, according to estimates from the city.

Uber, which heavily opposed the minimum pay rate proposal, outpaces them all. The company, which also owns Postmates, collects approximately 40% of sales in the city, according to a report by McKinsey & Company cited in the DCWP’s minimum pay rate report from November.

Neither Apps Nor Left Happy

For months many of the indus-

try’s largest and most influential players lobbied against the rules, claiming that it would force them to increase prices and ultimately lead to fewer jobs for workers toiling the gig economy.

“The city isn’t being honest with delivery workers — they want apps to fund this increase by quote — ‘increasing efficiency’,” Uber spokesperson Josh Gold said in a statement on Sunday. “They are telling apps: eliminate jobs, discourage tipping, force couriers to go faster and accept more trips — that’s how you’ll pay for this.”

A representative from Grubhub similarly said the city’s rule would have an adverse effect on workers.

“While we believe New York City had good intentions, we are disappointed in the DCWP’s final rule, which will have serious adverse consequences for delivery workers in New York City,” spokesperson Liza Dee said in a statement. “Unfortunately, New York City chose not to partner with the industry on a solution that would have benefited all aspects of the gig economy.”

Doordash spokesperson Eli Scheinholtz said the company is weighing legal action against the minimum pay rules: “Given the broken process that resulted in such an extreme final minimum pay rule, we will continue to explore all paths forward — including litigation — to ensure we continue to best support Dashers and protect the flexibility that

so many delivery workers like them depend on.”

Gold, the Uber spokesperson, said the company hasn’t yet discussed whether it will do so. Dee, the Grubhub spokesperson, said the company would not comment on whether or not it is weighing legal action against the city.

A spokesperson for Relay did not immediately respond to requests for comment about the proposal.

Meanwhile, City Comptroller Brad Lander, who introduced the minimum pay standard bill as a council member in 2021, criticized the Adams administration for the delays and for going with the dual pay rate options, claiming it was a capitulation to the apps.

In a statement on Sunday, Lander also said the rules that will roll out this summer mean workers will still earn below the minimum wage, before tips, when their operating costs are factored in.

“Delivery workers should be paid at least the minimum wage after expenses, for every hour they work including the time spent waiting for their next delivery. Today’s watered-down rule fails to require that,” he said.

“Hidden under regulatory double-speak, the rule’s average base wage for a deliverista will be just $12.69 per hour after expenses this year, according to our office’s calculations.”

What’s Next?

But the jubilant Deliveristas

who gathered at City Hall on Sunday say they’re looking ahead. In recent months, Los Deliveristas Unidos and its parent organization, the Workers Justice Project, had begun laying the groundwork to educate workers and consumers on the new rules and workers’ rights to pay.

The worker-leaders, Ajche said, will focus their efforts in the coming months to ensure the minimum pay rates are being duly paid out to workers and to educate workers on how to make complaints to the DCWP and other regulatory agencies should problems arise.

“We’re happy, we’re relieved and we’re hopeful,” Astoria worker Antonio “Toño” Solís, 36, told THE CITY. “This can only be good for us, and we will continue fighting back against the companies who say this will cause more harm than good. The real work begins now.”

The Deliveristas will also continue their efforts to plan the newsstand charging “hubs” championed by Adams and Senate majority leader Chuck Schumer, a close ally of the Deliveristas who secured the federal infrastructure funds for their hubs’ development.

Schumer, who spoke at City Hall in a guayabera after making an appearance at the city’s annual National Puerto Rican Day Parade, said the Deliveristas were “one of the most exciting and extraordinary examples of new labor organizing in the country.”

Outside City Hall after the announcement, the workers debated where to go each a celebratory slice of pizza.

“Today, we celebate,” said Workers Justice Project executive director Ligia Guallpa. “Tomorrow we’re going to hit the streets, to organize workers, and to make sure that every worker in our city knows what their rights are.”p

This story was published on June 11, 2023 by THE CITY.

Delivery Workers continued from page 1

After a 3-year campaign by Los Deliveristas Unidos, workers are set to make more than $17 per hour before tips — a compromise that’s left both app companies and some advocates dissatisfied. Editorial credit: rblfmr / Shutterstock.com

Planning Guide

Getting Your Financial House in Order: The Three Essential Elements of an Estate Plan

BY PEARL PHILLIP

If there is one gift you can give to those you love, it is getting your financial house in order. A comprehensive estate plan is vitally important, yet many put it off until it is too late.

You may not realize you already have an estate plan, but it differs from what you intended. If you fail to create a comprehensive plan for your estate and assets, the state will do it for you - and the people you love may not be happy with the results.

Why not make this the year you finally create that estate plan? It may not be a pleasant subject, but life and death are unpredictable. Knowing that you have a written plan for your estate will give you and the people you love the peace of mind, and here are the essential elements that the plan should include.

A Written Will

A written will is the cornerstone of any comprehensive estate plan and is generally the best place to start. If you do not yet have a will in place, contact an attorney and get one put together.

You will want to prepare for the meeting with the attorney, bringing as much documentation as possible about your assets and their desired disposition. If you are working with an estate planning law firm, you can complete the other elements of your plan when drawing up your will,

simplifying the process and reducing the time the whole thing takes.

A Durable Power of Attorney

The next essential element of your estate plan is the durable power of attorney. You may not want to think about it, but deciding who can make decisions for you if you become disabled is very important, both for your well-being and that of your overburdened family members.

Once the durable power of attorney is in place, the person you name will be empowered to make critical decisions if you become disabled or cannot communicate. Hopefully, this part of your estate plan will never kick into place, but having it established will help you breathe easier.

A Living Will

The third and final part of your comprehensive estate plan is a living will, which

is vitally important. Medical advances have allowed patients to live longer, but not always better, lives, and it is crucial to think about what you want the medical authorities to do - and not do.

Would you want to be kept alive on a ventilator? Do you prefer robust life support or a more natural approach to death?

Again these are not pleasant subjects, but they are important. The purpose of the living will is to lay out your wishes, removing any ambiguity and making it easier for your loved ones to make critical decisions on your behalf.

A comprehensive written estate plan is essential in preparing for your future. You might not want to think about it, but the estate plan you create will need to go into effect someday, and the sooner you lay it all out, the sooner you can get on with living your life to the fullest. p

Study Finds 1 in 4 Americans Recognize a Greater Need For Estate Planning Due to Inflation

Caring.com, a leading senior living referral service and the nation’s top site for senior care reviews, published its annual Wills & Estate Planning Study that explores the prevalence of estate planning in the U.S. and the reasons Americans do or do not engage in this end-of-life planning process. In the 2023 survey, responses from over 2,400 American adults indicated that only 34% have a will – albeit an increase of 3% since 2022 and 6% since 2020.

The study, which highlights the differences in attitudes towards estate planning among various age, socioeconomic and racial groups, found that inflation has had a disproportionately larger impact on younger Americans’ views of estate planning. While 54% of young Americans (ages 18 to 34) say inflation changed their views on estate planning, only 32% of Americans ages 55 and older say their views changed.

Likewise, 35% of Black Americans say inflation changed their views on estate planning, compared to only 27% of Hispanic Americans and 25% of White Americans. Overall, 26% of all American adults now see a greater need to establish an estate plan due to inflation.

While many see a greater need for endof-life planning, certain demographics are less likely to have an estate plan than in

continued on page 4

Health Care Directives: What You Need to Know

When you become too frail or sick to make your own decisions on end-of-life health care, the emotional strain is passed on to your family or loved ones. Not only can this cause incredible stress, but the avenue they take may not be the route you had in mind. Be open and honest about your final wishes.

Don’t procrastinate when creating an advance care plan. Age isn’t the only factor that should be considered. A medical crisis that leaves you too ill to make your own decisions could strike at any time.

Emergency Treatment

Without a solid health care directive in place, family members may be tasked with making difficult decisions for your treatment. Here are a few common instances you must have clear and legal instructions regarding, as suggested by the National Institute on Aging:

• CPR: If your heart begins beating with an abnormal rhythm, it can be life- threatening. Discuss with your family your opinions about resuscitation so they can determine if CPR should be administered.

• Ventilator: When you are unable to breathe on your own, a ventilator can be used to keep you alive. It usually includes a tube which is connected to your trachea to ensure you’re receiving enough oxygen.

• Comfort Care: Deciding how to keep you comfortable while suffering is another factor you should have clear instructions for. Consider instances like limiting medical testing, spiritual and emotional counseling, and pain medication.

Types of Facilities

Visit different facilities to make the decision on where you will stay if you become disabled to the point you can’t take care of yourself. It’s important to have a plan for different stages of life. Here are a few to consider:

If you require minimal assistance to live your day-to-day life, an assisted living community is a great option. You have the freedom to reside in your own space yet receive help in areas like laundry services, prepared meals and personal care.

A nursing home is a better option when you need constant assistance from medical professionals. Here, you can receive 24hour supervision and help with daily necessities like bathing, grooming and medical management.

In-home care is a great option for someone who wants to stay at home while receiving the same benefits as an assisted-living facility. While it can be expensive to call on medical professionals to come to your home, it is a very comfortable option for those needing help.

What Happens If You Do Not Have An Advance Directive?

If you do not have an advance directive and you are unable to make decisions on your own, the state laws where you live will determine who may make medical decisions on your behalf. This is typically your spouse, your parents if they are available, or your children if they are adults. If you are unmarried and have not named your partner as your proxy, it’s possible they could be excluded from decisionmaking. If you have no family members, some states allow a close friend who is familiar with your values to help. Or they may assign a physician to represent your best interests.

Legal Help

Think of your advance directives as living documents that you review at least once each year and update if a major life event occurs.

If you have questions regarding health care directives, call the experienced professionals at the Law Office of Figeroux & Associates. To schedule an appointment, call 855-768-8845 or visit www.askthelawyer.us p

Choosing an Estate Attorney

Organizing your estate can be overwhelming without the help of an expert. With the assistance of an estate planning attorney, you can discuss your vision for your assets before death. Don’t risk creating a plan that doesn’t specify your decisions to the exact details. When searching for a specialized attorney, it’s important to chat with a few different experts in your area. Make sure you feel comfortable in their office as the discussions of finances and final wishes can be intimate. Once you find several attorneys to interview for the role, here are some questions you should ask before deciding:

How Long Have They Been Practicing Estate Planning Law?

Many general attorneys will advertise that estate planning is a part of their practice. They can be a great help when creating legal documents like a will, health care directives and power of attorney. However, if your financial situation is more complicated, an experienced estate planning lawyer will have better knowledge of the ever-changing laws and knows how to protect your legacy.

You should also know how long they have been in practice. Someone who has extensive experience in the industry has likely discovered flaws in previous cases and has learned how to correct them. Ensuring your final wishes are in good hands is great peace of mind for both you and your loved ones.

Do They Regularly Update Plans?

To stay on top of your estate, find an attorney who offers an updating and maintenance program. The service may cost more, but they will contact you throughout the year and discuss new techniques, life-changing events which may impact your plans and alterations to laws. Working with a lawyer who stays in contact with you about your estate plan ensures your documents will be up-to-date when they’re needed.

How Do They Charge?

Estate planning is necessary to prepare your family before your death. Ask about the fees the attorney charges. During the interview, find out if the fee is a fixed rate or hourly. You don’t want to be surprised with unexpected fees.

Ready to start your estate planning? call the experienced professionals at the Law Office of Figeroux & Associates. To schedule an appointment, call 855-7688845 or visit www.askthelawyer.us p

Your Apartment Can Be an Inheritance! Don’t Lose It Today

BY CHEREEN JAMES

Many New York City tenants are unaware of their rights under City and State housing laws. In order to regulate the housing market, New York City and New York State have implemented rules that aim to protect tenants from drastic free market rent increases and from the fear of eviction. Many tenants are entitled to the protections of the Rules of the City of New York and the Rent Stabilization Code, but they are unfortunately unaware of their rights, and whether they are covered. The protections offered by these laws can make your apartment a key asset and one of those protections is the right to pass on your apartment to a family member, which is known as succession rights.

If you live in a building with six apartments or more, and that building was built before 1974, your apartment may be rent stabilized. As a rent-stabilized tenant, your family members can be placed on the lease after you permanently move out, or after you pass on.

If you have lived in your apartment since 1971, and the building was built before 1947, or if you inherited your apartment from a family member who fits the mentioned criteria, your apartment may be rent-controlled. As a rent-controlled tenant, you are also entitled to succession rights and can pass on your apartment to a family member who resided with you for 2 years.

If the family member who will inherit the apartment is disabled or elderly, then they only need to have lived with you for 1 year. Documentation is necessary to

prove that they resided with you and your landlord should be aware that they reside there as well.

Another group of tenants who have the right to pass their apartment on to a family member, are tenants who live in MitchellLama Housing. This type of housing is known as limited profit housing, and the landlord typically charges you rent based on your income. According to the Department of Homes and Community Renewal (DHCR), which regulates Mitchell-Lama Housing, a tenant of Mitchell-Lama Housing has the right to pass on their apartment

to a family member. There are rules to this type of housing, as within 90 days, you must inform the management or the owners in writing of any additional family member who resides with you. You should also include them on your re-certification forms and income affidavit. That documentation and other proofs of address will be used for succeeding the apartment.

If you would like to know whether your apartment is covered by any of these regulations, speak to a landlord tenant attorney today. You may also be entitled to further protections from eviction and rent increases.

There is a dire need to protect minorityowned assets. In doing so, it will help contribute to the future of minorities as they use the funds and property gained from estate planning to attend college and build businesses in the coming age. This creates an ever-sustainable economy if the cycle can continue on. Preserving your family’s wealth could never be a bad idea.p

Planning for a Disabled Child

Estate pre-planning should be an important part of everyone’s financial regimen, but this process becomes even more important when you have a child with disabilities.

A lot of factors go into creating a uniquely designed plan, depending on their unique personal challenges and whether they are a minor or adult. The goal is to help your special-needs child continue to lead an enriching, happy life even in your absence.

A Lifetime of Care

The larger goal of special-needs planning is to preserve public aid while also supplementing your child’s care. There are additional benefits to taking care of this right away: If plans are put in place while you’re still alive, the estate avoids probate. Others interested parties, like their grandparents, can contribute to a trust. Named co-trustees can also get hands-on experience in helping with childcare and administering the guardianship. Depending on the child’s capability, this moneymanagement program may be critically important since it will be the only future path to protecting eligibility for benefits. It will provide additional funds for a broader scope of care and create a financial resource should benefits become re-

stricted or end all together.

Special-Needs Trust

Children are at particular risk if they are unable to live independently after the death of a parent of guardian. A specialneeds trust can ensure that they are provided with needed resources and care over the course of their lifetime. Parents or guardians should name the trust as a beneficiary in their will, according to the American Bar Association, instead of the

child. Many public-aid options are designed to be resource dependent, meaning recipients aren’t eligible if they have access to a certain amount of money. These trusts allow for an inheritance without endangering aid provided by Medicaid, SSI or other government programs because assets held in trust are not directly available to the child. Funds from life-insurance policies, IRAs and retirement plans can also be directed to the trust, and the child still has access to other programs.

Designating a Caretaker

Beyond the obvious financial considerations, parents and guardians must select a designated caretaker to look after their special-needs child — or to manage their care, if the child is in an assisted-living environment. Work with an attorney who specializes in estate planning in order to create both a trust and this succession plan, since states have differing regulations and laws regarding who may serve as a legal guardian.p

are less likely to have an estate plan than in years past. Hispanic Americans are the least likely racial demographic to have a will, with only 23% saying they have an estate plan in 2023 – this is a decrease of 17% since 2022 and 39% since 2021. Additionally, findings show that young adults are nearly as likely as middle-aged adults to have a will – 26% of Americans ages 18 to 34 said they have a will, compared to 27% of Americans ages 35 to 54.

“Inflation is causing the public to think more about their financial futures, and for many people, this means that they are thinking about end-of-life planning,” says Jim Rosenthal, CEO of Caring.com. “Yet we haven’t seen a significant uptick in estate planning, with too many people simply putting off this crucial piece of financial planning. More education is needed to help Americans understand the importance of estate planning — and the consequences for their loved ones if they fail to do so.”

The survey asked respondents without wills what would motivate them to create one – 41% said they are waiting until they have a health crisis, and 1 in 4 said nothing would motivate them to plan their estate. When those who do have a will were asked what prompted them to create one, 28% say retirement, 26% say death of a loved one, and 22% say family expansion.p

6 Tips That Will Help You Get the Most Out of Your Home Inspection

BY EQUITY SMART REALTY INC

Ahome inspection may be one of the last things that needs to be done before the deal is sealed. However, it's very important to have a proper inspection done so that you can ensure you're offering price is appropriate for the home you're getting. If you're prepping for an inspection soon, here are some things you'll want to consider beforehand.

Choose a Good Inspector

Like a good agent, the right inspector is going to have expertise in what they do and know what to look for. They will not only find the small fix-ups, they'll be able to highlight the potentially huge issues that may arise down the road.

Prepare Your Papers

Your inspector may be able to do their job well on their own, but if you've noticed any issues when you've visited the house, it's important to address them. While they may amount to nothing, an inspector will be able to clear up any confusion.

Ask the Questions

Whether you're experienced with real estate or not, ask the questions you want to ask whether they make you feel like a novice. Even if the answer is simple, it will give you the information you're looking for.

Get the Lowdown

It might seem like a bridge too far, but talking to neighbors in the area can give you a good sense of the overall upkeep of the home. While it's unlikely you'll get any unfortunate tales, people in the area may be able to illu-

minate you on the house's history.

Partake in the Inspection

It's good enough for many a homeowner to get a written report, but going along to see the house can facilitate conversation and may give you insights into what to watch out for. It may also mean you have a clearer idea of any potential issues.

Facilitate the Discussion

If there are significant issues with the home, it may be worth talking with the inspector about dealing directly with the contractor. While this may or may not be necessary, it's a good way to ensure any problems will be effectively communicated and can be rectified.

Guidance

A home inspection may be par for the course, but by asking the right questions and being involved you can ensure you'll get the most out of your inspection.

If you're currently on the market for a new home, you may want to contact one of our professionals for more information. Call 888-670-6791.p

Old & New Immigrants: Their Rights

Unions Fight/

continued from page 1

perienced workplace abuses. But soon, they learned that a key element was missing: wage theft, an issue that affects tens of thousands of workers in New York State per year, would not qualify.

“We most certainly wish that the DOL would consider wage theft as a qualifying crime for U- and T-Visa certifications,” said Charlie Uruchima, program coordinator with New York Committee for Occupational Safety and Health. “Not only would treating wage theft as a crime protect workers, but it would deter unscrupulous employers from stealing wages in the first place.”

U-Visas are highly coveted, with the 10,000 cap being reached every year since 2011. Once obtained, an undocumented immigrant is given a work permit and protection from deportation. Additionally, after three years they can apply for a green card and after five years they can apply for citizenship. Yet, the appli-

cation process can take several years and the current visa backlog as of 2021 has swelled to an enormous 170,000 applicants who are still in limbo. Tvisas, reserved for human trafficking victims, are excluded from the resolutions.

On Oct. 4, 2022, the New York State AFL-CIO and the New York City Central Labor Council, which together represent 2.5 million workers in 3,000 affiliated unions across New York, unanimously supported adopting resolutions to

have victims of wage theft qualify for U-Visa status. They also supported removing the yearly 10,000 cap.

Currently, President Biden has the executive authority to provide temporary status protections, known as “deferred action” and work permits for undocumented workers. In January, under the direction of the Biden administration, the U.S. Department of Homeland Security offered undocumented workers protections from deportation if they were

victims of labor law violations. However, the protections are not permanent, lasting for up to two years, and can be revoked at any time. Congress ultimately has the authority to make those protections permanent as well as lift the visa cap.

Responding to Documented’s request for comment regarding the inclusion of wage theft as a qualifying crime, James Lally, public affairs specialist at the DOL stated that they defer to the guidelines set by Congress.

“In order to make a certification, DOL assesses whether a particular type of conduct falls within the categories established by Congress on a caseby-case basis,” he said.

Legislative Solution

As a means of securing permanent protections for undocumented workers, labor unions such as the AFL-CIO and SEIU in conjunction with groups such as the National Employment Law Project have supported the Protecting Our Workers from Exploitation and Retaliation (POWER) Act.

The bill, introduced by Representative Judy Chu of California in March, would make many of the DHS deferred action protections codified into law. In addition, it would remove the caps on U-Visas, and expand U-Visa eligibility to include wage theft.

“Before DHS’s announcement, employers knew immigrant workers may be too afraid to report labor abuses to the appropriate authorities or provide relevant evidence or testimony to labor agencies on ongoing investigations,” said Rep. Chu in a statement. “The POWER Act would build on and codify DHS’s new policy so that we can permanently put an end to threats to immigrant workers and improve workplace conditions for all Americans.”

Shannon Lederer, director of Immigration Policy for the AFL-CIO, says if the legislation passes it would give undocumented workers the leverage they need to fight back against exploitation. continued on page 14

Construction worker painting color wall at construction site

Rescission of Prior TPS Terminations and Extension of TPS for El Salvador, Honduras, Nepal, and Nicaragua

The Department of Homeland Security (DHS) announced plans to rescind its prior terminations of Temporary Protected Status (TPS) for El Salvador, Honduras, Nepal, and Nicaragua and extend TPS designations for all four countries for 18 months. DHS will publish Federal Register notices (FRNs) for the El Salvador, Honduras, Nepal, and Nicaragua TPS rescissions and extensions and provide additional information on the reregistration process soon.

El Salvador

The extension of TPS for El Salvador from Sept. 10, 2023, through March 9, 2025, allows approximately 239,000 current beneficiaries to re-register to retain TPS under the extension, if they still meet TPS eligibility requirements. Only beneficiaries under El Salvador’s exist-

ing designation or Salvadoran nationals (and individuals having no nationality who last habitually resided in El Salvador) who have continuously resided in the United States since Feb. 13, 2001, and have been continuously physically present since March 9, 2001, are eligible under this extension.

Honduras

The extension of TPS for Honduras from Jan. 6, 2024, through July 5, 2025, allows approximately 76,000 current beneficiaries to re-register to retain TPS under the extension, if they still meet TPS eligibility requirements. Only beneficiaries under Honduras’ existing designation or Honduran nationals (and individuals having no nationality who last habitually resided in Honduras) who have continuously resided in the United States

since Dec. 30, 1998, and have been continuously physically present since Jan. 5, 1999, are eligible under this extension.

Nepal

The extension of TPS for Nepal from Dec. 25, 2023, through June 24, 2025, allows approximately 14,500 current beneficiaries to re-register to retain TPS under the extension, if they still meet TPS eligibility requirements. Only beneficiaries under Nepal’s existing designation or Nepali nationals (and individuals having no nationality who last habitually

resided in Nepal) who have continuously resided in the United States since June 24, 2015, and have been continuously physically present since June 24, 2015, are eligible under this extension.

Nicaragua

The extension of TPS for Nicaragua from Jan. 6, 2024, through July 5, 2025, allows approximately 4,000 current beneficiaries to re-register to retain TPS under the extension, if they still meet TPS eligibility requirements. Only beneficiaries under

Nicaragua’s existing designation or Nicaraguan nationals (and individuals having no nationality who last habitually resided in Nicaragua) who have continuously resided in the United States since Dec. 30, 1998, and have been continuously physically present since Jan. 5, 1999, are eligible under this extension.

More Information

Existing El Salvador, Honduras, Nepal, and Nicaragua

TPS beneficiaries who wish to extend their status must reregister during the 60-day reregistration periods that will be detailed in the FRNs. The FRNs will automatically extend the validity of Employment Authorization Documents, Forms I-94, Arrival/Departure Record, and Forms I-797, Notice of Action (Approval Notice). p

Editorial credit: Phil Pasquini / Shutterstock.com

NYC Doctors Reach a Tentative Agreement, Avoiding 5-Day ULP Strike

New York, NY: Averting what would have been the second physician’s strike in New York City, and the 8th healthcare worker strike in the country this year, Morningside and West resident physicians announced on Monday, June 12 at 11:00pm that they have reached a tentative agreement with their employer Mount Sinai after 6 months of bargaining. Represented by the Committee of Interns and Residents (CIRSEIU), residents say they are relieved and looking forward to providing care to their patients.

The 5-day ULP strike set to take place on Tuesday, June 13, would have been the second strike by Mount Sinai resident doctors within a month’s time. Elmhurst residents, who ended their strike on May 24

after a 3-day strike, were the first resident physicians to strike in New York City in 33 years. The strikes would have come on the heels of a historic win at arbitration for Mount Sinai Nurses, where an arbitrator held their employer liable for a $127,000 penalty after they proved a persistent pattern of understaffing.

“This fight was about demanding that Mount Sinai treat us equitably. The Elmhurst residents who went on strike two weeks ago were fighting for the same things that we are–parity across Mount Sinai residency programs. There’s no reason why doctors doing the same job should be paid differently,” said Dr. Aliza Grossberg, psychiatry. “We’re thrilled to have avoided this strike, because we want nothing more than to

care for our patients. We are inspired by the nurses and our fellow residents across the city and country for standing up and fighting for what’s right for healthcare providers.”

“Our frontline workers are

the backbone of our communities, and we cannot afford to shortchange their essential work,” said Speaker Adrienne Adams. “I congratulate the healthcare workers at CIRSEIU on reaching an agreement with Mt. Sinai for an equitable contract that equally values union and non-union healthcare workers.”

The tentative agreement includes 7% salary increases retro to March, 6% in 2024, and 5% guaranteed in March 2025. The doctors will see a bonus of $2000 and won increases in meal money, education stipends, and more. The new contract also includes Juneteenth as a paid holiday and six weeks of protected ACGME leave during residency. The agreement preserves backpay for the graduating residents who served in the hospital during the Covid pandemic. While residents did not win full parity with their non-union colleagues, they’ve come closer than they have in previous contracts, and won their largest salary and benefits increases, including winning access to Bright Horizons and Flex Spending benefits in January of 2024. p

The Committee of Interns and Residents (CIR) is the largest house staff union in the United States. A local of the Service Employees International Union (SEIU), representing over 30,000 resident physicians and fellows. Our members are dedicated to improving residency training and education, advancing patient care, and expanding healthcare access for our communities.

Unions Fight/

continued from page 12

“The POWER Act prevents immigration enforcement from being used as a tool to crush worker organizing and protects the brave folks who take a stand to help enforce the labor laws our movement fought so hard to win.”

In many ways, the construction trade unions have been slow when it comes to embracing undocumented workers into their ranks. Historically, the City’s trade unions were exclusive clubs reserved for only white workers. When it came to undocumented labor, the attitude was outright hostile, with some unions reporting undocumented workers to ICE.

Throughout the 1980s and 1990s, the AFL-CIO advocated for stronger immigration enforcement, seeing undocumented workers, with the low wages they are often paid as a threat to organized labor’s ability to demand higher wages.

By the turn of the century, national labor unions had a change of heart and began embracing undocumented workers. In New York, over the past two decades, the trades have increasingly diversified, with minorities now making up the majority of union construction rank and file at 55.1 percent. Still, with many unions requiring proof of work authorization and other documentation, undocumented workers have not made the same progress with the trades even though the construction industry has grown increasingly dependent on their labor. p

Amir Khafaji 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. Reprinted with permission.

Hundreds of union doctors avoid what would have been the city’s second historic doctor’s strike in a month’s time.

$75 can be used as a credit towards our Paralegal Program

Remembering Labor Economist William Spriggs

The AFL-CIO is deeply saddened to announce the passing of our beloved chief economist, William Spriggs. Bill’s service to working people in the United States and around the world, and to our nation whom he served as assistant secretary of labor, will live on in the minds and hearts of those he taught, led and inspired. The labor movement extends our deepest sympathies to his wife, Jennifer, and his son, William, and join them in mourning our brother Bill Spriggs.

“The AFL-CIO is deeply saddened by the passing of our Chief Economist William Spriggs, and our thoughts are with his family and loved ones during this extremely difficult time,” said AFL-CIO President Liz Shuler. “A dedicated labor advocate, professor and champion for working people, he leaves behind a lasting legacy. Bill believed in economic justice, he knew that for too long, low-income and minority communities had been forgotten and neglected by our financial system. And it was his mission

to strive for a fairer, more equitable economy. A groundbreaking researcher and policy expert, he was respected and admired by everyone who had the privilege to know him. Bill had an impact everywhere he served. The entire labor movement is grateful for his groundbreaking efforts, and he will be truly missed.”

“Bill was a trailblazer, a visionary and a friend,” said AFL-CIO Secretary-Treasurer Fred Redmond. “His passion and pursuit of racial and economic justice were unmatched and will be greatly missed by

all of us in the labor movement. And while we are all incredibly saddened by his loss, we are also filled with hope because we know he imparted his wisdom and values to his students and generations of economists to come. We send our deepest condolences to his family and loved ones and hope they can take comfort in knowing just how much he meant to so many.”

Bill Spriggs was above all a man of intellectual rigor and courage. He knew where he got that courage from—to know Bill was to know his grandfather, the sailor from Madagascar cast ashore in segregated Virginia, and his father, the Tuskegee Airman, and his family members, who worked in the auto plants of Flint, Michigan. He was the conscience of the labor movement.

Bill was a longtime professor and former chair of the Economics Department at Howard University, and a fierce advocate for Historically Black Colleges and Universities. He served as the chair of the Economic Policy Working Group

for the Trade Union Advisory Committee at the Organization for Economic Cooperation and Development (OECD).He mentored generations of economics graduate students, sharing with them his conviction that good economics and social justice were inseparable. No one knew better the intimate details of how the numbers that define our labor markets are constructed—their intricacies and limitations. Bill cared about economics as a profession—and demanded the economics profession address issues of racial and economic justice. In his Open Letter to the Economics Profession, published by the Federal Reserve Bank of Minneapolis following the murder of George Floyd, Bill stated: “I hope we will not chase endlessly for the right instrument to identify some narrow policy goal that on the margin might lift wages by 2 percent, all else equal, but again ask the big questions about understanding the institutions that created our massive inequality.”

He went into rooms of power

and privilege no one else could go—to the Federal Reserve’s meeting at Jackson Hole, Wyoming, to the OECD in Paris—and he spoke truth to power. He knew about fairness, economic security and safety on the job—what these things meant to working people—and he fought for them the first moment he set foot at the AFLCIO. He never failed to remind whomever he was talking to that the majority of America’s working people were people of color and women, and that economic, racial and gender justice are deeply intertwined.

All those who worked with Bill, though, will miss most of all, his infectious smile and his laughter. He was a happy warrior, a man at peace with himself but not with injustice. His legacy is all around us in the places his voice was heard, from the Federal Reserve to the American Economic Association to the AFL-CIO itself. Working people will lift up the banner of racial and economic justice that he bore so long and carry it forward in his name.p

Photo courtesy : AFL-CIO

Adjusting Jobs to Protect Workers’ Mental Health is Both Easier and Harder Than You Might Think

BY EMILY ROSADO-SOLOMON, JACLYN KOOPMANN & MATTHEW A. CRONIN THE CONVERSATION

U.S. employees are increasingly struggling with mental health challenges tied to their jobs, such as depression, anxiety and burnout.

We’re professors who research how employees interact and workplace well-being. After noticing that research on mental health and work had not kept up with the increasing prevalence of mental health challenges, we reviewed existing findings on mental health and work to see how scholars can best investigate these issues going forward.

We found that employers could greatly reduce the causes of many of their employees’ mental health chal-

lenges through basic human resources approaches, such as taking tasks away from someone who is perpetually swamped or providing more job flexibility. But those fixes, as we explained in the journal Academy of Management Annals, would require work-related changes employers rarely make or authorize.

We analyzed the findings from 556 articles by researchers on this topic and observed that helping individual employees cope after their problems emerge is far more common than taking steps to preemptively fix problems that are contributing to workers’ conditions.

Culture and job design

When you think about jobs that can take a toll on mental health, some very demanding and stressful professions may

come to mind. Doctors, nurses, soldiers and first responders, for example, often do suffer due to their regular contact with illness and death on the job.

Yet, we found that the tasks employees perform are often not what leads to their mental health degradation. Instead, an employer’s culture and the way its jobs are designed play big roles.

This pattern can explain why poor mental health manifests in all lines of work, not just emotionally demanding jobs. The Centers for Disease Control and Prevention has found, for instance, that suicide rates for farmworkers, truckers and warehouse workers are among the nation’s highest.

An employer’s culture lays the groundwork for the quality of social interactions among its employees – and, depending on the profession, with clients, students or the public.

The way people deal with one another can prove important. For instance, employees who endure workplace bullying and don’t have a supportive boss or colleagues that they can talk to are more likely to have poor mental health.

The way that a job is designed can cause stress, anxiety and feelings of mental and emotional exhaustion. Not having the authority to make decisions, lacking clarity about responsibilities and facing obligations that regularly conflict with personal obligations, in-

fringing upon personal and family time, can all increase the risk of mental health problems.

Workplace culture and job design also matter for people doing inherently traumatic jobs.

A review of 61 studies of humanitarian aid workers’ mental health made clear that poor leadership and insufficient support for workers caused disproportionate damage to their mental health. These factors were separate from the trauma they regularly witnessed and experienced in the aftermath of disasters.

This body of research indicates that all employers can reduce work-related mental health risks by scrutinizing how jobs are designed and determining whether any positions should be reconfigured for the sake of their employees’ mental health.

Mental health benefits

Employers have a choice. They can take steps to prevent mental health damage before it occurs, or they can deal with its aftermath. Both are important, but according to the body of research we’ve reviewed, the latter is far more common.

People with chronic mental illnesses can thrive at work in the right conditions. And most U.S. employers today do provide access to mental health benefits, partly due to the Affordable Care Act. The ACA, which Congress passed in 2010, requires insurance companies to treat mental health care the same way they treat physical health care when offering coverage.

About 78% of U.S. employers provide mental health benefits, including employee assistance programs, and work

benefits that provide individual mental health, financial and legal support. Such measures are useful, but only after the harm has taken place. These benefits generally do nothing about psychological hazards tied to work and preventing work-related harm. Further, many employees who need help don’t take advantage of these programs.

4 steps to reduce the toll work takes on mental health

Here are four steps employers can take to address the causes of poor mental health:

1. Revise job descriptions. Employers should eliminate ambiguity, wherever that’s possible, about core duties and responsibilities. They should communicate with employees to ensure they understand why their jobs might require flexibility and adaptation. In times when workloads get unavoidably large, such as what happens at accounting firms in the weeks before Tax Day, employers should strive to balance long shifts with opportunities for employees to rest and recharge.

2. Proactively train staff on the positive behaviors expected of them. Just as employers strategically plan which job-related skills are important, they can also strategically identify what interpersonal skills are important and value these like technical capabilities with hiring and promotions. If employees engage in bullying behavior, employers can retrain, reassign or fire them accordingly.

3. Help employees build resilience. Research on police of-

Work doesn’t have to make you feel burned out.

Workers’ Mental Health/ continued from page 16

ficers suggests that when they get resilience-building training before experiencing trauma on the job, it can reduce the risk of developing post-traumatic stress disorder. Similar types of resilience training could also help in less inherently traumatic lines of work.

4. Don’t assume that employees will speak up. Only 65% of employees with mental health challenges say that they would tell a co-worker, manager or human resources representative about those problems. They may conceal the severity of these issues even if they do talk about them, due to the stigma associated with mental health problems. Proactively addressing the causes of poor mental health for everyone is key, because there’s no way for em-

ployers to know the extent of these problems.

Spotting hazards

Spotting physical hazards on the job is easier than identifying psychological hazards. Yet that doesn’t mean the psychological hazards are less dangerous or can’t be addressed.

Requiring hard hats, posting warnings and mandating safe work habits have reduced accidents in factories, on construction sites and at other

Medical Tourism: Travel to Another Country for Medical Care

workplaces. Likewise, researchers have found that redesigning jobs and adopting better workplace cultures can go a long way toward improving mental health.p

Emily Rosado-Solomon is an Assistant Professor of Management, Babson College. Jaclyn Koopmann is an Associate Professor of Management and Entrepreneurship, Auburn University. Matthew A. Cronin is a Professor of Management, George Mason University

Each year, millions of US residents travel to another country for medical care which is called medical tourism. Medical tourists from the United States most commonly travel to Mexico and Canada, and to several other countries in Central America, South America, and the Caribbean.

The reasons people may seek medical care in another country include:

•Cost: To get a treatment or procedure that may be cheaper in another country

•Culture: To receive care from a clinician who shares the traveler’s culture and language

•Unavailable or unapproved procedures: To get a procedure or therapy that is not available or approved in the United States

The most common procedures that people undergo on medical tourism trips include dental care, cosmetic surgery, fertility treatments, organ and tissue transplantation, and cancer treatment.

Medical Tourism Can Be Risky

The risk of complications depends on the destination, the facility where the procedure is being performed, and whether the traveler is in good health for the procedure(s). Other issues that can increase a traveler’s risk of complications include:

Infectious Diseases. All medical procedures have some risk of infection. Complications from procedures performed in other countries include wound infections, bloodstream infections, donor-derived infections (in the case of transplantations or transfusions), and diseases such as hepatitis B, hepatitis C, and HIV.

Antimicrobial resistance. Highly drug-resistant bacteria and fungi have caused disease outbreaks among medical tourists. Antimicrobial resistance happens when germs develop the ability to not respond to drugs such as antibiotics used to treat infections. Antimicrobial resistance is a global problem. Healthcare facilities in another country may not have adequate infection control practices and med-

ical tourists could be at risk for getting a drug-resistant infection.

Quality of Care. Some countries’ requirements for maintaining licensure, credentialing, and accreditation may also be less than what would be required in the United States. In some countries, counterfeit medicines and lower quality medical devices may be used. Communication challenges. Communicating with staff at the destination and healthcare facility may be challenging. Receiving care at a facility where you do not speak the language fluently could lead to misunderstandings about your care. Air Travel. Flying after surgery can increase the risk for blood clots, including deep vein thrombosis. Delaying air travel for 10-14 days following major surgeries, particularly those involving the chest, will minimize risks associated with changes in atmospheric pressure.

Continuity of Care. Travelers may need to get health care in the United States if they develop complications after returning. Follow-up care for complications might be expensive. Treatment might be prolonged and might not be covered by your health insurance.

How You Can Minimize Medical Tourism Risks

Research the clinician and facility •Check the qualifications of the clinician who will be doing the procedure and the credentials of the facility where the procedure will be done. Accrediting groups, including Joint Commission International, DNV GL International Accreditation for Hospitals, and the International Society for Quality in Healthcare, have lists of standards that healthcare facilities need to meet to be accredited. Please note that all surgeries carry the risk of complications and accreditation does not guarantee a positive outcome.

•If you go to a country where you do not speak the language, determine ahead of time how you will communicate with your clinician and others who will be caring for you. p

Employers can strengthen workers’ mental health, just as physical safety has gotten better over time at construction sites.

How to Avoid Toxic Perfectionism When Planning a Wedding

BY SIMON SHERRY THE CONVERSATION

We live in the age of perfection. Perfectionism is a personality trait that involves demanding a flawless standard of performance and harshly evaluating ourselves and others. Expectations are so high that something is either flawless or worthless.

Perfectionism rates steadily increased over recent decades, and our culture is now obsessed: the perfect body, job, partner, vacation … the perfect life. We believe others demand more of us and we demand more of others and ourselves.

Nowhere is this more obvious than weddings.

After 25 years researching this topic (and more than 100 publications), I take particular interest in cultural trends that

encourage perfectionism — and weddings take the cake.

Pursuing perfection

Most weddings have some common elements: two people, often dressed in some combination of white dress and/or nice suit, exchange vows and rings. But now, in the age of social media and the wedding industry, the wed-

ding must have an esthetic The reception must be themed, the ceremony colour co-ordinated, and above all: it. must. be. perfect.

Pinterest inspiration boards set the tone and Instagram photos set the standard. Perfection is the tale and social media the teller. Where’s the romance?

Many perfectionists are sen-

sitive to rank, status and dominance in social groups, which drives envy, jealousy and a desire to best others and turns everything into a competition. Weddings are a major milestone that change or reinforce social status; as such, people seek perfection to ridiculous extremes. Minute details are fussed over to the exclusion of what should really matter: the love that brought everyone together in the first place.

How can you have a beautiful, romantic, special day without falling into the trap of relentlessly pursuing perfection? Well, you forget perfection and focus on people.

Pressure from other people

There is immense pressure to plan a party that pleases staid family members and adventurous friends alike. Socially prescribed perfectionism is the

belief that society, family and friends have unrealistic expectations of perfection of you.

If your mother is in tears because you’re questioning a religious ceremony, ask yourself these three things:

What are our values? Figure out what you value and translate those values into actions. If you and your partner want to interact with each guest, invite only your nearest and dearest. If you’re environmentally conscious, swap disposable decorations for in-season florals. Are you animal lovers? Ask guests to donate to your choice of charity instead of buying a gift. If you make your wedding a reflection of your values, then you’re less likely to view it as a “failure” if it doesn’t conform to others’ expectations, as perfectionists often do.

continued on page 20

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Focusing on having a special day rather than a perfect day can help alleviate some of the pressure people feel when planning a wedding.

Love, Health & Travel

Toxic Perfectionism/ continued from page 19

What do we want? Striving for perfection is costly. There is pressure to spend on the perfect rings, fancy paper invitations, a tropical honeymoon and more. The wedding industry capitalizes on these expectations, turning weddings into major investments costing an average of $22,000 to $30,000. These “ideals” aren’t feasible for every budget. These are wants, not needs, so allocate your funds where you want them to go. A courthouse wedding, grocery store flowers and a potluck dinner with friends can be just as special. Perfectionists can wrap their esteem and identity up in things, until “junk values” like consumerism dominate. The point is to celebrate, not spend money pleasing others, so don’t feel pressured to go into debt.

How do we grow? Too often, couples fall into the trap of “destiny.” The problem with this “perfect match” mindset is it’s too easy to say “I guess it wasn’t meant to be” when things get tough. Disney

movies and romance novels entrenched fairy-tale endings into popular culture, but life doesn’t end with a wedding. Both during and after the wedding, you’ll face challenges and disagreements. If you focus on growing together as you plan your wedding and beyond, you’re less likely to catastrophize — as many perfectionists do — when things (or your partner) aren’t perfect.

Pressure you put on others

You agonize over orchestrating the perfect day, and then your sister’s baby bawls during the ceremony and Uncle Johnny gets drunk and makes rude jokes during the reception. When stakes seem high, you can end up demanding perfection from others, known

as other-oriented perfectionism. If they fail to be perfect, that’s when bridezillas, groomzillas or monsters-inlaw can emerge. When something inevitably goes wrong, remember these three things:

1. Right partner versus right wedding. Weddings are meant to celebrate love. At the end of the day, you go home with your new spouse regardless of whether the wedding meets your expectations. This is just one day of the rest of your lives, so what’s more important? Having the right wedding or having and being the right partner? Focusing on each other, instead of the event, means others’ behaviour won’t feel world-ending

because it’s not affecting your relationship.

2. Focus on relationships. You’ve invited your guests to share in a special moment in your life. Is it then more important that the wedding party looks fit for Vogue or that you have your best friends to support you? Perfectionists don’t play nicely with others because they’re more concerned with others’ performance than the people themselves. For example, a perfectionist might care more about whether their mother’s speech evokes the “right” reactions from the crowd than how she’s feeling about this milestone in your life. If you prioritize your loved ones, the day becomes about connecting with them rather than ensuring they’re playing their part perfectly.

3. Mistakes are normal. Everyone makes mistakes. Your dad will trip on your train. Your groomsman will make an awkward speech. Your dinner will be late. It happens. If you, like perfectionists, are excessively concerned with making mistakes, then avoiding them monopolizes the event. Breathe and laugh it off.

Pressure you put on yourself

There can be a lot of pressure to look perfect on your wedding day. It’s common for

brides to diet, invest in teeth whitening and skin-care regimes before their wedding and hire makeup artists for the event. Grooms may feel pressure to get fitter.

This feeds self-oriented perfectionism (demanding perfection of oneself) and perfectionistic self-presentation (presenting yourself as perfect and hiding or denying flaws).

It can be hard to feel confident if you don’t think you meet these expectations, but try to keep these three things in mind:

1. Perfection is a myth. No one, and nothing, is perfect. There will undoubtedly be “flaws” somewhere. Maybe you stress-sweat. Maybe you stutter during your vows. These are the things you remember fondly. It’s often the “imperfections” that make your memories — and your wedding — perfect. Reminding yourself that perfection is an unrealistic, and even undesirable, standard can keep you from striving for it.

2. It’s not a competition. You and the couple down the street have very different interests, relationships and values. Their elaborate, 300-guest wedding may have been right for them. They may not understand your desire to have an intimate 50attendee affair instead, but that doesn’t matter. Both weddings are uniquely beautiful. You want to make memories, not a statement. Despite what perfectionistic thinking might tell you, your wedding isn’t a failure and this isn’t a competition.

3. You are loved. You might not look like the model did in your gown or suit. That’s OK. Perfectionists are prone to feelings of failure, guilt, shame and low self-esteem because of their harsh self-evaluations and criticisms. However, your partner fell in love with you with the freckles and goofy laugh. You may become more fit or afford a more flattering outfit in the years to come, but that shouldn’t ruin your enjoyment of this moment. You don’t have to be perfect to be loved.

It is, after all, your special day, not your perfect day.p

Simon Sherry is a Clinical Psychologist and Professor in the Department of Psychology and Neuroscience, Dalhousie University

If you are excessively concerned with making mistakes, then avoiding them monopolizes the event.

Black and Brown Kids Should Attend Charter Schools

BY LINDA NWOKE

Every child deserves an education, yet it is more critical for children from black and brown communities than others because they are more likely to live in poverty, attend underfunded and understaffed schools, and be more likely to be expelled or suspended from school. In 2020, over 20% of black and 18% of Hispanic children lived in poverty, compared to 7% of white children, while in 2018–2019, black students were sent out of school three times more than white students.

Yet education remains a crucial strategy to help black and brown children overcome challenges, grow to their full potential, and contribute to their communities.

Educational Disparities Faced by Black and Brown Children

Data consistently shows a persistent achievement gap between public school students from black and brown communities and their white counterparts. For instance, in 2019, the National Assessment of Educational Progress (NAEP) test scores revealed a significant gap in test scores between ethnic and racial groups. According to the report, while 35% of white students scored proficiently, only 13% of black and 19% of Hispanic students achieved proficiency in 8th-grade math.

A related study by the U.S. Department of Education's Office for Civil Rights reveals that black students are disproportionately suspended and expelled compared to their white counterparts, starting as early as preschool and at a higher rate.

Systemic Factors Contribute to the Disparities

Several factors contribute to the disparities in public schools, many are systemic, and they affect many black and brown students. For instance, school funding is a significant challenge many schools in black and brown communities face because they are mostly underfunded, which results in difficulty in providing students with a quality education.

Secondly, many schools in

minority communities have fewer experienced and qualified teachers. They are also unable to discipline the students, leading to a high level of suspension among black and brown students compared to white students, even if the latter group commits the same offenses.

Additionally, the curriculum used in black and brown communities' schools is deemed unconnected to their students' experiences. Furthermore, minority students are likelier to attend schools segregated by race and poverty.

Most of these disparities contribute to adverse long-term academic outcomes and limited future opportunities for children from these minority groups.

Charter Schools as a Potential Solution

Charter schools play a significant role in the education system. Remarkably, they contribute to the diversification of the educational system by offering an alternative to traditional public schools. They are private organizations governed by separate rules and regulations. Their mission is to provide innovative ap-

proaches to quality education for underserved students. One of their critical assets is the freedom to explore new teaching curricula and methods of delivery.

Yet, they have remained controversial, especially in New York, since their inception in 1998, with numerous arguments for and against their existence. While some believe they are a valuable alternative to traditional public schools, others believe they drain public resources and deter students from attending the best public schools.

Those supporting charter schools argue that they positively impact their children's achievement even though they are more rigorous. Specifically, their existence provides an alternative option for parents to choose from. More-

over, they are more innovative in their teaching approach and generally more accountable than traditional public schools.

However, some opponents of the option argue against all the positive points linked to its existence. For instance, they believe that despite the rigor of the approach, it does not necessarily positively impact students' achievement. Furthermore, they maintain the age-old argument that charter schools prevent public schools from getting the resources that traditional public schools require to cater to a larger population of students. They also argue that they do not undergo the same level of accountability screening and tend to be elitist in approach, causing segregation in the public school system.

For instance, one of the famous charter schools in New York City, Success Academy Charter School Network, which operates over 49 schools, has battled numerous negative feedback on its inability to handle kids under 10 with unique struggles adequately. According to analytical reports from The City and ProPublica based on NYPD data, the school called 911 on kids under ten between July 2016 and 2022 more than 85 times to help them manage a couple of the kids with disruptive behavior and exhibited some distress.

Such controversial issues surrounding charter schools in New York will likely continue because of the presenting facts and evidence for and against the arguments. Some of these are worth considering and discussing before concluding because of the far-reaching effect of these decisions. For instance, while charter schools receive funding from the state, it is established that funding per student in these schools is less than what is given in traditional public schools. They argue that charter schools are not obligated to provide their

Charter Schools/ continued from page 21

students with certain levels of specialized services, transportation, and special education.

Some charter schools are more hands-on in managing children and parents that fall outside the continuum, and they are also often located in 'safe or "normal" neighborhoods than traditional public schools. This is because charter schools often result from dissatisfied parents unhappy with their local public schools.

The controversy surrounding charter schools is complex, and there is no easy answer. It is essential to weigh all the evidence before forming an opinion.

Charter Schools and Ways of Addressing Needs of Black and Brown Students

As of the time of this report, findings show that by the 2022–23 school year, New York will have over 340 charter schools in operation, serving over 170,000 students.

Most schools offer smaller class sizes and personalized learning, focusing on building

a student's area of academic deficiency with a significant amount of parental involvement. This combined approach results in improved educational outcomes.

Some other ways they address the specific needs of black and brown children include recruiting and retaining teachers of color who look like and understand the experiences of black and brown students. They also serve as positive role models in the classroom for the students. They also provide culturally relevant curricula relevant to their experiences as students and mentorship and community engagement programs

that are culturally responsive, leading to improved academic achievement, self-esteem, and empowerment.

In NYC, some of the charter schools with the highest number of black and brown student enrollments based on their websites are Success Academy Harlem (98%), Success Academy Bronx 2 (97%), Success Academy Brooklyn 1 (96%), KIPP NYC College Prep (95%), Uncommon Schools Harlem Village Academy (94%), Achievement First Harlem (93%), Democracy Prep Harlem (92%), School for Social Justice (91%), and Urban Assembly Academy for Young Writers (90%).

Parents Want More Charter Schools

According to a new poll, signs indicate that parents strongly support charter schools — and want Gov. Kathy Hochul and Albany lawmakers to raise the state-imposed cap and open more publicly funded alternatives as an option for their kids. The online Morning Consult survey conducted for the pro-school choice Democrats for Education Reform (DFERNY) concluded that 64% of parents favor charter schools.

In comparison, only 22% have an unfavorable view, with the remainder undecided or having no opinion.

Even with strong parental support, Hochul and Democrats who control the state legislature and have close ties to the United Federation of Teachers (UFT), the anti-charter teachers’ union, have refused to raise the state-imposed cap, leaving about a dozen proposed schools in limbo.

On May 23, Assemblymember Brian Cunningham, District 43 in Brooklyn, sponsored Assembly Bill A7500 that would grant priority to charter

school applicants with a board of trustees and school administrators of at least fifty-one percent minority group members. AM Cunningham had previously told the press, “This is a war on making sure our families have choices, that our parents can choose where they want to send their kids.”

Policy Changes to Enhance Performance of Charter Schools for Black and Brown Students

Specific steps to improve the performance of charter schools for minority students include increasing funding for charter schools to provide students with resources and enhance the quality of education. Secondly, it is essential to introduce policies that will reform admission into charter schools, such as adopting admission policies that are fair, equitable, and non-discriminatory against black and brown students. This will ensure all students have an equal opportunity to attend a charter school.p