THIS IS AN INFORMATIONAL HEARING
THAT IS.
BEING HOSTED BY.
THE.
SENATE COMMITTEE ON THE
JUDICIARY AND THE SELECT
COMMITTEE ON WOMEN WORK AND
FAMILY SEAT IS ALSO COSPONSORED
BY THE LEGISLATIVE WOMEN'S
CAUCUS.
THE TITLE OF THIS HEARING IS
JUSTICE FOR VICTIMS.
DEVELOPING A HARASSMENT FREE
CULTURE. IN CALIFORNIA. AND THE
VOLUME DELIGHTED TO HAVE MY
COLLEAGUES. WITH ME TODAY. I
THINK WE'LL HAVE MORE PEOPLE
COMING IN AND GOING OUT IS THERE
ARE A NUMBER OF ACTIVITIES GOING
ON BUT. I AM GRATEFUL TO ALL WHO
WERE IN ATTENDANCE IN THOSE
JOINING US ONLINE THIS IS BEING
STRAINED AS WELL.
THIS IS THE SECOND JOINT HEARING
OF TWO COMMITTEES. WHICH I JUST
MENTIONED THE JUDICIARY
COMMITTEE IN THE SENATE SELECT
COMMITTEE ON WOMEN WORKING
FAMILIES.
BUT TO FOCUS ON STATEWIDE POLICY.
RESPONSES.
THE ONGOING PROBLEM.
A SEXUAL HARASSMENT AND SEXUAL
VIOLENCE PARTICULARLY IN THE
WORKPLACE.
THE CALIFORNIA LEGISLATIVE
WOMEN'S CAUCUS HAS COSPONSORED
BOTH OF THESE HEARINGS AND I
WOULD LIKE TO ACKNOWLEDGE AND
THANK MY COLLEAGUES IN THE
CAUCUS AS WELL AS CAUCUS STAFF.
FOR THEIR CRITICAL ROLE IN THAT
EFFORT AND I WANT TO PAUSE AT
THE OUTSET TO ACKNOWLEDGE THAT
SIGNIFICANT ISSUES. HAVE ARISEN
REGARDING SEXUAL HARASSMENT IN
AND AROUND CALIFORNIA'S
LEGISLATURE ITSELF.
THE LEGISLATURE'S JOINT RULES
COMMITTEE. IT'S SUBCOMMITTEE ON
SEXUAL HARASSMENT PREVENTION AND
RESPONSE.
IS CONDUCTING HEARINGS FOCUSED
ON THAT IMPORTANT ASPECT OF THE
OVERALL CALIFORNIA. LABOR FORCE.
THESE ARE HEARINGS TODAY ARE
INTENDED TO FOCUS ON THE OTHER
FOUR MILLION. CALIFORNIANS WHO.
DESERVE PROTECTION AND
RECOGNITION OF THE KINDS OF
INAPPROPRIATE BEHAVIORS THAT ARE
EXISTING THROUGHOUT OUR SOCIETY.
FROM THE MILITARY TO THE
ENTERTAINMENT INDUSTRY. OUGHT TO
SERVE THE SERVICE INDUSTRY TO
SILICON VALLEY AND THE TECH
WORLD. BECAUSE THIS IS A PROBLEM
THAT IS NOT UNIQUE TO ANY ONE
INDUSTRY BUT IN FACT IS A
SERIOUS PROBLEM. IN ALL REAS IN
ALL BUSINESSES IN ALL
PROFESSIONS WHERE THERE'S AN
IMBALANCE OF POWER. AND ALSO A
LACK OF SUFFICIENT
REPRESENTATION BY WOMEN. OF WHO
WOULD OF.
AND IT WE'VE SEEN REDUCE THE
CHANCES OF THIS KIND OF BEHAVIOR.
WHERE WE SEE A OF A GREATER
NUMBER OF WOMEN IN POSITIONS OF
LEADERSHIP?
NOW.
WHILE THAT CRITICAL WORK IS
BEING UNDERTAKEN THESE HEARINGS
AS I MENTIONED ARE TO LOOK AT
THE BROADER PICTURE IN THE
POLICIES THAT WILL AFFECT ALL
CALIFORNIANS.
OURFIRST HEARING BACK IN
JANUARY FOCUSED ON THE LEGAL
STANDARD FOR SEXUAL HARASSMENT
WE TOOK A CLOSE LOOK AT HOW SOME
OF THE LEGAL DOCTRINES AND
SEXUAL HARASSMENT LAW HAVE. IN
SOME INSTANCES ACTUALLY
UNDERMINED. THE ANTI
DISCRIMINATION PURPOSES BEHIND
THEM ENDING HARASSMENT IS NOT
JUST A MATTER OF COMFORT. IT IS
FUNDAMENTALLY A QUESTION OF
EQUALITY.
AND I'M PLEASED TO SAY THAT
SEVERAL PIECES OF POTENTIAL
LEGISLATION EMERGED FROM THAT
CONVERSATION. A THAT WE WILL BE
DEALING WITH IN ADDRESSING AS WE
MOVE FORWARD DURING THE YEAR.
TODAY OUR FOCUS IS ON CHANGING
THE CULTURE THAT HAS.
FOR FAR TOO LONG PERMITTED
SEXUAL HARASSMENT AND SEXUAL
VIOLENCE TO PERSIST.
CULTURAL SHIFT SAYS WE KNOW DO
NOT COME EASILY.
AND THEY DO NOT COME AS QUICKLY
AS THEY MIGHT OR AS THEY SHOULD.
RARELY DO THEY HAPPEN SWIFTLY
BUT I AM DETERMINED THAT IF WE
SEIZE THIS MOMENT.
ONE BY THE COURAGE OF MANY
VICTIMS WHO HAVE COME FORWARD IF
WE SEIZE THAT MOMENT TO ACHIEVE
A LASTING. AND SIGNIFICANT
CULTURE CHANGE THEN WE WILL HAVE
DONE WHAT THE PUBLIC.
DESERVES AND EXPECTS OF US.
ACHIEVING CULTURAL CHANGE IS
ALSO VERY COMPLICATED WOULD ALL
LOVE TO HAVE A MAGIC BULLET
SOLUTION TO THE PROBLEM A SINGLE
CHANGE THAT WOULD. MAKE IT ALL
GO AWAY.
BUT A LONG INGRAINED CULTURE IS
NOT SUSCEPTIBLE TO SUCH SIMPLE
FIXES
AND MANY FACTORS INFLUENCE HOW
WE INTERACT WITH ONE ANOTHER SO.
THE STRATEGY FOR CHANGE HEARTS
TO BE MULTI FACETED WE HAVE TO
BE RELENTLESS IN SEARCHING FOR
ALL THE DIFFERENT WAYS WE
INSTILL A NEW CULTURE FREE OF
HARASSMENT.
SO TO ADVANCE THAT PURPOSE TODAY
WE'RE GOING TO FOCUS ON THREE
PARTICULAR POLICY TOPICS.
FIRST WE'RE GOING TO TAKE A
CLOSE LOOK AT THE USUAL
BYSTANDER INTERVENTION.
TRAINING UP OR I SHOULD TAKE
BYSTANDER INTERVENTION TRAINING.
AS A SEXUAL HARASSMENT AND
SEXUAL VIOLENCE PREVENTION TOOL
ABOUT WHAT IS IT HOW DOES IT
WORK.
IS IT EFFECTIVE AND IF SO IS IT
SOMETHING WE SHOULD CONSIDER
INCORPORATING INTO THE STATE'S
SEXUAL HARASSMENT PREVENTION
TRAINING REQUIREMENTS.
.
WE DO KNOW THAT.
THERE'S BEEN A LOT OF
DISCUSSION ABOUT IT THAT IT
APPEARS TO BE.
VERY HELPFUL IN DETERRING THIS
BEHAVIOR SO WE'RE GONNA HAVE A
HAVE THAT.
DISCUSSION HERE TODAY SECOND
WE'RE GONNA DOT DIVE INTO OUR
JUDICIARY COMMITTEE ELEMENT AND
EXAMINE A SERIES OF LEGAL
LOOPHOLES. OR ABUSES CENTER
TACTICS THAT ARE FREQUENTLY USED
TO ENABLE HARASSERS AND TO
SHIELD THEM FROM ACCOUNTABILITY.
THINGS LIKE SECRET SETTLEMENTS.
SNEAKY RELEASES NON
DISPARAGEMENT CLAUSES AND
MANDATORY CONFIDENTIAL
ARBITRATION AGREEMENTS
SO WHAT ARE THESE TACTICS HOW TO
THEY WORK TO THE ENABLE.
AND PROTECTORATES SIRS AND WHAT
WOULD BE THE BENEFITS AND THE
DRAWBACKS OF PLACING LIMITATIONS
ON THEIR USE.
AND FINALLY WE'RE GONNA TAKE
SOME TIME TO EXPLORE ALTERNATIVE
MODELS OF ACCOUNTABILITY.
BECAUSE.
WHAT WE'VE DONE HASN'T REALLY
WORKED SO WE NEED TO LOOK AT?
TO THE FUTURE AND THINGS THAT
MIGHT WORK AYE AND DISCUSS THOSE
THINGS LIKE RESTORATIVE JUSTICE
WHICH IS A CONCEPT THAT IS
GAINING A FOOTHOLD. IN OTHER
ARENAS.
IN THE WAY IN BOTH THE WORK
FORCE AND IN OUR SOCIETY IN
GENERAL. WILL ALSO LOOK AT THE.
SUPPLY CHAIN MONITORING.
WE LOOK IT WORKER TO WORKER
ORGANIZING.
LOOK AT HOW THESE MODELS ORK.
WHAT ARE THE ADVANTAGES AND
DRAWBACKS AND COULD THEY HELP
FACILITATE CULTURAL CHANGE MORE
EFFECTIVELY? AND AGAIN IF SO HOW
DO WE INCORPORATE THOSE INTO
PUBLIC POLICY.
TO HELP US DIVE INTO THESE
TOPICS AND GET SOME DIRECTION
AND ANSWERED. WE ARE HONORED AND
GRATEFUL THAT WE HAVE AN
ILLUSTRATIVE AND ROBUST SET OF
EXPERTS AND EXPERT WITNESSES.
THE AGENDAS QUITE FULL ON THE
STOP TALKING NOW I COULD TALK
ABOUT THIS ISSUE FOR. A LONG
TIME. IT'S ONE THAT HAS EXISTED
SINCE
I FOR STARTED IN THE WORKFORCE
AND I KNOW EVERY WOMAN I KNOW
YOUNG AND OLD.
I CAN TELL YOU FROM EXPERIENCE
OF SEXUAL HARASSMENT THAT THEY
HAVE HAD A DURING THEIR
PROFESSIONAL LIVES WE WILL HAVE
A TIME FOR PUBLIC COMMENT AFTER
ALL THE WITNESSES HERE PRESENTED.
AND EVERYONE WISHES TO DO SO
WILL HAVE ARE A TRADITION HERE'S
TWO MINUTES PER INDIVIDUAL. OF
FOR ANYONE WHO'S HERE WISHES TO
EXPRESS THEIR VIEWS AND IDEAS
AND AS ALWAYS. EVERYONE IS
INVITED TO SUBMIT WRITTEN
TESTIMONY OR COMMENTS TO THE
SENATE COMMITTEE ON THE
JUDICIARY OR THE SENATE SELECT
COMMITTEE ON WOMEN WORKING
FAMILIES.
WE WILL INCLUDE THOSE OF COURSE
IN THE HEARING RECORD SO I'M
GOING TO ASK OUR COLLEAGUES HERE.
TO COME TO THE DYESS OUR FIRST
PANEL WE'VE ASKED YOU EACH TO
SPEAK.
HIDDEN A MAXIMUM OF TEN MINUTES
AND I'M GOING O TRY TO KEEP YOU
TO THAT SO THAT WE CAN GET
THROUGH THIS HEARING. SO JOINING
US FOR THE FIRST.
PANEL EMPOWERING BYSTANDERS TO
INTERVENE. INTERVENING.
INTERVENTION TRAINING ON CAMPUS
SARA GAMBLE A UC BERKELEY THE
PROGRAM THEY'VE BEEN DOING AND
I'M VERY EXCITED TO HEAR HOW
WELL IT'S GOING. AND THEN VICTIM
INFORMED INTERVENTION TRAINING
AND WEB BASED PLATFORM.
ISSUES OF A BYSTANDER
INTERVENTION AND TRAINING AGENDA
V. BERWICK WITH HOLLOW BACK LOS
ANGELES WELCOME AND THANK YOU SO
MUCH FOR YOUR WILLINGNESS TO
TESTIFY. IS GAMBLE IF YOU'D LIKE
TO START.
THANK YOU TERRY JACKSON AND
MEMBERS OF THE COMMITTEE THAT
YOU KNOW BEFORE WE DO THAT.
MY APOLOGIES.
SO ANXIOUS TO GET STARTED BUT IF
ANY OF MY COLLEAGUES HAVE ANY
OPENING REMARKS THAT THEY WOULD
LIKE TO MAKE BRIEFLY.
HANG ON.
SENATOR MORLOCK YOU THANK YOU
ARE MADAM CHAIR YOU. YOU'VE YOU
MENTIONED THE IMBALANCE OF POWER
BUT I.
BASED ON RECENT HEADLINES AS
THIS SEEMS TO BE AN EMPHASIS ON
HARASSMENT MAIL FIRST I'M FEMALE
BUT. WERE WE ALSO HAVE
HARASSMENT WITH FEMALE ON MALE
SOME OPEN WE HAVE BALANCE ON
THIS SUBJECT.
TODAY AS WE. MOVE FORWARD AND I.
SWIM MAKE SURE THAT THIS IS NOT
A ONE WAY STREET.
WELL THANK YOU SENATOR YOU KNOW.
APPRECIATE THAT THAT THIS IS OF
ABOUT AN IMBALANCE OF POWER AYE
I THINK ABOUT THIS THE WAY I.
WOULD LIKE TO ANALOGIZE.
BREAST CANCER IS A DISEASE THAT
AFFECTS PRIMARILY WOMEN. SO
NINETY FIVE PERCENT OF BREAST
CANCER VICTIMS ARE FEMALE.
FIVE PERCENT ARE MALE. WE DON'T
IGNORE THAT FIVE PERCENT BUT
WHAT WE DO IS WHEN WE LOOK TO
TREATMENT AND CURE WE FOCUS MOST
OF OUR ATTENTION ON THE
OVERWHELMING.
AREA WHERE THIS IS A PROBLEM
AND THAT IS WITH WOMEN SO WE'RE
NOT IGNORING THE FACT THAT THIS
IS A PROBLEM THAT IS NOT
NECESSARILY EXCLUSIVE TO ONE
GENDER. BUT IT IS OVERWHELMINGLY
OF THE PROBLEM ASSOCIATED WITH
WOMEN WHO ARE ALMOST
OVERWHELMINGLY IN THE UC LOWER
BALANCE.
THE POWER POSITION AND SO WE'RE
GONNA HEAR THIS ISSUE I SUSPECT
THAT WHAT WE'RE GOING TO HEAR
WILL.
SERVE BOTH.
AREAS WHERE WE HAVE AGAIN THAT
FIVE PERCENT AYE AS WELL AS. AND
WHEN WE ARE LOOKING AT WAYS TO
PREVENT AND TO ADDRESS THE
PROBLEM SO I DON'T CONSIDER THIS
TO BE A GENDER SPECIFIC BUT WHAT
I DO. BELIEVE THIS WILL BE IS A
HEARING THE FOCUS IS ON THE
OVERWHELMING PROBLEM THAT IS A
MALE ON FEMALE. VIOLENCE AND IF
YOU WOULD WISH TO MAKE ANY
COMMENTS ON THAT AS YOU SPEAK
YOUR CERTAINLY INVITED TO DO
THAT.
I DID.
I DID ABSOLUTELY.
THANK YOU MADAM CHAIR VERY GOOD
THANK YOU SENATOR SENATOR RAMANI.
I DIDN'T PLAN TO MAKE AN OPENING
COMMENT I WILL THOUGH JUST THANK
YOU AND YOUR STAFF IN. BOTH
COMMITTEES FOR THEIR WORK ON
THIS SIN. AS YOU'VE THANKED ALL
THE WITNESSES. AND ALSO POINT
WE'RE LOOKING AT.
A LOT OF WHAT I SEE WE'RE
LOOKING AT LAW.
THE LAW IS FOR THE MOST PART
SILENT AS TO GENDER WE'RE
TALKING ABOUT VICTIMS.
IN THE WORKPLACE.
VICTIM CAN INCLUDE ANYBODY SO
WITH THAT MIND. AND I LOOK
FORWARD TO HEARING THE KNOWLEDGE
OF OUR WITNESSES THANK YOU THANK
YOU SENATOR MONNING CA
APPRECIATE YOUR COMMENTS
ANYTHING FURTHER CENTER
WIECKOWSKI. AND AWAY WE GO.
THIS GAMBLE THANK YOU.
OKAY GO.
THANK YOU AT THE PLEASURE TO BE
HERE TODAY.
I'M.
TWO YEARS AGO SOMEONE TRIED TO A
DUCK A DUCK TO ONE OF OUR
STUDENTS AS THEY WERE WALKING
AROUND CAMPUS.
A CAR PULLED UP NEXT TO THE
STUDENT AND THE SAME I TRIED TO
FORCE THE STUDENT AND TO THE
VEHICLE.
WHAT HAPPENED NEXT IS THE THING
THAT I'M HERE TO TALK TO YOU
ABOUT?
I AM A SECOND STUDENTS SAW WHAT
WAS HAPPENING AND INTERVENED SO
THAT SECOND STUDENTS STARTED
YELLING AT THE CAR THEY STARTED.
TAPE SAYING THAT THEY WERE
TAKING PICTURES OF THE LICENSE
PLATE ANDTHAT THE ASSAILANT
WASN'T GOING TO GET AWAY WITH IT.
AND THEY'RE TRYING TO PHYSICALLY
INTERVENE AND THEY WERE
SUCCESSFUL THE ASSAILANT FLED.
AND THAT IT TO ME IS ONE STORY
OF THE POWER OF AN ACTIVE
BYSTANDER AND THAT'S WHY I'M
HERE TODAY.
I MY NAME IS SARAH GAMBLE I AM
THE ASSISTANT DIRECTOR OF UC
BERKELEY'S PASSED THE CARE
CENTER.
I'M ARE CENTER LEADS EFFORTS ARE
AND TO TRANSFORM THE UC BERKELEY
CAMPUS INTO A COMMUNITY FREE OF
SEXUAL VIOLENCE.
SEXUAL HARASSMENT IT'S MEANT
PARTNER VIOLENCE AND STALKING.
THROUGH PREVENTION ADVOCACY
TRAINING AND HEALING.
WE COLLABORATE WITH THE CAMPUS
AND LOCAL COMMUNITY TO MAKE
SOCIAL CHANGE. WITH THE GOALS OF
PREVENTING INTERVENING IN AND
RESPONDING TO HARASSMENT AND
VIOLENCE ELIMINATING OPPRESSION
AND CREATING THE CULTURE THAT WE
ALL.
I'M.
A LITTLE BIT ABOUT HOW THE
PEOPLE WE SERVE. UP LAST
SEMESTER WE DELIVERED IN PERSON
PREVENTION EDUCATION TO OVER
FOURTEEN THOUSAND STUDENTS AND
STAFF.
PAT PROVIDED CONFIDENTIAL
ADVOCACY TWO HUNDRED AND SIXTY
SEVEN INDIVIDUALS AND TRAINED
OVER TWELVE HUNDRED PEOPLE AND
SUPPORTING SURVIVORS AND.
HEIGHTENED RECEIVING DISCLOSURES.
I'VE BEEN ASKED TO SPEAK TODAY
ABOUT BYSTANDER INTERVENTION
TRAINING ON CAMPUS IN PARTICULAR.
AND I APPRECIATE THE OPPORTUNITY
TO BE HERE FOR THIS IMPORTANT
CONVERSATION.
I'M JOINED BY MY COLLEAGUE JAMES
COTTO.
THERE.
AND WHO IS THE VIOLENCE
PREVENTION EDUCATION PROGRAM
COORDINATOR FOR CAMPUS BYSTANDER
PROGRAM AND SO HE CAN ANSWER ANY.
QUESTIONS ABOUT THAT THAT I
CAN'T.
I WAS PROVIDE WITH A LIST OF
QUESTIONS TO ADDRESS SO IN
INTERESTS OF BEST USING OUR TIME
TOGETHER I'VE STRUCTURED ITEM BY
COMMENTS AROUND. WHERE I WAS
WHEN I WAS ASKED?
SO. OUR FIRST OF ALL BACKGROUND
A BYSTANDER INTERVENTION
TRAINING IN WHAT IT IS.
I AM SO MOST VIOLENT CRIME AND
MANY FORMS OF HARASSMENT BILLING
AND DISCRIMINATION ARE ACTUALLY
COMMITTED IN THE PRESENCE OF A
SOCIAL AUDIENCE.
THIS MEANS THAT THERE ARE
OBSERVERS WITNESSES AND
INDIVIDUALS WHO MAY BE COMPLICIT.
IN HARASSMENT AND VIOLENCE.
AT.
WHAT WE KNOW IS THAT BYSTANDER
IN ACTIVITY THAT IS NOT DOING
SOMETHING IS THE PREDOMINANT
RESPONSE IN A VARIETY OF
POTENTIALLY DANGEROUS SITUATIONS
TO THE MOST COMMON RESPONSE IS
TO NOT ACT?
ADAM.
THAT KIND OF CLASSICS A EXAMPLE
THAT'S GIVEN OF THIS IS THE
STORY F KITTY GENOVESE WHICH
SOME OF YOU MAY BE FAMILIAR WITH
WHICH STARTED THE RESEARCH. IN
THE NINETEEN SIXTIES INTO THE
BYSTANDER FACT SHE WAS.
.
BUT. PERSON LIVING IN NEW YORK
CITY WHO LET WAS RETURNING HOME
LATE AT NIGHT ATTACKED OUTSIDE
HER APARTMENT AND THIRTY EIGHT
NEIGHBORS WITNESSED HEARD OR SAW
THE INCIDENT DID NOT ACT FOR THE
MOST PART AND SO. ONE NEIGHBOR
WAS QUOTED AS SAYING I DIDN'T
WANT TO GET INVOLVED AND SO SHE
DIED A FEW HOURS LATER FROM THE
INJURIES SUSTAINED IN HER ATTACK.
I AM THE RESPONSE OF THE-WITNESSES PROMPTED RESEARCH INTO
TO THE KEY CONCEPTS THAT WE NOW
KNOW AS PART OF.
WHAT WE CALL BY SOONER
INTERVENTION THE BYSTANDER A
FACT AND DIFFUSION OF
RESPONSIBILITY?
SO WE KNOW THAT CRIME BY THE
BYSTANDER EFFECT IS A PHENOMENON
IN WHICH SOMEONE IS LESS LIKELY
TO INTERVENE IN EMERGENCY
SITUATION. WHEN OTHERS ARE THERE
HAS WHEN THEY ARE. I'M AS
OPPOSED TO WHEN THEY ARE
PERCEIVED TO BE ALONE
SO. I YOU ARE LESS LIKELY TO
RESPOND IF THERE ARE MORE PEOPLE
PRESENT YOU'RE MORE LIKELY TO
RESPOND IF THERE ARE FEWER
PEOPLE PRESENT.
I AM.
MY CENTER INTERVENTION PROGRAM
SIMPLY UP BUT IT'S VERY CRACK
COMPLEX THING TO DO INCREASE
AWARENESS OF THIS THE FACT.
AND A COMBAT IT BY ENCOURAGING
PEOPLE TO INTERVENE AND.
SO HOW DOES THAT FIT INTO THE
BROADER PICTURE OF SEXUAL
HARASSMENT PREVENTION.
I COME FROM PUBLIC HEALTH AND
PUBLIC HEALTH.
AND WE HAVE WHAT WE CALL THE
THREE TIERS OF PREVENTION
PRIMARY SECONDARY AND TERTIARY
PREVENTION. PRIMARY PREVENTION
IS WHEN YOU ARE STOPPING A
PROBLEM FROM HAPPENING IN THE
FIRST PLACE.
AND SO.
IF YOU'RE TALKING ABOUT SEXUAL
HARASSMENT THAT MIGHT BE
SOMETHING LIKE TEACHING CHILDREN
AT A VERY YOUNG AGE TO RESPECT.
THE BODILY AUTONOMY IN INTEGRITY
OF OTHER CHILDREN PRIME. SO
EARLY ON BEFORE ANYTHING HAS
HAPPENED CRIME. ENTER.
INTERVENING TO PREVENT ANY A
PROBLEM FROM DEVELOPING. A
SECONDARY PREVENTION IS WHEN YOU
INTERVENE EARLY IN A PROBLEM AND
THAT'S OUR BYSTANDER
INTERVENTION SETS HIM SO
SECONDARY PREVENTION.
WITH BYSTANDER SOMETHING
CONCERNING HAS ALREADY HAPPENED
IN YOUR INTERVENING TO TRY TO
STOP IT FROM GETTING WORSE SO.
ITEM YOU'RE INTERVENING EARLY IN
A PROBLEM WITH THE HOPES OF
STOPPING IT FROM GETTING WORSE.
TERTIARY PREVENTION.
IS WHEN YOU INTERVENE AFTER
SOMETHING HAS ALREADY HAPPENED
TO MITIGATE THE IMPACT REDUCE
THE LIKELIHOOD OF IT HAPPENING
AGAIN.
I FOR EXAMPLE OF THE SEXUAL
HARASSMENT AWARENESS TRAINING OF
THE TYPE CURRENTLY DONE. THROUGH
MOST EMPLOYERS THAT PROBABLY
MOST OF US HAVE EXPERIENCED
TRAINS PEOPLE TO RECOGNIZE WHAT
SEXUAL HARASSMENT IS LET'S AND
KNOW WHAT THE RESOURCES ARE IN
THEIR RIGHTS ARE THIS IS REALLY
IMPORTANT.
I HADN'T BUT THIS TYPE OF
TRAINING TO SOME EXTENT EXTREMES
THAT ASSUMES OF THESE. SEXUAL
HARASSMENT WILL HAPPEN AND. THAT
PEOPLE NEED RESOURCES TO KNOW
WHAT TO DO ABOUT AND SO IT'S
KIND OF ASSUMING THAT THE
PROBLEM IS GOING TO HAPPEN WHAT
WILL WE DO SO THAT IT DOESN'T
GET WORSE IN THAT THE PERSON HAS
RESOURCES.
I NEED ALL THE SILLY THINGS TO
MAKE A DENT IN THE PROBLEM YOU
NEED PRIMARY PREVENTION
SECONDARY AND TERTIARY.
I AM.
TO REALLY MAKE A DENT IN THE
PROBLEM AND CHANGE THE CULTURE
FOR THE BETTER. A AND YOU REALLY
HAVE TO BUILD A CRITICAL
COMPREHENSIVE PREVENTION PLAN
WHICH INNER UTILIZES
INTERVENTIONS AT EACH OF THESE
HEROES AND ENGAGE.
JULES COMMUNITIES.
SO.
A LITTLE BIT ABOUT BY CENTER
TRAINING AT UC BERKELEY.
IN EXPLORING DIFFERENT FOR
VIOLENCE PREVENTION STRATEGIES
WE ARE INTERESTED IN STRATEGIES
THAT WERE EVIDENCE INFORMED AND
COULD ENGAGE A BROAD AUDIENCE
AND THAT IS HOW THIS CAME TO OUR
ATTENTION.
IT'S A CONCEPT THAT'S GENERALLY
EASY TO GRASP THAT MAKES A VERY
POPULAR IDEA.
I'M IT APPEALS TO PEOPLE'S
DESIRE TO HAVE A TANGIBLE GOOD
THING TO DO. AND SUGGEST THAT
EVERYONE CAN DO SOMETHING YOU
DON'T NEED TO BE AN EXPERT YOU
DON'T NEED TO BE TRAINED IN HR.
AND THAT REGULAR PEOPLE CAN MAKE
A DIFFERENCE AND SO IT'S VERY
APPEALING CONCEPT ITEM.
IT'S A KEY STRATEGY IN OUR
BROADER COMPREHENSIVE PREVENTION
PLAN FOR SEXUAL VIOLENCE AND
HARASSMENT PREVENTION ON CAMPUS
IT'S A REALLY IMPORTANT PART OF
THAT PUZZLE.
AND THE MAIN WAYS THAT WE USE IN
OUR WE HAVE A GROUPS OF STUDENT
PEER EDUCATORS IN OUR CENTER AND
IN STUDENT AFFAIRS CASE
MANAGEMENT THE BEARS I CARE
PROGRAM WHO ARE TRAINED TO
DELIVER WORKSHOPS ON BYSTANDER
INTERVENTION.
WE ALSO DISCUSS IT AS A STRATEGY
IN OUR TRAININGS ACROSS THE
COMMUNITY INCLUDING FACULTY AND
STAFF.
I AM.
I WAS ASKED HOW IS IT DIFFERENT
FROM OTHER TYPES OF SEXUAL
HARASSMENT. TRAINING AND
PREVENTION IT IS DIFFERENT IN
THAT IT FOCUSES NOT ON SURVIVORS
OR ON PERPETRATORS BUT IT
FOCUSES ON THE BYSTANDERS WHO
WITNESS PROBLEMATIC BEHAVIOR AND
OFTEN DON'T DO ANYTHING.
I AM AND SO THAT IS THE ONE OF
THE WAYS IN WHICH MAKES IT
UNIQUE IT FOCUSES ON THE
MAJORITY OF PEOPLE THAT ARE KIND
OF.
STANDING AROUND OR OUR
WITNESSES SOMETHING OR HEAR
ABOUT SOMETHING.
I AM WHAT IT INCLUDES IN THE
PREVENTION TRAINING EXPECTED OF
ALL OF OUR COMMUNITY. WE COVER.
AWARENESS AND RECOGNIZE
AWARENESS RAISING AND
RECOGNIZING BILLY'S OUT ISSUES
AND BEHAVIORS SETTING NORMS AND
EXPECTATIONS. BYSTANDER
INTERVENTION HOW TO SUPPORT
SOMEONE AND RESOURCES FOR PEOPLE
IN TERMS OF OUR PEERS. UP IN THE
PEER EDUCATION PROGRAMS THAT ARE
DEVOTED SPECIFICALLY TO
BYSTANDER THE GOAL OF THESE
PROGRAMS IS TO BUILD CAPACITY
FOR PREVENTION AND THE
INDIVIDUAL LEADERSHIP SKILLS
INVOLVED IN.
I'M AND WE WORK ON I'M GOING TO
THE DEVELOPMENT OF SKILLS TO
INTERVENE IN PROBLEMATIC
SITUATIONS.
SO WHAT EVIDENCE IS THERE THAT
THIS IS EFFECTIVE.
I'M MORE RESEARCH IS NEEDED BUT
WHAT THERE IS IS PROMISING. SO
I'M HERE'S A FEW DATA POINTS
FROM SOME OF OUR OPPOSE TRAINING
EVALUATIONS OF THE BEARS THAT
CARE PROGRAM.
EIGHTY EIGHT POINT SEVEN PERCENT
OF THE PEOPLE TRAIN TO SAY THEY
UNDERSTAND DIFFERENT WAYS TO
INTERVENE AS A RESULT OF THE
WORKSHOP THAT THEY. I MEAN.
PARTICIPATED IN AND EIGHTY FIVE
PERCENT OF THE PEOPLE TRAINED
SAY THEY ARE QUOTE MORE LIKELY
TO INTERVENE WHEN I SEE HARM
OCCURRING SO WE KNOW THAT IT
GREATLY INCREASES PEOPLE'S
INTENT TAFT AND THEIR CONFIDENCE
IN THEIR ABILITY TO ACT AND WE
ALSO KNOW THAT INCREASES.
PEOPLE'S PERCEPTION THAT THEIR
PEERS WILL ACT WHICH IS A REALLY.
T. COMPONENT THE BELIEFS THAT
YOU WILL NOT ACT ALONE BUT THE
OTHER PEOPLE WOULD ALSO ACT.
ANECDOTALLY AND THESE ARE SOME
COMMENTS FROM.
OUR STUDENTS WHO PARTICIPATED IN.
HADN'T BYSTANDER INTERVENTION
TRAINING SO I FEEL MORE
EMPOWERED NOW TO SPEAK UP ABOUT
ISSUES THAT I NOTICE.
I PLAN TO INTERVENE MORE WHEN I
SEE A TROUBLING SITUATION.
I WILL STAND UP AND CHALLENGE
THE SOCIAL NORMS ON CAMPUS THAT
ARE DETRIMENTAL TO THE OVERALL
HEALTH OF THIS CAMPUS I WILL BE
AN ACTIVE
I CENTER.
AND THE RESEARCH OVERALL SUGGEST
THE BYSTANDER INTERVENTION
TRAINING IS EFFECTIVE.
I AM THE TH EFFECTIVENESS OF THE
FACILITATOR IS IDENTIFIED AS ONE
OF THE KEY COMPONENTS AND IT'S.
AND RESEARCH GENERALLY SUGGEST
THAT COMMUNITY MEMBERS ARE NEAR
PEERS DELIVERING THE TRAINING IS
MORE EFFECTIVE THAN OUTSIDE
TRAINERS.
I AM AND I HAVE A BOSNIAN.
LARGE STACK OF RESEARCH IF YOU
ARE INTERESTED. AND. ADVANTAGES
AND DRAWBACKS OF THIS TRAINING I
WAS ASKED TO ADDRESS THE
ADVANTAGES ARE THAT IT'S A
POPULAR CONCEPT IT'S VERY EASY
FOR PEOPLE TO GRASP.
.
AND IT HELPS REGULAR PEOPLE FEEL
THAT THEY CAN DO SOMETHING.
AND IT CAN ALSO CREATE NORMS
WITHIN DEPARTMENTS AND
ORGANIZATIONS SO BECOMES AN
EXPECTATION FOR PEOPLE TO
INTERVENE AND JUST.
NEGATIVE BEHAVIOR AND THAT
ITSELF CAN HAVE A POSITIVE
FOLLOW ON AFFECT WHERE MORE AND
MORE PEOPLE SAY WELL THIS IS HOW
IT IS HERE AND WE DON'T ACCEPT
KIND OF BEHAVIOR WHICH IN ITSELF
CAN ALSO REDUCE THE NEGATIVE
BEHAVIOR.
I'M.
BUT SEE AN INCREASE IS
CONFIDENCE TO INTERVENE. AND THE
DISCIPLINE THERE ARE PARTICULAR
DISADVANTAGES IT'S JUST THAT
THIS LIKE ANYONE STRATEGY THIS
IS NOT AS YOU SAID. IAM SENATOR
A MAGIC BULLET THIS IS NOT GOING
TO SOLVE THE PROBLEM BY ITSELF
AND IT NEEDS TO HAPPEN IN
CONCERT WITH OTHER ACTIVITIES IT
CAN'T BE THE WHOLE PLAN.
AND ANOTHER REALITY OF IT IS
THAT AFFECTED BY CENTER
INVENTION PROGRAMS AND TRAININGS
I HAVE TO TAKE INTO. ACCOUNT THE
EXISTING DYNAMICS OF OPPRESSION
AND INEQUALITY AND SO.
INTERVENING ALWAYS COMES WITH A
RISK.
AND OFFER SOME PEOPLE BASED ON
THEIR POSITION OUT AN IDENTITY
THAT RISK MAY BE HIGHER THAN FOR
OTHER PEOPLE. AND SO FOR EXAMPLE
A PERSON OF COLOR IN CONTRAST TO
WAIT COLLEAGUE MAY FACE CONCERNS
DUE TO THEIR SAFETY WHEN
BREAKING UP A FIGHT. OR AN LGBT
PERSON INTERVENING MAY FEEL THAT
THEY ARE AT INCREASED RISK OF
BEING RIDICULED OR HARASSED AND
SO TEMPORE AND WHEN YOU DO THESE
TYPES OF TRAININGS TO
ACKNOWLEDGE THAT
EVERYONE HAS COME.
THE SAME
IDENTITY POSITION OUR PRIVILEGE
AND I A GOOD TRAINING TAKES THAT
INTO ACCOUNT.
AND THANK YOU OF THAT REEBOK TO
WRAP UP.
GREAT GIVE YOU ANOTHER THIRTY
SECONDS OR SO OKAY AND.
SO FINALLY I WAS ASKED IF THIS
IS A MODEL I WOULD RECOMMEND
OUTSIDE THE HIGHER EDUCATION
CONTEXT AND I WOULD.
AT PARTICULAR THE EQUAL
OPPORTUNITY COMMISSION STATES
THAT.
BYSTANDER INTERVENTION TRAINING
MAY BE EFFECTIVE IN THE
WORKPLACE AND THERE HAS BEEN
SOME ENCOURAGING RESEARCH
ALTHOUGH IT HAS MOSTLY BEEN
RESEARCH AND HIGHER EDUCATION.
SO I WOULD IT IS IT THINK THERE
IS REASON TO BE OPTIMISTIC THAT
THIS WOULD WORK IN A WORKPLACE
AS WELL.
THANK YOU VERY MUCH AND I DID TO
I WANT TO APOLOGIZE TO HIS
DOCTOR GAMBLE AND. I KNOW
GETTING A PHD IS NEVER EASY SO
I'M GOING TO CERTAINLY. A GIVE
YOU CREDIT FOR THAT AUSPICIOUS.
RESULT AND ALSO IDENTIFY YOU SEE
ASSOCIATE DIRECTOR FOR
PREVENTION AT UC BERKELEY'S
OFFICE OF STUDENT AFFAIRS MY
APOLOGIES FOR NOT GETTING THAT.
CORRECT UP NEXT WEEK AND THANK
YOU WITH THEY'LL BE SOME
QUESTIONS FROM THE DIS PERHAPS
AFTER. WE HEAR FROM THE TWO
PANELISTS OUR NEXT PANELIST IS
GENEVIEVE BERWICK BARBARIC I
BELIEVE IT'S. PRONOUNCED OF SHE
IS THE FOUNDER INSIGHT LEADER OF
HOLLOW BACK EXCLAMATION MARK. LA
IT'S A LOCAL LOS ANGELES
NONPROFIT AND PART OF A WIDER
GLOBAL COMMUNITY THAT WORKS BOTH
ONLINE. AND IN COMMUNITIES TO
HARNESS THE POWER OF STORY
SHARING AND COMMUNITY BUILDING.
TO CREATE A WORLD FREE OF STREET
HARASSMENT THIS SHOULD BE VERY
INTERESTING THANK YOU FOR BEING
HERE AND. SHARING YOUR EXPERTISE
TEN MINUTES IF YOU WOULD THANK
HERE.
I'M SO I THINK THERE'S A LITTLE
OVERLAP WITH.
ANSWERS PRESENTATION.
I WASN'T SURE WHERE WE'D BE
OVERLAPPING.
BUT I THINK BASICALLY AS YOU
POINTED OUT MY.
THE OF STORYTELLING APPROACH IS
PROBABLY THE KEY DIFFERENCE AND
YOU'LL PROBABLY BE ABLE TO TELL
THIS WHEN I KEPT GOING.
IS SO LITTLE ABOUT ME I FROM
THE LOS ANGELES BASED FIVE WHOLE
BACK BONE WHICH IS AN ANTI
HARASSMENT EDUCATION.
IS HE ORGANIZATION.
FOR ABOUT FIVE WITH THE US ARE
HIS NOW. AND I'VE WORKED WITH A
TRAINED A LARGE NUMBER PEOPLE
FROM.
VARYING SECTORS OF THAT SITTING
IN THAT TIME.
IT'S A STORYTELLING BASED AND
VICTIM CENTERED APPROACH.
ANNUAL CHI HERE A BIT MORE.
THROUGH MY.
TALKING.
.
THE WORKER TRAINING FOR
BYSTANDER INTERVENTION IS
ESSENTIALLY PREMISED UPON THE
SIMPLE IDEA THAT THE WAYS THAT
PEOPLE AROUND US ACT AFFECT US
AND OUR ACTIONS.
BASICALLY IF YOU'RE AYE OR IN
ANY GIVEN SITUATION THE
RESPONSES OF THOSE AROUND US ARE
GOING TO PLAY A LARGE PART IN
FORMING WHAT HAPPENS NEXT.
BUT PSYCHOLOGISTS HAVE TERMS THE
BYSTANDER EFFECT.
IT ESSENTIALLY IS PROBABLY BEST
FORESHADOWED BY THE FACT THAT IS
OFTEN REFERRED TO AS BYSTANDER
APATHY.
AT ITS ROOT IT REFERS TO A
SOCIAL PHENOMENON WHEN I'M OUT
OF THESE CIRCUMSTANCESBE
IMAGINE OR OTHERWISE FOR EVERY
ADDITIONAL ONLOOKER FOR AN EVENT
THE LIKELIHOOD OF ANYONE
RESPONDING DIRECTLY TO THAT.
DECREASES SUB.
SAY ONE OF US WISH OUT A CRY FOR
HELP RIGHT THIS MINUTE WITH
EVERY ADDITIONAL PERSON WHO
ENTERS THIS ROOM THE LIKELIHOOD
THAT ANYONE AT ALL MIGHT RESPOND.
WITH ACTUAL ASSISTANCE DECREASES.
AND SO THE PHENOMENA AND THE
RESEARCH TO DESCRIBES IT'S BEEN
AROUND FOR SOME FIFTY ON HIS.
AS SHE DESCRIBES AND IT'S IT'S
CLEARLY KNOWN NEAR HOME.
I THINK MAY BE AN AN ACTOR HELPS
IF YOU THINK OF IT ALMOST LIKE A
POTTY YOU'RE INVITED TO WHERE
EVERYONE FAILED TO BRING THE ICE.
IT'S NOT THAT NOBODY THOUGHT IT
WOULD BE NECESSARY IT'S JUST
THAT AS YOU EIGHT THE NECESSITY
OF BEING THE PERSON WHO TOOK IT
UPON THEMSELVES TO GET THAT.
THE PARTY THE MORE AWAY AWARE OF
ALL THE OTHER PEOPLE GOING TO
WHO MIGHT ALSO BE THINKING OF
DURING THOSE
THE MORE LIKELY YOU ARE TO
DCIDE THAT IT JUST DOESN'T MAKE
SENSE FOR YOU. TO BE THAT PERSON
WHO SHOWS UP WITHOUT AYE IS.
AND THEN YOU SHOW UP IN NOVEMBER
AT THE EYES AND EVERYONE GETS A
LUKEWARM DRINK AND EVERYONE
THINKS IT SUCKS.
SHIFTING THAT DIFFUSION OF
RESPONSIBILITY THAT HAPPENS
ACROSS ALL SPACES IN PLACES
TAKES A MENTAL SHIFT AND IT'S A
CRUCIAL MENTAL SHIFT AND THAT'S
WHERE THIS TRAINING COME SEN.
AND AS YOU CAN TELL FROM THAT
STORY I JUST HOLD.
A POWER MOVE OF STORYTELLING
CONNECTING PEOPLE TO HOW THAT
WORKS IN THAT LIVES IN THE WORLD
LIVES AROUND THEM IS REALLY
CRUCIAL PART OF THIS TRAINING
PROCESS.
THE FIRST EARLY ONE AS YOU CAN%
MINUTES TO ADDRESS ONE
PARTICULAR PART OF THE US WHICH
IS OUR EXPECTATIONS OF THE
PERSON AT ANY CENTER. AT AT THE
CENTER OF ANY ABOUNDS.
BECAUSE ONE THING THE RESEARCH
HAS TURNED UP IS THAT A SINGLE
GESTURE COMMENTS OR ACTION CAN
SHIFT THE ONUS OF RESPONSIBILITY.
WHICH IN ONE SENSE GIVES HIS
RELIEF POINT
SOMEONE SHOULD JUST SAY
SOMETHING. IT SEEMS EASY ENOUGH
UNTIL YOU THINK A LITTLE MORE
CAREFULLY ABOUT SAY IT WHAT
WE'RE HERE CONSIDERING.
I MOMENTS IN WHICH AN ASSAULT ON
HARASSMENT EXPERIENCE IS TAKING
PLACE.
AND I THINK IT'S REALLY
IMPORTANT TO TAKE BUT JUST A
SECOND TO ACKNOWLEDGE THAT IN A
ROOM LIKE THIS.
.
PEOPLE WHO ARE LISTENING ARE IN
FACT STATISTICALLY I'D SAY A
QUARTER TO HOP OFF THIS ROOM
HAVE THEMSELVES EXPERIENCED
HARASSMENT EXPERIENCES AND SO
WHEN I'M TALKING ABOUT THIS THE
LOOK BALE PERSONALLY BEING
BROUGHT BACK.
TO THOSE MOMENTS IN THE LIFE.
AND I THINK THAT'S A REALLY
IMPORTANT PART OF ANYTHING LIKE
THIS AND AND ANY KIND OF
TRAINING PROCESS.
SO IT'S BEEN A LONG DAY IF THIS
IS YOUR EXPERIENCE.
I HOPE HE CAN STAY WITH IT
ORTEGA'S OF CAIN AIN'T.
SO BACK TO THE TRAUMATIC EVENTS.
WHEN WE THINK ABOUT ANY EVENTS
AND TAKE A SECOND TO REALLY
RECREATE A MOMENT LIKE THIS IN
YOUR MIND WE TEND TO THINK ABOUT
THE VERY CENTER OF IT.
HERE THE SUPPOSE AN ACTING
HARASSMENT OR ASSAULT.
AND THE PERSON WHO IS THE TARGET
OF IT WE THINK A LITTLE FURTHER
WE QUICKLY REALIZED WE CAN
EXPECT ANY MEASURE BASIC DECENCY
FROM THE ONE WHO'S DOING IT. SO
WE TURN TO THE TARGET.
AND HERE'S WHERE WE'RE REALLY
DOING NO ONE ANY FAVORS BECAUSE
ANOTHER THING WE FOUND IS THAT
HUMAN BEHAVIOR INFORMATIK
MOMENTS DOESN'T JUST EXTEND THE
OFT CITED.
FIGHTS OR FLIGHT RESPONSES IT
ALSO CONTAINS ANOTHER FREEZE.
SO IF WE AS A SOCIETY AND TRYING
TO RESPOND EFFECTIVELY TO
HARASSMENT AND ASSAULT WE HAVE
TO TRULY RESPOND TO HUMAN
BEHAVIOR. WE HAVE TO SEEK OUT
HOW WE CAN CREATE VICTIMS
CENTERS RESPONSES THE DON'T
EXPECT A VICTIM TO DO WHATEVER
IT IS WE.
TO CRY OUT TO US THE HOPE
THROUGHPUT EVEN WHATEVER IT IS
WE WANT
THAT IS SIMPLY NOT HOW TRAUMA
WORKS.
AND BYSTANDER INTERVENTION WORKS
IN THE PREMISE THAT WE CAN CHECK
IN WITH SOMEONE INSIDE SUCH AN
EVENT ASSIST WITH A SAFETY
WITHOUT HAVING TO REQUIRE THINGS
OFF THE.
IT ALSO CRUCIALLY VERY RARELY
LOOKS LIKE WHAT WE GENERALLY
INITIALLY PICTURE WHEN WE THINK
OF INTERVENTION DIRECT CONFLICT
CONFRONTATION. AND FACTS AND
HERE TO TELL YOU THE DIRECT
CONFRONTATION IS IN FACT AN OPS
AND APPROACH OF ABSOLUTE LAST
RESORT AND THAT'S BECAUSE WE'RE
REALLY. VICTIMS CENTER IN HERE.
SO WE'RE TRYING TO RESTORE THE
SAFETY OF THE PERSON WHO THE
TARGET OF AN EVENT AND ANY
ACTION THE DIRECTLY ESCALATES
THE SITUATION IS HIGHLY UNLIKELY
TO DO WHAT WE'RE LOOKING FOR.
WHEN WE HEAR OF THE ABSOLUTE
WORST KINDS OF CIRCUMSTANCES.
FROM THESE MOMENTS PEOPLE TOO
OFTEN WILL CLAIM THAT THESE
ASSEMBLY TRAGIC EXCEPTIONS ARE
ALSO THEIR WARNINGS ABOUT THE
CONSEQUENCES OF INTERVENING. BUT
THEY TOO OFTEN FORGET IS THE
PERSON BEING TARGETED THEY
ALWAYS THE PERSON ALWAYS
NECESSARILY HOUSE TO ASSUME THAT
THOSE WORST POSSIBLE
CONSEQUENCES.
ARE ARE POSSIBLE IN ORDER TO TRY
AND FIND THEIR OWN SAFETY.
AND THAT IN ITSELF IS PART OF
THE TREMOR IN THE EXPERIENCE.
SOMETIMES IT'S USEFUL TO THINK
ABOUT THE FACT THAT EVERY PERSON
WALKING INTO EVERY SITUATION HAS
A LIFETIME OF NEGOTIATING THEIR
OWN SAFETY.
SO IF SOMEONE MAKING ME
UNCOMFORTABLE ARE AFRAID ARE
DIRECTLY CROSSING PHYSICAL
BOUNDARIES I'M MOST LIKELY ONE A
BYSTANDER TO SHE'S AN INDIRECT
POT PASTA ME WHEN THE GIVES ME
THE SPACE TO CLAIM MY OWN SAFETY.
POPS USE DIVERSIONS COME UP TO
ME AND PRETEND TO BE A FRIEND
WHO'S RUNNING LATE GIVE ME THE
MEANS TO UNFREEZE ONLY IF. WE
DISTRACT PERSON WHO'S MAKING AND
SAFE ASSUME THEM THE TIME A
DOLLAR WITHIN THEIR STORIES.
THERE A NUMBER OF OTHER TACTICS
INCLUDING DELEGATING SO MAYBE
I'LL STICK HAVE THE TARGETS NEED
TO PERHAPS KNOWS THEM BETTER.
AND OF COURSE IS A LAWS STAND
DIRECT CONFRONTATION.
ANOTHER FACET OF THE BYSTANDER
EFFECT IS A BREAKING THAT
HESITANCY TO BECOME INVOLVED IS
ALSO A RIPPLE EFFECT
BUT I TEND TO YOU AND SAY THAT
DOESN'T SEEM RIGHT AIDS SUDDENLY
YOUR OWN SUSPICIONS HAVE BEEN
CONFIRMED. PERHAPS HE REPEATED A
LITTLE LOUDER THIS TIME THAT
DOESN'T SEEM RIGHT AND IN A
MOMENT MATTER OF MOMENT SOMEBODY
IS STEPPING FORWARD TO INTERRUPT
THE SITUATION.
AND THIS IS CRUCIAL BECAUSE I'VE
HEARD INNUMERABLE HEART
WRENCHING STORIES A TRIMMER AND
THIS WORK AND THE THING I CANNOT
STOP HEARING IS HOW THE
BYSTANDER EFFECT.
THE PEOPLE WITNESSING IN THE
MOMENT AND OFTEN. SILENCES AND
FURTHER TRAUMATIZED PEOPLE.
IT'S SO MANY EXPERIENCES
SOMETHING TROUBLING SOMETHING
AWFUL AND THEN THE PEOPLE AROUND
THE MINIMIZES OR TELL THEM THEY
DIDN'T RESPOND CORRECTLY IT
AMPLIFIES THE TRAUMA THAT
THEY'VE EXPERIENCED. AND THAT
INCLUDES THE WORK OF EMERGENCY
SERVICES.
TEACHING PEOPLE HOW TO RESIST
THEIR IMPULSES TO RESTORE THE
WORLD THAT THEY KNOW.
TWO ONE THAT FEEL SAFE AGAIN BY
USING THAT MINIMIZATION.
TEACHING PEOPLE HOW TO CHECK IN
AND SEEK TO REDIRECT
FORMER EVENTS THAT IS THE WORK
OF BYSTANDER INTERVENTION
TRAINING IT'S ABOUT AT BASS
VALIUM THE PEOPLE INSIDE THOSE
MOMENTS AND THE STORIES AND IT'S
ESSENTIAL.
.
SO I THINK EVERYONE'S QUITE
CONCERNED WITH THINKING ABOUT
STATISTICS AND METRICS.
AND A NOTE THIS IN THIS KIND OF
RIDICULOUS.
PEOPLE PULL THOSE THINGS OUT
FEELS REALLY CRUCIAL I FULLY
UNDERSTAND THAT AS
BUT I'VE DONE THIS WORK FOR
SOMETIME NOW. AND SPOKEN TO MANY
MANY PEOPLE AND I'M YET TO FIND.
MORE THAN SOME REALLY BASIC UMRA
BEGINNINGS OF DATER AROUND ITS
MALENESS.
NO.
I IMMEDIATE SURVEYS OFF TO THE
FACTS.
THOSE KINDS OF THINGS EXIST BUT
THEY'RE THEY'RE NOT REALLY.
.
SOLID DATA AT THEIR THE MUCH
MORE ANECDOTAL ON AND I THINK.
ESSENTIALLY.
WHAT WE'RE WHAT WE'RE?
OUT WHAT WE'RE MISSING HERE IS
THE ROOTS WITCHES AND
ESTABLISHMENT ESTABLISHED VALUE.
BY FOCUSING ON THE STORIES OF
THE PEOPLE WHO EXPERIENCED
HARASSMENT AND ASSAULT MY WORK
RETURNS TO THE VALUE AND THAT'S
THE CORE BASIS OF BYSTANDER
INTERVENTION TRAINING AND THIS
IS.
WE REALLY NEED TO MAKE HERE.
I'M IT TAKES OUR SOCIETY'S VALUE
THESE STORIES IN THE AVAILABLE
MEASURES TO ADDRESS TRAUMA THAT
WERE ONLY JUST BEGINNING TO SEE
A SHIFT TOWARDS.
STUDIES SOLELY NEEDS TO TAKE
PLACE.
AM HAVING THAT VALUE IN THE
FIRST PLACE MAKES SENSE THAT
EVEN POSSIBLE.
IN THIS INSTANCE IT'S
PARTICULARLY HARD THING BECAUSE
WE HAVE TO FIND WAYS TO MEASURE
THE WAYS THAT I HEADS SHIFT. TO
RE VALUE EXPERIENCES AND STEPPED
FORWARDS
PERHAPS CROFTING THE MEASURES
METRICS BY WHICH WE FEEL WE CAN
TRULY ASSESS THIS WORK IS A KEY
PART OF THE WORK WE HAVE YET TO
DO.
I CAN TELL YOU WITH ABSOLUTE
LIVE CERTAINTY AND THE WEIGHT OF
HUNDREDS UPON HUNDREDS OF
STORIES THE MOBILIZING WITNESSES
IN THE PEOPLE AROUND FORMER
OFFENSE IS OUR ONLY HOPE FOR
SUCCESS.
BUT THAT WORK IS DOUBLE THE
ESSENTIAL IF WE'RE COMMITTED TO
CHANGING HOW TRONG AFFECTS IN
MUCH GREATER PROPORTIONS THE
MOST SILENCED ANA COMMUNITIES
ESPECIALLY PEOPLE OF COLOR.
WOMEN QUIT FOLK PEOPLE WITH
DISABILITIES NOW THOSE.
AND OBVIOUSLY WE'VE ALREADY
STARTED THIS WAR. THANK YOU SO
MUCH.
THANK YOU VERY MUCH I I THINK
WHAT I HEAR YOU SAYING IS THAT
THE STORIES WILL HOPEFULLY
CREATE EMPATHY.
IN DATA PEOPLE.
I RECOGNIZE.
THE HUMAN EMOTION THAT THE IT
THE CAREERS EITHER THROUGH
SILENCE OR. HARASSMENT OR
WHATEVER AND THAT THIS IS
SOMETHING THAT WE NEED TO. WE
NEED TO SHARE SO THAT WE WILL
GENERATE GREATER EMPATHY IS SET.
I THINK UMMAH.
SOMETHING THAT HAPPENS AND I
GUESS THIS IS WHETHER THE WEB
BASED PLATFORM THAT.
WAS MENTIONED.
.
HAVING A LOCATION WITH THOSE
STORIES GO TO IS. A VERY
POWERFUL TOOL.
SO WHEN PEOPLE DOUBTS THAT
THINGS HAVE OCCURRED THE ABILITY
TO DIRECT SOMEONE AT TO LOOK
HAITIAN WHERE THEY CAN SEE PAGE
AFTER PAGE AFTER PAGE OF STORIES
THAT ARE SIMILAR.
IS ACTUALLY ITSELF A REALLY
POWERFUL TOOL BUT WHAT IT DOES
AS I SAID.
.
THERE'S A RE TRAUMATIZE ASIAN
THAT HAPPENS WHEN PEOPLE
DISBELIEVED OR THE STORIES DON'T
SEEM TO MEAN ANYTHING AND I
THINK WHEN YOU CAN TAKE SOME OF
THESE STORIES AND.
THAT'S WHY.
ACTUALLY WALKING INTO A ROOM AND
FOR FOR BYSTANDER INTERVENTION
TRAINING AND.
ASKING PEOPLE FOR THEIR STORIES
AND VALUING THOSE.
.
WHEN YOU SHOW THAT THEY CAN MEET
HOT OF A OF A SHIFT IN THE WAY
THAT PEOPLE THINK ABOUT THINGS
AND THE ABILITY OF OTHER PEOPLE
TO MAKE. SOME CHANGE AND TO STEP
FORWARD THAN IT ACTUALLY CAN
REALLY CHANGE THE EXPERIENCE OF.
BONTA OF VICTIMS THEMSELVES I
HAVE JUST A COUPLE QUESTIONS A
TASK AND THEN I'LL OPEN IT UP
FOR OTHERS WHO MIGHT HAVE
QUESTIONS.
A DOCTOR GAMBLE.
IT IN A WEEK WE'VE DEVOTED IF
THE FIRST PANEL TO THIS WHOLE
IDEA OF BYSTANDER INTERVENTION
BECAUSE IT APPEARS TO BE.
A PLACE WE HAVE A HANDLE
SOMEPLACE THAT WORK WHERE WE CAN
GO PERHAPS TO START AND YOU
MENTIONED I THINK YOU BOTH AGREE
IT'S. IT IS A PART OF ALL. OF
HOLE COMPENDIUM OF NEEDED UP
PROGRAMS AND APPROACHES BUT.
.
YEAH I KNOW IT'S IT'S GROWN
TREMENDOUSLY UNPOPULAR USE COULD
YOU COULD YOU GIVE US A SENSE OF
HOW BROADLY IT'S BEING USED NOW
EITHER DOCTOR CAMPBELL A MISS
BEREKET. IT ARE WE SEEING THIS
REALLY BECOMING A METHODOLOGY
THAT'S BEING USED FOR EXAMPLE IN
BUSINESSES TO TRY TO CREATE THAT.
BED GREATER.
FOCUSING AND SUPPORT SYSTEM.
THAT.
WILL HOPEFULLY HELP CHANGE THE
CULTURE NOT CHANGE IT
NECESSARILY COMPLETELY BUT AT
LEAST HELP.
REDEFINED THE BEHAVIORS THAT ARE
ACCEPTABLE AND EXPECTED OF
PEOPLE.
SO I MEAN IT'S SO BY STERN
INTERVENTION TRAINING AS WE KIND
OF KNOW IT ARE TALKING ABOUT
HERE AS A PROGRAM REALLY BEGAN
IN. IN HIGHER EDUCATION AND
THAT'S WHERE IT HAS MOST OF A
FOOTHOLD AND SO I WOULD SAY.
IN THE WORK THAT I DO WITH
UNIVERSITIES ACROSS THE COUNTRY
IT IS.
A VERY POPULAR PROGRAM FLAP
PARTICULARLY FOR UNDERGRADUATES
TO DUBAI CENTER EDUCATION
TRAINING AND TO DO IT AS PART OF
NEW STUDENT ORIENTATION.
IT IS DEFINITELY KIND OF ITEM.
ONE OF THE GOLD STANDARD
VIOLENCE PREVENTION PROGRAMS
THAT WE USE I WOULD SAY IT HAS
NOT.
BEN WIDELY ADOPTED TO THE
WORKPLACE AGAIN I THINK IT'S
STILL VERY EARLY AND IT'S.
AYE AM LIFE AS A PROGRAM AND SO
WE DO SEE WORKPLACES ADOPTING BY
CENTER INTERVENTION AS I SAID
THE. EQUAL OPPORTUNITY.
HE WILL EMPLOYMENT OPPORTUNITY
COMMISSION.
PUBLISHER REPORT WHICH PRIME
HAPPY IT ODDBALL IT'S REALLY
LONG I CAN SEND YOU A LINK.
BUT.
SAYING THAT IT WAS A VERY
PROMISING PRACTICE FOR THE
WORKPLACE AND THERE HAVE BEEN
WORK PLACES I HAVE ADOPTED IN
THERE'S BEEN A COUPLE OF STUDIES
BUT IT'S REALLY IT IS EARLY ON.
I AM BUT I THINK THAT YOU'VE HIT
ON SOMETHING WHICH IS THAT I'M
IT'S PROMISING AND.
IT'S IMPORTANT TO LOOK FOR
PROMISING THINGS
AND IT'S MORE PROMISING THAN A
LOT OF THE OTHER STUFF SO. SO
THAT MAKES MY LAST QUESTION
WHICH USED TO BEEN CHARGED WITH
DOING THIS.
AT CAL OF THE UNIVERSITY
SETTING. OUR RESPONSIBILITIES
HERE ARE MORE STATEWIDE AND I
WONDER IF YOU FINISH.
COREY OVER IF THERE'S IF YOU
SEE BYSTANDER INTERVENTION
TRAINING FITTING INTO OUR
OVERALL RESPONSIBILITY AND HOW
YOU WOULD GO ABOUT IT WHERE YOU
SEE THAT THERE MIGHT BE SOME
DIFFERENCES.
HOW DO WE TRANSFER? WHAT YOU'RE
DOING HIGHER EDUCATION TO MAKE
IT IS EFFECTIVE IN THE WORKPLACE
IN GENERAL?
YEAH THAT'S A GREAT QUESTION AND
I'M.
I DON'T TO TAKE ABOVE AIRTIME
NOT IF IF EITHER OF YOU I I
DIDN'T MEAN TO DO IT JUST IT WAS
A LOGICAL FROM WHERE YOU ARE BUT.
THIS BURKE IF YOU HAVE SOME
THOUGHTS ON THAT THAT REALLY I
THINK IS WHERE WE'D LIKE TO.
TRANSPOSE THAT IF YOU WILL INTO
THE WORK FORCE LARGE I THINK
IT'S IMPORTANT TO AS YOU SAID
TRANSPOSE IT INTO THE WORKPLACE
SETTING I I THINK IT'S POP.
WELL IT'S
THE PSYCHOLOGY IS THE SAME THE
BY CENTER FACT EXISTS IN.
ALL COMMUNITIES IN ALL PLACES
IT'S A GOOD IT'S A GROUP
PSYCHOLOGY PHENOMENA DOESN'T
DEPEND ON BEING A STUDENT OR
BEING A. FACULTY MEMBER FOR
FIFTY YEARS OR WHATEVER YOUR JOB
IS I'M ARE YOUR POSITION THAT
THIS IS.
IN ACTIVITY AS I WAS THE
PREDOMINANT RESPONSE IN A GROUP
RIGHT TO IT EMERGENCY SITUATION
AND SO.
IT IS TRANSFERED TRANSFERABLE
IN THE SENSE THAT IT DOESN'T
MATTER WHERE YOU WORKER WHO YOU
ARE THIS IS A FACT THAT WE'VE
ALL. SUCCUMB TO AT SOME POINT
AND HOPEFULLY WE'VE ALL RESISTED
AS WELL AND SO TO ME ITHAS
ENORMOUS POTENTIAL IN THAT IT
MAKES A CERTAIN AMOUNT OF
INTUITIVE SENSE FOR.
ANYONE WHO'S BEEN ON THE PLANET
FOR AWHILE HAVE THAT HAS HAD.
BEEN THE TARGET OF BOTTOM
UNWANTED BEHAVIOR OR THE HAS
WITNESSED SOMETHING IN WHICH
THEY HAD DONE SOMETHING AND THAT
GIVES YOU A DIRECT TOOL THAT
EXPLAINS WHY IT IS THAT YOU
DIDN'T MAYBE DO SOMETHING. AND
HELPS YOU REFLECT ON THAT AND DO
SOMETHING DIFFERENTLY NEXT TIME
AND SO.
I AM I THINK REALLY THE
TRANSLATION IS JUST TO THE
WORKPLACE SETTING AND EXPLAINING
IT IN A WORKPLACE CONTEXT.
I AM.
BUT I THINK IT'S A PRETTY SIMPLE
TRANSLATION.
TO BE HONEST.
I AM I THINK.
I THINK IT'S WIENER MUCH MORE
EASILY ADOPTED IN.
A EDUCATIONAL SETTINGS SIMPLY
BECAUSE THERE IS ALMA.
BUT THERE'RE.
MUCH I THINK.
POSSIBLY MOST SIMPLE HIERARCHIES
POWER THAT OPERATE ON.
IN IN COLLEGE AND UNIVERSITY
UNIVERSITY YEAR OR EVEN.
SCHOOL SETTINGS.
IT AND I THINK THERE IS
SOMETHING QUITE DIFFICULT THAT
HAPPENS AROUND.
EMPLOYMENT AND HIERARCHIES OF
FLAKE
HE GETS RAISES AN AND THAT KIND
OF STUFF FRIGHTENED SO.
IS STUDENTS BECAUSE OF A LOT OF
PEER TO PEER KIND OF.
POTENTIAL.
I I THINK I.
I AM NERVOUS ABOUT VOTES OMA.
HOW HOW IT MIGHT BE IMPLEMENTED
I THINK IT'S I THINK IT COULD BE
INCREDIBLY VALUABLE ABSOLUTELY
BUT I THINK IT'S VERY EASY? TO
TO FALL AWAY FROM A VICTIM
CENTERED APPROACH.
AND.
A LITTLE TOO MUCH ON TO WILL.
NOW WE'RE GOING TO TRY AND
CREATE A SITUATION WHERE IT'S
MORE DIFFICULT FOR PEOPLE TO NOT
SPEAK AND AND NOT ACKNOWLEDGE
THAT THEY THEMSELVES HAVE
DRUMMER EXPERIENCES. OR HUGE
AMOUNTS IS THE POWER OR
FINANCIAL FACTORS IT'S ERA.
AND I THINK THAT THAT WOULD BE
IMPORTANT TO THINK THROUGH.
I THINK IT COULD VERY WELL BE
QUITE EASILY ADDED TO PAUSE A
SEXUAL HARASSMENT TRAININGS.
AND I THINK HONESTLY THAT ANY
SEXUAL HARASSMENT TRAINING IT
WOULD BE INCOMPLETE WITHOUT A BY
CENTER TO BEEN.
SO I THINK THAT SHOULD BE
PRETTY GOLD STANDARD IN THOSE
INSTANCES UMMAH. BUT I THINK THE
ACTUALITIES OF WORKPLACE AS
SOMETHING THAT PROBABLY NEEDS TO
BE THOUGHT THROUGH VERY
CAREFULLY.
THANK YOU.
QUESTIONS SENATOR MONNING.
THANK YOU MADAM CHAIR I WANNA
THANK YOU BOTH FOR YOUR
TESTIMONY I. APOLOGIZED HUMAN
SPIRIT HAD TO STEP OUT FOR A
MOMENT THAT.
.
ONE OF THE CONCERNS I HAVE WITH
THE TRANSFER FROM ACADEMIC
INSTITUTION TO WORK PLACE AND I
THINK YOU ALLUDED TO IT.
WHERE YOU HAVE A HIERARCHY IF IF
THE?
IF THE CONDUCT THAT YOU WANT TO
CALL OUT IS COMING FROM A
SUPERVISOR.
DIRECTED TO AN EMPLOYEE A
SUBORDINATE.
MY CONCERN IS THAT THERE'S
ANOTHER RESTRAINT AT PLAY FOR
SOMEBODY TO STEP UP.
IN INTERVENE TO CALL OUT A
SUPERVISOR.
FEAR RETALIATION I THINK PART OF
THIS HAS TO BE MAKING PART OF
THE EDUCATION MAKING SURE.
PEOPLE KNOW THAT. THEY ARE
PROTECTED AT LEAST IN THEORY AT
LEAST TEN LAW FROM RETALIATION
BUT THERE'S OFTEN A GAP BETWEEN
WHAT WE HOLD. AS.
PROTECTED CONDUCT IN A.
LAWS AGAINST RETALIATION. THE
IMMEDIATE MOMENT OF POWER
RELATIONSHIPS.
FROM MY QUESTION GOES TO YEAR
TRAINING AT THE UNIVERSITY OR OR
IN WORKPLACES.
THAT.
MOST OF WHAT I'VE HEARD IS.
TRAINING EDUCATING AMBLED INNING
PEOPLE.
TO INTERVENE AT THE MOMENT THAT
THEY'RE WITNESSING.
UNWANTED CONDUCT OR
INAPPROPRIATE CONDUCT.
BUT DOES THAT TRAINING INCLUDE
DISCUSSING WHAT MIGHT.
FOLLOW FROM THAT YOU MIGHT END
UP BECOMING THEN A WITNESS.
IN A HEARING YOU MIGHT. HAVE TO
TESTIFY HE MIGHT YOURSELF
HAVE YOUR DEPOSITION TAKEN. AND
IT WOULD SEEM THAT PART OF THE
EDUCATION WOULD BE. ALSO
FAMILIARIZING PEOPLE WITH THOSE
PROCESSES IN TRYING TO REDUCE
FEARS APPREHENSIONS.
SO I'M JUST CURIOUS THE SCOPE
OF ITS ONE THING TO EMBOLDEN
SOMEBODY IT'S IT. NO WE'VE
LEARNED IN THIS BUILDING OFTEN
QUITE YOU SHOULD USE WHAT YOU
LEARNED IN KINDERGARTEN BUT.
UNANIMOUS RETAINED SO.
A IT'S THE SAME ANNA CAMPUS
SETTING SAME IN WORKPLACE.
THE RIGHT THING TO DO.
IS IS TO INTERVENE IN CALL OUT
THAT INAPPROPRIATE BUT THERE'S
PEER FORCES THERE'S EMPLOYER
SUPERVISOR FORCES SO.
COULD YOU TO SHARE A LITTLE BIT
OF BEYOND TELLING PEOPLE IT'S
IT'S OKAY TO DO WHAT'S RIGHT.
NUMBER ONE OTHER. SECURITY DO
YOU GIVE THEM THAT NOT ONLY SAID
THE RIGHT THING TO DO.
BUT YOU'RE GONNA BE OKAY IF YOU
DO IT.
SO I THINK THAT'S A GREAT
QUESTION I THINK YOU GOT TO THE
HEART OF WHY THIS CAN'T BE A ONE.
THIS IS NOT A MAGIC WANDS THAT
MAKES THE PROBLEMS GO AWAY RIGHT
SO YOU CANNOT DO THIS ONE THING
AB
IT'S OF EVERYTHING.
AND EXPECT IT.
MAKE CHANGE IN FACT IF YOU DID
THAT YOU MIGHT END UP PUTTING
UNFAIR PRESSURE ON PEOPLE WITH
LESS POWER NOW THAT NOW THEY'RE
SUPPOSE TO BE THE ONES TO
INTERVENE. ANY RESPONSIBLE
BYSTANDER INTERVENTION TRAINING
IS GOING TO INCLUDE OPTIONS FOR
INTERVENING AFTER THE MOMENT SO
IT'S NOT AN AS MS BERRY POINTED
OUT IT'S NOT ABOUT.
.
NASA YOU KNOW THE KIND OF THE
DIRECT INTERVENTION AND
ESCALATION IS SORT OF A LAST
RESORT STRATEGY AND SO PART OF
IT IS THINKING ABOUT YOUR. YOUR
POSITION AND WHAT FEEL SAFE FOR
YOU CAN YOU DO THINGS LIKE.
SUBMITTED AN ANONYMOUS
COMPLAINT TO HUMAN RESOURCES OR
COULD YOU HAVE A CONVERT IT A
CONVERSATION WITH YOUR
SUPERVISOR AND SAY I SAW THIS
OTHER THING.
IT FORWARD THERE A LOT OF WAYS
TO INTERVENE THAT AREN'T WHAT WE
THINK OF AS KIND OF HER ROAD
POLICE STEPPING INTO THE MOMENT
AND DOING THE THING RIGHT. MOST
THE TIME IT'S NOT THAT.
AND A LOT OF TIMES IT'S
DISTRACTION IT'S TALKING TO
SOMEBODY AFTERWARDS SAYING ARE
YOU OKAY WITH THAT WEIRD FOR YOU.
I'M SO IT'S IT'S ANY GOOD BYE
CENTER INTERVENTION TRAINS GOING
TO TEACH ALL OF THOSE THINGS NOT
DOES NOT YOU KNOW NOT PRIMARILY
KIND OF LIKE STEP IN DO
SOMETHING RIGHT SO I THINK
THAT'S REALLY AND THEN THE OTHER
PIECES.
S. B. PART OF A WORKPLACE
CULTURE THAT VALUES.
I AM THAT REALLY TRULY VALUE
SEXUAL VIOLENCE PREVENTION AND
SEXUAL HARASSMENT FRANCHIONE'S
TO COME FROM THE LEADERSHIP
THERE NEEDS TO BE A CULTURE OF
TRANSPARENCY AND ACCOUNTABILITY
PEOPLE NEED TO BELIEVE THAT THEY
WILL BE.
HEARD AND LISTEN TO AND BELIEVE
DIFFICULT FORWARD SO IT HAS TO
BE PART OF ALL OF THAT BY ITSELF
IT'S NOT GOING TO DO ANYTHING.
I'M I THINK THIS'LL SERVE KIND
OF A A CRUCIAL.
ISSUE AROUND. A THE WHEN THE
SITUATIONS LIABILITIES PHRASED.
PARTICULARLY A LOT OF.
LEGAL ADVICE UP TO THIS POINT
HAS BEEN THAT LIABILITY.
.
SLANDER AND A LIBEL ISSUES AND
THAT ANYONE SPEAKING TO THEIR
EXPERIENCE CAN REPORT UP ON
THOSE KINDS OF ISSUES. AND I
THINK WHAT WE REALLY NEED TO DO
IS START SHIFTING BUT ADVICE AND
ON LEGISLATION. TO CREATE A
SITUATION WHERE IT IS MORE.
IT IS MORE ANXIETY PROVOKING FOR
A ANY PERSON IN AUTHORITY IT TO
CONSIDER KEEPING ON A PERSON WHO
IS LIKELY TO REPEAT OFFEND.
THAN IT IS TO. BE CONCERNED
WITH WHETHER OR NOT SOMEBODY'S
GOSSIPING ABOUT SOMETHING OR IS
IT'S IT'S TELLING A TRUTHFUL
STORY ABOUT THEIR EX.
AND UNTIL WE REALLY SHIFT THAT
THE POWER AROUND WHO IS GOING TO
BE SILENCE ISN'T. LIKELY TO
SHIFT.
CLEARLY LOT OF DIFFERENT FACTORS
TO IT.
THANK YOU SENATOR MORLOCK.
MADAM CHAIR I'M I'M SENSING THAT
THE WORD BYSTANDER HAS TWO
LEVELS OF MEANING.
ONE IS YOU MIGHT ACTUALLY BE A
WITNESS AND SEE SOMETHING HAPPEN.
IN THE SECOND IS YOU'RE GETTING
IT SECOND HAND HEY DO YOU SEE
WHAT HAPPENED OR YOU ALL BELIEVE
WHAT HAPPENED HER AND NOW IT'S
IN YOUR COURT. IN YOU HAVE TO
REACTORS AT THAT ACCURATE BEEN.
IF I'M THE WITNESS OF AN ACTUAL
INCIDENT I'M. I'M CONFUSED BY
SENTENCE SO DR GAMEL MAYBE YOU
CAN HELP ME IT SAYS RATHER THAN
VERBALLY EUROPE OR PHYSICALLY
CONFINING THE PERPETRATOR.
HOWEVER BYSTANDER INTERVENTION
TRAINEES ARE GENERALLY TAUGHT
TECHNIQUES FOR.
DE ESCALATION DISTRACTION AND
DIVERSION THESE THREE DAYS COULD
YOU. COULD YOU COMMUNICATE
SAMPLE HOW THAT WORKS.
I AM.
THERE.
BUT ONE EXAMPLE WOULD BE I AM.
YOU ARE SO FOR EXAMPLE WE ARE AT
SOME KIND OF SOME BURKE SOCIAL
EVENT AND YOU SEE SOMEONE WHO'S
STANDING KIND OF CLOSE TO
SOMEONE AND SEEMS TO BE MAKING
THEM FEEL UNCOMFORTABLE WITH
THEIR PHYSICAL PRESENCE THE
OTHER PERSON'S BACKING.
AND YOU DON'T KNOW.
THAT THE PERSON ADVANCING
DOESN'T NOTICE AND SO YOU COME
OVER AND SAY.
HEY COULD YOU SHOW ME WHERE THE
RESTROOMS ARE.
RIGHT SO THAT'S LIKE A REALLY
BASIC IT'S NOT ACTUALLY DOING
ANYTHING AFTER FACT NECESSARILY
TO STOP THAT PERSON FROM.
ADVANCING ON SOMEONE ELSE BUT
WHAT YOU ARE DOING IN THE MOMENT
IS DE ESCALATING REDIRECTING
INTERRUPTING.
AND.
HELPING THAT PERSON GET OUT OF
THAT SITUATION RIGHT OR MAKE A
DECISION THEY COULD SAY MAY BE
YOUR READING IRAN AND THEY COULD
SAY. THAT'S JUST OVER THERE. AND
NOT WALK AWAY RIGHT. ANSWER
YOU'RE GIVING THEM THE OPTION TO.
STEP OUT OF THE SITUATION MORE
EASILY OR NOT. I'M SO THAT'S
THAT'S A REALLY BASIC
EXPLANATION AS OPPOSED TO BEING
BLUNT SAYING HERE THINKERS TEND
TO CLOSE TO SO IF A MARKET OFTEN.
YES OKAY MONTANA IS MORE.
VICTIM CENTERED APPROACH AS
GENEVIEVE WAS SAYING WHERE IT'S
NOT ABOUT KIND OF TRYING A HUGE
AMOUNT OF ATTENTION TO THIS AND.
ASKING THE PERSON TO COMMENT ON
EXPERIENCE BUT YOU'RE JUST SORT
OF INTERRUPTING THE MOMENT AND
SAYING.
LET'S JUST FOCUS ON SOMETHING
ELSE RIGHT THE PUFFS PERHAPS OF
IT IS LIKE A WORK.
RELATED EVENTS.
OF THE PERSON WHO'S FEELING
UNCOMFORTABLE COULD BE SOMEONE
WHO'S ANNA UNLESS THE POSITION
OF POWER THAN THE OTHER PERSON.
AND SO TO DRAW ATTENTION TO THAT
MOMENT PUTS IN AN INCREDIBLY
AWKWARD POSITION PROFESSIONALLY.
WHERE THEY HAVE TO HAVE THE
DECLARE SOMETHING OR PRETEND
THAT IT ISN'T A REAL ISSUE WHEN
IT'S SERVE OBVIOUSLY AN ISSUE
AND IF YOU GIVE THEM AN ALICE
TO JUST SIMPLY? PHYSICALLY STEP
AWAY THEY HAVE THE ABILITY TO
HAVE THAT SITUATION DIFFUSE AND
POPS DECIDE TO DO SOMETHING WITH
IT LATER OR EITHER OF YOU DO.
BUT. IN THAT MOMENT THEY THEN
NOT FORCE TO CAN TO TO MAKE A
DECISION ABOUT ABOUT THE
PROGRESS TO PUT A PROFESSIONAL
LIFE POTENTIALLY.
WE HEADED.
A BILL PRESENTED BY THE CHAIR
OUT TO JUDICIARY AND WE HAD A
WITNESS.
WHO PROVIDED SOME PRETTY
ALARMING INFORMATION AND I
DIDN'T HAVE IT MEMORIZED
VERBATIM MADAM CHAIR BUT? SHE
CALLED THE UNION AND SAID YOU
KNOW I WAS JUST VIOLATED BY SO
AND SO ON THE SAT.
AND AND THE PERSON ON THE OTHER
END OF IT LINE SAID OH WHAT'S IT
SO AND SO WHICH IS IT ALL YES I
GUESS OTHERS HAVE CALLED. AND
SHE SAID A NUMBER LIKE SEVENTY
FOUR PEOPLE HAD ALREADY CALLED.
AND.
THE PERSON. ON THE OTHER LINE
SAID.
ARE WE JUST GONNA TELL YOU TO.
FORGET ABOUT IT JUST.
DO KNOW WHO'S. BLOOD PRESSURE LA
AFRAID WAS SORT OF A AN AMAZING
MOMENT NIGHT. I SIT HERE AND I
LOOK AT THAT PERSON I LOOK AT
HARVEY WEINSTEIN.
AND THEN YOU WONDER. IF HE'S IN
THE WORDS OPEN SECRET ARE USED
AND YOU WONDER OKAY NOW.
ON THIS WITNESS NOT WITNESS BUT
NOW YOUR SECOND HAND HE KEPT YOU
KINDA WONDER WHERE WERE.
THE CLOSE FRIENDS WERE IN THAT
IT WOULD COME TO A HARPY
WEINSTEIN SAY HEY. THIS IS.
THIS IS GETTING CRAZY.
COULD BE YOU KNOW AND AND HOW DO
HOW DO YOU ENGAGE. IN THAT
DISCUSSION IF YOUR FRIEND AS
OPPOSED TO A CO WORKER OR A.
IT SOMEONE WHO'S UNDERNEATH A
SUBORDINATE.
I MEAN I THINK SOME OF THIS YEAR
IS THAT WAY IS HOW SERIOUSLY WE
TAKE ANY OF THIS LIKE IF BILL
FOSTER. YOU'RE GETTING IS A WELL.
THIS HAPPENS THEN.
YOU HAVE YOU JUST ADJUST AND
NEWT YOU TRY AND WORK OUT A
NEGOTIATED WILD LIKE THAT.
.
AND I THINK THE OTHER PART OF
THAT IS THAT AND I THINK THIS IS
A REALLY IMPORTANT THING THAT I
SERVE ALLUDED TO WHEN I WAS
SPEAKING.
BUT.
IF YOU'RE THINKING ABOUT
ESCALATING YOUR COMPLAINT.
SO TAKING RECORDING IT.
DEPENDING ON WHERE OUT LAKE.
INVOLVING PARAMEDICS POLICE
SHERIFF'S WHATEVER IT IS.
THE PROBLEM THAT HAPPENS THERE
IS THERE IS A CERTAIN AMOUNT OF
DISBELIEF AND.
A.
I SENSE THAT.
ITS NOT TO GO ANYWHERE. UMMAH.
AND I THINK.
IN THAT INSTANCE BUS VICTIM
FOCUSED BYSTANDER INTERVENTION
TRAINING IS ESSENTIAL FOR
EMERGENCY. SERVICES AS WELL
ABSOLUTELY BECAUSE THE FIRST
PERSON THAT YOU SPEAK TO ABOUT
THE AS THAT'S NOTRIGHT SOMETHING HAS
TO BE DONE.
BLOOM. BY SIR I THINK
WESTERNERS AT ALL LEVELS.
TAKING IT PRUDENTLY CREATES
TOUGH VALUE BRAIN.
SHOWS TO PEOPLE THAT THIS IS
IT'S IMPORTANT YOUR STORY IS
IMPORTANT AND IT MEANS SOMETHING
AND IF WE LISTEN TO IT WE CAN
STOP THESE THINGS FROM
REPEATEDLY OCCURRING.
SO IT IS IT BACK TO.
AN ISSUE OF CHANGING THE CULTURE.
OKAY THEN I'M IT'S.
SORT OF LIKE TAKING CPR. AYE YOU
MAY WE NEVER HAVE TO USE IT. IN
YOUR WHOLE LIFETIME BUT I'M
WONDERING.
DOCTOR GAMBLE DO YOU HAVE ANY
STORIES WERE.
SOME OF THE GRADUATES OF YOUR
COURSE OF SAID BY GOLLY I
ACTUALLY. HAD THE OPPORTUNITY.
TO USE WHAT I LEARNED BECAUSE
THIS IS A LITTLE
COUNTERINTUITIVE AND IT'S A
LITTLE. NUANCED AND HOW YOU KNOW
YOU'RE DUCK AND WEAVE IP COULD
YOU SHARE OF JUST ONE SUCCESS
STORY. AM YA THERE'S BEEN MANY
AND I HAD A STUDENT WHO DO YOU
KNOW TWO WEEKS AFTER WE FINISH
THE TRAINING CAME BACK TO ME AND
SAID.
I'VE NOW DIFFUSE TO DIFFERENT
SITUATIONS I HAD NO IDEA THAT BY
WATCHING SOMETHING I WAS
ACTUALLY PARTICIPATING.
I AM AND I THINK THAT WAS
ANOTHER HAPPENS BAD HAPPENS
ALMOST CONSTANTLY I WOULD SAY
FROM MYSELF WHEN I BECAME AWARE
OF THIS MANY YEARS AGO IT
CHANGED HOW I AM AND.
YOU KNOW ACTUALLY I.
UNLIKE WITH CPR WHICH I HAVE
TAKEN AND FORGOTTEN ALREADY I
THINK IT'S TIME. THAT I HAVE
ACTUALLY YOU KNOW IN MY LIFE
I'VE BEEN SURPRISED AT HOW MANY
TIMES SOMETHING HAPPENS THAT IT
CAN BE REALLY SMALL BUT THAT.
LATER ON SOMEONE COMES BACK AND
SAYS THANK YOU FOR SAYING
SOMETHING I REALLY APPRECIATE
THAT. I'M ONCE YOU ARE AWARE THE
BY CENTER FACT YOU END UP SEEING
IT EVERYWHERE SO I'VE
EXPERIENCED THE BENEFITS OF IT.
IN MY OWN LIFE IN MANY WAYS TIME
AND I'VE HAVE HAD MANY MEETINGS
STUDENTS COME BACK OVER THE
YEARS AND SAY THIS REALLY CHANGE
HOW I INTERACT WITH PEOPLE.
I'M.
I THINK YOU THINK YOU MANAGER IS
I HAVE A NIECE WHO'S A RECENT
GRADUATE AT THE UC.
AND.
THERE ARE DOZENS OF STORIES
JUSTIN VERY SOCIAL EVENTS
RECOGNIZING WHEN A SITUATION.
HAS NEEDED JUST SIMPLY CONCERT
TO I'D FORGOTTEN THAT WE NEEDED
TO GO OVER HERE AND DO THIS AND
JUST.
I THINK IT IT CAN BE ALMOST A
DAILY OCCURRENCE BUT IT DOES
REQUIRE THAT YOU'RE PAYING
ATTENTION AND I THINK WHAT'S
IMPORTANT ABOUT THIS IS SAID. IT
CREATES AN APPRECIATION AND A
COMMITMENT THAT WE ALL HAVE
RESPONSIBILITY FOR EACH OTHER IN
SOME FORMER ANOTHER. SO I WANNA
THANK YOU VERY MUCH THERE'S MORE
TO TO DISCUSS I'M SURE AND I
WILL LOOK FORWARD TO. A MAKING
MAKING SOMETHING.
.
MUCH MORE POSITIVE OF FOR THE
REST THE STATE I'M GLAD THE
UNIVERSITY IN THE HIGHER
EDUCATION SYSTEM IS. DOING WELL
AND THAT YOU'RE ALSO TAKING THE
LEAD IN LA THERE'S SO MUCH TO DO
THANK YOU VERY MUCH FOR YOUR.
TESTIMONY FOR BEING HERE.
THANK YOU. SO OUR NEXT PANEL IS
GOING TO GET BACK TO SORT OF THE
LEGAL STUFF.
THIS WAS HER.
THINK MORE IN THE HUMAN.
CONDITION ISSUE NOW WE'RE GONNA
GET INTO THE LEGAL CONDITION
TALKING ABOUT CLOSING LEGAL
LOOPHOLES. THAT ACTUALLY A
APPEAR TO PROTECTED HARASSERS
OVER THE COURSE OF TIME. AND THE
OUTPOURING WE'VE HAD OF ACCOUNTS
OF SEXUAL HARASSMENT AND
VIOLENCE THAT.
SWEPT ACROSS VARIOUS INDUSTRIES
IN THE LAST YEAR.
SHOULD LIGHT NOT ONLY ON THE
BEHAVIOR ITSELF BUT. ALSO ON
SOME OF THE LEGAL LOOPHOLES WERE
MENTIONED.
MISTER WEINSTEIN THE NUMBER OF
LAWSUITS THAT HAVE BEEN SETTLED
THEN AND WAYS THAT HE HAS.
OR WAS ABLE TO CONTINUE WITH
HIS BEHAVIOR OVER THE COURSE OF
TIME IN SPITE OF ALL THE
LITIGATION AND. AND THREATS AND
CHALLENGES COMING FROM THE LEGAL
SYSTEM.
SO CLEARLY THERE ARE LEGAL
LOOPHOLES OR TACTICS THAT HAVE
BEEN USED HISTORICALLY TO. TO
HIDE THE CONDUCT AND IN FACT IN
SOME CASES ENABLE SERIAL
HARASSERS.
TO GO YEARS.
WITHOUT PUBLIC DETECTION OR
CONSEQUENCE
AND TO ACHIEVE A HARASSMENT FREE
CULTURE WE ARE GOING TO NEED TO
CURB SOME OF THESE TACTICS BUT.
FINDING THE WAY TO DO SO IS.
NOT ALWAYS A SIMPLE MATTER SO
THIS PANEL IS GOING TO FOCUS ON
VARIOUS ASPECTS OF THE PROBLEM.
WE'RE FORTUNATE TO HAVE WITH US
FOR ACCOMPLISHED ATTORNEYS I
DON'T WANT TO TAKE TOO MUCH YOUR
TIME BECAUSE I KNOW WHAT THE
AVERAGE HOURS LEAD BILLING RATE
IS TODAY.
APPRECIATE YOUR DONATING YOUR
TIME BUT.
AND AND YOUR EXPERTISE HERE
OUGHT TO HELP US AS WE TRY TO.
CONFRONT THESE TACTICS AND COME
UP WITH SOME OF THE WAYS THAT WE
CAN ADDRESS THEM SO THAT. THEY
NO LONGER USED AS AN ADEQUATE TO
SHIELD TO BEHAVIORS THAT ARTISTS
FRANKLY NOT ACCEPTABLE SHOULD
NOT BE ACCEPTABLE. IN OUR
SOCIETY ARE WE HAVE CLIP
PALEVSKY. AN ATTORNEY WITH THE
LAW OFFICES MCGANN HILSMAN
POLANSKI OUT OF SAN FRANCISCO
BACK AGAIN HAS.
A VERY VERY HELPFUL.
EXPERT IN THE PAST AND A
VARIETY OF ISSUES.
HE SPECIALIZES IN EMPLOYMENT
LAW AND AS I MENTIONED IS A
RENOWNED EXPERT ON MANDATORY
ARBITRATION ISSUES. AND.
MISTER PALEVSKY IS GOING TO
DISCUSS HOW MANDATORY
CONFIDENTIAL ARBITRATION WORKS.
AND. ITS RELATIONSHIP TO THE
PERSISTENCE
OF SEXUAL HARASSMENT IN WHY
DON'T WE GO AHEAD AND I'LL
INTRODUCE EACH OF YOU AS YOU
SPEAK BUT.
A MISTER PALEVSKY PLEASURE AND
HONOR TO HAVE YOU BACK WITH US
AND IF YOU COULD WITHIN TEN
MINUTES GIVE US YOUR THOUGHTS ON
THE SUBJECT.
BOB OF THANK YOU SO MUCH IT'S
GREAT THREE BACK ON GONNA BE-BRIEFED IN TERMS OF WHAT
ARBITRATION IS BECAUSE THIS IS A
VERY EXPERIENCED.
PANEL UP BUT JUST TO BE CLEAR
ARBITRATION IS NOT A JUSTICE
SYSTEM
IT'S A DISPUTE RESOLUTION
MECHANISM.
REACHING THE ULTIMATE.
JUSTICE IS NOT THE GOAL ITS
GOALS ARE FINE ALLENBY AND
EFFICIENCY.
A AND EFFICIENCY IS ANOTHER WAY
FOR SAYING SHORT CIRCUITING TO
PROCESS.
A IN RECENT YEARS IT HAS BEEN
USED AS A WAY TO REDUCE
LIABILITY.
TO COVER UP.
SERIOUS CLAIMS A AND IT HAS IN
MANY WAYS FEATURED COMPANIES
FROM TAKING THE KIND OF SERIOUS
APPROACH.
THAT WE ALL KNOW AS IS
NECESSARY.
A.
THERE IS. A REAL GOOD EXAMPLE OF
WHAT I'M TALKING ABOUT OF HOW.
MANDATORY ARBITRATION CAN
INTERFERE.
WITH THE CIVIL WORKPLACE IN THE
BEST EXAMPLE IS THE SECURITIES
INDUSTRY.
A IN THE OLDEN DAYS ARE THE ONLY
INDUSTRY THAT USE MANDATORY
ARBITRATION AYE IN THE EIGHTIES
UP UNTIL NINETY ONE WHAT'S THE
SECURITIES INDUSTRY.
NGUYEN BONFIRE OF THE VANITIES
AND WORKING GIRL ARE WILL LAUDED
FOR HOW ACCURATELY THEY
PORTRAYED THE ROLE OF WOMEN.
AND AFTER THEY WERE SOME.
.
OUTRAGEOUS EXAMPLES THE BOOM
BOOM ROOM.
AND A LOT A PUBLIC UPROAR WE
WERE ABLE TO GET THE SECURITIES
INDUSTRY TO CHANGE THE RULES SO
THEY NO LONGER REQUIRED
MANDATORY ARBITRATION.
OF STATUTORY DISCRIMINATION
CASES.
AND IT HAS MADE AN ENORMOUS
DIFFERENCE.
ARE ALL OF A SUDDEN THE CLIMATE
HAS CHANGED HIGH PRODUCERS ARE
BEING TERMINATED.
AND IT IS PRODUCED THE KIND OF
RESULTS THAT WE NEED TO PRODUCE.
A EVERYWHERE LET ME UP.
TALK ABOUT IT IS A QUESTION HERE
ABOUT IS WHAT WHAT IS A TYPICAL
MAN IT'S REPETITION BECAUSE WITH
HIS NINE YOU CAN SAY IN ONE
SENTENCE.
ALL CLAIMS ARE SUBJECT
ARBITRATION. BUT MOSTLY
AGREEMENTS WE SEE OUR MULTI PAGE
DOCUMENTS WERE EVERY SINGLE
PARAGRAPH INCLUDE SOME PERCEIVED
ADVANTAGE.
FOR THE COMPANY.
A AND.
IT IS BECOME A REAL PROBLEM
BECAUSE YOU CAN'T TAKE AN
ADVERSARY SYSTEM.
AND TURN IT OVER TO THE STRONG
PARTY IS SAY YOU DESIGN THE
RULES YOU PICK THE ARBITRATORS
YOU LIMIT THE DISCOVERY.
AND AND. AND AND.
THEY THEY'RE BUILDING IN NOW.
THINGS THAT YOU WOULD NEVER
IMAGINE MOTIONS TO DISMISS
MOTIONS FOR SUMMARY JUDGMENT TO
MAKE IT ALMOST IMPOSSIBLE FOR
HON REPRESENT THE PERSON.
BUT TO GET JUSTICE A AND.
THE GOAL IS TO BUILD AN
ADVANTAGE IN TO TI THE SCALES I
DO WANT TO POINT OUT THAT
MANDATORY ARBITRATION. AND
VOLUNTARY ARBITRATION ARE
COMPLETELY DIFFERENT PROCESSES
I THINK ARBITRATION CAN BE A
GREAT WAY TO RESOLVE CERTAIN
DISPUTES.
BUT IT REALLY HAS TO BE
VOLUNTARY BECAUSENO SYSTEM OF
JUSTICE CAN SUCCEED.
WITHOUT THE SUPPORT OF ITS USERS.
AND AND AND AND AND A A REAL
GOOD EXAMPLE IS PRIOR TO
NINETEEN NINETY ONE THAT THE
CIVIL RIGHTS LAWS DID NOT REALLY
INCLUDE.
ONE DAMAGES OR SEX HARASSMENT
CLAIMS.
BUT EXPRESSLY THAT DID LAW OF
SEX ARREST WAS DEVELOPING FROM
THE TIME THE LAW WAS PASSED IN
SIX
FOR.
AND WHAT WAS HAPPENING WAS A LOT
OF OLDER JUDGES.
WERE SAYING YOU KNOW THOSE
ALLEGATIONS OF PORTRAIT HAND IN
MY POCKET AND AND NEGOTIATE TO
RAISE OUR COME BACK TO MY HOUSE.
OUR OFFENSIVE IN THEIR CRUDE BUT
THEY'RE NOT SEX HARASSMENT.
SO TO RESPOND TO THAT TO THE
LACK OF SENSITIVITY FROM A
FORGET ME MAN WHO DIDN'T REALLY
UNDERSTAND THE IMPACT.
CONGRESS PASSED THE CIVIL RIGHTS
LAW OF NINETEEN NINETY ONE THE
AMENDMENTS WHERE THEY HAD THE
RIGHT TO.
DAMAGES ON THE ALSO ADDED THE
RIGHT TO A TRIAL BY JURY.
THEY FELT THE THAT WAS ESSENTIAL
TO THE ENFORCEMENT OF THE LAW.
IN ORDER TO ALLAY THE CONCERNS
OF THE BUSINESS COMMUNITY THEY
PUT CAPS ON DAMAGES.
THE MINUTE THAT LAW PASSED THE
UNITED STATES SUPREME OURT CAME
DOWN WITH THE KIDS CALL GILMER
VERSES INTERSTATE JOHNSON PRIOR
TO GOMER.
SUPREME COURT SAID.
DISCRIMINATION.
A LAWS ARE THE MOST PREEMINENT
PUBLIC POLICY OR COUNTRY IN
ARBITRATION IS NOT AN
APPROPRIATE FORUM.
BECAUSE THE PUBLIC HAS AN
INTEREST IN SEEING THESE
PROCEEDINGS A SINGLE LAW ENFORCE.
AS SOON AS THE SUPREME COURT
AUTHORIZE ARE ALLOWED
DISCRIMINATION CATIONS TO GO TO
ARBITRATION.
A MANAGEMENT LAWYERS ALL OVER
WERE TRYING TO CONVINCE THEIR
CLIENTS TO TO USE ARBITRATION
AND THEY DIDN'T WANT TO BECAUSE
THEIR EXPERIENCE HAD BEEN WITH
LABOR ARBITRATION. AND THE
HATERS.
ALL AND THE WAY THAT THEY
CONVINCE THEM TO USE ARBITRATION
WAS TO POINT TO THE SECURITIES
INDUSTRY.
I BROUGHT WITH ME.
SOME JUST SOME BOLD EXAMPLES OF.
RECOMMENDATIONS THIS IS FROM OR
CARRY TO ONE OF THE LEADING LAW
FIRMS IN THE COUNTRY HOW DO YOU
HANDLE SEX HARASSMENT DISPUTES.
THEY SAID LOOK AT THE SECURITIES
INDUSTRY BUT WHAT THEY'VE BEEN
ABLE TO DO THEY LIST ALL OF THE
CASES THAT WERE DISMISSED ALL OF
THE NOMINAL RESULTS. AND THEY
LITERALLY SAY OUT LOUD IN THIS
IS NOT ME SAYING IT THIS IS THE
DEFENSE BAR TRYING TO CONVINCE
THEIR CLIENTS SAYING. YOU WIN
MORE OFTEN YOU PAY LESS WHEN YOU
LOSE. ARBITRATORS.
NO WHERE THEIR FUTURE. BUSINESS
IS COMING FROM.
AFTER THE BAKER AND MCKENZIE
CASE ONE OF THE FIRST MAJOR. SEX
HARASSMENT CASES IN CALIFORNIA
CAME DOWN WITH A VERDICT.
AGAINST A LAW FIRM SOMEONE FROM
LITTLER MENDELSON PUT OUT. AN
ADVISORY POINT OF VIEW AND
THEY'RE VERY VERY FIRST
RECOMMENDATION OF WHAT TO DO.
PRACTICAL SUGGESTIONS USE
ARBITRATION.
IN NINETEEN NINETY SIX.
THE YOU KNOW THE E. OUR CITY.
THE REPUBLICAN AND DEMOCRATS
THIS IS A UNANIMOUS POLICY
STATEMENT IS PROBABLY.
THE BEST THING EVER WRITTEN
ABOUT MANDATORY ARBITRATION AND
HOW IT IMPACTS AND UNDERMINED
CIVIL RIGHTS LAWS.
WE IDENTIFIED THAT EVEN IN A
FAIR ARBITRATION PRIOR.
THERE ARE STRUCTURAL.
DISADVANTAGES AND BIASES
THAT MAKE IT HARDER FOR THEM AND
INDIVIDUALS TO FORCE THE LAW
THEY TALKED ABOUT THE PRIVATE
NATURE OF IT.
THAT IT RESTRICTS THE
DEVELOPMENT OF THE LAW I KNOW
THAT THE LEGISLATURE HAS BEEN
TALKING ABOUT PERVASIVE SEVERE
PERVASIVE OR SEVERE WHAT IS THE
STANDARD.
YOU REALLY NEED COURTS TO SAY
YOU'RE WRONG.
YOU NEED THE LAW TO DEVELOP.
LIMITS ON DISCOVERY YOU SIMPLY
CAN'T SUSTAIN YOUR BURDEN OF
PROOF IN A DISCRIMINATION CASE
WITHOUT DISCOVERY.
YOU CAN'T IF YOU'RE A TRIAL
LAWYER YOU KNOW YOU DON'T ASK
QUESTIONS ACROSS EXAMINATION
THAT YOU DON'T HAVE SOME SENSE
AS TO WHERE IT'S GOING.
MANY ARBITRATION PROGRAMS DON'T
ALLOW THAT THE SECURITIES
INDUSTRY RIGHT NOW DOES NOT
ALLOW DEPOSITIONS IN IN CERTAIN
ARBITRATIONS
GM SAYS YOU GET YOU GET. ONE
MAYBE MORE.
YOU CAN'T SUSTAIN THEIR BURDEN
OF PROOF WHEN THE COMPANY HAS
ACCESS TO ALL OF THE WITNESSES.
ALL OF THE DOCUMENTS IT'S LIKE
SAYING TIE YOUR HANDS BEHIND
YOUR BACK AND COME OUT FIGHTING
THEY TALKED ABOUT THE REPEAT
PLAYER PROBLEM I KNOW CENTER
JACKSON WE TRY TO FIX IT SLASH
YEAR.
BUT ARBITRATORS.
KNOW THAT IF THE RENDER A LARGE
AWARD AGAINST A PARTICULAR
COMPANY OR LAW FIRM THEY WILL
NOT BE CHOSEN AGAIN YOU CANNOT
HAVE THAT KIND OF ECONOMIC
DISINCENTIVE.
THEN IN A JUSTICE SYSTEM AND NOW
WITH BECOMING EVEN MORE PROFOUND
IS THE REQUIREMENT THAT PEOPLE
BRING THEIR CASES INDIVIDUALLY.
IT'S NOT PRACTICAL FOR MOST
EMPLOYEES TO SUE THEIR PRESENT
EMPLOYER. WHETHER BEING EQUAL
PAY CASE OR AN ENVIRONMENTAL
CASE THERE IS POWER AND STRENGTH
IN NUMBERS. AND MOST ARBITRATION
AGREEMENTS THAT I'VE SEEN IN THE
PAST COUPLE YEARS SY YOU CAN
ONLY BRING YOUR CASE
INDIVIDUALLY YOU CAN JOIN CASES
TOGETHER YOU CAN'T BRING A CLASS
ACTION YOU CAN EVEN BRING A
REPRESENTATIVE CASE.
THIS IS REALLY AN EXAMPLE OF
COMPANIES USING ARBITRATION
CLAUSES TO OPT OUT OF THE LAW.
BUT LET ME TELL YOU WHY IT'S
PARTICULARLY. DIFFICULT BUT WITH
REGARD TO US SEX HARASSMENT
CASES.
ARBITRATOR SEEMED TO REQUIRE A
HIGHER BURDEN OF PROOF.
AND A JURY THAT THE THINK ABOUT
THIS FOR A SECOND A HIT YOU YOU
WILL PROBABLY HAVE MORE WOMEN ON
A TWELVE PERSON JURY.
THEN YOU WOULD HAVE BEEN THE
ENTIRE PANEL OF ARBITRATORS FOR
MOST OF OUR PROVIDERS.
AND YOU CAN TELL FROM THE PUBLIC
DEBATE THAT WE'RE GOING TO NOW
THAT WOMEN HAVE A DIFFERENT
UNDERSTANDING.
OF ENVIRONMENTAL.
AND ENDS DISCRIMINATION TYPE
ISSUES THE DEMOGRAPHICS REALLY
MATTER.
A AND WHEN YOU'RE ON A JURY YOU
HAVE THE COLLECTIVE WISDOM AND
STRENGTH.
TO MAKE A DECISION AND GO HOME
ARBITRATORS NO THAT THEY NEED TO
SIGN THEIR OWN NAME AND THERE
SEEMS TO BE A GREAT RELUCTANCE
FROM ARBITRATORS TO CALL ACCUSE
SOMEONE OF DISCRIMINATION.
THE STATISTICS ARE RICK FAIRLY
COMPELLING
BUT IN ROUTINE CASES.
ARBITRATORS OR PLAINTIFFS
WINNING ABOUT FORTY FIVE PERCENT
OF THE TIME AND IN
DISCRIMINATION CASES IT'S ABOUT
SIX
TEAM.
AND I REALLY THINK THAT IT IS A
FUNCTION OF THOSE LIMITS OF
DISCOVERY AND AND THE RELUCTANCE
OF ARBITRATORS TO ACTUALLY SIGN
THEIR NAME. ARE THEMSELVES TO OF
AN ALLEGATION OF DISCRIMINATION.
RETALIATION THIS WHOLE PANEL WE
JUST HAD IS REALLY INTERESTING.
PROBLEM IS THAT WITNESSES WHO
TESTIFY FOR VICTIMS ARE SUBJECT
TO RETALIATION.
AND THOSE RETALIATION CLAIMS
HAVE TO GO TO MANDATORY
ARBITRATION AS WELL.
I CAN'T TELL YOU ONE OF THE ONE
OF THE MOST HEARTBREAKING THINGS
THAT HAPPENS IN MY PRACTICE.
IT'S NOT AS MUCH NOW IS WHO IS
IN THE OLDEN DAYS WHEN I HAD TO
TELL WOMEN. YOU HAVE BEEN
HARASSED YOU HAVE A CLAIM WHICH
YOU REALLY NEED TO THINK TWICE
ABOUT BRINGING.
BUT IF YOUR CHANCES OF WINNING
ARE SO SMALL IF THE AMOUNT THAT
YOU MAY WIN IS SO SMALL.
YOU HAVE TO WEIGH THAT AGAINST
THE POTENTIAL DAMAGE YOU'RE
DOING TO YOURSELF BECAUSE IF YOU
BRING A SEX HARASSMENT CASE.
OUR IT WILL. LIKELY IMPACT YOUR
ABILITY TO GET ANOTHER JOB.
WE NEED TO CHANGE THAT I I THINK
THAT THE FOCUS ON HOW
ARBITRATION.
INTERFERES WITH THE DEVELOPMENT
OF THE LAW IS ACTUALLY PRETTY
OBVIOUS BUT WHAT I REALLY WANT
TO SHARE WITH YOU IS WE HAVE TO.
FOR THE CONDUCT ONCE IT HAPPENS.
THERE REALLY IS NO GOOD REMEDY
EVEN IF YOU HAVE A TRIAL AND YOU
WIN.
IT'S NOT THE RIGHT RESULT WE
NEED TO TEACH HER IT AND THERE
IS NO OUBT THAT ONE ONE VERDICT.
THE BAKER MCKENZIE PREDICT
CHANGE THE WAY LAW FIRMS ACTED
EVEN THOUGH ELLEN PAO LOST HER
CASE.
THE DEBATE THAT. IT CREATED
CHANGED SO MUCH IN SILICON
VALLEY I HELP I WORK WITH
FRIENDS ON GRETCHEN CROSSES CASE.
GRETCHEN CARLSON HAD ARBITRATION
CLAUSE THAT SAID EVERYTHING
ABOUT THE ALLEGATIONS IS PRIVATE
THEY DECIDED THAT THEY WERE
GOING TO FILE IN COURT ANY
CHANGE THE WORLD ONE. GOOD
PUBLIC VERDICT WILL DO MORE TO
DETERRENCE.
SEXUAL HARASSMENT THAN A
HUNDRED PRIVATE ARBITRATIONS
SO IF YOU ARE SERIOUS.
AND YOU SAY THAT YOU RESPECT
WOMEN'S RIGHTS.
YOURESPECT WOMEN YOU NEED TO
RESPECT THEIR LEGAL RIGHTS WHO
YOU CANNOT SAY THAT TO SUPPORT
THE CIVIL RIGHTS LAWS. AND
BELIEVE THAT THESE KINDS OF
CLAIMS SHOULD BE SENT TO SEE
THE TRIBUNAL'S.
WITH NO RIGHT OF APPEAL.
IT'S AN INSULT TO OUR ANYONE
WHETHER BE A MAN OR A WOMAN AND
WHETHER IT'S MAN ON MAN OR WOMAN
ON WOMAN OR WOMAN ON MAN THAT.
CHECKS RESTED TAKES EVERY FORM
BUT THE CHAIR WAS RIGHT THERE
REALLY IS AN IMBALANCE IN POWER.
WHAT WE REALLY NEED TO DO IS TO
LET?
THE MORE POWERFUL PEOPLE KNOW
THAT THEY ARE NOT IMMUNE.
MANDATORY A PETITION CREATES A
SENSE OF IMMUNITY. AND IMPUNITY
OUR I'M I'M A LITTLE TIRED LAST
NIGHT I WAS I WAS DEALING WITH A
TAKE A SEXUAL ASSAULT OR QUALITY
RAPE CASE.
IN CHINA SO THE TIME CHANGE
DIFFERENT.
AND IN ALL OF OUR DISCUSSIONS
THEY KEPT SAYING SHE SIGNED AN
ARBITRATION AGREEMENT.
IT'S SOME OF MY EARLIER CASES A
I'VE HAD YOU KNOW IN THE
SECURITY IMAGE IT'S AT THE
WHAT'S THIS CASE WORTH.
IT'S GOING TO ARBITRATION IN THE
ELLEN PAO CASEY SPENT TWO YEARS
TRYING TO SEND A TO ARBITRATION.
IN LITIGATION THE MOST IMPORTANT
STRATEGIC.
THE FENCE.
CAN YOU SEND THIS CASE TO
ARBITRATION.
IT WOULD BE MALPRACTICE FOR ANY
LAWYER TO PRETEND THAT
ARBIRATION IS AN EQUAL FORUM.
IT IS NOT IT IT THIS THIS DEBATE
ABOUT ARBITRATION BEING AND
FOREIGN ISRAEL IS A
IS THE MODERN DAY VERSION OF
SEPARATE BUT EQUAL.
AND I REALLY THINK THAT THERE
ARE THINGS THAT THE LEGISLATURE
CAN DO YOU'RE LIMITED IN CERTAIN
RESPECTS.
BECAUSE OF THE SUPREME COURT BUT
THERE ARE MANY THINGS THAT WE
CAN DO TO ENSURE THAT
ARBITRATION AGREEMENTS ARE IN
FACT A MATTER OF CONSENT.
AND NOT COERCION
AND THAT PEOPLE WHO SAY NO I
DON'T WANT TO ARBITRATE NO I
WANT TO PRESERVE MY RIGHTS. CAN
DO SO WITHOUT RETALIATION
WITHOUT BEING FIRED WITHOUT
LOSING THEIR INSURANCE. AND
WITHOUT LOSING THEIR JOB.
THANK YOU VERY MUCH JUDGE.
HATE TO SEE WHEN YOU HAVEN'T
BEEN DEALING WITH CHINA HAD ALL
HOURS OF THE DAY IF IT IS. FERIA.
A VERY INSIGHTFUL.
TONY A PARA MEDIA. IS THE
PRINCIPAL ATTORNEY OF TONY
HARUMI OF PROFESSIONAL LAW
CORPORATION IN LOS ANGELES.
DEVOTED TO EMPLOYMENT LITIGATION.
ARE INCLUDING DISCRIMINATE
DISCRIMINATION HARASSMENT
WRONGFUL TERMINATION IN UNPAID
OVERTIME WAGES.
SHE WILL DISCUSS THE SO CALLED
SNEAKY RELEASES AND NON
DISPARAGEMENT CLAUSES AND I
THINK WE'VE BEEN THERE BEFORE ON
THIS PARTICULAR THE SNEAKY
RELEASE ISSUED SO IF YOU WOULD.
IN TEN MINUTES SHARE WITH US.
YOUR THOUGHTS ON THESE TWO VERY
IMPORTANT TACTICS
THANK YOU GOOD AFTERNOON MADAM
CHAIR AND MEMBERS I'M A LITTLE
BIT ABOUT ME HAVE BEEN
PRACTICING EMPLOYMENT CIVIL
RIGHTS.
I'M FOR THE PAST TWENTY. OR MORE
SO TWO YEARS I'M THE PAST CHAIR
AND CURRENT MEMBER OF THE
CALIFORNIA EMPLOYMENT LAWYERS
ASSOCIATION. AND I HAVE
REPRESENTED HUNDREDS OF
CALIFORNIA WORKERS AND CLAIMS OF
DISCRIMINATION SEXUAL HARASSMENT
AND SEXUAL ASSAULT IN THE
WORKPLACE.
AND I WANT TO THANK YOU FOR
LETTING ME BE PART OF THIS
DIALOGUE ON HOW WE CAN DEVELOP A
HARASSMENT FREE CULTURE IN
CALIFORNIA.
AND WHAT I'M GONNA DISCUSS OR
WHAT I AM TERM SNEAKY RELEASES
AND NON DISPARAGEMENT PROVISIONS.
THESE ARE INCONSPICUOUS
PROVISIONS THAT ARE GIVEN TO
EMPLOYEES WHO ARE REQUIRED TO
AGREE TO THEM AS A CONDITION OF
EMPLOYMENT AND CONTINUED
EMPLOYMENT.
AND THESE RELEASES AND NON
DISPARAGEMENT PROVISIONS ARE
BEING PRESENTED AS PART OF THEIR
HIRING PAPERWORK. ON THEIR GIVEN
TO THEM BY H. R. WHENEVER
THERE'S A CHANGE OF EMPLOYMENT
STATUS SUCH AS A PROMOTION OR
PAY RAISE. AND THERE ARE THERE'S
EMPLOYERS OUT THERE WHO ARE EVEN
MAKING EMPLOYEES FIND THESE
PROVISIONS AFTER SEXUAL
HARASSMENT TRAINING.
AND DURING THEIR EXIT INTERVIEWS
WHEN AN EMPLOYEE DECIDES TO
LEAVE THEIR EMPLOYMENT. AND IN
THE CASES THAT I'VE LITIGATED I
REPRESENTED FIVE YOUNG WOMEN
AGAINST A LARGE.
CAROL COMPANY AN AMERICAN
APPAREL COMPANY.
AND IT'S CEO WHO IS NOTORIOUS
FOR PREYING ON YOUNG WOMEN AND
THESE PROVISIONS WERE
STRATEGICALLY GIVEN TO EMPLOYEES
WHO HAVE BEEN SEXUALLY HARASSED
AND SEXUALLY ASSAULTED.
SOME OF THESE BECOME LEGAL
LOOPHOLES THAT PROTECT THE
HARASSERS AND THE COMPANY THAT
ENABLE THEM TO HARASS.
SO TOGETHER THE SNEAKY RELEASES
AND NON DISPARAGEMENT PROVISIONS
HAVE THE EFFECT OF DIMINISHING.
IF NOT OUTRIGHT ELIMINATING AND
EMPLOYEES RIGHTS UNDER OUR ANTI
DISCRIMINATION AND HARASSMENT
LAWS AND THEY ALSO HAVE THE
EFFECT OF INSULATING AND
IMMUNIZING PERPETRATORS FROM
THEIR SEXUAL MISCONDUCT.
NOW AT THE CIVIL RIGHTS
EMPLOYMENT ATTORNEY ONE OF THE
MOST POWERFUL LAWS WHICH WE HAVE
TO PROTECT WORKERS FROM SEXUAL
EXPLOITATION DISCRIMINATION AND
HARASSMENT. IS THE FAIR
EMPLOYMENT AND HOUSING ACT
FIFA.
BUT AS WE HAVE SEEN IN THE
NATIONAL DEBATE IN THE MEAT TO
MOVEMENT.
SEXUAL HARASSMENT AND ASSAULT
RUNS RAMPANT ACROSS MANY
INDUSTRIES AND WE HAVE ALSO SEEN
WAYS IN WHICH EMPLOYERS. ARE NOT
ONLY TURNING A BLIND EYE TO
WORKPLACE HARASSMENT.
BUT ARE IN FACT ENABLING THE
HARASSERS AND PROTECTING ITSELF
FROM LEGAL LIABILITY DESPITE
FIFA.
IN THE CASE WHERE I REPRESENTED
THE FIVE WOMEN AGAINST THIS
LARGE CLOTHING CHAIN.
AND ITS C. E. O..
EACH OF MY CLIENTS AS WELL AS
ALL IN ALL THE EMPLOYEES AT THIS
HUGE COMPANY WERE REQUIRED TO
SIGN RELEASES WHEN THEY WERE
HIRED. AND EACH TIME THERE WAS A
CHANGE IN THEIR EMPLOYMENT SUCH
AS THE NEW PREDICT POSITION. OF
MODELING ASSIGNMENT A TRANSFER A
PAY RAISE OR A BONUS AND AT
THEIR EXIT INTERVIEWS.
AND THESE PROVISIONS BASICALLY
RELEASED ALL THEIR CLAIMS UNDER
FIFA SEXUAL HARASSMENT SEXUAL
ASSAULT DISCRIMINATION.
IT PARTICULARLY RELEASED AND
SPECIFICALLY RELEASED THE C. E.
O. WHO WAS SEXUALLY HARASSING.
THE WOMEN IN THE WORKPLACE.
ONE OF MY CLIENTS HAD SIGNED
OVER THIRTY FEE HER RELEASE THIS.
I GOT THE OTHER WOMEN HAD SIGNED
NUMEROUS RELEASES UNDER SPEAKING
CIRCUMSTANCES AS WELL.
BUT DURING THE COURSE OF MY
CLIENTS EMPLOYMENT THEY WERE
EACH SUBJECTED TO IT CREE JUST
ACTS OF SEXUAL HARASSMENT AND
SEXUAL ASSAULT. FOR EXAMPLE ONE
OF MY CLIENTS WAS ASKED TO COME
TO A JOB INTERVIEW AT THE SEALS
HA.
HIS HOME WAS OFTEN USED AS A
PLACE TO TRAIN EMPLOYEES AND
CONDUCT JOB INTERVIEWS AND
CONDUCT MEETINGS.
SO WHEN SHE WENT TO SEE.
DRAGGED HER UP TO HIS BEDROOM
AND SEXUALLY ASSAULTED HER.
IN ONE OF MY OTHER CLIENTS
SITUATION SHE TRAVELED FROM HER
HOMETOWN IN HAWAII. AND STAYED
AT THE COMPANY APARTMENT.
THE CD ó.
AND HIS GIRLFRIEND. SNUCK INTO
HER BED.
AND TRY TO FORCE HER INTO A
THREESOME.
AND ONE OF MY OTHER ARM IN THE
OTHER.
SITUATION WITH ONE OF MY OTHER
CLIENTS HE WAS ASKED TO COME TO
AN INTERVIEW.
HE WAS ASKED INAPPROPRIATE
SEXUAL QUESTIONS.
ASKED TO EXPOSE HER BREAST
DURING THE JOB INTERVIEW.
AND WAS HANDED A VIBRATOR AND
WAS ASKED TO DEMONSTRATE HOW SHE
WOULD USE IT.
IN EACH OF THESE INSTANCES
EMPLOYER PRESENTED THESE WOMEN
PAPERWORK.
IT APPEARED TO BE ROUTINE.
BUT IN REALITY WAS A WAY TO GET
THEM TO SIGN A RELEASE OF THEIR
CLAIMS.
WE LITIGATED THESE CASES WE
REPRESENTED THESE WOMEN WE FILED
SUIT.
THEY'RE IT ALL THEIR SEXUAL
HARASSMENT CLAIMS IN THE SMALL
CLAIMS WERE DISMISSED.
THERE WERE DISMISSED BY SEVERAL
ARBITRATORS.
BECAUSE OF THESE RELEASES THAT
THEY SIGNED AND IT'S WORTH
NOTING THAT THESE CLAIMS WERE
DISMISSED.
BY ARBITRATORS AND ALL REPEAT
THAT NOT.
CORD LA BECAUSE I'M SURPRISINGLY.
PRE DISPUTE ARBITRATION CLAUSES
WERE ALSO PART OF THEIR ROUTINE
PAPERWORK THAT THEY WERE FORCED
TO SIGN.
THE FOR THESE TYPES OF RELEASES
ARE UPHELD DESPITE THE CONTEXT
IN WHICH THEY WERE OBTAINED.
I FEEL LAWS MIGHT AS WELL NOT
EXIST.
AND WITHOUT A CHANGE IN THELAW
OF THESE VICTIMS WILL HAVE.
AN IMPOSSIBLE TIME FINDING AN
ATTORNEY BECAUSE OF THESE
RELEASES.
IT WOULD BE A HUGE FINANCIAL
RISK FOR AN ATTORNEY TO TAKE ON
THAT CASE.
A RISK THAT I TOOK.
AND CAN NOW ATTACHED AS I SIT
HERE TODAY HAS TO THE
SIGNIFICANT TIME AND RESOURCES
EXPENDED WHICH RESULTED IN THE
MOST UNJUST OUTCOME ASKED TO
THEIR SEXUAL HARASSMENT AND
SEXUAL ASSAULT CLAIMS.
NOW I'D LIKE TO POINT OUT THAT
EXISTING LAW PROHIBITS CERTAIN
WAIVERS FOR EXAMPLE LABOR CODE
SECTION TWO OH SIX POINT FIVE.
PROHIBITS EMPLOYERS FROM
REQUIRING AN EMPLOYEE TO SIGN A
RELEASE OF ANY WAGE CLAIMS.
IN EXCHANGE FOR EARNS WAGES.
LABOR CODE TO A SIX POINT FIVE
HOWEVER DOES NOT APPLY TO
RELEASE OF FEE HER CLAIMS.
RIGHT CENTER FEED HER SHOULD BE
PROTECTED FROM UNJUST WAIVERS
JUST AS RIGHTS ARE UNDER THE
LABOR CODE.
AND LEGISLATION CAMBIAN NOT
ENACTED TO STOP THIS KIND OF
UNFAIR PRACTICE BY MAKING THESE
KINDS OF RELEASES VOID AS A
MATTER OF PUBLIC POLICIES.
EMPLOYERS SHOULD SIMPLY NOT BE
ABLE TO CONTRACT AROUND OUR ANTI
DISCRIMINATION AND HARASSMENT
LAWS
BY FORCING WORKERS TO ROUTINELY
GIVE UP THEIR RIGHTS. AS A
CONDITION OF EMPLOYMENT OR
CONTINUED EMPLOYMENT.
NOW I'D LIKE TO TURN TO ANOTHER
LOOMS LEGAL LEUPOLD THE NON
DISPARAGEMENT PROVISIONS.
MANY EMPLOYERS UTILIZE NON
DISPARAGEMENT PROVISIONS AS A
CONDITION OF EMPLOYMENT. AND AS
A WAY TO PREVENT WORKERS FROM
REPORTING MISCONDUCT AND
ASSERTING THEIR RIGHTS.
IN THE SAME CASE I LITIGATED.
THE EMPLOYEES WERE REQUIRED TO
SIGN NON DISPARAGEMENT
PROVISIONS AS PART OF THEIR NEW
HIRE PAPERWORK.
THEY WERE PROHIBITED FROM SAYING
ANYTHING NEGATIVE ABOUT THE
COMPANY ITS EMPLOYEES IS ITS
EXECUTIVES AND PARTICULARLY THE
C. E. ó AND EVEN THE CEO'S
FAMILY MEMBERS.
AND THEY WERE SUBJECTED TO A ONE
MILLION DOLLAR.
PENALTIES FOR EACH BREACH
I LIQUIDATED DAMAGE PENALTY OF
ONE MILLION DOLLARS AND THESE
ARE LOW WAGE EARNERS. BUT THESE.
PROVISIONS ARE BEING PRESENTED
TO.
AND UNLIKE DEFAMATION CLAIMS AN
EMPLOYEE DOESN'T HAVE
TWO UP DOES NOT HAVE THE DEFENSE
OF TRUTH OR OPINION.
WHEN THEY MAKE A DISPARAGING
STATEMENT THAT'S JUST NOT A
DEFENSE FOR THEM.
AND THESE EMPLOYEES ARE EVEN
ASKED TO AGREE OR FORCED TO
AGREE THAT THE NON DISPARAGEMENT
PROVISIONS TO REMAIN IN A FACT
EVEN AFTER THEIR EMPLOYMENT
ENDED. AND INTO PERPETUITY.
AND THESE NON DISPARAGEMENT
PROVISIONS MAKES IT MAKES IT
REALLY DIFFICULT FOR US
TO FIND POTENTIAL WITNESSES TO
HELP SUPPORT OUR CLAIMS CLAIMS
OF SEXUAL HARASSMENT AND ASSAULT.
BECAUSE LEGITIMATELY THESE
WORKERS ARE AFRAID THAT THEY'RE
GOING TO BE SUED BY THE.
IT'S GOING ON IN THE WORKPLACE
EVEN IF IT'S TALKING TO AN
ATTORNEY.
SO TO SIMPLY PUT.
WE NEED WITNESSES ARE AFRAID.
AN EVEN OF AN EMPLOYEE WAS
COURAGEOUS ENOUGH TO CHALLENGE
THE LIQUIDATED DAMAGE PROVISIONS
IN COURT THESE NON DISPARAGEMENT
PROVISIONS. MOST WORKERS WOULD
SIMPLY NOT TAKE THAT RISK AND
JUST REMAIN SILENT.
SO IN THIS REGARD NON
DISPARAGEMENT AGREEMENTS AS A
CONDITION OF EMPLOYMENT.
HAVE HELPED AN ABLE A CULTURE OF
SECRECY. AND IN MY CLIENTS CASES
IT ALLOWED A SEXUAL PREDATOR TO
REMAIN IN POWER AND CONTINUE TO
SEXUALLY HARASS INSULT HIS
EMPLOYEES.
BECAUSE HE HAD EFFECTIVELY
STRIPPED THEM OF THEIR RIGHTS
AND THEIR VOICES.
AND A TIME LIKE WE'RE IN NOW WE
JUST SIMPLY CANNOT ALLOW THAT TO
HAPPEN THANK YOU.
I REMEMBER THAT BILL QUITE WELL
IT WAS A BILL I BROUGHT TO TRY
TO PROTECT ASIAN WOMEN IN THE
POINT IS THEY. HOPE
INCONSPICUOUS THEY WERE NOT. IT
WASN'T POINTED OUT.
IT WASN'T ADDRESSED
IT WAS I'M GONNA GIVE YOU A
RAISE OF A DOLLAR AN HOUR
PROJECT TO SIGN THIS NEW
CONTRACT HERE IT IS SIGNED HERE.
AND I REMEMBER THERE WAS SOME
YOUNG EIGHTEEN NINETEEN YEAR OLD
WOMEN. WHO TRIED TO BREAK INTO
THE FASHION WORLD?
AND IT'S JUST APPALLING THAT
THESE WOMEN WHO STEP FORWARD
BRAVELY TO TALK ABOUT WHAT MIGHT
OTHERWISE BE HUMILIATING
EXPERIENCES.
WORLD WERE THROWN OUT OF COURT
SO AND I THANK YOU FOR HAVING
THE COURAGE TO TAKE THAT ON.
HOPEFULLY WE CAN MAKE SOME
PROGRESS IN THAT AREA THANK YOU
SENATOR.
DARREN LIPINSKI IS THE SENIOR
TRIAL ATTORNEY AT THE LIPINSKI
LAW FIRM IN CHICO HILLS THE
PRACTICE THAT FOCUSES ON
EMPLOYMENT LITIGATION. AND
INCLUDES REPRESENTATION IN
SEXUAL HARASSMENT DISABILITY IN
PREGNANCY DISCRIMINATION RACE
AGE SEXUAL ORIENTATION AND
GENDER. DISCRIMINATION MATTERS
AMONG OTHERS MISTER LIPINSKI
WILL TALK ABOUT NONDISCLOSURE
AGREEMENTS SOMETIMES REFERRED TO
AS SECRET SETTLEMENTS. WITH THAT
THE THANK YOU MISTER PENSKE FOR
JOINING US THANK YOU MADAM CHAIR
THANK YOU TO THE COMMITTEE FOR
HAVING ME OF.
I'M HERE TO TALK.
SECRET SETTLEMENTS AND WHILE THE.
ARE NOT SNEAKY THEY'RE EQUALLY
AS INSIDIOUS AND ENABLING AS THE.
OZ IS THAT MISS
ARMY OF SPOKE TO.
US SO LET'S DISCUSS AND I'M HERE
ON BEHALF OF THE CONSUMER
ATTORNEYS OF CALIFORNIA.
LET'S DISCUSS WHAT THE US
SECRET SETTLEMENTS ALL OUR
SECRET SETTLEMENTS OR EIGHT READ.
I'M BROUGHT BY IN OUR PARTICULAR
CASE IS A.
HARASSMENT VICTIM.
WHERE THE SETTLEMENT AGREEMENT
FORCES UPON THE VICTIM TERMS IN
WHICH THEY ARE UNABLE TO
DISCLOSE ANY UNDERLYING?
AT FAX OR TERMS OR CONDITIONS
OF THE HARASSMENT THAT OCCURRED.
THEY ARE MANDATED TO KEEP QUIET.
AND THEREFORE IT MANDATES
SECRECY.
NOW HOW OFTEN DOES THIS OCCUR.
IT IN MY TWENTY YEARS OF
PRACTICE I HAVE YET TO SETTLE A
CASE I'VE DONE HUNDREDS AND
HUNDREDS OF THESE. WHERE THE
PRIVATE EMPLOYER DOES NOT INSIST
UPON?
A SECRET SETTLEMENT PROVISION
THE NON DISPARAGEMENT PROVISION
AND THE NON DISCLOSURE
PROVISIONS IN ORDER TO GIVE THE
VICTIM THE DIGNITY OF CLOSURE IT
IS MANDATORY. AYE AND AGAIN I'VE
YET TO EXPERIENCE A SETTLEMENT
WHERE THAT WAS IMPOSED BY THE
EMPLOYER.
I AS MADAM CHAIR MENTIONED IN
HER. OF OUR OPENING REMARKS AND
HAS BEEN MENTIONED IN THESE ARE
ALMOST ALWAYS SOMEONE IN A
POSITION OF POWER. USING THEIR
POWER HIS OR HER POWER TO ABUSE
AN EMPLOYEE I. A SUBORDINATE
EMPLOYEE.
AND SUBJECT THEM TO DEGRADATION
ADVANCES IN HUMILIATION OF A
SEXUAL NATURE.
THIS IS ALMOST ALWAYS REPEATED
BEHAVIOR THESE ARE RARELY ONE
OFF BEHAVIORS AND THIS REPEATED
BEHAVIOR. OUGHT IS IN A BOLD
BY SECRECY THERE IS A LACK OF
ACCOUNTABILITY WHEN THERE IS
SECRECY INVOLVED IN ENABLE
SERASA TO HARASS ANOTHER DAY.
NOW WHAT DOES A TYPICAL
NONDISCLOSURE NON DISPARAGEMENT
AGREEMENT LOOK LIKE I BELIEVE.
THERE'S BEEN A HANDOUT GIVEN TO
THE COMMITTEE THAT SHOWS
EXAMPLES OF BOTH OF THOSE
PROVISIONS BUT BASICALLY NON
DISCLOSURE AGREEMENT.
MANDATES THAT THE HARASSMENT
VICTIM CANNOT DISCUSS THE
UNDERLYING TERMS OR CONDITIONS
OF A SETTLEMENT THE NON
DISPARAGEMENT AGREEMENT. SAYS
THAT THE VICTIM A CANNOT MAKE
ANY STATEMENTS THAT MAY.
NEGATIVELY IMPUGN THE HARASSER
OR THE COMPANY THAT ALLOW THE
HARASSMENT NO MATTER IF THOSE
STATEMENTS ARE TRUE.
SO TOGETHER THESE CLAUSES
MANDATE COMPLETE.
SECRECY.
NOW ONE WOULD THINK THAT
STOPPING THIS BEHAVIOR IS A
MATTER OF PUBLIC CONCERN.
A PUBLIC POLICY CONCERNS IT'S
ACETATE PUBLIC LIGHT TO ENSURE
THIS BEHAVIOR JUST NOT REOCCUR.
SO IT'S PROBABLY SURPRISING TO
THE COMMITTEE THAT THE
SETTLEMENTS ALMOST ALWAYS
ROUTINELY CONTAIN.
A REQUIREMENT OF THESE CLAUSES
BEING AGREED TO BY THE VICTIM.
IN OTHER WORDS IF YOU WANT%
PERSONAL CLOSURE FOR YOUR DEAL
YOU MUST AGREE.
TO NOT ASSIST.
OR A TO OR CONTRIBUTE IN ANY
EFFORT TO MAKE SURE THIS DOESN'T
HAPPEN TO AN UNSUSPECTING
EMPLOYEE AGAIN.
THAT'S YOUR PRICE OF CLOSURE.
HOWEVER AS WE KNOW THE SECRET
SETTLEMENTS.
HAVE RESULTED IN PREDATORS
WHETHER IT BE THE WEINSTEIN
COMPANY HADN'T FOX NEWS USA
GYMNASTICS EVEN BILL COSBY.
TO BE ABLE TO HIDE SEXUAL
HARASSMENT OR SALT FOR YEARS.
PUBLIC KNOWLEDGE IS A KEY
COMPONENT TO STOPPING THIS KIND
OF BEHAVIOR.
IT CAUSES AN AVALANCHE REPORTS
TO THE AUTHORITIES.
AND ULTIMATELY IT IN IT
ENGENDERS ACTION AGAINST SERIAL
ABUSERS.
NOW SOME HAVE ARGUED THAT.
THE ELIMINATION SECRET
SETTLEMENTS WILL ELIMINATE
SETTLEMENTS A DEFENDANT'S WON'T
SETTLE CASES.
UNLESS THERE IS A MANDATE A
PROVISION TO KEEP EVERYTHING
QUIET.
HOWEVER WHAT WE'VE SEEN IN
RECENT EXAMPLES.
THEUSES SECRET SETTLEMENTS AND
NDA SO BEEN RAMPANT. ALLOWED
PERPETRATORS TO CONTINUE TO
REPEAT THEIR BEHAVIOR OVER AND
OVER AGAIN WITHOUT ANY CREDIBLE
IN FACT ONE CASE MR WEINSTEIN'S
CASE IN HIS EMPLOYMENT CONTRACT
THERE IS A BUDGET LINE ITEM.
BUT THE COMPANY WOULD PAY AS A
RISK OF EMPLOYING HIM.
SEXUAL HARASSMENT SETTLEMENTS
AND KEEP THINGS QUIET
BECAUSE HE WAS OTHERWISE
PROFITABLE FOR THE COMPANY.
I CAN THINK OF NO I CAN FIND NO
WARY OF THE LAW.
WHERE AN OFFENDER CAN MANDATE
SILENCE FOR BEHAVIOR THAT SO
FUNDAMENTALLY IMPLICATES CIVIL
LIBERTIES
IT JUST DOESN'T EXIST IN
CALIFORNIA EXCEPT IN THIS
INSTANCE?
AND SO.
ARE SENSITIVE OF CIVIL RIGHTS OF
CIVIL JUSTICE LEADS US TO A
POINT WHERE WE HAVE TO ELIMINATE.
IS MANDATORY FORCED SECRECY
CLAUSES.
IN ADDITION ANECDOTALLY OUR
MEMBERS REPORT THERE ARE OTHER
AREAS OF LAW WERE SECRET
SETTLEMENTS ARE PERFECT
FORBIDDEN SUCH AS.
CHILDHOOD SEXUAL ABUSE CASES.
AND OUR MEMBERS STILL REPORTS
SETTLEMENT.
JUST WITHOUT THE SECRECY.
THE CHAU C. OPPOSES THE USE OF
SECRET SETTLEMENTS INVOLVING
PUBLIC HAZARDS.
AND THE USE OF SECRET
SETTLEMENTS IN SUCH OR ASK MY
CASES PARTICULARLY PERNICIOUS.
A VICTIM. A. INDOORS A
HUMILIATION AND THE HORROR OF
SEXUAL HARASSMENT FINALLY FINDS
THE COURAGE.
TO BRING A CLAIM.
AND TO SEEK JUSTICE AND AT THE
END IN ORDER TO GET CLOSURE. HAS
TO REMAIN QUIET ABOUT WHAT
HAPPENED LEAVING SO MANY OTHER
VICTIMS EXPOSED TO A ROSTER THAT
IS OTHERWISE PROFITABLE FOR THE
COMPANY.
BUT IS FORMER U. S. SUPREME
COURT JUSTICE LOUIS BRANDEIS
STATED SUNSHINE IS THE GREATEST
DISINFECTING.
AND THAT'S WHY CO C. STRONGLY
BELIEVES THAT THE LEGISLATURE
MUST ACT.
TO ELIMINATE EMPLOYER MANDATED
SECRET SETTLEMENTS SECRET.
AT SETTLEMENTS INVOLVING
NONDISCLOSURE AGREEMENTS.
AND NON DISPARAGEMENT AGREEMENTS.
THE INTERESTS OF THE VICTIM AND
THE PUBLIC IS WHERE THE POWER
SHOULD LINE THIS DYNAMIC AND
THAT'S WHY WE ARE CO SPONSORING
SENATE BILL EIGHT TWENTY. STE UP
BROUGHT BY.
SENATOR CONNIE LEYVA.
NOW LAWMAKERS IN OTHER STATES OF
ALSO INTRODUCE LEGISLATION TO.
BAN SECRECY THEY SHOULD MOVE
QUICKLY ON THESE THINGS ABUSE
FLOURISHES IN THE DARK AS WE'VE
SEEN.
STATES HAVE A RESPONSIBILITY TO
ENSURE THAT FOR SILENCE NO
LONGER PROTECTS ABUSERS NO
MATTER WHO THEY ARE.
WHO THEY WORK FOR?
WE THEREFORE ASAL LEGISLATURE
THE BAR SECRET SETTLEMENTS.
AND NOT DISPARAGEMENT AGREEMENTS
THAT ARE MANDATED BY THE
EMPLOYER.
AS DISCUSSED IN THIS HEARING ALL
CONCLUDED THIS OR OTHER WAYS
THAT WE CAN.
ADDITIONAL POLICY CHANGES THAT
CAN HELP ADDRESS A PROBLEM
SEXUAL HARASSMENT.
SPECIFICALLY AS MR PLESSY
POINTED OUT. FORCED ARBITRATION
PRIVATE.
EMPLOYER FUNDED.
TRIBUNALS.
WHERE IN THE A HARASSMENT VICTIM
MUST SUBMIT TO SEEK JUSTICE THAT
NEEDS TO BE STOPPED?
THE TIME FOR FILING SEXUAL
HARASSMENT COMPLAINTS IS WE SEEN
THESE VICTIMS.
NEED MORE THAN A YEAR OFTENTIMES
TO FIND THE COURAGE.
THE COMFORT AND STABILITY
TO COME FORWARD.
AND BRING THEIR CLAIM AND
THEREFORE IT NEEDS TO BE
EXTENDED FROM ONE TO THREE YEARS.
AND FINALLY THE TYPE OF
PROFESSIONAL RELATIONSHIPS.
THEIR ACTION WILL FOR SEXUAL
HARASSMENT AND THE STANDARD THAT
CONSTITUTE SEXUAL HARASSMENT IN
THOSE.
PROFESSIONAL RELATIONSHIPS NEEDS
TO BE ADDRESSED.
I THINK YOU FOR THE OPPORTUNITY
SPEAK WITH YOU TODAY AND I LOOK
FORWARD TO WORKING WITH YOU.
AS THE YEAR AGO SET.
THANK YOU VERY MUCH APPRECIATE
YOUR YOUR PASSION AND YOUR.
A.
YOU'RE INTERESTED IN IN THIS
SENSE SEEING TO IT THAT WE ARE.
MOVING IN A DIRECTION TO PUT
SUNLIGHT.
ON THIS BEHAVIOR MUCH
APPRECIATE.
OUR FINAL WITNESS IN THIS PANEL
IS UP BIANCA THE DOING USE THAT
I GET THAT RIGHT.
SELECT IS AN EQUAL JUSTICE WORKS
FELLOW AT THE CALIFORNIA RURAL
LEGAL ASSISTANCE FOUNDATION HER
FELLOWSHIP PROJECT WHICH WAS
SPONSORED BY THE. A ODEN JR I'M
SURE.
I'M SURE FAMILY FOUNDATION
FOCUSES ON PROVIDING LEGAL
ADVICE.
AND REPRESENTATION OF FARM
WORKERS WHO HAVE BEEN THE
VICTIMS OF SEXUAL HARASSMENT OR
VIOLENCE. MISCELLANEOUS WILL
DISCUSS HOW FEAR AND THREATS OF
IMMIGRATION ENFORCEMENT
FACILITATE WIDESPREAD SEXUAL
HARASSMENT AND VIOLENCE. IN THE
AGRICULTURAL LABOR CONTEXT WE
KNOW THAT IT IS A PROBLEM. WITH
JANITORIAL SERVICES AND OTHER
SERVICES OF THAT NATURE BUT
PARTICULARLY BY. IF YOU WOULD
ADDRESS THE PROBLEM IN OUR
AGRICULTURAL COMMUNITIES WITH
FARM WORKER LABOR.
MADAM CHAIR COMMITTEE MEMBERS
THANK YOU FOR INVITING ME TO
SPEAK ON THIS IMPORTANT ISSUE
HAVE. VICTIMS BEING SUPPRESS
OTHER THREATS OF DEPORTATION OR
IMMIGRATION ENFORCEMENT.
MY NAME IS BIANCA GOING AS I AM
AN IMMIGRATION ATTORNEY AT
CALIFORNIA RURAL LEGAL
ASSISTANCE FOUNDATION.
CRLA FOUNDATION IS A STATEWIDE
NONPROFIT SEEK CIVIL LEGAL AID
ORGANIZATION AND WHICH PROVIDES
FREE LEGAL SERVICES AND ADVOCACY
TO CALIFORNIA'S RURAL POOR.
AND WE ARE MISSION IS TO ACHIEVE
SOCIAL JUSTICE AND IN
PARTNERSHIP BUT FARMWORKERS AND
OTHER LOW WAGE WORKERS IN RURAL
COMMUNITIES.
AND AND ALTHOUGH WE ARE A
STATEWIDE ORGANIZATION I'M MY
WORK HAS BEEN FOCUSED ON
PROVIDING IMMIGRATION SERVICES
AND THE CENTRAL VALLEY.
SO.
MY TESTIMONY IN MY COMMENTS
TODAY ARE THROUGH THE LENS OF.
AN ATTORNEY IN THE CENTRAL
VALLEY BUT ALSO AS A DAUGHTER OF.
IMMIGRANT FARMWORKERS ON FROM
LODI CALIFORNIA.
AND I'M HONORED TO BE HERE TO
LET'S THE VOICES OF.
MY CLIENTS AND OTHER IMMIGRANT
FARMWORKERS AND LOW WAGE WORKERS
AND. AND TO BRING THEIR STORIES
OF SURVIVAL AND DESPITE THREATS
OF DEPORTATION OR IMMIGRATION
ENFORCEMENT SO I WILL START BY
SHARING TWO QUICK STORIES.
I AM.
ONE OF MY FEMALE FORMER CLIENTS
HAS LIVED ON THE U. S. FOR OVER
TWENTY YEARS.
AND ALMOST THE ENTIRE TWENTY
YEARS SHE HAS SPENT TEN AND A
PHYSICALLY SEXUALLY AND
EMOTIONALLY ABUSIVE PARENTS AND
SHE'S BEEN INSULTS HEAD AND
DEMANDED BY HER HUSBAND TO DO.
ANYTHING AND EVERYTHING HE ASKED
HE'S HE ISOLATED HER FROM HER
FRIENDS AND FAMILY. AND MADE HER
FEEL THAT IN ORDER TO PROVIDE
FOR HER THREE YOUNG CHILDREN SHE
HAD TO DO WHATEVER HE ASKED
INCLUDING. ON SEXUAL RELATIONS.
SHE CONFIDED IN ME THAT HER TO
YOUNGER'S HER TWO YOUNGEST
CHILDREN WERE ACTUALLY CONCEIVED
AND BY RAPE.
I'M.
SHE'D NEVER REPORTED THIS TO LAW
ENFORCEMENT BECAUSE OF THREATS
OF DEPORTATION AT THE HANDS OF
HER HUSBAND. OR DALY AND IF YOU
CALL POLICE AND ONE DAY WE WERE
GONNA THEY'RE GOING TO ASK YOU
FOR YOUR IMMIGRATION STATUS.
AND TWO I WILL MAKE SURE THAT
YOU WILL NEVER SEE YOUR CHILDREN
AGAIN. I'M SO SHE NEVER DID CALL
THE LAW LAW ENFORCEMENT.
AND THEN ONE DAY AND SHE TOLD ME
SHE HAD ENOUGH AND SHE DID CALL.
AND IN THE IN THAT MOMENT HER
HUSBAND FOUND OUT.
HE THREATENED TO TO TELL LAW
ENFORCEMENT OFFICIALS THAT SHE
WAS UNDOCUMENTED HE TOLD HER
THERE AND THEY'RE GOING TO ASK
YOU ABOUT YOUR DOCUMENTS THEY'RE
NOT GOING TO BELIEVE YOUR RAPE
ALLEGATION BECAUSE THEY'RE GONNA
KNOW THAT.
YOU ARE ILLEGAL I'M AND IN THAT
SPAN RIGHT FROM THE MOMENT SHE
MADE THAT NINE ONE ONE CALL. TO
THE MOMENT POLICE OFFICERS
ARRIVED THESE THREATS OF
DEPORTATION AND THIS FEAR OF
BEING SEPARATED FROM HER
CHILDREN. WAS ENOUGH TO SILENCE
HER.
LAW ENFORCEMENT OFFICIALS DID
SHOW UP AND SHE MANAGE TO
CONVINCE THEM THAT NO NOTHING
WAS GOING ON IT WAS JUST SAID
ARGUMENT IT WAS JUST A FAMILY
DISPUTE. AND THERE IS NOTHING TO
WORRY ABOUT AND THEY LAST.
AND SHORTLY AFTER SHE ENDED UP
IN THE HOSPITAL AND THAT IS HOW
I AM.
WE RETAINED HER THAT'S HOW WE
BEGAN REPRESENTING HER.
AND I WISH I COULD SAY THAT THAT
HER STORY IS UNIQUE ESPECIALLY
IN AND THE CENTRAL VALLEY BUT IT
IS NOT. ANOTHER ONE OF MY TIME
FORMER CLIENTS.
BUT ALSO IN A SIMILAR SITUATION
WHERE SHE WAS IN A RELATIONSHIP
WHERE DOES. NOT ONLY THOSE
DIDN'T BUST THAT HEARD
IMMIGRATION STATUS CREATED THIS
POWER DYNAMIC OF AM I NEED TO DO
EVERYTHING THIS PERSON SAYS
BECAUSE ARE THREATENING. TO CALL
IMMIGRATION OFFICIALS ARE TELL
LAW ENFORCEMENT BUT I SAW HAVE
YOUNG CHILDREN THAT I NEED TO
CARE FOR AND I DON'T WANT TO BE
SEPARATED FROM. SO IN THIS
SECOND CASE ON THE ABUSER
ACTUALLY THREATENED TO CALL
IMMIGRATION HIMSELF. AND IT WAS
ALMOST DAILY AND SHE TOLD ME ONE
VERY GRAPHIC ACCOUNT F. ON HIM
SHOWING UP.
AND HER ROOM. LOCKING THE DOOR
BEHIND HIM PUSHING ON THE BED.
FORCING HIMSELF ON TOP OF HER
AND RAPING HER WHILE TELLING HER
SHUT UP AND TAKE IT AROUND GOING
TO CALL VICE.
ALL THE WHILE HER YOUNG KIDS ARE
POUNDING ON THE DOOR CRYING FOR
HER AND SHE'S TRYING.
TO BEG HIM TO STOP. WHILE NOT
ALERTING HER YOUNG CHILDREN.
ON.
THIS WOMAN THROUGH THE HELP OF A
FAMILY MEMBER WAS ABLE TO ESCAPE
THIS NIGHTMARE. AND I'M GONNA
CONTACT WITH US AND I'M
REPRESENTING HER ON AFTER I.
CONVINCED HER THAT SHE COULD
REPORT THIS TO LAW ENFORCEMENT
AND THEY WERE NOT GOING TO CARE
ABOUT HER IMMIGRATION STATUS
THAT SHE HAD THE RIGHT TO REPORT
THIS PERSON. AND THAT SHE AGREED
AND SHE TOLD ME SHE DIDN'T WANT
TO BUT ON ONE CONDITION IF I
WENT WITH HER. AND I REMEMBER
CLEARLY BEING OUTSIDE THE POLICE
STATION WITH HER AND HER
STOPPING ME AND SAYING WAIT.
SO THEY'RE NOT GOING TO
DEPARTMENT.
BUT WHAT IF I WHAT IF THEY ASK
ME FOR MY DOCUMENTS I DON'T HAVE
ANY AND IT'S JUST REALLY THE
FEAR IS IS THERE IT'S VERY
VISIBLE IT'S.
AND IS KEPT US WOMAN.
IN THIS ABUSIVE RELATIONSHIP FOR
YEARS.
AND.
WE ARE FORTUNATE TO BE IN
CALIFORNIA WHERE WE ARE AT THE
FOREFRONT OF OFFERING
PROTECTIONS TO OUR IMMIGRANT AND
COMMUNITY MEMBERS. AND AND
ACKNOWLEDGING THAT IMMIGRATION
IS A FEDERAL ISSUE SO WHERE
LIMITED AND WHAT WE CAN DO AND
THE STATE OF CALIFORNIA AND
PASSING BILLS SUCH AS. AS SPEED
FIFTY FOREIGN AB FOR FIFTY HAVE
OFFERED PROTECTIONS AND MINIMIZE.
COLLABORATION WITH IMMIGRATION
ENFORCEMENT HOWEVER I STILL
THINK THAT THERE IS THERE IS
MORE HAT WE CAN DO AND THERE'S
MARCH THAT WE CAN DO TO ENSURE
THAT VICTIMS OF SEXUAL ABUSE ARE
NOT SUPPRESSED ON ESPECIALLY
WITH THREATS OF DEPORTATION OR
IMMIGRATION ENFORCEMENT.
AND LAW ENFORCEMENT AGENCIES
SHOULD AND COULD BE ABLE TO DO
MORE DIRECT OUTREACH AND
COMMUNITY I'M ORGANIZING WHERE
THEY CAN GUARANTEE. AND VICTIMS
AND TRYING TO SHOW THEM THAT
THEY DO NOT CARE ABOUT
IMMIGRATION ENFORCEMENT I THINK
VICTIMS OF INCOME IMMIGRANT
COMMUNITY MEMBERS NEED TO HEAR
IT THEMSELVES FROM THE PEOPLE
THAT ARE TAKING THE REPORTS THAT
WE ARE NOT ON THE DEPORTATION
BUSINESS. AND WE WILL NOT ASK
YOU WE DO NOT CARE ABOUT YOUR
IMMIGRATION STATUS WE ARE HERE.
TO HELP AND PROTECT AND SERVE
AND NOT DEPORT.
AND THEN FORTUNATELY.
FOR MANY OF IMMIGRANTS WHO ARE
VICTIMS OF CRIME AND IF THEY
COME FORWARD TO REPORT THE CRIME
AND COOPERATE WITH LAW
ENFORCEMENT. THERE IS A WAY THAT
THEY CAN GET SOME EVER
IMMIGRATION RELIEF THROUGH THE
U. SAT AN EXISTING LAW IN
CALIFORNIA MAKES IT EASIER TO
GET AT LAW ENFORCEMENT
CERTIFICATION WHICH IS A
REQUIREMENT TO BE ABLE TO
PROCEED WITH THE U. VISA. CASE
AND AND DESPITE THIS YOU KNOW
MANY VICTIMS ARE COMING FORWARD
BUT WHAT WE HAVE SEEN IS THAT
THERE IS STILL A GROUP THAT ARE
NOT COMING FORWARD AND MANY OF
THEM ARE SEXUAL ABUSE.
AND VICTIMS AND THE THREATS OF
DEPORTATION THE THE FEAR OF
HAVING TO. CONFRONT THEIR ABUSER
AGAIN WHETHER AND THE POLICE
STATION ON ARE IN COR HAVING TO
TESTIFY AGAINST THEM. IS STILL
SILENCING THEM.
AND SO WE NEED TO ENSURE THAT
OUR VICTIMS BETTER IMMIGRANT
COMMUNITY MEMBERS WHO HAVE BEEN
VICTIMS OF SEXUAL ABUSE AND KNOW
THAT THEY HAVE A VOICE. THAT
THEY MUST FEEL SAFE BEING ABLE
TO REPORT TO LAW ENFORCEMENT AND
AT THE SAME TIME WE NEED TO
ENSURE THAT LAW ENFORCEMENT
AGENCIES IN CALIFORNIA ARE
COMPLYING WITH EXISTING LAWS.
AND CERTIFYING THESE REQUEST ON
WHEN APPROPRIATE AND IN A WAY
THAT DOES NOT RE VICTIMIZE OUR
CLIENTS.
AND IN MY TESTIMONY SAY WOULD
NOT BE COMPLETE WITHOUT
ACKNOWLEDGING THAT. THE ISSUE OF
SEXUAL ABUSE IN THE FIELDS ON.
THANK YOU THANKS TO SENATOR
MONNING SARAH LAY FOUNDATION HAS
BEEN ABLE TO. AND CO SPONSOR TWO
BILLS AS BE TEN TO SEVEN SP TO
NINETY FIVE WHICH IMPOSE ON
SEXUAL HARASSMENT PREVENTION
TRAINING OBLIGATIONS ON FARM
LABOR CONTRACTORS. AND THIS BILL
HAS HAD A POSITIVE IMPACT AND IN
THE WORK ENVIRONMENT OF FARM
WORKERS IN CALIFORNIA WE
RECENTLY HAD A GROUP OF FORMER
CHRISTIAN YELLOW INSIDE.
THAT WE WERE EXCITED TO TELL US
HOW PLEASE THEY WEAR WHAT THAT
PLAN SEXUAL HER SEXUAL
HARASSMENT PREVENTION TRAINING
THAT THEY RECEIVED AND THAT
THEY'VE ALREADY SEEN. ON THEIR
WORK ENVIRONMENT IMPROVE THERE'S
LESS JOKING AROUND INAPPROPRIATE
JOKING AND NO WHISTLING AS ARE
WALKING BY TIME WHICH ARE ALL
THINGS THAT THEY HAD TO ENDURE.
AND AND SO IN RECOGNIZING THE
SUCCESS OF THE SEXUAL HARASSMENT
PREVENTION TRAININGS AND IN
SEEKING TO ALWAYS IMPROVE
CONDITIONS FOR FOR ALL
FARMWORKERS. AND I THINK THERE'S
A WAY AND WE AS DAHLE FOUNDATION
THING BECAUSE THERE'S NO WAY
THAT WE COULD EXPAND THESE BILLS
TO OFFER PROTECTIONS TOMORROW
WORKERS. AND. MANY FARMWORKERS
ARE NOT EMPLOYED THE FROM LABOR
CONTRACTORS AND THE EXISTING
BILLS TIME IMPOSES TRAINING
REGULATIONS ON THOSE FARM LABOR
CONTRACTORS.
SO IF WE REQUIRED THE SAME
TRAINING OBLIGATIONS ON
AGRICULTURAL.
GROWERS AND MY OR THE ALMOST WE
WOULD ABLE TO OFFER THESE
PROTECTIONS TO MORE FARMWORKERS.
AND THERE'S ALSO A NEED AND IN
RECOGNIZING AND THIS ISSUE FOR
COUNSELLING FOR VICTIMS OF
SEXUAL HARASSMENT FOR MANY OF
OUR IMMIGRANT CLIENTS IT'S
DIFFICULT TO. AND OBTAIN THE
ACCOUNTING SERVICES THAT THEY
NEED AND. WE AT DAHLE FOUNDATION
HIDES A A PROJECT CALLED THE
BANDANNA PROJECT WHICH ALLOWS
TIME.
FARM WORKERS HAVE BEEN THE
VICTIM OF SEXUAL HARASSMENT TO
HAVE AN ARTISTIC OUTLET IN WHICH
TO COPE WITH THE TRAUMA OF
SEXUAL HARASSMENT. AND I AM
PROUD AND GRATEFUL OF THE
EXISTING PROTECTIONS AND I'M
HOPEFUL THAT WE CAN CONTINUE TO
SEARCH FOR WAYS.
TO ENSURE SEXUAL ASSAULT
VICTIMS CAN NO LONGER BE
SILENCED.
THANK YOU VERY MUCH OF.
ALL START WITH A COUPLE
QUESTIONS AND THEN OPEN IT UP
FOR ANY OF THE PANELISTS HERE I
WANTED TO. A CHECK WITH THE
CHICKEN WITH MR POLANSKI.
A PART OF THE CHALLENGE THAT WE
HAVE IS THE FEDERAL ARBITRATION
ACT AND YOU MENTIONED TO ONE
AREA WHERE YOU BELIEVE THAT WE
COULD.
PICK IT CREATE PROTECTIONS.
ALLOW THAT SUNSHINE IN THE AS
WAS SUGGESTED BY MISTER LIPINSKI.
IT WHERE WE'RE NOT.
RUN BUTTING HEADS WITH THAT
EXISTING LAW. THEY ARE ARE THERE
OTHER OTHER SUGGESTIONS THAT.
.
YOU MIGHT TO.
POSE FORCES WE CONSIDER THIS
ISSUE WHERE WE COULD CAN WHERE
WE COULD PROTECT.
A AGAINST SOME OF THESE ONEROUS
REQUIREMENTS WALTON NOT TO.
COMING IGNOBLE.
BUTTON BEING CONFLICTED THROUGH
THE FEDERAL ARBITRATION ACT
PREEMPTED FOR BY IT.
BUT THEY'RE TOO EASY WAYS SO I
THINK TO AVOID.
PREEMPTION A AND THEN THERE'S
SOME OTHER THINGS WE CAN DO.
THE FIRST IS I THINK IF WE CAN
PREVENT AN ARBITRATION OF
MANDATORY ARBITRATION AGREEMENT
FROM.
HE ENTERED IN THE FIRST PLACE I
DON'T THINK THE FEDERAL
ARBITRATION ACT HAS ANYTHING TO
SAY.
THE FEDERAL ARBITRATION ACT SAYS
A WRITTEN AGREEMENT TO ARBITRATE
SHALL BE ENFORCED.
AND IF THERE IS NO AGREEMENT.
THEIR SHOULD BE NO PREEMPTION
IN FACT I'M NOT AWARE OF A
SINGLE PREEMPTION CASE ANYWHERE.
OUGHT IN THE ABSENCE OF A SIGNED
ARBITRATION AGREEMENT SO I THINK
THAT NEEDS TO BE A FOCUS.
AND IN EVERY SINGLE SUPREME
COURT CASE.
THEY SAY ARBITRATION IS A
MATTER OF CONSENT AND NOT
COERCION NOW WE KNOW THEY DON'T
REALLY MEAN IT BUT THEY DO SAY
THAT.
AND WE KNOW THAT ARBITRATION
INVOLVES THE WAIVER OF
CONSTITUTIONAL RIGHTS.
SO I DO BELIEVE THAT INSISTING
ON A KNOWING INVOLUNTARY WAIVER.
.
SHOULD AVOID PREEMPTION ARE
ESPECIALLY IN A COURSE OF
ENVIRONMENTS I THINK THOSE ARE
TWO AREAS. BUT AS I'VE BEEN
THINKING ABOUT THIS.
I THERE'S A LOT THAT WE CAN DO
OUTSIDE OF THE F. A. A BY
ADDRESSING THE CULTURAL ISSUES I
REALLY GIVE CREDIT TO THE
CALIFORNIA LEGISLATURE AND
CONGRESS.
STEPPING UP AND STARTING TO. GET
THEIR OWN HOUSES IN ORDER.
BUT IT OCCURS TO ME.
THAT WE ARE AT A MOMENT IN TIME
THAT IS REALLY UNIQUE.
ABOUT WHERE THINGS ARE CHANGING
AND AND IT'S HARD TO.
POINT WHERE THINGS WENT WRONG AS
I MENTIONED IN NINETEEN NINETY
ONE.
CIVIL RIGHTS AMENDMENTS SIGNED
BY PRESIDENT BUSH.
STRONG SPONSORS SENATOR DOLE
CENTER A HIGH SEX HARASSMENT SEX
DISCRIMINATION WASN'T A PARTISAN
ISSUE I AM NOT EXACTLY SURE.
WHEN THAT CHANGED
SOMEWHERE ALONG THE LINE BUT IT
BECAME A RECALL A DEMOCRATIC
ISSUE AND THE CHAMBER COMMERCE
STARTED IDENTIFYING THE CIVIL
RIGHTS LAWS ARE BILLS TO PROTECT
THE ENFORCEMENT OF THE CIVIL
RIGHTS LAWS AS JOHN.
I DON'T GET IT.
BUT THAT THAT WE'RE NOT EVEN
LOOKING FOR NEW LAWS WE'RE JUST
LOOKING FOR THE JUSTICE SYSTEM
AND AND THE REMEDIES THAT ARE
PROVIDED.
BUT.
WHAT'S HAPPENING IN THE PAST
COUPLE WEEKS IS REALLY
FASCINATING HAVE NEVER SEEN
ANYTHING LIKE IT WE'VE GONE FROM
ME TOO.
TWO REPUBLICANS TO.
WHERE ALL OF A SUDDEN WE HAVE
FOR THE FIRST TIME I STARTED
HELPING WITH FEDERAL LEGISLATION
NINETEEN NINETY FOUR?
AND THIS YEAR WE FINALLY HAVE
REPUBLICAN CO SPONSORS.
BUT THE SENATE LEGISLATION A
LINDSEY GRAHAM CENTER MCALISTER.
LA AND I THINK THAT'S A
TREMENDOUS DEVELOPMENT.
AND.
SO HOW DO YOU SEE AS TRANSLATING
THAT HEARING CALIFORNIA I THINK
I THINK THAT WE HAVE TO.
STAND ON THE MORAL HIGH GROUND
AND TALK TO OUR CORPORATIONS
MICROSOFT CAME OUT AFTER. THE
MEAT TO MOVE IT AND SAID WE ARE
NOT GOING TO REQUIRE ARBITRATION
OF SEX HARASSMENT CASES NOW THE
SECURITIES INDUSTRY DID THAT.
IN NINETEEN NINETY NINE.
MICROSOFT HAS ANNOUNCED IT AND
WERE SITTING AROUND WAITING FOR
OTHER COMPANIES TO FOLLOW SUIT
I'M WAITING FOR FACEBOOK TOO
LEAN AND.
AND THEY HAVE NOT DONE THAT YET
I THINK THAT WE HAVE THE ABILITY
TO SHAME THESE COMPANIES WHO
PRETEND TO BE MODERN RESPECTFUL
COMPANIES BUT THEY'RE STRIPPING
THEIR EMPLOYEES.
OF RIGHTS A AYE AYE I THINK THAT
THE PROVIDERS WE'VE GOT SOME
VERY VERY GOOD PEOPLE WHO ARE.
NEUTRALS A WHO ARE ENGAGING IN
PRACTICES THAT THEY KNOW ARE
STRIPPING PEOPLE HAVE RIGHTS.
BUT THEIR ATTITUDE IS AS LONG AS
THEY SAY WE CAN DO IT AND AS
LONG AS THEY PAY US I WILL BE A
TOOL OF THIS OPPRESSION.
I THINK NEUTRALS JOURNAL ETHICS AND MAKE A
DECISION FOR THEMSELVES AS TO
WHETHER THEY WILL ALLOW
THEMSELVES REGARDLESS OF WHAT
THE SUPREME COURT SAYS.
TO BE A TOOL OF RIGHT STRIPPING
BECAUSE THERE'S NO DOUBT THAT
THAT'S PART OF THE PROBLEM I
THINK THE CHAMBER COMMERCE.
NEEDS TO COME TO GRIPS WITH THIS.
IT'S IT'S CRAZY THAT EVERY TIME
WE TRY TO DO SOMETHING TO
PROTECT
VICTIMS.
THE CHAMBER COMMERCE COMES IN
AND OPPOSES IT BASED ON SOME
LEGAL THEORY OR ALL MY GOD WHILE
THE ECONOMY IS DOING JUST FINE.
CALIFORNIA IS STILL THE THE
PLACE THAT PEOPLE COME TO START.
COMPANIES
OH WE NEED TO RECOGNIZE THAT
THAT THAT IF IT'S GOING TO KILL
JOBS OF COMPANIES THAT DON'T
RESPECT RIGHTS AND TE. AND THE
IN RESPECT WOMEN'S RIGHTS.
THEN THEN MAYBE THEY NEED TO.
NO MOVED MOVED TO LA I WON'T
NAME.
SOME OF THE OTHER STATES YOU
HAVE I APPRECIATE THAT DON'T
DISAGREE WITH YOU FOR A MINUTE
BUT DO YOU HAVE ANY OTHER VERY
SORT OF.
BECAUSE
FREE TO SUGGESTIONS.
YOU MENTIONED.
PROHIBIT THERE BEING A
MANDATORY ARBITRATION CLAUSE IN.
IN WHAT EMPLOYMENT AGREEMENTS OR
IN IN BOUGHT PHASE WELL I I
WOULD CERTAINLY A. START WITH
EMPLOYMENT BECAUSE THAT IS
COERCIVE THAT'S WERE I MEAN IT'S
ONE THING TO SEE WHAT MIGHT HAVE
A CHOICE OF OF PHONE SERVICES
BETWEEN EIGHTEEN T.. AND SPRINT
BUT WORKERS WHO NEED A JOB WHO
NEED FOOD WE NEED INSURANCE
DON'T HAVE A CHOICE.
WELL OUR OUR NATION HAS
RECOGNIZED EXPRESSLY THAT
WORKERS DON'T HAVE THE ABILITY
TO NEGOTIATE THE TERMS OF LABOR.
IT IS NOT YOU KNOW EVER SINCE
THE THIRTEENTH AMENDMENT WE HAVE
NOT USED TO FREE MARKET PARADIGM
FOR THE WORKPLACE.
SO WE NEED TO PROTECT WORKERS
BECAUSE THEY REALLY DON'T HAVE
THE ABILITY TO SAY NO.
AND OF COURSE I THOUGHT I THINK
THAT A THE ARBITRATION
AGREEMENTS REALLY AMOUNT TO THAT
WAIVER OF CONSTITUTIONAL RIGHTS
IT SHOULD BE KNOWING INVOLUNTARY
IN EVERY CONTEXT. AND I'M A BIG
FAN OF A DR I I DON'T THINK
PEOPLE BENEFIT FROM JURY TRIALS
IN ALL MATTERS I LOVE MEDIATION
I LOVE EIGHTY ARE AND I THINK
THAT IF THE LEGISLATURE. PASSED
A PRO A. B. R. BILL. THAT
ENCOURAGED ALL VOLUNTARY FORMS
OF EIGHTY ARE. AYE INCORPORATED
IT AND FUNDED THE COURTS.
SO THAT THEY COULD USE THE
MULTI DOOR COURTHOUSE APPROACH
SO THAT. AT COURT DOES IT MEAN
GUARANTEED JURY TRIAL FINALLY
COURT MEANS YOU'LL SIT WITH THE
COMMISSIONER.
AND AND DISLIKE IN FEDERAL
COURT ONE OF THE GREATEST AB OUR
PROGRAMS WE HAVE IN THE COURTS
IS IN THE FEDERAL COURT WHERE
YOU FILE. IN BEFORE YOU DIVE
INTO THE CASE YOU HAVE TO CHOOSE
A VOLUNTARY FORM OF AID THE ARE
IT'S IT'S A GREAT WAY. TO
INCORPORATE AB ARE BUT NOT HERE.
BUT NOT IN THE EMPLOYMENT CASE
YOU KNOW A TOKEN IN THE COURTS
VOLUNTARY ADRS GREAT. MEDIATION
VOLUNTARY ARBITRATION ARE GREAT
WAYS TO RESOLVE EMPLOYMENT CASES
THIS IS NOT ANTI ARBITRATION.
WELL IF YOU CAN IF YOU CAN
CHOOSE YOUR ARBITRATOR F. THE
BEST WAY TO DO IT AFTER THE FACT
FOR INSTANCE ONCE YOU KNOW WHAT
TRICKS.
AND YOU DECIDE I WOULD RATHER
ARBITRARY.
I WOULD RATHER THE PRIVACY OR
THE SIMPLICITY.
AND YOU CAN CHOOSE YOUR
ARBITRATOR YOU CAN CHOOSE THE
RULES YOU CAN NEGOTIATE TO
DISCOVER YOU NEED.
I THOUGHT YOU CAN DESIGN A GREAT
ARBITRATION PROCESS BUT IT
DOESN'T WORK WHEN IT'S MANDATORY.
AND THE PROCESS IS DESIGNED BY
THE STRONG PARTY WHO IS
MOTIVATED TO PROTECT THEMSELVES
THANK YOU.
QUESTIONS SENATOR MONNING.
THANK YOU MADAM CHAIR I WANT TO
THANK ALL THE MEMBERS THIS PANEL
FOR.
SHARING YOUR EXPERIENCE
EXPERTISE WITH US THIS AFTERNOON.
A AND I THINK THIS IS BEEN
ALLUDED TO JUST IN THE RECENT
COMMENTS.
WE DO HAVE A SYSTEM OF
ARBITRATION FOR INTERNATIONAL
DISPUTE RESOLUTION.
BETWEEN.
BUSINESS ENTITIES WHO DON'T
SHARE A COMMON LEGAL SYSTEM
WHERE THE VERY TERMS OF THE
ARBITRATION AGREEMENTS ARE
NEGOTIATED. ARM WHERE PEOPLE IN
THEORY COMPANIES HAVE EQUAL
STANDING THERE REPRESENTED BY
ATTORNEYS AND WHAT WE'RE TALKING
ABOUT TODAY ARE MANDATORY.
ARBITRATION. AGREEMENTS THAT ARE
REALLY ADHESION CONTRACTS
WHERE YOU HAVE THE DISPARITY OF
POWER BETWEEN EMPLOYER AND
EMPLOYEE OR CONSUMER IN. IN.
GIANT CORPORATION.
.
ONE OF THE ISSUES THAT I'D LIKE
ANY OF YOU TO HELP ME. GRAPPLE
WITH.
THE NON DISCLOSURE.
AGREEMENT.
A.
ISSUE OR THE LOOPHOLE CLAUSES
THAT TRIDENT IN FORCED SILENCE
ON A VICTIM.
EVEN WHERE THERE'S BEEN SOME
FORMER NEGOTIATED SETTLEMENT.
.
AND I THINK YOU REFERENCE THIS
MISTER LIPINSKI BUT THE.
OFTEN THE POWER OF THE PLAINTIFF
WHETHER IT'S IN AN ARBITRATION
OR CIVIL LITIGATION.
.
THE MONEY THAT THEY SECURE IN
MONETARY DAMAGES.
IT GOES UP BECAUSE OF THE HIGH
VALUE PLACED ON THE NON
DISCLOSURE AGREEMENT.
.
IF IF AS A MATTER OF LAW.
WE ONLY NEEDED NON DISCLOSURE
AGREEMENTS.
AND FORCING CASES TO TRIAL
POTENTIALLY IN FRONT OF JURIES
OF WHERE EVERYTHING IS AIRED.
NAM IT COULD REMOVE SOME
LEVERAGE.
THAT. EVEN A VICTIM HAS UNDER
THE CURRENT SYSTEM SO I JUST
WOULD LIKE YOUR THOUGHTS ON THAT
AND THEN IF I COULD ALSO. JUST
ADD TO THAT THE.
THE OTHER AREA OF NON DISCLOSURE.
I AM EVERYTHING WE'VE TALKED
ABOUT TODAY IS PROTECTING THE
ABUSER.
AND SERIAL BICU CERS.
BUT AREN'T THEIR CIRCUMSTANCES
WHERE OF A VICTIM WAS SAYING A
WOMAN VICTIM OF ABUSE.
ARE ALSO HAS AN INTEREST IN HER
NAME. NOT BEING IN THE FACTS OF
THE ABUSE SHE SUFFERED.
BEING MADE PUBLIC AND HOW DO YOU
RECONCILE. OF PROTECTING THAT
RIGHT OF A VICTIM.
NOW FOR POTENTIALLY HER FAMILY
RELATIVES HER FUTURE BUSINESS.
OPPORTUNITIES BEING COMPROMISED.
BECAUSE.
A SETTLEMENT SHE'S ENTERED IS IS
NOW MADE PUBLIC.
CLOSER TO A GREAT QUESTIONS AND
AND I THINK THE ANSWER TO BOTH
OF THOSE QUESTIONS IS THE SAME
HIGH IN THE BILL THAT WE ARE CO
SPONSORING SP EIGHT TWENTY.
THERE'S A PROVISION WHEREBY IF
THE.
PLAINTIFF VICTIM REQUESTS.
CONFIDENTIALITY THAT WILL NOT BE
VOID AS A MATTER PUBLIC POLICY.
SO AGAIN THE POWER DYNAMIC
SHIFTS BACK TO THE VICTIM AND
THE PUBLIC INTEREST AND WE A
IT'S A FINE LINE TO WALK BECAUSE
THESE VICTIMS HAVE PRIVACY
RIGHTS.
AND FOR VARIOUS REASONS A CHIU
STATED WOULD WANT THOSE PRIVACY
RIGHTS RESPECTED
I ALTHOUGH RETALIATION IS
ILLEGAL WHAT HAPPENS.
INDUSTRIES CAN BE VERY SMALL
WORKING GET AROUND SO THERE ARE
VARIOUS REASONS WHY THESE
VICTIMS WANT THINGS PRIVATE BUT
IT WOULD PUT THE POWER IN THE
VICTIM. TO NEGOTIATE FOR THAT
AND IN ADDITION IF THE.
.
COMPANY FINDS IT IMPORTANT IS TO
SWEEP THINGS UNDER THE RUG.
.
IT THEN THE POWERS WITH THE
VICTIM TO ALLOW THAT TO HAPPEN
AND NOT WITH THE PERPETRATOR.
IRAQ.
ALSO FROM IS JOINING US THANK
YOU FOR YOUR TESTIMONY AND FOR
YOUR WORK.
.
I KNOW THAT IN OUR BILLS THAT
YOU ALLUDED TO. WE WENT AFTER
THE LARGEST AGGREGATE EMPLOYER
FARMWORKERS WHICH FARM LABOR
CONTRACTORS.
IN MAIDA. CONSCIOUS
DETERMINATION OF
CHANGING PERHAPS.
PROSPECTS FOR SUCCESS IF WE WENT
AFTER A BROADER.
CLASS.
DO YOU KNOW OFFHAND IF LARGE
COMPANIES.
AG COMPANIES THAT DO DIRECT
EMPLOYMENT
DON'T USE OF FARM LABOR
CONTRACTORS DIRECTLY EMPLOYED
EMPLOYEES. IF THEY HAVE MORE
THAN FIFTY EMPLOYEES.
UNDER CALIFORNIA LAW ARE THEY
REQUIRED TO DO SEXUAL HARASSMENT
PREVENTION TRAINING.
I'M I THINK THE ANSWER IS YES I
THINK MARK SHOT AT DAHLE
FOUNDATION WAS LOOKING INTO THAT
AND SO I THINK WE WOULD BE.
LOOKING AT THOSE ON THOSE
GROWERS WHO DIRECTLY ON POINT
MAYBE LIKE THIRTY EMPLOYER
THIRTY EMPLOYEES AND I'M MAKING
SURE THAT THEY HAVE THE SAME.
PROTECTIONS THAT ARE OFFERED THE
SAME SEXUAL HARASSMENT
PREVENTION TRAININGS THINK WE
FIND IT NOT JUST IN EGGMAN ALL
INDUSTRY.
THE BIGGER THE EMPLOYER.
THEY HAVE A VESTED INTEREST IN
INVESTING IN THE TRAINING TO TRY
TO LIMIT LIABILITY. AND IT'S
OFTEN MORE MARGINAL OPERATIONS
SMALL BUSINESSES SMALLER
EMPLOYERS WHO.
THEY'RE ON A SMALL MARGIN AND
THEY JUST MAKE A BUSINESS
DECISION NOT TO INVEST.
IN THAT TRAINING AND THEY'RE NOT
REQUIRED TO.
THEY DON'T DO IT BOTTOM THANK
YOU FOR YOUR WORK THANK YOU.
NO OTHER QUESTIONS HERE.
THANK YOU ALL FOR YOUR
TESTIMONY AND.
.
I ACTUALLY HAVE ABOUT FORTY
QUESTIONS BUT THAT'S NOT THE
TIME TO DO THAT SO A THANK YOU
FOR TO DOING.
WE APPRECIATE YOUR UPCOMING
TODAY AND PROVIDING YOUR
EXPERTISE AND HOPE THAT WE CAN
CONTINUE TO CALL UPON YOU. AS WE
MOVE FORWARD A TRYING TO ADDRESS
THIS PROBLEM I THINK WE ALL TAKE
IT VERY SERIOUSLY. THIS SHOULD
NOT BE A PARTISAN ISSUE THIS IS
REALLY. A QUESTION OF
EMPOWERMENT AND DIGNITY AND
RESPECT FOR ALL PEOPLE SO. LET'S
HOPE WE CAN MOVE IT FORWARD A IN
THAT SPIRIT AND LOOK FORWARD TO
DOING SOURCE THANK YOU VERY MUCH
FOR YOUR. YOUR TESTIMONY.
OUR THIRD PANEL IS A GOOD
ADDRESS SOME ALTERNATIVE MODELS
OF ACCOUNTABILITY HERE. AND.
.
IN A WEEK YOU WILLIA.
WE'VE HAD.
DECADES CENTURIES EONS OF.
OF THIS IMBALANCE AND OF THOSE
SEXUAL HARASSMENT IN THE WORLD.
A SO THAT TO CHANGE IT IS GOING
TO REQUIRE CREATIVE THINKING AND
IT ALSO REQUIRES CHANGING
MINDSET SO.
SOMETIMES IT CAN BE ACCOMPLISHED
THROUGH THE IMPOSITION OF RULES
AND.
BREAKING THEM BUT.
GETTING SOMEONE TO COMPLY.
IS NOT THE SAME AS GETTING
SOMEONE TO AGREE.
AND AS WE TALK ABOUT TRYING TO
ACHIEVE A HARASSMENT FREE
CULTURE. I AND OTHERS HAVE BEEN
THINKING QUITE ABIT ABOUT HOW
WE CAN INCENTIVIZE PEOPLE TO
BEHAVE RESPECTFULLY.
AND THINK DIFFERENTLY RATHER
THAN MERELY PUNISHING PEOPLE FOR
THEIR MISCONDUCT SO WITH THAT IN
MIND. OUR THIRD PANEL TO WOULD
LIKE TO CALL YOU UP TO HELP US
EXPLORE ALTERNATIVE MODELS OF
ACCOUNTABILITY.
WE HAVE WITH US I THINK YEAR OF
BEEN KAUFMAN. WHO IS THE
SUPERVISOR OF SAN FRANCISCO
UNIFIED SCHOOL DISTRICT'S OFFICE
OF PUPIL SERVICES?
AND HE'S GOING TO ADDRESS HOW
SAN FRANCISCO UNIFIED HAS
IMPLEMENTED RESTORATIVE JUSTICE
PRACTICES.
TO RESPOND TO INCIDENTS OF
BULLYING.
THE MAJOR PROBLEM HARASSMENT.
MAJOR PROBLEM AND DISCRIMINATION
MAJOR PROBLEM AMONG STUDENTS.
IN THAT DISTRICT WE'RE ALSO
GOING TO HAVE.
LIANE RUSSO MENTEE.
WHO IS THE SACRAMENTO BASED
MARKETING COMMUNICATIONS
DIRECTOR FOR THE EQUITABLE FOOD
INITIATIVE JACQUI VASQUEZ?
DIRECTOR OF OPERATIONS AND
BARBARA RISEN DOES AND A FIELD
WORKER AT THE MONTEREY COUNTY.
OF FARM AFFILIATED WITH ANDERS
EXCUSE ME ANDREWS. AND
WILLIAMSON FRESH PRODUCE TO COME
UP.
TO DESCRIBE THE EQUITABLE FOOD-INITIATIVES SUPPLY CHAIN
MONITORING PROGRAM. HOW IT
UTILIZES MARKET BASED INCENTIVES
AND COLLABORATION BETWEEN
WORKERS GROWERS AND GROCERY
STORES?
TO ENCOURAGE SAFE AND HEALTHY
AGRICULTURAL WORKPLACE
ENVIRONMENTS.
HA MARIA TRUJILLO IS A JANITOR
OR AND PROMO TORA. WITH ASCII
USE UNITED SERVICE WORKERS WEST.
ALOHA DRUG VIOLENCE VIOLENCE.
WE HAVE THE RIGHT.
BIAS.
IS THE SECRETARY TREASURER AND
CHIEF OF STAFF RATIO USE UNITED
SERVICE WORKERS WEST.
BOTH HAVE BEEN ACTIVE OF
PARTICIPANTS IN THE OUTBOX STUFF
COALITION. THEY WILL DISCUSS HOW
THE WORKER TO WORKER ORGANIZING
MODEL IS ATTEMPTING TO CHANGE
THE CULTURE WITHIN THE
JANITORIAL SECTOR. ON BOTH A
SYSTEMATIC AND CHINA TORE BY
JANITOR BASIS DO WE HAVE ENOUGH
ROOM FOR ALL OF YOU.
CAN WE TO.
PLEASE SURE.
AND.
WHAT I'D LIKE TO DO IS THAT
WE'VE BROKEN THIS DOWN INTO?
THREE FORCE THREE SEPARATE
PANELS IF WE COULD HAVE EACH
PANEL TALK ABOUT TEN MINUTES AND
I KNOW THAT WE HAVE.
ONE OF OUR PANELISTS TO SPANISH
SPEAKING WE'RE GOING TO NEED A
LITTLE EXTRA TIME FOR
TRANSLATION.
YOU CAN SEE MY SPANISH IS.
NOT AS GOOD AS IT SHOULD B.
AND OTHER BUT SOME OF US HERE
UNLIKE I KNOW SENATOR MONEY
LIVELY CENTER WIENER. MAYBE A
SENATOR LOTT MORE LARKIN SPEAKS
SPANISH VOTED ON SOME OF THOSE
OF US.
HERE AND SOME OF THOSE LISTING
OF WILL WILL APPRECIATE THAT
EXTRA HELP SO WE'LL GIVE YOU A
FEW EXTRA MINUTES THERE AS WELL
SO. WITH THAT IN MIND.
LET'S START WITH BEN COFFMAN.
MR COCHRAN WELCOME I I KNEW THAT
YOU'RE THE. ONE VAN IN THIS
GROUP AND WE'RE VERY GLAD TO
HAVE YOU HERE.
THANK YOU.
LET ME.
OUR EYES BUT THE CUSTOM TROUBLE
ALREADY. BUT RIGHT THOUGH.
THANK YOU SO MUCH FOR HAVING ME
HERE MY NAME IS BEN COFFIN LISTA
SENSES WE UNIFIED SCHOOL
DISTRICT.
COULD YOU SPEAK INTO THE MIKE
CRITICS.
AND I'M HERE TO DISCUSS A
WORKAROUND STORE PRACTICES.
IN TERMS ABOUT WORK RESTORE
PRACTICES OUT RESPOND TO THE
PROMPT THE RECEIVED EARLIER BUT
THE BIGGEST PIECE IN TERMS OF
LOOKING AT RESTORE PRACTICES
RESTORED JUSTICES HOW DOES THAT
DIFFER FROM OTHER FORMS OF
DISCIPLINE.
PART OF WHAT WE'VE DONE IN TERMS
OF LOOKING AT DISCIPLINE WITHIN
AT SEND THE THOUSANDS GOING UP
AT SCHOOL DISTRICT IS WE WANTED
TO BE ABLE TO ADDRESS.
BUT DISPROPORTIONATELY THAT WE
HAD AROUND DISCIPLINE IN OUR
SCHOOL DISTRICT SPECIFICALLY BAD
OF AFRICAN AMERICAN STUDENTS.
AND WE STARTED THESE EFFORTS IN
TWO THOUSAND NINE AND REALLY
WHAT WE WANTED TO BE ABLE TO DO
IS WE WANT TO TO BE ABLE TO MOVE
AWAY. FROM THE PUTER PUNITIVE
ELEMENTS OF DISCIPLINE IN TERMS
OF LOOKING AT.
RULES AND LAWS IN AT COULD BE
BROKEN TO LOOKING AT.
HOW DO WE LOOK AT IMPACT WHO'S
BEEN IMPACTED HOW WE HOLD OUR
YOUNG PEOPLE ACCOUNTABLE AND
AUTHENTIC WAYS HOW TO WE REFLECT
AND BE ABLE TO MAKE THINGS RIGHT?
AND AWAY THAT'S RELEVANT FOR THE
YOUNG PEOPLE THE FAMILIES AND
THE ADULTS WITHIN THE SCHOOL
DISTRICT AND SO. THAT WAS PART
OF OUR EFFORT THAT WE STARTED IN
TWO THOUSAND NINE IN TERMS OF
WHAT WE DID TO BE ABLE TO DO
THAT.
REALLY WHAT IT STARTED WITH WAS
BEING ABLE TO HUMANIZE THE
SCHOOL EXPERIENCE AND WHAT I
MEAN BY HUMANIZING SCHOOL
EXPERIENCE WE WANTED TO BE ABLE
TO PROVIDE.
TRAINING'S PROFESSIONAL
DEVELOPMENT COACHING
CONSULTATION TO OUR FACULTY
ACROSS THE FIELD SCHOOL DISTRICT
AND WHAT WE WANTED TO BE ABLE TO
DO AS YOU WANTED TO BE ABLE TO.
FOCUS ON OUR DAHLE TO ADULT
RELATIONSHIPS THEN LOOK AT OUR
ADULT DISTANT RELATIONS AND THEN
ULTIMATELY OUR STUDENT TO
STUDENT RELATIONSHIPS AND THAT'S
HOW WE LOOKED AT MOVING THE FOR
IT WORK FOR WITHIN OUR SCHOOL
DISTRICT.
NOT A WOULD YOU LIKE ME TO TAKE
THE FULL TEN MINUTES OR.
OR BECAUSE I CAN BE AS BRIEF AS
I NEED TO BE WELL WHY DON'T YOU
GIVE US.
THE INFORMATION YOU FEEL THAT WE
NEED TO HAVE UP TO TEN MINUTES
IF YOU CAN DO IT IN FIVE THAT'S
GREAT BUT WHAT WOULD BE VERY
INTERESTED IN. THE PROGRAM IN
THE PROCESS YOU USE BEAUTIFUL
CHO THAT LED TO BE CONCISE
OFFENSIVE TO THE TIME OF
EVERYONE ON OUR PANEL.
SO.
I.
I'M HOPING THAT EVERYONE'S GOT
THIS CARD IN THEIR HAND.
AND THIS CARD THANK YOU FOR
HOLDING IT UP AYE THIS CARD
RIGHT HERE REALLY ILLUSTRATES
THE CONCEPT OF RESTORE PRACTICES
RESTORE OF JUSTICE IN THE SCHOOL
DISTRICT AND THE REASON WHY I'M
BEING VERY DELIBERATE AROUND
USING THE WORD RESTORE PRACTICE.
IS THAT THE SCHOOL DISTRICT
WE WANT TO BE DELIVER AROUND
BUILDING COMMUNITY AND
CONNECTING WITH ONE ANOTHER AND
BUILDING POSIT RELATIONS WITH
THE STUDENTS ARE AND WHAT THE
ADULTS IN THE REASON WHY I BRING
THAT UP IS ON THIS CARD. A ONE
SIDED SAYS CIRCLES AND SO THAT
WAS A PROACTIVE EFFORT TO BE
ABLE TO CONNECT WITH PEOPLE
USING THE GUIDELINES TO BE
INSERT WITH ONE ANOTHER BUT ALSO
USING THE GUIDELINES. A I'M
SORRY BUT THE PROBLEMS TO BE
ABLE TO ELICIT. DIALOGUE AMONGST
THE STUDENTS AND I KNOW IT
SOUNDS.
SO MY ELEMENTARY EN AND BASIC
BUT EVERYTHING FROM YOU KNOW
WHAT IS YOUR FAVORITE THING TO
EAT HOW ARE YOU FEELING TODAY.
TO YOU KNOW WHAT ARE YOU LOOKING
FORWARD TO IT FOR THE REST OF
THE DAY DAY THIS EVENING AS WE
CAN JUST. BEING ABLE TO.
CONNECT WITH STUDENTS BEYOND
ACADEMICS WAS A WAY THAT.
PEOPLE CAN RELATE AND UNDERSTAND
ONE ANOTHER AND THE REASON WHY
THAT WAS SO IMPORTANT IS BECAUSE
WHEN HARM OCCURRED AND AND
RELIGIOUS WERE IMPACTED BY
EVENTS LIKE VIOLENCE HARASSMENT.
DIFFERENT EVENTS THAT.
THE LOSS OF A LOVED ONE THAT
YOUNG PEOPLE ARE MORE LIKELY TO
RESPOND IN A POSITIVE WAY
BECAUSE THEY HAVE THAT
RELATIONSHIP WITH ONE ANOTHER.
AND SO THAT'S WHY WE'VE BEEN
VERY DELIBERATE AROUND BEING
ABLE TO SPEAK TO THE PRO ACTIVE
ELEMENT RESTORE PRACTICES TO
ALSO THE RESPONSE OF PEACE IN
OUR STORM JUSTICE.
SO I JUST WANNA HIGHLIGHT THAT
SUBMIT WHEN YOU FLIP THE CARD
OVER. THESE PROBLEMS IN TERMS OF
LOOKING AT THE RESTORE OF
QUESTIONS WHAT HAPPENED AND WHAT
WERE YOU THINKING ABOUT. WHAT
YOU THOUGHT ABOUT SINCE WHO'S
BEEN AFFECTED BY WHAT HAPPENED
AND HOW WHAT ABOUT THIS IS BEEN
HARD FOR YOU? WHAT DO YOU THINK
NEEDS MET BE DONE TO MAKE THINGS
AS WELL AS POSSIBLE LIKE THAT IN
ITSELF?
IS A VERY POWERFUL EXPERIENCE
THAT BOTH THE PERSON WHO
EXPERIENCED THE HARM BUT ALSO
THE PERSON BECAUSE THE HARM CAN
HAVE.
I DO WANNA HIGHLIGHT SOMETHING
THOUGH AROUND THIS PROCESS IN
PARTICULAR. THAT MORE TALKING
ABOUT AYE DRESSING PIECES AROUND
HARASSMENT BULLYING ACTS OF
VIOLENCE THAT IT'S EXTREMELY
IMPORTANT TO ME WITH BOTH THE
VICTIM. BUT I'M THE PERSON WHO
EXPENSE ARM AND ALSO THE
AGGRESSOR AND ADVANCE TO
DETERMINE IF IT WOULD BE
APPROPRIATE TO BRING THEM
TOGETHER BECAUSE WANTED PIECES
THAT WE HAVE FOUND IN TERMS OF
THINKING ABOUT POWER. AND EQUITY
AND LOOKING AT THE RIGHTS OF THE
PERSON THAT WAS HARMED AND
PROTECTING THEM AND SUPPORTING
THEM IN EMPOWERING THEM WE WIND
BEFORE EVEN WITH THINK ABOUT
BRING THEM TOGETHER WE HAD TO
MEET WITH THEM IN ADVANCE AND SO
PART WHY WE WOULD MEET WITH.
BOTH PARTIES IN ADVANCE IN PRE
CONFERENCE WITH THEM AS BECAUSE
WE WANT TO LOOK AT IN TERMS OF
THE SIDE OF THE PERSON WHO
BECAUSE THE HARM.
WHERE THEY REMORSEFUL?
DID WHERE THEY TAKE
RESPONSIBILITY FOR WHAT HAPPENED
THAT THEY HAVE A DESIRE TO
REPAIR THE HARM.
YOU KNOW DID THEY WANNA MAKE
THINGS RIGHT SO LOOKING AT THOSE
DIFFERENT ELEMENTS HELP TO GUIDE
WHETHER OR NOT WE WOULD BRING
PEOPLE TOGETHER. BECAUSE A
SIGNIFICANT RISK THAT COULD
OCCUR IS BRINGING PEOPLE
TOGETHER WITHOUT UNEF
PREPARATION IN ADVANCE OR
WITHOUT ENOUGH TIME THIS PAST TO
HELP THINGS COOL DOWN.
AND IF WE WOULD BRING PEOPLE
TOGETHER TOO SOON.
THE RISK OF MORE HARM OCCURRING
SO I JUST WANNA HIGHLIGHT THAT
AND THEN SPEAKING ABOUT THE
PERSON WHO EXPERIENCE THE HARM.
DID THEY WANT TO COME FORWARD
DID WORKED WHERE THEY OPEN TO
WANT TO RESOLVE THE CONFLICT WAS
THIS WHAT THEY NEEDED TO BE ABLE
TO MOVE FORWARD THOSE ARE SOME
OF THE THINGS THAT WE WILL
EXPLORE. WHEN MEETING WITH
PEOPLE AND ADVANCE.
YES SO COULD YOU TELL US HOW
EFFECTIVE THIS IS BEEN AND HOW
WOULD YOU WOULD TO A SUGGEST WE
APPLY IT IN THE AREA OF SEXUAL
HARASSMENT.
THOUGH. I WILL TELL YOU THAT.
AS A SCHOOL DISTRICT ARE NUMBERS
AROUND SUSPENSION THINKS
BULLETINS HAVE GONE DOWN
DRAMATICALLY.
WE STILL HAVE SOME
DISPROPORTION HOW THEY ARE
AROUND OF THE OVER
REPRESENTATION OF AFRICAN
AMERICAN STUDENTS FROM A
DISPLACED EMPLOYMENT SOMETHING
WERE STILL CONTINUE TO WORK ON.
WHEN THINKING ABOUT.
.
PROVIDING NO DOING THAT WORK.
FROM A FEDERAL HARASSMENT
SAMPLING BUDGET WITH THE VICTIMS
ONE OF THINGS THAT WE ARE
EXTREMELY ONE EXTREMELY
SENSITIVE AROUND IS THE IDEA
EVERY TRAUMATIZING A VICTIM. OF.
BEING ABLE TO.
I'M SEE THAT THEY'RE IN A PLACE
TO WANT TO HAVE THAT
CONVERSATION WITH THE PERSON
THAT THAT'S HARM THEM. APART WE
LOOK AT IS DEVELOPMENTALLY IS IS
THE VICTIM.
A FIVE YEAR OLD A SEVEN YEAR OLD
AN EIGHT YEAR OLD OR THEY MIDDLE
SCHOOL SOON OR THEY A HIGH
SCHOOL STUDENT AND ONE OF THE
THINGS THAT WERE SENSITIVE
AROUND AS IF IT'S A YOUNGER
VICTIM. WERE MORE LIKELY WITH
THE WITH YOU KNOW THE CONSENT OF
THE PARENTS AND WITH THE CONSENT
OF THE VICTIM HERSELF OR HIMSELF
TO BE IN THE MOOD FOR IT WHEN
THE VICTIM IS YOUNGER.
WERE MORE LIKELY TO TO TO TRY
AND RESOLVE IT AT THAT LEVEL
WHEN WE'RE THINKING ABOUT
STUDENTS AND OLDER HIGH SCHOOL
STUDENTS. THEN WERE A LITTLE BIT
MORE SENSITIVE TO. WILL
EXTENSIVE BOTH BOTH ASPECTS BUT.
THE COURSE OF ACTION THAT WE
WOULD TAKE OUR FROM OFFICIAL
HARASSMENT EMPLOYEES WE MIGHT%
LOOK AT ANOTHER COURSE OF OF
ACTION THAT WE WOULD TAKE. WITH
BOTH THE VICTIM AND ALSO THE
OFFENDER AND WHAT I MEAN BY THAT
IS BROUGHT FROM THE OFFENDER
STANDPOINT WE WOULD LOOK AT.
.
PROVIDE POTENTIALLY REMOVING
THEM FROM THE LEARNING
ENVIRONMENT. LOOKING ANTS.
MAKING SURE THAT THE RIGHTS OF
THE VICTIM OR BE HONORED THAT IF
THAT FOR EXAMPLE THEY WERE
REQUESTING STAY AWAY ORDER
DISTANCE FROM THE PERSON WHO WHO.
HURT THEM THAT WE WOULD HONOR
THAT AND LOOKING AT POTENTIALLY
CALCIUM THERAPEUTIC SERVICES FOR
ALL PARTIES INVOLVED SO THOSE
ARE FROM HARASSMENT FEDERAL
HARASSMENT STANDPOINT. THAT
WOULD POTENTIALLY BE SOMETHING
WE WOULD LOOK AT.
THANK YOU DID YOU HAVE ANY OTHER
WORDS TO ADD BRIEFLY I WOULD SAY
ONE OF THE THINGS THAT SERVICE
WAS THIS IDEA OF LOOKING AT
RESTORING JUSTICE IN OTHER
ASPECTS.
OF THE WORK I THINK IT WOULD BE
EXTREMELY IMPORTANT TO TO LOOK
AT IT IN THE WORKPLACE SETTING
TO LOOK AT IT WHEN THINKING
ABOUT FAMILY MEDIATION. TO THINK
ABOUT.
HUMAN SERVICES I THINK.
THAT WOULD BE THOUGH AND LENDS
IT I'M OFTENTIMES LOOKING AT IT
IS. HOW CAN WE?
GET PEOPLE IN THE SAME ROOM.
AND HAVE THEM BE ABLE TO
UNDERSTAND HOW THEY'VE BEEN
IMPACTED ANDTO BE ABLE TO
RELATE TO ONE ANOTHER AND
UNDERSTAND ONE ANOTHER IN A VERY
HUMAN WAY. A THAT'S WHAT I WOULD
SAY AND THAT'S BEEN EXTREMELY
MEANINGFUL EMPLOYMENT AND OUR
WORK WITHIN THE FEWEST.
THANK YOU VERY MUCH.
A WE NOW HAVE A LIANE RUSSO
MENTEE.
.
WITH THE JACQUI VASQUEZ AND
BARBAROUS CENDANT'S REZENDE AS A
IF WE COULD.
OF MAKE IT A TEN MINUTE PLUS A
LITTLE BIT FOR TRANSLATION THAT
WOULD BE WONDERFUL.
GREAT.
IF YOU FOR ADDRESSING THESE
IMPORTANT TOPICS AMONG YOUR
COMMITTEES AND FOR INCLUDING
AGRICULTURAL WORKERS AND OTHER
LOW WAGE WORKERS WITHIN YOUR
FOCUS.
EQUITABLE FOOD INITIATIVE IS A
SKILL BUILDING AND CERTIFICATION
PROGRAM FOR THE FRESH PRODUCE
INDUSTRY.
IT WAS DEVELOPED BY LEADERS FROM
THE RETAIL SECTOR. FARM WORKER
UNIONS AND OTHER INTEREST GROUPS
SUCH AS CENTER FOR SCIENCE IN
THE PUBLIC INTEREST IN THE
PESTICIDE ACTION NETWORK.
THEY CAME TOGETHER AROUND THE
IDEA THAT SUPPLY CHAIN
MONITORING THROUGH AUDITS WAS
EXPENSIVE. BUT NOT EFFECTIVE IN
STOPPING FOOD SAFETY OUTBREAKS
NORTON GIVING ASSURANCE AROUND
LABOR CONDITIONS.
MORE THAN ISSUE A SET OF RULES
IN WHICH TO COMPLY THE F. I
PROGRAM CREATES AN ENVIRONMENT
OF COLLABORATION BETWEEN
FARMWORKERS WHAT I'M SORRY WE'RE
FARMWORKERS ARE ENGAGED AT EVERY
LEVEL.
WHERE THEY ARE RESPECTED?
PAID FAIRLY AND EXPERIENCE
HEALTHIER AND SAFER WORKING
CONDITIONS.
FOUR. TO THE PROGRAM.
THE FIRST IS THE EF I STANDARDS.
THREE HUNDRED AND ELEVEN
INDICATORS AROUND LABOR
CONDITIONS FOOD SAFETY AND
PESTICIDE MANAGEMENT.
THE SECOND PART OF THE PROGRAM
IS WHAT I THINK YOU'LL BE MOST
INTERESTED AND BECAUSE IT IS THE
KEY TO THE CULTURAL CHANGE THAT
OCCURS ON FARMS.
A LEADERSHIP TEAM IS FORMED AND
TRAINED. MEMBERS OF LEADERSHIP
TEAMS ARE CHOSEN TO BE CROSS
FUNCTIONAL CROSS LEVEL AND
REFLECTS THE OVERALL WORKFORCE
DEMOGRAPHICS IN BOTH TERMS OF
GENDER AND ETHNIC BACKGROUNDS.
MEMBERS AND LEADERS THE
LEADERSHIP TEAMS ARE GIVEN FORTY
HOURS OF TRAINING AND
TRANSFERABLE SKILLS SUCH AS
COMMUNICATION. PROBLEM SOLVING
AND CONFLICT RESOLUTION.
THE THIRD STEP IN THE PROGRAM IS
AN AUDIT AND CERTIFICATION. BUT
INSTEAD OF RELYING ON THAT AUDIT
WHICH IS JUST A SINGLE DAY
SNAPSHOT ON THE FARM. THE FOURTH
PART OF THE PROGRAM IS THE
CONTINUOUS VERIFICATION BY
WORKERS.
THE LEADERSHIP TEAM ENGAGES
EVERY SET OF EYES AND HANDS ON
THE FARM TO MAKE SURE THAT
THERE'S COMPLIANCE AROUND THE
FIC ENTERS.
WE EXPECT PROBLEMS TO OCCUR ON
FARMS EVERYDAY PROBLEMS.
BUT THE BEAUTY IN THE MODEL IS
THAT THESE ISSUES CAN BE QUICKLY
IDENTIFIED THE PROBLEM SOLVING
MODEL CAN BE APPLIED TO THEM AND
SOLUTIONS ENACTED.
WHILE WERE YOUNG ORGANIZATION IF
I WE ARE INVESTING.
IN THIRD PARTY EVALUATION WE
PARTICIPATE IN RESEARCH STUDIES
ONE EVER GIVEN THE OPPORTUNITY
AND ARLEN ANALYZING OUR DATA TO
HAVE A BETTER UNDERSTANDING OF
OUR PROGRAM OUTCOMES I'VE
PROVIDED A RECENT EVALUATION
SUMMARY FOR YOU. OF COURSE WE GO
INTO DETAIL ON ALL OF THE OUT
COME AREAS BUT TODAY I WANT TO
FOCUS ON THREE AREAS AND WE HAVE
FIRST PERSON ACCOUNTS
FROM JACQUI OF FARM MANAGER AND
BARBARA. A LEADERSHIP TEAM
MEMBER.
SO FIRST LET'S LOOK AT.
HOW WOMEN REPORT FEELING VALUED
AND RESPECTED ON IF I CERTIFIED
FARMS?
RESEARCH FROM BOTH.
BERKELEY FOOD INSTITUTE AND BSD
CONSULTING FOUND NO SEXUAL
HARASSMENT UNCERTIFIED FARMS.
WOMEN REPORTED DECREASED IN THE
USE OF FOUL LANGUAGE WHICH MAKES
THEM MORE COMFORTABLE. AND BEING
ABLE TO REQUEST TIME OFF TO DEAL
WITH HEALTH AND FAMILY ISSUES
HAS REDUCED THEIR STRESS LEVELS.
SO NOW WE'RE GONNA TURN TO
BARBARA TO ADDS THOSE POINTS
MONEY I LISTEN MINIMUMS NO. WITH
THEM NUMBER THAT I DON'T OF
ABUNDANCE HIT A FARMS LIKE IT'S
GONNA.
HOUSTON ASTROS PHONE.
WASN'T THE MOST INNOCENT
WOULD'VE BEEN HUNTING IS A
COMPANION QUAN IF I.
BUT THAT THE NUMBER RELEVANT
THEN THEN IT THEN REPORT NINE
POINT AGAIN APOSTLE. PHONE
MINISTERS COMPANION ALSO WON'T
BE NOW SENNA BECAUSE A PERSON
THAN INCOME.
AND THEN ALLOW ONE OF THEM IS
QUICKTIME MICHELMAN THAT IS OPEN
UP IS ON THE MOON WITH THEM BOTH.
COMICAL SOME OF.
THAT'S THE THING REPORT BUNNY MY
ALARM.
NY AND LET THEM REPORT PENINSULA
PERSONA IN THE ALONE FEELING ON
ALMOST A BONE.
BUT THE REPORT ON THE TICKET. IS
SUN THE BOTTOM OF AN OLYMPIC AND
DOESN'T UP ON THE PHONE SAME
OFFICE AGAIN THE BUSTLE AND MY
ALMOST EFFORTLESS CONSEQUENCE ES
THEM IMPORT I THINK NOT ONLY.
AND REPORT THAT ALSO FOR THEM
MODEM.
SHE SAID SADDAM HER NAME IS
BARBARA.
SHE'S FROM HERE FORMS AND
WHAT'S WILL PART OF AND YOUR
WILLIAMSON. ON SHE SANG PART OF
WORKING AND IF I WERE FARM WOMEN
FEEL MORE SECURE AND ABLE TO
COMMUNICATE ANY PROBLEM THAT
WOULD OCCUR THEY HAVE. A VOICE
TO SPEAK UP.
CHOOSING FOR EXAMPLE.
IF THERE IS AN OCCURRENCE OF
FOUL LANGUAGE OR SOMETHING WHERE
THEY FEEL.
THE NEED TO REPORT IT THERE'S A
METHOD IN PLACE.
FIRST TO RESOLVE THE CONFLICT
SECOND TWO COMMUNICATED TO THE
CREW LEADER WHICH IS MY
O'DONNELL UM AND THE PART THAT
IS BEST IS. IF THE CREW LEADER
FOR SOME REASON FAILED TO REPORT
IT THEY KNOW THE HIGHER KEY OF
HIGHER UP. AND THERE ARE
CONSEQUENCES THAT THEY KNOW RE
EFFECTIVE IN PLACE FOR THE CREW
LEADER THAT DID NOT REPORT THE
INCIDENT.
IT WAS THIS WOMAN THAT HAVE BEEN
THE HAMAS AND WOOD US.
WE IS THAT EARNED OKAY HAVE A
SEAT AND THEN BY LAW THEN. THEN
METHOD Y. LAMP WAS NO THRONGS
THAT INTEREST GROUP ON THE.
BUTTON AND THEN THE MOST OF US
BUT US IN THE THRONE LE LET THEM
A HOME.
THINK IT'S A FORM TO FEEL MORE
SECURED TO TO KNOW WHAT YOUR
VALUE IS AND TO FEEL RESPECTED
IN THE WORKPLACE AND FORCED THE
VALUE WITH EVERYONE ELSE.
THE SUMMER IS OVER AT THE LOTUS
AND MY SON IS THROUGH THE MONTH.
THE BUT FROM US GIVING THEN
THEY'LL PUT A. COMMODITIES MY
ROOM OR ANYTHING MAKING GOAL
COULD NOT BEEN ON THE THING INTO.
OUR SOMEBODY IN THE MIDDLE EAST
AND THEN I'M LETTER PRICA
SOMETHING. IS DONE LITTLE DAY
WHEN ASSEMBLY.
HE SAID ELIZABETH WHICH OWNS.
ESPECIALLY NOW SHE'S SAYING
THERE THERE'S SO MUCH MORE
AWARENESS AND TRAINING HONOR AND
I'M HONOR FIELDS AND PEOPLE THAT
ARE COMING FOR MORE RURAL AREAS
IN MEXICO INDIGENOUS. ARE ABLE
TO LOSE THE FEAR AND KNOW THAT
THEY CAN REPORT THINGS AND THAT
IT'S GOING TO BE OKAY BECAUSE
THERE'S A METHOD IN PLACE.
INCLUDING OUR APPLE THE MOST BUT
I'M A CURTAIN SOME IN THE CANNOT
REPRESENT US BULLETIN BOARD IN
THE TEMPLATE IN ACOSTA. AND SHE
KNOWS THAT THERE'S GONNA BE NO
RETALIATION.
RIGHT
AND THE SECOND POINT THAT WE WON
A HIGHLIGHTS TODAY. IS AROUND
HOW THE LEADERSHIP TEAM TRAINING
BUILD SKILLS LIFE SKILLS SUCH AS
EMPATHY IN CONFLICT RESOLUTION.
BETTER CARRIED EONS OF THE
WORKPLACE IN THE WORDS OF THE
BERKELEY FOOD INSTITUTE THEY
HAVE A SPILLOVER EFFECT INTO THE
COMMUNITY.
WE'RE GONNA TURN TO BARBARA YOU
TALK ABOUT THAT IN THIS THING IS
NOT SOMETHING I'M LOCOMOTIVES
ELEMENT PARAMUS. AND SAYING IF
YOU.
A IN ON THE HARPER SAT AT THE
AMPLE BUT I CAN PRETTY MUCH ON
MY OWN. THEM IN THE SUN AND
SIMPLY LEVEL AND UP ON THE
CASINO.
THE CHEMICAL MAKEUP OF GUNS WITH
COMBINED YOU KNOW SOMEONE CAN
SUMMON THE DISTILLING COMPANY
COMES IN TO US BECAUSE.
YOU SAYING THAT THAT DOES
DEFINITELY INCREASED.
COMMUNICATION AND HOW TO
COMMUNICATE BETWEEN EACH OTHER
AS CO WORKERS BUT ALSO THEY'VE
BEEN ABLE TO USE THESE
COMMUNICATIONS BUT.
SKILLS AND ABILITIES OVER INTO
THEIR FAMILY LIFE.
YEAH.
RIGHT.
AND THE LAST POINT THAT WE WANNA
HIGHLIGHTS TODAY IS HOW THE
CULTURAL CHANGE PRODUCED BY THE
LEADERSHIP TEAMS AND EMBRACED BY
MANAGEMENT BRINGS OVERALL
POSITIVE BUSINESS IMPACTS.
AND JACQUI AS FAR MANAGER IS
BEST TO ADDRESS THAT IN
AFTERNOON I LEON MENTIONED I AM
CURRENTLY A DIRECTOR OPERATIONS
AT IT IF I CERTIFIED FOREMAN
WATSON THOUGH.
WE AS A COMPANY THAT IS A
COMPANY FOR POOR FOR PROFIT MUST
CONTINUE TO INNOVATE AND FIND
WAYS. TO BE EFFICIENT ESPECIALLY
IN AGRICULTURE WHERE WE ARE
DEALING WITH CHANGING
LEGISLATION AND INCREASING
MARGINS.
WE HAVE CHOSEN IN SPITE OF THESE
THINGS AND BECAUSE OF THESE
CHALLENGES TO CHANGE OUR CULTURE
AND BE A PREFERRED EMPLOYER. NOT
JUST IN OUR SLOGAN BUT TRILLION
BRACELET.
WE DO THAT THEIR PROGRAMS LIKE
IF I.
BEING IT IF I CERTIFIED FIELD
HOLD US ACCOUNTABLE TO THIS
CHOICE AND MAKES US LIVE IT
DAILY.
IF I JUST MAKE SENSE FOR US.
I NEED WITH OUR LEADERSHIP TEAM
MONTHLY SOMETIMES TWO TIMES PER
MONTH AND WE ALL SIT AROUND THE
TABLE TO DISCUSS DATED A
OPERATIONS. EACH OF US IN OUR
OWN ROLE BETTER AS EQUALS THIS
IN ITSELF IS A HUGE CULTURE
CHANGE.
WE TRAIN THE TEAM AND THROUGH
THEM OUR ENTIRE WORK FORCE TO
TAKE OWNERSHIP AND BE
AMBASSADORS OF CHANGE.
WE ALL HAVE A CHOICE AND WE
ENCOURAGE EVERYONE TO USE IT.
WE BUILD THE TEAM AND THAT IN
ITSELF ALLOWS FOR BETTER
MANAGEMENT SYSTEM FOR ME.
TO FEEL SECURE THAT CONFLICTS
ARE BEING RESOLVED EFFICIENTLY
AND QUICKLY ON THE FIELD.
A BOTTOM UP APPROACH IF YOU WILL.
THE LEADERSHIP TEAM HELPS EACH
SMALL CREW RESOLVE THEIR
CONFLICTS AND HAVE THE TOOLS
NECESSARY.
TO EITHER EFFICIENTLY RESOLVE
THEM. OR KNOW WHAT IT MUST BE
ELEVATED TO HIGHER MANAGEMENT.
THIS HAS BEEN A GAME CHANGER FOR
US.
IN THE REALM OF SEXUAL
HARASSMENT WE ENFORCE EIGHT NO
TOLERANCE POLICY AND OUR
EMPLOYEES THROUGH THE EF I TEAM.
AND CONTINUE TRAINING.
KNOW THAT WE MEAN IT.
AND THEY'VE NOT COME TO NOT JUST
ACCEPTED BUT VALUE THAT CHANGE.
IN A TIME WHERE LABOR IN
AGRICULTURE IS GOING THROUGH A
HUGE SHORTAGE.
WE HEAR OUR INTERNAL STATISTICS
THAT SHOW WE ARE RETAINING
EMPLOYEES AT A HIGHER RATE THAN
BEFORE. OR WHEN WE SEE A HIGHER
PERCENTAGE OF WOMEN WORKING WITH
US OR SIMPLY THE DAY TO DAY TASK
WITH AN EMPLOYEE AND THEY
MENTION THAT THEY'RE REFERRING
THEIR SPOUSES THEIR FAMILY
MEMBERS AND OTHER FEMALES TO
COME WORK WITH US.
BECAUSE IF YOU'RE COMFORTABLE IN
WORKING ORDER FIELDS WE KNOW
THAT WE'RE ON THE RIGHT TRACK.
BUT SO MUCH MORE WORK IS NEEDED
WERE TRYING EVERY DAY TO GET
THERE.
SO WE HOPE YOU'VE HEARD
SOMETHING TODAY THAT INSPIRES
YOUR OOK AT ACCOUNTABILITY
MODELS AND HOW CULTURE CHANGE
CAN HAVE GREAT IMPACTS IN BOTH
OUR PERSONAL IN OUR PROFESSIONAL
LIVES.
AFI DEFINES ITSELF IS A LEARNING
ORGANIZATION AND MORE OPEN TO
OUTSIDE EXPERTS AND PARTNERSHIPS
THAT HELP US.
STRENGTHEN AND EVEN ADAPT THE
MODEL FOR INSTANCE WERE
CURRENTLY WORKING WITH DISNEY ON
HOW THIS MODEL COULD BE APPLIED
TO MANUFACTURING OR OTHER
INDUSTRIES.
SO I INVITE YOU TO COME OUT TO
AN EF I CERTIFIED FARM ME WITH
THE LEADERSHIP TEAM* SIT
DOWN AND DESIGN A LEARNING
SESSION SO THAT WE CAN EALLY
TAKE THE FINER ASPECTS OF THIS
MODEL. AND CREATE BETTER WORK
PLACES THROUGHOUT CALIFORNIA
THANK YOU SO MUCH THANK YOU VERY
MUCH AND YOU DID THAT IN TEN
MINUTES ANDSEAMLESSLY EXCELLENT.
THANK YOU I DO I WILL HAVE A
QUESTION FOR YOU. OUR LAST.
OF PANELISTS OF OUR.
MARIA TRUJILLO.
WHO IS A JANITOR IN UP?
CREMATORIA.
I WITH THIS SHE I USE UNITED
SERVICE WORKERS WEST.
HELLO HUNDRED BAHT VIOLENCE IS
THE SECRETARY TREASURER AND
CHIEF OF STAFF FOR NC I USE
UNITED SERVICE WORKERS WEST.
AND YOU ARE ACTIVE PARTICIPANTS
IN YA BASTA.
AND WE WOULD LOVE TO HEAR IT THE
WORKER TO WORKER ORGANIZED MODEL
THAT YOU USE TO ADDRESS THESE
ISSUES GOOD AFTERNOON. MY STATUS.
ONE OF MY NUMBER IS NOT MUDDY UP
TO FEEL.
BOTTOM.
HELLO HELLO THIS AND LINDA STUDY
JENNY TORTILLA.
MINIATURE FERRAGAMO THAN OJ YOUR
FLEXIBILITY THE AND THAT THEY
ARE SUBTLE SIX ONE.
I GOOD AFTERNOON MY NAME'S MONEY
AFTER HE YOU KNOW AND I AM A
JANITOR ON THAT WORKS ON THE
NIGHT SHIFT AND I AM ALSO A
SEXUAL ASSAULT SURVIVORS.
I TOOK AT MISTLETOES AT MOST
BENITO MUCH OF IT THEN I MEAN
DOES.
OR MORE.
COMMERCIAL REALLY BE IN THIS THE
THAT COURSE WAS EXCELLENT .
HER CAN ALSO THROWS AN ARM LIKE
JANET THE FOREMOST EXPERT BUS.
NO FOOLPROOF SOPHOMORE LOOK AT
BY SINAL CITY VCOS. LITTLE SORRY
MOST KAMAL. ALONE ON THE LAWN
CHAIR NOTABLY ON THE BALLOT OF
THE LINTHAL THAT. IRAQ WHEN THE
BUBBLE TO HANDLE ON THOSE THE
MOST A HANDLE SOLOS THAT
MUNICIPAL.
SOME OF THE MOST POLLUTED BY
SIDED RESTRAINED LISTA UNITS TO
FOR THE FEE SEALS.
WHAT'S IMPORTANT TO NOTE AS AS A
JANITOR.
WE ARE THE EXPERTS WE ARE THE
EXPERTS IN OUR INDUSTRY WE ARE
THE ONES THAT KNOW ABOUT WHAT
OUR LUNCH BREAK LOOKS LIKE WHAT
ARE WORKPLACE LOOKS LIKE WHAT
THE BUILDING LOOKS LIKE WHEN
WHERE THEY'RE WORKING ALONE.
AND WE ALSO KNOW WHAT THE WORK
IS LIKE A. ESPECIALLY WHEN ALONE.
.
NOT ESTAMOS ETCETERA AGAIN
THOUGH BUDGET IS.
LIST THE LOCAL MALL NOW NOVELLA
BELOW.
BUT.
YOU ARE LOW ON MOST INDUCED
INTO.
E. INSIGNIA.
OUR GOAL MEDICAL MOST CYNICAL
ONE PSI ELECT CALL FROM.
BUT COULD NOT GET AYE MOSCOW
GYROS
SILENT KAMAL.
POLITICAL NOT IT'LL MIND AXION.
SO WE ARE CURRENTLY WORKING ON
DEVELOPING A SOME WORKSHOPS THAT
ARE SO POPULAR STYLE WORKSHOPS
AND THESE A WORKSHOPS ONE A TAKE
OUT INTO OUR INDUSTRY INTO THE
WORK.
SO THAT JANITORS CAN UNDERSTAND
HOW HARASSMENT AND HOW ASSAULT
HOW ALL THAT STARTS AND SO THAT
THEY KNOW WHAT TO DO TO REACT TO
TAKE ACTION. A AND THAT THEY
ALSO LEARN THE DIFFERENCE
BETWEEN.
ASSAULT AND SEXUAL HARASSMENT.
AND.
LOVE FOR. SOMEWHERE LOBBY
FOR IT IS A IN PRETTY ARE CORSO
YA SOUND. DIFFERENT THIS PEOPLE
THE US AUTO.
OUR IT LOOKS LIKE PRODUCE GOOD
BLOODLESS GAVE A FAKE BUT MOSTLY
MOST THROWN.
MR LIKE FROM MOMENTO IN MOST
PROXY ON BOARD LUCK WOULD PUT A
CAN ALSO THROWS CHO WHEN ME I'M
THIS I AM WANTS. THE.
LITTLE MISS ALMOST.
SO THE OTHER THING THAT WE'RE
FOCUSING ON IS HOW UP ON THESE
WORKSHOPS IS TO BE ABLE TO
DIFFERENTIATE BETWEEN ASSAULT
AND SEXUAL HARASSMENT. BUT ALSO
WHAT ARE THE TOXIC PARTS OF OUR
CULTURE THAT AFFECT OUR.
REACTIONS AND OUR ABILITY TO
RESPOND.
IF THEY ON YOUR THUMB MOSTLY
BEHIND THE BAR DOT COM.
CALIPHATE GOT MOST FORMAL.
NO MORE LIES.
INTO ANOTHER DOZEN OF CPR
WITHOUT A HOME.
RUSSELL FEELING.
NO PHONE.
DOUBLE LEVEL SO. I REQUEST A
FULL MONO SO LET ME IN THE.
LEGAL SO MOST.
NO FOOLPROOF.
THE LITTLE MAMA'S ENOUGH
APPROACH.
ACKERMAN PERLAHAN THE BODIES OF
THE NAY MOST GAY ETCETERA.
BUT IN COME BILL THEN IN MOST OF
COMPOUND YET ALL THE LUCK WILL
TO RECOGNIZE WHAT THE MOST I AM
MOST BURKETT. SOLOMON BUT NO
SALT THROWS
SUBWAY MOST.
GO MORE LEVY ARTICLE COULDN'T
GOODNESS TASKS LOOK AT MOST OF
COMBINED YOU KNOW BUT CAN ALSO
TOLD ME IN THE MOST THEY
COULDN'T BE. THAT MEAN CONWAY
YES ENOUGH AT THE FIVE A MONTH.
WIRELESS OWN LUSTS.
LOS LE LAS CORTES QUE CAPABLE
COME ON OWN POOLS BONUS BABE
ACROSS ALL SIX WELL. GO MORE PUT
HIM BLOWING IN MOST LOCAL SELECT
THE MOST AND THEN ONE ACOSTA
MANY THAT LIVE IN. DALLAS AND
THE THE.
AND TOUGHEST ALTHOUGH IS SOUL NO
PHOTOS SUBWAY MOST FORMALLY
NETWORK AND ALSO THROWS.
MANY MORE TELL YA YOU KNOW SORT
OF PORTAL SEE ABOUT US HOME BY
SOMEWHAT BELOW MEANS MORE GIVE
MORE JUST COMBINE UNICYCLE BUT
YOU KNOW SYSTEM PROFOUND.
SO THIS YEAR WE'RE GOING TO BE
FOCUSING ON CERTIFYING A THE
JANITORS AND THE PROMOTE THOUGHT
US THEMSELVES SO THAT THEY CAN
GO OUT AND DELIVER THIS TRAINING.
WE HAVE LEARNED THAT THE SO.
IT'S NOT LAWYERS OR JUST HR OR
PAMPHLETS
BUT THAT IT IS HUMAN BEINGS LIKE
MYSELF.
WHO WILL BE ABLE TO TAKE ON THE
CULTURE AND CHANGE THE CULTURE?
ARE ALSO WE ALSO KNOW THAT
WITHIN OUR CULTURE BUT WE ALWAYS
TALK TO EACH OTHER WE KNOW THAT
WE THAT WE TALK TO EACH OTHER
AND SO WE ALWAYS TALK TO EACH
OTHER IN DOUBLE MEANING.
AND SO IT IS PRECISELY BECAUSE
WE KNOW THE WAY THAT THE
ENVIRONMENT IS THAT WE WILL BE
ABLE TO TACKLE OF THIS ISSUE IN
OUR INDUSTRY. THANK YOU.
THANK YOU BRUSSELS.
A THANK YOU.
I HOPE SO BEFORE THE CURRENT
HEADLINES AND. OF OF ME TOO
THERE WAS RAPE IN THE FIELDS A
DOCUMENTARY THAT CAME OUT ON PBS
FRONTLINE AND ALSO RAPE.
ON THE NIGHT SHIFT AND SO WIN
RATE ON THE NIGHT SHIFT CAME OUT
IN TWO THOUSAND.
OUR OUR UNION THAT REPRESENTS
FORTY FIVE THOUSAND SECURITY
OFFICERS AIRPORT WORKERS
JANITORS ALLIED IN ENTERTAINMENT
WORKERS ACROSS CALIFORNIA.
SAID.
WE CAN BE A JANITOR'S UNION IF
WE DON'T DO SOMETHING ABOUT THIS
ISSUE.
BUT IT WASN'T LIKE WE HAD A PILE
OF CASES THAT. THAT WERE SITTING
THERE OF WOMEN SAY THAT THIS IT
HAPPENED. SO WHAT WE DID WAS WE
TOOK THIS DOCUMENTARY AND WE
STARTED SCREAMING AT.
INTIMATE SCREENS WITH.
MAJORITY OF OUR MEMBERS ACROSS
THE STATE.
IN THOSE INTIMATE SCREENS WE
HEARD HORRIFYING STORIES AFTER
STORY. LIKE MIGHTY A STORY OF
NOT JUST HARASSMENT. AND
STALKING BUT OF RAPE ON THE
NIGHT SHIFT AND SEXUAL ASSAULT.
AND MANY OF THESE WOMN ARE LOW
WAGE WORKERS THERE UNDOCUMENTED
ARE AND THEY ARE SO AFRAID TO
SPEAK UP BECAUSE THEY WILL GET
DEPORTED AND THEY WILL BE
SEPARATED FROM THEIR FAMILIES.
AND SO WHAT WE DID WAS ACTUALLY
TO KNOW WHAT TO DO. BUT WERE
INCREDIBLY OVERWHELMED AFTER THE
SCREEN.
AND IT FELT.
OVERWHELMING AND SO WHAT WE DID
IS THAT WE REACHED OUT.
TO A BUNCH OF OF OF FOLKS WERE
EXPERTS IN SEXUAL VIOLENCE AND
PREVENTION. AND.
EVERYONE HAD THE POWER POINT
EVERYONE HAD ALL THIS
INFORMATION AND ALL OF THIS.
BUT IT'S LEGAL PERSPECTIVE. BUT
AND SUDDENLY BECAUSE FROM THE
COALITION AGAINST SEXUAL
ASSAULTS AT TWO WAS.
THE ANSWERS ARE FROM WITHIN.
YOU NOBODY HAS THIS FIGURED OUT
ACTUALLY ONE OF THE ONLY MODELS
THAT HAS.
GRAPPLED WITH THIS EFFECTIVELY
HAS BEEN THE AMOUNT OF THAT
COALITION OF IMMOKALEE WORKERS
SO WE STARTED STUDY IN THAT
MODEL.
AND WE STARTED.
BUT ALMOST BORDERS AND COMPILERS
CIRCLES IN THE UNION.
AND THE PROMOTER DOESN'T COMPLY
THOSE ARE OF WORKERS THEMSELVES
JANITORS WHO GO THROUGH
INTENSIVE TRAINING ABOUT. A
DOMINANT AND SUBORDINATED GROUPS
WITHIN THE JANITORIAL INDUSTRY
TO TALK ABOUT THAT TOXIC PARTS
OF THEIR CULTURE. DAD'S A PLEA
OUT OUT IN THE WORKPLACE BUT
ALSO IN SOCIETY AND TO LEARN
ABOUT WHAT WAS THE CULTURE LIKE
FOR THEM. AND WHAT WE LEARN
THROUGH THOSE CIRCLES WAS THAT
MANY OF THE MEN AND WOMEN. ARE
AND THEY WERE ACTUALLY COHORTS
OF JUST WOMEN AND COHORTS
ADJUSTMENT.
AT WHICH IS IMPORTANT TO TO TO
NOTE I WHAT WE LEARNED IS THAT
MANY OF THE WOMEN DID NOT KNOW
THAT THEY HAD BEEN VICTIMS OF
RAPE. BECAUSE THEY THOUGHT
THAT THE THE THAT RAPE WAS JUST
A PENETRATION THE TRADITIONAL.
HAVE BEEN TAUGHT.
BUT THAT WASN'T SO ONE WOMAN WHO
HAD BEEN VIOLATED AND RAPED WITH
HER BROOM STICK DID NOT REALIZE
THAT WAS RAPE.
AND THEY DID NOT KNOW THE
DIFFERENCE BETWEEN ASSAULT
SEXUAL HARASSMENT AND STALKING
AND THE LAWS ARE DIFFERENT FOR
ALL OF THEM.
AND SO.
IT GOT VERY REAL VERY QUICKLY
ARE AFTER THAT WE REACHED OUT TO
OUR EMPLOYERS AND WE A HAD A.
APPROPRIATE OF A BUSINESS AND
UNION NONTRADITIONAL PARTNERSHIP
TO COME TOO MANY OF YOU AND SAY
SUPPORT AB NINETEEN SEVENTY
EIGHT. WHICH CREATED A REGISTRY
AND A LOT OF OTHER THINGS BUT IT
ALL.
IN PERSON EVERY OTHER YEAR.
THAT IS PAID BY THE EMPLOYERS
WHERE A.
WHERE THERE WILL BE NO?
SOME SUBSTANTIVE TRAINING AND SO
SINCE AB NINETEEN SEVENTY GAP IT
SEVENTY EIGHT GOT PASS IT WILL
BE IMPLEMENTED.
HAVE BEEN WORKING.
WITH A COMMITTEE OF EXPERTS.
THE JANITORS AND EMPLOYERS TO
FIGURE OUT WHAT THE BEST
TRAINING SHOULD BE.
AND WE HAVE MODELED BUT THE A
COALITION OF A MONTHLY WORKERS
IN THE FAIR FOOD PROGRAM HAVE
DONE WHICH IS THAT SOAP OPERA
STYLE. A TRAINING CURRICULUM
WHERE THE WOMEN AND THE MEN
THEMSELVES ACT OUT SCENARIOS
THAT PLAY OUT IN THE JANITORIAL
INDUSTRY IN THE BREAKROOM. WHEN
THEY'RE CLEANING WHETHER WHETHER
BY THEMSELVES AT SPEAK
TO THEIR LANGUAGE THAT SPEAKS TO
THEIR CULTURE.
AND WE ARE HOPING THAT THIS YEAR
THAT GETS PASSED.
THIS YEAR WE WILL BE PROPOSING
THE JANITOR SURVIVOR EMPOWERMENT
ACT WHICH IS AB TWENTY SEVENTY
NINE.
A AND THAT WILL CERTIFY THE
PROMOTE US IN THE COMPOSITE
SO THAT THEY ARE THE ONES WITH.
HR AND AND AND THE EMPLOYERS
THAT PROVIDE THE STRAINING IN
ALL OF THE INDUSTRY AND ALL OF
THE JANITORIAL. AND. ADD THAT
WORK SITES IN CALIFORNIA.
I AND WE ARE INCREDIBLY EXCITED
WE HAVE LEARNED THAT THE ANSWERS
ARE FROM WITHIN.
AND I WOULD STRONGLY ENCOURAGE
THE A THAT AT SOME POINT THAT
THE STAFFERS IN THE INTERNS COME
TOGETHER SECURE AS EXPERTS
AROUND. THROUGH A COLLECTIVE
BODY OUR COLLECTIVE VOICE
WHETHER IT'S A UNION WORKER
CENTER SOME KIND AFFILIATION SO
THAT THEY CAN ALSO ADDRESS THOSE
ISSUES THROUGH THAT FORUM. THANK
YOU THANK YOU VERY MUCH FURRY
INTERESTING INSPIRING IN A WAY.
BUT. SOMETIMES I FEEL LIKE
WE'VE BEEN HERE BEFORE.
SO WE HAVE TO GET BEYOND THAT
AND SO THAT WE DON'T HAVE TO. BE
HERE AGAIN.
ARE GOING FORWARD I I HAD A
COUPLE QUESTIONS.
MISTER COCHRAN YOU ANSWERED
BASICALLY THE QUESTIONS I HAD
FOR YOU IN TERMS OF TRANSFERRING
THIS PRACTICE. INTO THE WORK
FORCE THAT IT WE CAN DO IT IT'S
GOING TO TAKE SOME TWEAKING BUT.
THIS THIS MAY BE A A GOOD
APPROACH ALTHOUGH THE IMBALANCE
OF POWER SEEMS TO BE A BIT OF A
CHALLENGE.
AND I'M NOT SURE HOW WE'RE GOING
TO ADDRESS THAT BUT I DIDN'T TO
ASK WITH EF I.
WE HAVE.
YOU COMPANY ANDREW IN
WILLIAMSON.
THAT IS A PARTICIPANT.
HOW MANY WOMEN ARE IN?
POSITIONS OF MANAGEMENT TWITTER
A WITH THIS COMPANY AS FAST AS
THE TEAM IN THE FIELD WORKING
MANAGEMENT OR JUST IN GENERAL
JUST IN GENERAL.
ACTUALLY.
A FOR IT IN ANDREW WILLIAMSON.
A LOT OF OUR POSITIONS OF
LEADERSHIP ARE WOMEN ARE
DIRECTOR OF HR IS A FEMALE.
TWO OF OUR OPERATIONS MANAGERS
MYSELF AND ANOTHER WOMAN.
ARE WOMEN WE HAVE WOMEN ARE
COUNTY DEPARTMENT WE HAVE WOMEN
IN OUR MARKETING DEPARTMENT.
SO THE TOTAL NUMBER THAT I CAN
GIVE TO YOU OUT OF MY HEAD BUT
THERE ARE MANY.
THAT'S SORT OF WHAT I SUSPECTED
BECAUSE WE KNOW WHEN WE HAVE
MORE WOMEN IN THE DECISION
MAKING PROCESS WE. FIND EFFORTS
TO REDUCE
THE KIND OF INAPPROPRIATE
BEHAVIOR THAT WE HAVE BEEN I WAS
GOING TO ASK YOU MS SOBRE
ARISMENDI.
ARE YOU FINDING WITH PEOPLE WHO
ARE JOINING THIS PROGRAM ARE
THEY GENERALLY COMPANIES WHERE
THERE WERE THERE MORE WOMEN IN
LEADERSHIP POSITIONS. I'M NO I
WOULDN'T I WOULDN'T SAY SO
ACTUALLY AN INTERN WILLIAMSON IS
OWNED BY ALL MEN. IF I DO HAVE
TO SAY THAT WHEN THE DECISION
WAS MADE TO ARM JOIN EAA FIRE
BECOME PART OF THE SOLUTION WITH
EF I. IT WAS A MAN THAT MADE
THAT DECISION I'M AT THAT POINT
THE COMPANY HAD JUST EMERGED.
AND IT WAS PRIMARILY MEANT SO I
AGREE WITH YOU THAT SOMETIMES
WOMEN.
THE POSITIONS OF POWER BRING ON
SOME OF SOME OF THIS CHANGE.
BUTTON ANDREW WILLIAMSON AND I
THINK ANOTHER COMPANIES.
I I WOULDN'T SAY IT WAS A
GENDER THING I THINK IT WAS A OF
PEOPLE OF THE TYPE OF PEOPLE
THAT RUN THIS COMPANY AND THE
TYPE OF PEOPLE THAT REALLY WANT
A PARTNER. WITH GROUPS LIKE IF I
MAKE THE CHANGE WHICH IS
WONDERFUL NEWS ARE AND I'M JUST
WONDERING WHAT THAT MOTIVATION
IS SINCE OUR FINANCIAL BENEFIT
TO THIS.
WHAT WHAT WHAT IS THE INCENTIVE
I WISH I THOUGHT THAT THE WORLD
WAS COMPRISED OF?
GOOD PEOPLE.
BUT I KNOW IN THE BUSINESS WORLD
THAT DOESN'T NECESSARILY INCLUDE
THAT
THANKFULLY THERE HAVE BEEN GOOD
PEOPLE WHO ARE MOTIVATING AND
INSPIRING SUPPLIERS TO COME ON
BOARD. AND THEY HAVE BEEN ARE
PARTICIPATING BUYERS COSCO KIND
OF LEADING THE WAY IN THAT AND
REALLY.
RAISING THE BAR AND ASKING
THEIR SUPPLIERS TO MEET THEM.
SO THAT IS PART OF IT TOO IT IS
SAY THE IT I AND I'M NOT
CONDEMNING I'M JUST LOOKING FOR
WHAT WE CAN INCENTIVIZE SOME
PART OF IT IS. THAT THE THE
MAJOR COMPANIES TO WHOM SO YOU
PROP PROVIDE THOSE SUPPLIES ARE
SAYING WE WANT YOU TO
PARTICIPATE IN THIS THAT'S IT
THAT'S A PIECE OF IT FOR HER.
AS.
SO YES THAT'S A PIECE OF OF WHY
WE CONTINUE TO DO IT AND HOW IT
BECOMES AFFORDABLE BUT ALSO ON
THE BENEFIT FOR US AS A COMPANY
MY DAILY RESPONSIBILITIES IN
TERMS OF MANAGING PM NOW JUST
BASIC RISK.
WELL CALIFORNIAN AGRICULTURE
LABOR SHORTAGES WE ARE ALL AWARE
OF THEM SO THE FACT THAT I'M
ABLE TO REALLY SAY THAT BECAUSE
OF A PROGRAM LIKE IF I AM ABLE
TO
TANE.
AND ACTUALLY HAVE PEOPLE COME TO
WORK WITH US IS A HUGE INCENTIVE
FOR ME AND IT MAKES AND PEOPLE
PEOPLE STATE PEOPLE WANTTO COME
ON BOARD. PEOPLE ASKING FOR
APPLY FOR HIGHER MANAGEMENT
POSITIONS AND REALLY ASKING TO
BE PART OF T. GROUPS LIKE IF I.
THAT IN ITSELF IS A HUGE BENEFIT.
THERE ARE BENEFITS I'M NOT I'M
I'M JUST LOOK AT SERB.
TO TRY TO SEE WHAT WE CAN DO TO
MOTIVATE MORE PEOPLE TO TAKE
THIS CAR SURE.
A LAST QUESTION I HAVE IS FOR.
MS FOLLIES AND.
MS TRUJILLO.
IT BEAT YOU KNOW THERE'S A.
A LOT OF YOUR WORKERS ARE
ISOLATED.
FIGHT BY DEFINITION.
HOW ARE YOU ARE IT PLANNING ON
GETTING?
YOUR WORKERS EMPOWERED WHEN THEY
FREQUENTLY SPEND.
BETWEEN ELEVEN PM AND SEVEN AM.
ISOLATED.
EITHER ALONE OR POTENTIALLY WITH
THE.
A POTENTIAL HARASSER HA HO YOU
GOOD HOW ARE YOU GOING TO
ADDRESS THAT.
.
THEY GET SOME BILLS OKAY LOOK AT
ENORMOUS.
LOOK AT MOST THE.
LOOK AT MOST LOS ALAMOS.
THE MEMO FORM OWN WARM WONDERFUL
GUY LOIS.
CUMBIA LA QUOTA KICK IT BUT NAY
MOST MISSILE PROOF BUT GAY LAMA
JADI OTHER A MUSCLE PROPERLY
BESIDE A YUMMY BODY ALSO MOST
LET THE MOST.
GARCIA MOMENT. ONE LET THE
NUMBERS GET THERE ABOUT HOW MOST.
BEEN NOTED IT BILLS OKAY A.
IT'LL COME THE LOS THEM IN AND
THE STUFF FOR MY.
L. BLEND THE LIST.
E..
ABOUT MELISSA SECONDLY LIKE AUTO
THEY WILL KNOW YOU THEY CAN
WATCH US. ALSO US.
OKAY LOOK WOULD PUT A LOT
RESPECT AMONG WHICH APPLICABLE
LAW THE IT ALMOST FEELS BOTHERS
MANY MONTHS BECAME.
WHEN THEY MEET ON THIS BATTLE
BUT MAN BUT BY LITTLE CARLOS THE
THEY SEE LIZ QUALIFIED ENOUGH
BECAUSE OF SKIN ALL. NOISE
PROBLEM BM.
THEY QUE.
.
OKAY ENCIK LUKIS SOON OKAY AS
SIGNIFICADO ON THE LIDO NOT
SOLUBLE.
SIX WHILE E. EQUAL MORMON. ALICE
PERSONAS THAT MAKE A GAS WILL
PT IT ON. IN THE IN THIS A
PROBLEM UP I MEAN. I YUBA LIST
GOT MORE LEVY OUT OF CORN.
CORDON CORNICE SAY IT'S A
CONTACT GAY YES THAT I AM.
ABSOLUTELY INDICATED IN MOST
ACCORDING TO WHAT OUR NO ONE
KNOWS THE SIGNIFICANCE PERCENT
MARKET IS.
FOR MORE LET'S GO TO BOB LIZ
CUANDO NO I SEE A BOOK IS ALMOST
GONE PUBLIC NOT FOCUSED ON THE
MARKET.
SO A LOT OF IT HAS BEEN AROUND
JUST CHANGING THE CULTURE OF OUR
A AND WITHIN OUR DEMOGRAPHICS AS
JANITORS AND SO A LOT OF IT HAS
TO COME DOWN TO GENDER NINE.
AND.
AND SO THAT'S WHAT WE'RE
FOCUSING ON RIGHT NOW TO TRY TO
CHANGE BECAUSE IT IT IT IT
BECOMES FROM MY PARENTS AND OUR
OUR OUR MOTHERS AND OUR FATHERS
AND HOW THEY RAISED US SO WE'VE
BEEN. RELEASED BUT IN A LOT OF
WORK AND A DEALING WITH THAT AND
AN UNDERSTANDING THAT AND AND
AND CREATING CONSCIOUSNESS
AROUND THAT. THE ONLY OTHER
THING THAT I WOULD ADD TO WHAT
MIGHT BE A SAID WHICH IS REALLY
CHANGING THE CULTURE THAT WE
HAVE STARTED SELF DEFENSE
CLASSES. OFF FOR THE JANITORIAL
INDUSTRY AND IT'S BEEN
INCREDIBLY EMPOWER UP EMPOWERING
AND IT'S NOT JUST THE.
THE GOAL SELF DEFENSE IT'S ALSO
THE VERBAL SELF DEFENSE WHERE I
WOULD MEAN THAT ARE IN
SITUATIONS OF SEXUAL HARASSMENT
OR VERBAL ABUSE CAN FIND THE
POWER AND ALSO OUT WOULD HAVE
BEEN ACTIVE BYSTANDERS. WHO CAN
SAY NO THAT IS UNSOLICITED
UNWANTED AND THAT IS NOT OKAY
AND WE HAVE ZERO TOLERANCE FOR
THAT AND THIS IS HOW YOU CAN
REPORT IT THIS IS WHAT TO EXPECT
WHEN YOU REPORTED HERE'S WHAT
THE INVESTIGATION WILL LOOK LIKE?
HERE'S WHAT THE OUTCOME WILL
LOOK LIKE IN THIS IS WHAT WILL
BE SHARED WITH YOU.
AND SO THAT'S WHAT WE'VE BEEN
FOCUSING ON AND BUT I THINK THE
SELF DEFENSE WHEN YOU'RE
ISOLATED WHEN YOU'RE WORKING
ALONE HAS BEEN.
HAS BEEN A HUGE TOLL RIGHT NOW
THAT HAS REALLY EMPOWERED EVEN
JUST BEING AROUND A GROUP OF
WOMEN PRACTICING SAYING NO
SCREAMING NOW TO THE TOP OF
THEIR LUNGS. HAS BEEN SOMETHING
THAT WE'RE JST NOT USED TO A
AND SO I THERE'S JUST A LOT OF
WORK THAT'S GONE INTO IT AND I
KNOW THAT SUBCOMMITTEE OF THE
SEXUAL ASSAULT. A.
EXPERTS THE EMPLOYERS AND THE
UNION ARE ALSO EXPLORING.
SOME OUTSTANDING IT OF THINGS I
DIDN'T GET DEALT WITH IN AB
NINETEEN SEVENTY EIGHT LIKE
POSSIBLY WORKING IMPAIR
SUCCESSOR UP BUT THAT'S STILL A
REQUIRES A LOT OF LOOKING INTO.
THANK YOU VERY MUCH.
BUT THANK YOU ALL SENATOR
MONNING.
THANK YOU MADAM CHAIR ONE I
THINK ALL OF YOU FOR BEING HERE
COULD ASSIST PUSH WHO PRESENTS
VIA PURSUE WORSE.
ON AYE PUSH SUTERA.
MY QUESTION FOR THE EF I GROUP
THE CHAIR AS SOME OF THIS BUT.
HOW MANY COMPANIES ARE CURRENTLY?
PARTICIPATING LESS.
AND WE HAVE FOUR COMPANIES UPS
FOURTEEN COMPANIES THAT.
HAVE BEEN HAVE HAD SOME
OPERATIONS CERT.
AT THIS POINT WITH TWENTY SIX.
CERTIFIED FARMS
IN ITS OWN AGRICULTURE IT'S HOME
FORMAL AND MANY FRESH PRODUCE
INDUSTRY. VEGETABLES AND I WANT
TO ACKNOWLEDGE MY CONSTITUENTS
FROM YELTSIN THOUGH. I WOULD
LOOK FORWARD TO HER WELCOME ON
OUR FIELD ANYTIME GREAT ALL OF
YOUR. GREAT WELL CONGRATULATIONS
SON PIONEERING IN THIS AREA HERE
AND THEN I THINK THIS MORE FOR
THE JANITORIAL WORKERS BUT IT
COULD APPLY TO FARMWORKERS.
THE GOAL FOR ALL OF US IS CHANGE
THE CULTURE.
AND THAT'S
CREATING RESPECT.
FOR ALL PEOPLE IN.
REGARDLESS OF CLASS IMMIGRATION
STATUS ETCETERA.
IN THE MEANTIME ON THE ISOLATION
I THINK OF JANITORIAL WORKERS
PUTS THEM AT EVEN GREATER RISK.
FOR UNWANTED ADVANCES.
I LOVE THE IDEA OF SELF DEFENSE
SOON.
AND MUTUAL SUPPORT.
HAVE YOU EVER LOOKED IT PEOPLE
CARING LANYARDS WITH THE PANIC
BUTTON. NOT JUST FOR POTENTIAL
AND WANTED US ALL THAT WHEN
YOU'RE WORKING ALONE THERE CAN
BE SOMEBODY CAN HAVE A. HEALTH
EVENT.
IN INJURY A I KNOW THERE'S
UNION MEMBERS I THINK IT'S S.
YEAH YOU IN SOME OF OUR STATE
HOSPITALS WHO WORK ALONE AND ARE
OFTEN WITH.
HIGH RISK
PATIENTS
AND THEY DO HAVE A PANIC BUTTON
LANYARD. THAT. EMPLOYERS COULD
PAY FOR THE COURT YOU KNOW THE
MECHANICS THAT I KNOW WHO WOULD TO THE EMPLOYEE BUT.
IS THAT MENA.
LOOKED AT ALL.
WE HAVE HEARD MORE ABOUT THAT
FROM OUR PARTNERS IN THE HOTEL
EMPLOYEES HRT AYE UNITE TO HAVE
BEEN LOOKING AT THAT WHAT WE'VE
BEEN A REALLY FOCUSING ON DOING
IS. THROUGH THE PROMOTE US AND
COMPOSITE IS.
TALKING TO THEM ABOUT THE
SOLUTIONS AND SO ARE IN AND AND
HAVING THAT COME FROM THEM AND
SO ONE OF THE THINGS THAT THEY
THOUGHT WAS REALLY. A GOING TO
EMPOWER THEM A WAS THAT A LOT OF
THE A LOT OF THE ASSAULT STARTED
WITH HARASSMENT AND STARTED
VERBALLY BUT A LOT OF IT BECAUSE
THE CULTURE IS WHAT IT IS.
NOBODY SPRING A STOP TO IT
ABSOLUTELY NOBODY EVERYBODY
JOKES ABOUT AND LOOK THE OTHER
WAY AND SO A LOT OF IT HAS BEEN
FOCUSED ON ONE IF YOU FIND
YOURSELF IN THAT SITUATION WHAT
ARE. SEVERAL OF YOU WOULD HAVE
SEVERAL. THINGS YOU CAN DO THAT
WOULD STOP IT DEAD IN ITS TRACKS
HOPE BILLION IF NOT WHERE COULD
YOU GO TO GET HELP.
IF YOU FIND YOURSELF IN A
SITUATION YOU KNOW BUT MANY OF
THE DOCTORS DO NOT FEEL
COMFORTABLE GOING TO THE
AUTHORITIES.
BOB AND BEEN SO WHAT CAN YOU DO
IN THE WORKPLACE AND WHAT CAN
YOU DO WITH OUR PARTNERS AYE IN
THE GAP US THE COALITION SO THAT
YOU COULD FIGURE OUT HOW TO
NAVIGATE THAT SYSTEM WHETHER
IT'S AT THE HOSPITAL OR WITH THE
AUTHORITIES.%
SO THAT'S WHERE WE'RE AT RIGHT
NOW BUT I KNOW THAT IT'S A
CHARITY THAT'S ODD LOOKING AT
THE PANIC BUTTONS THANK YOU
THANK YOU MANAGE.
VERY MUCH.
.
WELL THAT CONCLUDES OUR
PRESENTATION IT'S NOW TIME FOR
PUBLIC COMMENT PERIOD THANK YOU
VERY MUCH FOR ALL OF YOU FOR
BEING HERE IN. PA LOOK FORWARD
TO MORE.
DISCUSSION IN AND HEARING ABOUT
YOUR GREAT SUCCESSES GOING
FORWARD SO IF WE DO HAVE ANY.
PUBLIC COMMENT IF YOU COME DOWN
TO THE.
MICROPHONE. A TANDEM.
AGAIN TWO MINUTES IF YOU WOULD.
.
IF YOU WANT SPEAK THERE'S
ACTUALLY A MICROPHONE RIGHT
THERE.
NO NO IT'S SHOW THEIR EGO.
AND.
IF YOU GIVE US YOUR NAME
AFFILIATION AND TWO MINUTES OF.
YOUR INSIGHTS ADVICE OR COMMENTS
WHATEVER THEY MAY BE WE'RE
DELIGHTED TO HAVE YOU THANK YOU.
THANK YOU MY NAME S. UNCAS
COMING I'M A UAW FIFTIETH AND WE
ARE ABOUT SEVEN THOUSAND POSTS
ARC RESEARCHERS AT THE UC. AND
WE WORK ON THE SUPERVISION OF A
FACULTY MEMBER.
AND ONE OF OUR BIG CONCERNS IS
THAT SWIFT ACTION IS NOT BEING
TAKEN AGAINST FACULTY MEMBERS
WHO ARE ACCUSED OF SEXUAL
HARASSMENT. YOU DO ACCORDING TO
YOU SEE THE LIFETIME TENURE AND
ECONOMIC FREEDOM.
AND DISCIPLINE OF TENURED
FACULTY SHOULD BE CONSISTENT
WITH DISCIPLINE FOUR OUT OF
FACULTY AND STAFF AND IT SHOULD
BE IN A DIAMOND TIMELY FASHION.
AND OF COURSE ARE EXCELLENT
REASONS TO HAVE LIFETIME TENURE
BUT IT SHOULD NOT CREATE A
LOOPHOLE THAT PROTECTS.
SEXUAL HARASSERS AND RESULTS IN
NINETEEN THE LEASE.
THANK YOU.
THANK YOU VERY MUCH OF I
UNDERSTOOD THAT THERE'S CONCERN
ABOUT THAT THERE.
THE TIMING OF INVESTIGATIONS I
MADE.
COMMUNITY BASED ON LIFETIME
TENURE IS YOUR CONCERN OKAY.
VERY GOOD.
I THINK THAT'S A VERY
INTERESTING POINT THAT WAS
RAISED NAM AND THAT'S WITH THE
UNIVERSITY OF CALIFORNIA.
IT MIGHT BE SOMETHING WE COULD
INQUIRE INTO FURTHER THANK YOU
VERY MUCH ANYONE ELSE WHO'D LIKE
TO TESTIFY IF YOU WOULD.
SEEING NO SOMEONE NO ONE ELSE.
WELL WE'VE COME TO THE END OF
OUR.
.
MEETING IF I ASSUME THAT THE
CENTER MONNING HAS NO FINAL
COMMENTS SO. I JUST WANT TO.
THANK.
ALL THE WITNESSES AND MEMBERS OF
THE PUBLIC WHO CAME ENSURE THEIR
VIEWPOINTS.
WITH US AND. OF THOSE WHO ARE
LISTENING TO THIS.
THIS IS CLEARLY OF. AN ISSUE
WHOSE WHOSE TIME HAS COME TOM.
IT'S IT'S A COMPLICATED SET OF
ISSUES TRYING TO CHANGE A
CULTURE THAT'S BEEN IN EXISTENCE
FOR SINCE THE BEGINNING OF TIME
IS NOT EASY. BUT I THINK THIS IS
BEEN HIGHLY INFORMATIVE AND AND
THOUGHT PROVOKING.
YOU KNOW WE ARE.
LOOKING AT SOME VERY
CHALLENGING. A KIND OF.
SYSTEMIC.
OBSTACLES THAT WE NEED TO
OVERCOME. ARE AND I THINK THE
TESTIMONY WE HEARD TODAY
UNDERSCORES THIS IS TRULY A
MULTI FACETED PROBLEM WITH NO
SINGLE POLICY ADJUSTMENT GOING
TO CORRECT THE PROBLEM. OR MAKE
IT GO AWAY SO.
I KNOW THAT MANY OF US ARE
COMMITTED TO MAKING SURE WERE
LOOKING AT EVERY ANGLE. IN
SEARCH OF WAYS TO INSURE A
HARASSMENT FREE CULTURE IN
CALIFORNIA WHICH WILL HOPEFULLY
BE A MODEL FOR THE REST OF THE
COUNTRY. A AND IN THE NATION. OF
RIGHT NOW WE WE KNOW THERE ARE
PROBLEMS IN EVERY FACET OF OUR.
OF WORKPLACE AND.
WE HAVE MUCH WORK TO DO BUT I
THINK WE'VE IDENTIFIED SOME GOOD
CONCEPTS TODAY AND. OF I KNOW I
HAVE A LEGISLATION THAT IS ABOUT
TO BE INTRODUCED TO MAYBE WE CAN
TWEAK IT A LITTLE. BASED UPON
SOME OF THE EXCELLENT.
RECOMMENDATIONS AND INSIGHTS OF
TODAY AND WHERE LEGISLATION IS
NOT ALREADY PENDING IT UP. IT
NOW FALLS UPON US TO GO BACK AND
TO CRAFT A EFFECTIVE LEGISLATION
THAT WE CAN PUT INTO A POLICY
THAT WILL. HELP DEAL WITH THIS
ISSUE.
THERE'S BEEN EXCELLENT IN PORT
I THANK YOU ALL FOR BEING HERE.
WHILE WE CERTAINLY HAVE WORK TO
DO.
AND NOW WITH THAT WE WILL ENSURE
THANK YOU