Speaking of Women's Rights

Tuesday, September 25, 2018

Community Spotlight: ROC-Seattle

Q&A with ROC-Seattle's Elena Perez
and Legal Voice's Sarah MacDonald

The restaurant industry is riddled with inequities: Few other industries have such widely accepted low wages; workers often rely heavily on tips to make a living, which perpetuates racism, sexism, and sexual harassment; and exploitative workplace policies are all too common, especially for immigrant and refugee communities who are disproportionately represented in the industry.

Today is National Food Service Workers Day—a day when we don't just show appreciation for the folks who prepare, cook, and serve our meals, but when we also shine a light on the daily challenges they face in the workplace.

I asked Elena Perez of ROC-Seattle a few questions about the organization's current work at the intersection of low-wage work; racial, gender, and immigrant justice; and workplace sexual violence. Read on to learn more!

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Who is ROC United?

Founded initially after September 11th, 2001 as a worker relief center for affected restaurant workers and their families, the Restaurant Opportunities Centers United (ROC United) has grown into a national organization with restaurant worker members in chapters in New York, California, Boston, Chicago, Michigan, New Orleans, Pennsylvania, Seattle, and Washington, DC. Across the country, we have activated 130,000 restaurant workers, employers, and consumers to improve wages and working conditions in the restaurant industry.

Raising the wage and labor standards in the restaurant industry is a matter of economic, social, gender, and racial justice. ROC United is committed to work with workers, employers, consumers, workers’ rights advocates, and legislators to eliminate unjust labor practices dating back to the slavery era, professionalize the industry, and bring dignity to the work and lives of hardworking men and women in some of the lowest paid occupations in the country.

What is one of the most pressing issues facing restaurant workers in Washington State?

ROC-Seattle’s primary goal is to give support to low-wage restaurant workers in the daily challenges that they face in the industry. Overall, across this work, we recognize the need to collectively build power and voice for restaurant workers in our region. The issues we are centering on currently are: defending and expanding on "One Fair Wage" in Washington; building lines of defense and support for immigrants and refugees in the industry who are increasingly targeted in today's political climate; and confronting racial and gender inequities in the industry that underlie disparities in wages, treatment, and opportunities for advancement for women and people of color.

Washington State is one of eight states with a legislated One Fair Wage policy and one of seven states where this policy has been fully implemented. One Fair Wage refers to a policy that guarantees all workers, including those in tipped occupations, the full minimum wage with tips on top. As local jurisdictions pursue minimum wages higher than the state's, the greatest challenge is to ensure that tipped workers are not carved out from local legislation, and that labor rules issued by the state are explicit and unambiguous in protecting the equal wage regime at all local levels.

Wage theft is also a continuing challenge in the restaurant industry as are practices that mislead customers in believing service charges go to servers when they legally belong to the business owners. Until the industry pays restaurant workers a living wage, tips are necessary to complement the minimum wage. Restaurant workers are professionals in every sense, yet not recognized as such with corresponding compensation.


What organizing strategies is ROC-Seattle currently working on to address these issues?

We are proud that Washington is one of the eight states in our nation with One Fair Wage, and are thankful for our State's leadership in defending the civil rights of immigrants and refugees, and other targeted communities. But there is still work to do to make economic, social, racial and gender justice real for workers throughout the restaurant industry. Two prime areas of organizing are:


  1. Defending workers' rights under One Fair Wage. We are currently advocating with the WA Department of Labor & Industries (L&I) to make sure tip theft protections apply equally to ALL workers in ALL cities in Washington. In partnership with Legal Voice, we are urging L&I to revise their Legal Guidance on Tips & Service Charges to make it clear that every single tipped worker in Washington has the right to tips and service charges in addition to their hourly minimum wage. One Fair Wage in WA is being undermined by L&I's lack of clarity about workers' rights to full tips and service charges when they earn higher minimum wages under local ordinances in cities like Seatac, Seattle and Tacoma. Tips and service charges should never be used by owners to meet their local minimum wage obligations! During L&I's public comment period, we organized over 150 individuals from across the State to call for equal protections for tipped workers, and we continue to organize with our members to ensure L&I fully implements and enforces WA's tip theft protections.

  2. Due to a combination of policy, industry, and cultural trends, the very visible and diverse restaurant workforce has been a prominent target of harassment and hate crimes. For immigrants working in the industry, they are often isolated both physically and socially, with many speaking limited English and segregated into back-of-house jobs. There are real and perceived vulnerabilities that are preyed upon by unethical employers leading to rampant wage theft, harassment, and lack of compliance with labor laws, with workers afraid to respond because of fear of retaliation. In response, ROC-Seattle is conducting extensive community-based outreach in English and Spanish to educate restaurant industry workers on their legal rights on the job and offering free legal support to address their daily challenges at work. We currently offer Know Your Rights/Conozca sus Derechos trainings for workers and restaurant employers around Labor Standards and Immigration Enforcement (ICE) Activity, and offer additional trainings through ROC's Sanctuary Restuarants movement including Sexual Harassment 101 and LGBTQ Worker Rights.


In both campaigns, we are building power with a strong base of worker members in ROC-Seattle advocating for fair wages, and safe, healthy and equitable working conditions.


As in so many other service jobs, women and people of color are overly represented in low-wage restaurant work. Why do you think this is?

I'll start with some numbers:

  • Half of Americans, at some point in their lives, work in the restaurant industry. 
  • Women comprise 66% of all tipped workers. 
  • Women in tipped restaurant occupations earn 80% of their male counterparts’ wages; female servers in America experience a poverty rate that is three times that of their male counterparts. 
  • Restaurant workers of color earn 56% less income on average compared to equally qualified white workers. 
Our "Behind the Kitchen Door" research found a $5 per hour wage gap between white men and women of color in Seattle's full service industry jobs. One of the underlying causes for this is that restaurant workers of color access living wage fine dining occupations only 73% of the time, compared to equally qualified white workers.

All these national statistics point to an issue of a great gender and racial occupational disparity that has its roots in a long history of institutionalized racism, leading to economic inequality that persist in our society from generation to generation. ROC has been working for years to address these issues through RAISE, its high road employer program; CHOW, a worker training program which opens the door to professions in fine dining for women and people of color; and advocacy for racial, gender, immigrant, and economic justice. In Seattle and the Bay, ROC is confronting racial and gender occupational segregation in the industry through our Racial Equity Project where we partner with restaurant employers who seek to advance racial equity in their establishments; create career ladders for workers through CHOW training; and seek broad policy solutions to address race and gender-based occupational segregation in the industry.


As we’ve learned through the #MeToo movement, workplace sexual violence is widespread in low-wage jobs and is often fueled by a power imbalance between a worker and their employer, supervisor, or even their customer. What kinds of power dynamics are present when restaurant workers are on the job?

While 7% of American women work in the restaurant industry, more than 14% of all sexual harassment claims to the EEOC come from the restaurant industry—disproportionately more than from any other industry. Recent studies report that more than 90% of restaurant workers in the District of Columbia and more than 80% in New York report experiencing sexual harassment at work. Workers in states like Washington, who do not have a lower tipped minimum wage, experience sexual harassment at half the rate of those working in states where they must depend on customers’ tips for the bulk of their income. But sexual harassment is still a significant issue in the industry even in the One Fair Wage states and affects workers long after they leave the industry.

Because the experiences of sexual harassment are so extreme, overt, and widespread in the restaurant industry, women tend to marginalize their experiences of inappropriate workplace behavior later in their careers as they feel those experiences are “never as bad” as what they have had to put up with as young servers. When workers depend on customers to pay a significant portion of their compensation through tips, they are forced to tolerate inappropriate behavior. And it is not just customers who decide their tips, but also managers who control shift and table assignments, and even co-workers who impact the perceived value of service indirectly and therefore might have power over the server (e.g. server’s tips may depend on the quality or speed of the work of kitchen and support staff).


How can people in the Legal Voice community support restaurant workers and ROC Seattle’s mission?

Join us! Whether you are a current or former industry worker, a restaurant owner or manager, or an "eater" who loves to advance social justice while dining out, we have a home for you. Stay current on our campaigns through our national website and our local Facebook page. If you have ideas for collaboration or want to volunteer for ROC-Seattle, please contact me, Elena Perez, at elena@rocunited.org.


Photo courtesy of ROC-Seattle

Thursday, August 2, 2018

Power Over Profit: Why We Should All Care About the Trump Administration's Response to Breastfeeding

By Jacqueline Schafer

American culture typically portrays breastfeeding as nurturing, gentle, natural—but rarely as a form of power. But recently, while watching The Handmaid's Tale, I started to think of nursing in terms of the powerful independence that it represents from corporate America.

For those unfamiliar with the popular TV series loosely based on Margaret Atwood's classic novel: facing a fertility crisis, the dystopian nation of Gilead enslaves a group of women who have successfully given birth before, forcing them to bear children for Gilead's military leadership. As cruel and patently evil as Gilead's male leaders are, they apparently deeply respect the role of breastfeeding in early childhood development and allow the Handmaids to breastfeed their infants for a period of time before separating them from their children. The regime’s respect for breastfeeding results in several key plot points that give the brutally oppressed Handmaids a rare source of leverage.

As extreme as the show is, it reminded me that when a government promotes breastfeeding, it necessarily recognizes the latent power of women* to provide nourishment for their children. The Trump Administration actually recognized this power when it sought to prevent the introduction of an updated resolution from the World Health Organization (WHO) this spring. The resolution stated the scientifically uncontroversial concepts that governments should promote breastfeeding—because of research demonstrating that it results in the best outcomes for children, particularly in developing countries and low income communities where children are at risk if formula money runs low—and should limit advertising about unhealthy food products, such as infant formula with added sugar.

The Atlantic does a good job of explaining the harmful international impact of advertisements that promote infant formula over breastfeeding, and why infant formula companies aggressively lobby the American government to maximize profits. It is stunning that infant formula companies are so deeply threatened by the power of women to feed their own children that they sought to manipulate the WHO’s official voice on the subject.

Why does WHO recognition matter at the local and national level? Official recognition of the benefits of breastfeeding by the WHO has significant societal implications for women's economic security and power. One point to consider is that when state legislators and Congressmembers draft legislation, they look to international norms and the most current research as justification for their bills. If the most prominent health care organization in the world is silent about the need to promote breastfeeding, it becomes easier for legislators to ignore the scientific consensus and pass health care legislation that lacks express protections or benefits for nursing parents. And by not supporting laws and interventions that make it easier for people to breastfeed, that necessarily creates demand for formula—which is coincidentally manufactured by corporations that often donate to specific politicians’ campaigns.

These efforts to deny the promotion of breastfeeding as an international norm may not seem as pressing in light of the other threats to women's health by the Trump Administration, but if I've learned anything from The Handmaid’s Tale it is that words matter. Omitting conclusive research from international dialogue can reduce societal and workplace support for breastfeeding, thereby limiting the ability of women to choose that journey. In honor of World Breastfeeding Week, women should recognize their power to nourish the next generation and continue to fight back against those who would try to diminish that power for profit.

*I use the term “women” here, but I recognize that not all people who breastfeed/chestfeed are women, and that not all people who give birth can or choose to breastfeed/chestfeed.


Jacqueline Schafer is an advocate for the safety and success of children, families, and the communities where they live. She is pro bono cooperating counsel for Legal Voice, a world traveler, and in-house counsel for a national child welfare nonprofit.

Friday, June 22, 2018

Can Title IX Protect Me from Sexual Harassment at My Internship?

By Olivia Ortiz

Summer is upon us, and students across the country are exchanging their classrooms for internships. Internships are valuable learning experiences that allow students to apply their educations to real world professions.

But these experiences are highly susceptible to sexual harassment. Unpaid interns are particularly vulnerable as courts have ruled and Equal Employment Opportunity Commission policy dictates that, with some exceptions, unpaid interns do not have the protections afforded by the Title VII of the Civil Rights Act of 1964, which prohibits workplace discrimination. However, unpaid student interns who are participating in their internship for academic credit do have a form of recourse by virtue of Title IX.

Title IX is a 46 year-old civil rights law protecting students against gender discrimination in “educational programs.” Both the Third and Sixth Circuit U.S. Courts of Appeals have ruled that internships taken for academic credit qualify as “educational programs” under Title IX. Although internship sites themselves may not qualify as “educational institutions,” they can house “educational programs” for which federally funded educational institutions are responsible. This means that schools are responsible for responding to sexual harassment against students in the sites of their for-credit internships.

In one case, Varlesi v. Wayne State University, a Master of Social Work student experienced pregnancy discrimination at her site for a required fieldwork component. When she reported the discrimination to her school, the school official dismissed her complaint. The student’s fieldwork supervisor at the site proceeded to retaliate against her by assigning a failing grade, leaving the student unable to graduate. This example highlights the unique way that harassment can impact students in internships for credit; their academic progress depends on their supervisor and the successful completion of the internship.

Students in internships for credit should be aware that they have protections under Title IX. If a student experiences sexual harassment during their internship for credit, they have the option of seeking help through their school in complaint proceedings. As in any other educational program, schools are obligated to address complaints of sexual harassment and violence in internships for credit.

Furthermore, schools should take preventative measures to ensure that both students and for-credit internship sites are aware of their rights and responsibilities under Title IX. Arizona State University, for instance, created a fact sheet detailing these responsibilities for employers who host their students. Sending a Title IX fact sheet to students and employers affirms the institution’s commitment to Title IX, equips students with powerful knowledge, and apprises the host site of its responsibilities in offering this learning opportunity.

Learning opportunities should be immersive and educational, and internships for credit are no different. Sexual harassment in any learning environment is counterproductive to these ends, and sexual harassment poses unique challenges in internships. By embracing Title IX and educating both employers and students, institutions will encourage their students to thrive for many summers to come.

For more information on your rights as a student in Washington State, check out students.legalvoice.org.

Olivia Ortiz is a leader of Legal Voice’s Campus Sexual Assault Work Group. She is an incoming JD student at the University of Washington School of Law and tweets at @ortizoliviaa

Thursday, June 14, 2018

Act Now: We Must Stop Separating Immigrant Families

By Sarah Smith and Sara Ainsworth

This week, Legal Voice and our allies learned that 206 people who came to the United States seeking asylum had been transferred from Texas and were now detained at the Federal Detention Center in SeaTac. Most are from Cuba, El Salvador, Honduras, and Guatemala, and say they fled threats of rape, gang violence, and political persecution in their home countries. The SeaTac FDC is not to be confused with the immigration-focused detention center, Northwest Detention Center, in Tacoma. To the contrary, The SeaTac FDC is generally used only for those serving criminal sentences or awaiting trial on federal charges; this is not the only federal prison being used for such purposes. These detainees presented themselves to border agents in order to seek asylum, only to find themselves thrown head-first into a criminal proceeding they did not ask for.

Among these detainees are 174 women, many of whom had their children taken away from them at the border. Of the 170 or so women detained, more than half reported that they had been separated from their children. The ages of the children, range from 12 months to 16 years old. These children were forcibly separated from their parents, sometimes under false pretenses that the children are being taken for questioning or a bath. Most of these children are not held in Washington State, and are instead held in unknown locations under the supervision of the Office of Refugee Resettlement in the Department of Health and Human Services. These women have expressed fear of returning to their home countries and came here to find safety for themselves and their children; now, they have no idea if or when they will see their children again.

The Trump Administration recently implemented these policies as a way to deter families from trying to reach the United States. The Trump Administration’s “zero-tolerance” policy of prosecuting everyone who crosses the border without permission, even those who do so to request asylum, specifically targets women and children who most in need of protection. Instead of processing their asylum claims as immigration law requires them, border agents arrested these migrants and charged them unlawful entry, a misdemeanor offense, for crossing the border without permission. Many of the detainees pled guilty to the charge, believing that a guilty plea was their best chance at being reunited with their children. Instead, they were sentenced to time served, the lightest punishment possible, and transferred to ICE custody and now face deportation if their asylum claims are not successful.
  
Meanwhile, the Trump Administration further rolled back asylum protections for women on Monday when AG Jeff Sessions announced that victims of domestic abuse and gang violence likely do not qualify for protection under US asylum law. Under asylum law, a person who has a reasonable fear of persecution in their home country based on their race, religion, nationality, membership in a particular social group, or political opinion that the home country’s government cannot or will not prevent has a claim for asylum. Until Monday, that included women in “domestic relationships” from some Central American countries who had been victims of intimate partner violence and could not leave the abusive relationship. Characterizing such harms as “private,” the Trump Administration has turned its back on its obligations under US and international humanitarian law. This new approach does nothing to protect Americans, and it certainly does not help victims of domestic abuse and gang violence.

Contrary to what "someone" is saying on Twitter, there is no law requiring immigrant families to be separated at the border. The decision to charge everyone crossing the board with illegal entry and the decision to put asylum seekers into criminal and deportation proceedings are 100% discretionary choices on the part of the Trump Administration. These choices harm women not only in the United States, but they also hurt women right here in Washington. We must not stand idly by while the rights of women and children are trampled in this way.

Here's how you can take action:
  • You can sign petitions - find them at Families Belong Together. Follow Families Belong Together for more actions.
     
  • There are several rallies and events scheduled for today and beyond. Look here for one near you.
     
  • Donate your time or money to the Northwest Immigrant Rights Project (NWIRP). If you are a lawyer in Washington State who speaks Spanish or Cantonese, NWRIP needs you. They are connecting the people detained here in Washington with lawyers to learn about their cases. And if you don’t speak those languages, but could volunteer to take on an asylum case, let NWIRP know as well.
     
  • If you are in Washington, you can support Northwest Detention Center Resistance. Find out about their events on their Facebook page.
     
  • Contact your Senators to tell them you support the Keep Families Together Act, which Senator Diane Feinstein and 31 colleagues introduced on June 8th.
**UPDATE** Here are more actions you can take:
  • Participate in the daily vigils at Seattle ICE office. The vigil/rally is concentrated from 8–10 a.m. but participants are welcome all day long. Occurs daily from now until July 6th.

  • Attend the RAICES (Refugee and Immigrant Center for Education & Legal Services) webinar on June 21. Learn more and register here.

  • Make a donation to the RAICES Family Reunification and Bond Fund.

  • Participate in the national day of action on June 30. If you are in Seattle, please join Legal Voice and our allies at the 11:00 a.m. rally at the SeaTac Detention Center.

  • More ideas from Vu Le of Nonprofit AF here.
Please act now. We can't give up.

Photo by Michał Parzuchowski on Unsplash

Tuesday, May 22, 2018

Celebrate Legal Voice's Birthday... for YOUR Birthday!

By Sarah MacDonald

Legal Voice is celebrating 40 fabulous years of progress! In celebration of our four decades of taking names and making change, several of our supporters have used their birthdays to raise funds for—and awareness of—our continued efforts for women, families, and LGBTQ folks in the Northwest. Great idea, right?

You, too, can leverage your special day to gain support for Legal Voice or another cause that's close to your heart. Here are a few ways:
  1. Hold a house party! Get your closest pals together to celebrate you (because you're awesome) while also supporting your favorite organization. The opportunities are endless! You can host a traditional birthday party but ask for donations instead of gifts. Do you like sports? Have a football-watching party where you raise money based on the score. Or host a "Rad Women of History" costume party and ask for donations at the door. Whatever you choose to do, we're here to help. We can provide stickers, talking points, custom birthday pins... we even have Ruth Bader Ginsburg coloring books! We might even be able to send a few staff or board members out to celebrate with you. Find more tips here, or email me with your ideas!

  2. Create a Facebook Fundraiser! If you're on Facebook, you can easily create a Facebook Fundraiser to support Legal Voice. Your friends and family members can give right on the site. Easy peasy! Start the process at facebook.com/fundraisers and click on "Raise Money for a Nonprofit Organization." We can help you make the most out of your fundraiser with custom images for your page, talking points about all the important issues we're working on, and a special thank you video to everyone who supported your fundraiser. Email me for more information!

  3. Write a good old fashioned letter! If you are more on the analog side, consider writing a heartfelt appeal to all the wonderful people in your Rolodex. We can provide you with remit envelopes to include with your letter for donation-making ease, and we'll work with you to write a joint thank you note from you and Legal Voice. Gosh, we make a great team!
Thank you for your continued support of Legal Voice! And for being born. We're pretty glad that happened.


Sarah MacDonald is Marketing & Communications Manager for Legal Voice, where she strives daily to keep you in-the-know. Her birthday is in September, when she will definitely be taking her own advice and hosting a Legal Voice fundraiser! (And taking full advantage of the office buttonmaker.)

Photo by Audrey Fretz on Unsplash