Card Check: Year One Recap and Insights Webinar

August 30th, 2024

Join Raul Calvo, Owner of Employer Services Consulting, LLC. and Jason Resnick, Sr. Vice President & General Counsel at Western Growers, as we mark one year into the card check process.

This webinar will recap the factors influencing the successes and setbacks of the UFW’s unionization efforts and the legal challenges involving the UFW and the Agricultural Labor Relations Board (ALRB).

Event Details:

Date: September 18, 2024
Time: 11:00 AM – 12:00 PM PT
Location: Virtual

Don’t miss this crucial update on the card check journey and the evolving legal landscape. Register today for valuable insights!

Resources for Seasonality and Transition Periods

August 27th, 2024

[last updated 4.2.2025]

Leafy Green Industry Stakeholders,

We urge you to remain vigilant to maintain best practices during this seasonal transition period. To provide support during this critical time, please reference the resources below, including the recording from the webinar series hosted by Western Growers and the Arizona and California LGMAs covering this topic. 

Leafy Green Seasonality and Transition Period Webinars 

Information Sheets & Infographics 

FSMA Pre-harvest Agricultural Water Rule 

On May 6, 2024, the FDA published the final rule to amend the agricultural water provision of the produce safety regulation. This update replaces previous criteria and testing requirements with a new regulatory approach emphasizing systems-based assessments to target key contamination risks. Western Growers hosted an informative webinar on June 26 and has collected a set of resources related to implementation of the Ag Water Rule.  

FDA Southwest Agricultural Region Environmental Microbiology Study (2019 – 2024) 

The FDA and collaborators released preliminary findings from a multi-year environmental study in Yuma County, Arizona, highlighting the role of airborne pathogens, water quality, and wildlife in the contamination of leafy greens. 

Center for Produce Safety and CAN resources. 

The Center for Produce Safety (CPS) funded a project led by principal investigator Dr. Trevor Suslow that looked at the relevance of seasonality in outbreaks. This effort resulted in five Issue Briefs released in February 2022. 

In June 2022, the California Agricultural Neighbors (CAN) effort produced a report addressing adjacent land use, specifically to reduce risks of pathogen contamination based on a collaborative approach. 

Additional Food Safety Resources: 

2024 CAN Report 

The California Agricultural Neighbors (CAN) initiative, launched in 2021, has been working to bring together diverse stakeholders to improve food safety practices.  

Read the 2024 California Agricultural Neighbors (CAN) report here. 

Contact Us 

As you know, it is vital to detect food safety risks during the transition and to move quickly to adopt known best practices. If you have any questions or comments, please reach out to the Western Growers Science team at [email protected]. 

Beware of Artificial Intelligence (AI) Timekeeping Traps 

August 29th, 2024

State and federal wage and hour laws work in tandem to ensure that employers are paying their employees for all hours worked. A very straightforward concept that is fraught with traps for the unwary. The latest pitfall? Artificial Intelligence (AI) powered time tracking.  

Increasingly, AI is being used to automate timekeeping duties such as tracking when workers sign in and out of work and to make independent determinations as to when an employee is “actively” working or “idle.” Herein lies the pitfall.  

As anyone who utilizes the Microsoft Teams platform knows, a user will be automatically marked “away” after five minutes of inactivity. This happens when the computer is idle, locked or in sleep mode, or if the Teams mobile app is running in the background.  Like Teams, AI powered timekeeping solutions are unable to accurately determine when work is being performed offline or away from the computer. This false impression of idleness or lack of work could lead the AI timekeeper to make an independent decision that no work is being performed resulting in a failure to pay an employee for all hours worked.  

Secondary risks include an automatic coding of all non-productive time as non-compensable. For example, under federal law, breaks lasting 20 minutes or less are generally deemed to be for the benefit of the employer and therefore, compensable. Automatically deducting such time would result in a violation of the employer’s duty to pay employees for all compensable time.  

What Does it Mean? 

Before implementing any AI powered timekeeping technology, employers should audit the software and its reporting systems to assess the technology’s ability to track all hours worked and report untracked time. The ability to see how the technology tracks both will allow the employer to assess the accuracy of the program and determine whether compliance will be placed at risk.  

NLRB Rejects Consent Orders and Reemphasizes Bilateral Settlement Agreements

August 29th, 2024

The National Labor Relations Board (Board) continues its shift toward pro-union and pro-employee policies. In the recent case Metro Health, Inc., d/b/a Hospital Metropolitano Rio San Pedras, the Board ended its long-term practice of accepting consent orders as a means of resolving unfair labor practice charges.  

For over 30 years, the Board has allowed parties to resolve unfair labor practice charges without proceeding to litigation and without a full adjudication on the merits. This was typically done by letting the parties enter into a bilateral settlement agreement. Another method used by the Board was to resolve the charges with a consent order. A consent order is proposed by the employer and then approved by the Board without the agreement or consent of the charging party and/or the General Counsel.  

With the Metro decision the Board removes the option of employer-proposed ‘reasonable’ resolutions and returns to enforcing a policy that favors mutually negotiated settlement terms to resolve unfair labor practice charges.  

What Does it Mean? 

The biggest impact of the Metro decision is that it removes one of the employer’s strongest pre-litigation resolution tools. The inability to independently propose reasonable remedial steps to substantially resolve the charges puts employers in the position of having to spend time and money to engage in traditional mediation or face litigation to achieve the same ends.  

Unfortunately, the decision also signals a continuing trend toward the expansion of employee rights and a reduction in employer-friendly resolutions.  

San Miguel Produce Featured in “America’s Heartland”

August 29th, 2024

California provides 80 percent of all leafy greens in the U.S., which is fitting for San Miguel Produce, which states it lives, works and breathes leafy greens.

In the heart of Ventura County, San Miguel Produce’s farming operation grows a variety of washed, bagged and ready-to-eat greens.

In this episode of “America’s Heartland,” we learn more about San Miguel Produce’s operations and what this farm family is doing to meet the increasing consumer demand for washed and bagged greens.

“I think the most exciting this is we get to promote fresh produce, which is good for you. You know, it’s not processed food, […] almost everything we promote as an industry has some sort of health benefit. And I think that’s exciting because we’re helping improve public health in America by promoting these products,” said Garrett Nishimori, General Manager and fourth generation farmer.

You can watch the episode here.

Episodes of “America’s Heartland” can be viewed on your area’s PBS station – check your local listings for exact date and time; more than 90 percent of all PBS stations in the country carry the show – as well as on PBS.org; the PBS standalone app; “America’s Heartland’s” website and YouTube; as well as weekly on RFD-TV. “America’s Heartland” is a production of Sacramento’s PBS KVIE.

Western Growers Women 2024-2025 Course Catalog Now Available

August 29th, 2024

The Western Growers Women (WGW) program has announced its 2024-2025 course catalog.

Building on the success of last year’s relaunch, this year’s offerings have expanded to include even more courses and events. Participants will have access to a variety of virtual and in-person courses designed to support their professional growth and pave the way for influential leadership roles within the fresh produce industry.

You can view the 2024-2025 course list here.

Participants can also register for the first two WGW courses today.

Policy Updates Webinar

Join Western Growers Women and the Western Growers Government Affairs team for an insightful webinar on the latest developments in agriculture policy. Our experts will share their perspectives and answer your questions during a comprehensive Q&A segment at the end of the session. Whether you’re a farmer, policymaker or simply passionate about agriculture, this webinar offers valuable information and an opportunity to interact with leading professionals.

Date: September 12, 2024
Time: 10:00 a.m. PST – 11:00 a.m. PST
Location: Virtual
Register here.

Arbinger Leadership Training:  Developing and Implementing an Outward Mindset Workshop

The Arbinger Institute’s leadership course, Developing and Implementing an Outward Mindset, aims to help people and organizations shift from a self-focused inward mindset to an impact-focused, outward mindset for individual development, creating a high-performance team or transforming an organization.

Date: October 23 & 24, 2024
Location: Irvine, CA
Register here.

For any questions about the WGW program or upcoming events, please reach out to Cierra Allen, Program Manager, at [email protected].

Mentalist Oz Pearlman to Perform at 98th Western Growers Annual Meeting

August 26th, 2024

Mentalist Oz Pearlman will headline the Award of Honor Dinner Gala at the 2024 Western Growers Annual Meeting in Scottsdale, Arizona. The evening will celebrate Sonny Rodriguez, President and CEO of The Grower’s Company, as this year’s Award of Honor recipient.

Pearlman is a world-renowned mentalist with nearly 30 years of experience, making him one of the most sought-after performers in the country. He rose to fame as a fan favorite on America’s Got Talent and has since made over 100 television appearances, including The Today Show, The Ellen DeGeneres Show and Late Night with Jimmy Fallon.

Beyond his performing career, Pearlman is an avid ultra-marathon runner. In 2022, he set the world record for most miles run around Central Park in a single day (116), raising over $100,000 for the Save the Children’s Ukraine Relief Fund. Later that year, he set another record by running from Montauk to Manhattan in just 21 hours.

His remarkable talents have earned him an Emmy Award for his NBC special and placed him among elite illusionists like David Blaine and David Copperfield. Pearlman’s unique blend of mind-reading with showmanship continues to captivate audiences worldwide.

Award of Honor Program Congratulatory Ad

The Award of Honor is Western Growers’ most prestigious recognition of achievement and is presented to individuals who have made significant contributions to the agricultural community. Western Growers will honor Sonny Rodriguez, The Growers Company President and CEO, with the award at the 98th Annual Meeting this November.

Founded in 1950, The Growers Company is a third-generation business specializing in custom produce harvesting. Rodriguez joined the team in 1975, and under his leadership, the company has flourished by prioritizing customer needs while ensuring fair, equitable and opportunity-rich employment for all its workers.

“Sonny started working in the fields as a teenager and has never strayed from the values his father inculcated in him, none more important than treating every worker with dignity and respect. Few in our industry have done as much to educate elected leaders and government officials about the many positive contributions – and the many challenges confronting – America’s fresh produce industry. He is a respected and well-known advocate for agricultural labor reform that would honor the work of our farm employees and bring rationality to the industry,” said Western Growers President and CEO, Dave Puglia.

Rodriguez graduated from Project CENTRL Arizona Leadership Program’s Class XII and served on the Agricultural Employment Relations Board from 1995 to 2005. He was also involved with the Yuma Vegetable Shippers Association for 15 years and was first elected to the Western Growers Board of Directors in 1998.

Additionally, Rodriguez is a founding member of Yuma Catholic High School. He served six years on the Diocese of Tucson Charity and Ministry Board, three years as chairman of the St. Francis Parish Board and two years on the Hospice of Yuma Board during his six-year term.

To read the full press release on Sonny’s selection, please click here.

If you’d like to recognize this year’s Award of Honor Recipient, Sonny Rodriguez, with a custom full or half-page ad in the dinner program, please click here or contact [email protected] with any questions.

H-2A Worker Protection Rule Blocked in 17 States; H-2A Form Changes Delayed Indefinitely

August 28th, 2024

A U.S. District Judge has issued a 17-state injunction against a Labor Department regulation that would have allowed farmworkers on H-2A visas to unionize. This decision, however, is specifically limited to the states and plaintiffs involved in the suit, as the court did not find it appropriate to implement a nationwide injunction. The injunction does not apply in states Western Growers members typically operate.

However, late on August 28, the Office of Foreign Labor Certification announced that “[f]or now, [OFLC] will delay updating its FLAG system to implement revised H-2A job order and application forms associated with the Farmworker Protection Rule, originally scheduled to begin at 7:00 p.m. Eastern Daylight Time on August 28, 2024, until further notice.”

In her Order, Judge Lisa Wood ruled that the Department of Labor overstepped its authority by permitting H-2A guestworkers to engage in self-organization and to invite external parties, including legal service providers and labor organizations, into their employer-provided housing. She clarified that “Administrative agencies, including the DOL, cannot create law, and the DOL cannot create rights that Congress has not. The DOL cannot make both executive rules and congressional laws.”

The lawsuit was brought by the Southeastern Legal Foundation on behalf of the Georgia Fruit and Vegetable Association, Miles Berry Farm and a coalition of 17 states –Arkansas, Florida, Georgia, Idaho, Indiana, Iowa, Kansas, Louisiana, Missouri, Montana, Nebraska, North Dakota, Oklahoma, South Carolina, Tennessee, Texas and Virginia.

Western Growers will continue to closely monitor the Labor Department’s response to this ruling and next steps.

New Voices of the Valley: Olive Oil Unfiltered with Vincent Ricchiuti from Enzo Olive Oil Company

August 26th, 2024

When you think of olive oil, you may think of places like Spain, Italy and Greece. But did you know that California produces some of the finest olive oil?

In this week’s episode of Voices of the Valley, we pour over everything you wanted to know about olives and olive oil with Western Growers’ Michelle Rivera and Julia Nellis and special guest Vincent Ricchiuti from Enzo Olive Oil Company.

Based out of Central San Joaquin Valley, Enzo Olive Oil Company’s mill is home to the award-winning, 100 percent estate-grown organic extra virgin olive oil.

Join us as we uncover the difference between virgin and extra virgin olive oil, proper packaging and storage and an olive’s journey from farm to table. You’ll also find out what things you should consider before purchasing olive oil at the store.

You can listen to the full episode here.

Indoor Heat Illness Prevention Model Plan

August 27th, 2024

On July 23, 2024, the California Division of Occupational Safety and Health (Cal/OSHA) introduced new indoor heat protections for many indoor workplaces to prevent worker exposure to heat-related illnesses.

Under the “Heat Illness Prevention in Indoor Places of Employment” standard found in Title 8 Section 3396, employers in California must now apply specific safety measures when indoor temperatures reach or exceed 82 degrees Fahrenheit. These requirements may include providing water, rest, cool-down areas, monitoring and additional training for affected employees. With this additional safety standard, Cal/OSHA has combined both the Indoor and Outdoor Heat Illness Prevention Model Plan for Employers into one template to facilitate customization for program development and implementation.

This state-wide regulation applies to most indoor workplaces, such as offices, restaurants, warehouses and manufacturing facilities. “Indoor” refers to a space that is under a ceiling or overhead covering that restricts airflow and is enclosed along its entire perimeter by walls, doors, windows, dividers or other physical barriers that restrict airflow, whether open or closed. All work areas that are not indoor are considered outdoor and covered by Heat Illness Prevention in Outdoor Places of Employment, Title 8 Section 3395. Some work settings are exempt from this standard, including correctional facilities, emergency operations and remote work settings where an employee is telecommuting from a place they select (e.g., home), which is outside of an employer’s control.

For additional information and resources, including FAQs and educational webinars, visit the State of California’s Department of Industrial Relations’ Heat Illness Prevention Guidance webpage.

Western Growers Insurance Services is a full-service insurance brokerage offering a suite of insurance products and tailored risk management solutions to agribusiness and related industry members. For more information or assistance, please contact Ken Cooper, Director of Operations and Risk Strategy for Western Growers Insurance Services, at [email protected].

 

Essential Updates to H-2A Forms Are Coming

August 22nd, 2024

The Department of Labor has introduced significant revisions to the H-2A program forms ETA-790/790A and 9142A, which will take effect on August 29, 2024. These changes aim to enhance the transparency and accountability of the H-2A application process and ensure compliance with the latest regulatory requirements. Below are the key updates H-2A employers need to know: 

Form ETA-790/790A Changes: 

  • Special Pay and Overtime:
    • A new field (8.f) now requires the disclosure of any bonuses, incentives, or the upper end of wage ranges, along with their estimated hourly equivalents. Employers must be ready to provide the method for calculating these estimates. 
    • Field 8.g mandates that overtime pay conditions be specified in Addendum C, detailing the rates, circumstances, and legal citations applicable. 
  • Productivity Standards:
    • Employers must now disclose any performance expectations or minimum productivity standards in Addendum C, ensuring these criteria are clear, static, and quantifiable.  
    • The State Workforce Agency (SWA) or (OFLC) may request documentation from the employer to substantiate the appropriateness of any job qualification, including productivity standards. 
  • Material Terms and Conditions:
    • The Addendum C section now has an increased character limit from 3500 to 5000 characters, allowing more detailed descriptions of job duties, qualifications, and other material terms. Additionally, employers are limited to one Addendum C entry per form section. 
    • In “Item A.8a – Job Duties & B.6 – Job Qualifications/Requirements” the employer is required to provide the pertinent details, such that at least 80% of the allowable character limit must be utilized before an Addendum C can be created for the specific form item. The practice of writing “See Addendum C” will no longer be accepted. 
  • Work Locations and Employment Relationships:
    • Addendum B requires detailed entries for any additional work locations and any agricultural businesses employing workers. This includes the listing of employers in joint employment situations or associations. 

Form ETA-9142A Changes: 

  • Employer Details:
    • New form items now allow the inclusion of past “Doing Business As” (DBA) names used in the prior two years, ensuring a complete historical overview of the employer’s operations. 
  • Appendix C – Ownership and Management:
    • Employers must now disclose comprehensive information on all owners, operators, managers, and supervisors associated with the job order. This includes birthdates and detailed contact information, ensuring full transparency in the employment chain. If after a good faith effort to obtain this information, the employer is unable to ascertain a relevant birthdate at the time of filing, the filer should enter “88/88/8888” in Item 14. 
  • Foreign Labor Recruiter Information:
    • A new section facilitates the disclosure of agreements with foreign labor recruiters, including the identity and location of all persons involved in recruitment. Employers must update this information as needed throughout the contract period. 

These are significant changes intended to create a more rigorous and transparent application process and requiring employers to provide more detailed information at each step. Employers must familiarize themselves with these updates to ensure compliance and avoid potential delays in the application process. 

For those interested in a detailed walkthrough of these changes, the Department of Labor hosted a webinar on August 21, 2024, to explain the technical updates in the FLAG System related to these form revisions.  A copy of the slide deck is also available.  

For information about Western Growers H-2A Services or the H-2A program in general, please contact [email protected] 

Best Practices: Mitigating Risk Under the FEHA

August 22nd, 2024

The recent California Supreme Court case of Twanda Bailey v. San Francisco District Attorney’s Office highlights the importance of employers taking proactive measures to prevent and address harassment, discrimination, and retaliation in the workplace.  

The questions before the Court were: 

  1. Whether a coworker’s one-time use of a racial slur may be actionable in a claim of harassment (i.e., so severe as to alter the conditions of employment and create a hostile work environment); and  
  2. Whether a course of conduct that effectively seeks to withdraw an employee’s means of reporting and addressing racial harassment in the workplace is actionable in a claim of retaliation. 

Bailey, an African American employee of the San Francisco District Attorney’s Office, alleged that a coworker with whom she shared an office and job duties called her the N-word.  Bailey further alleged that, after she reported the incident, the human resources manager for the District Attorney’s Office obstructed the filing of a formal complaint, engaged in a course of intimidating conduct, and ultimately threatened Bailey that she was “going to get it.” 

Ultimately, the Court found that even an isolated act of harassment may be actionable if it is sufficiently severe considering the totality of the circumstances, and that a coworker’s use of an unambiguous racial epithet, such as the N-word, meets this standard.  The Court also found an actionable claim for retaliation where a course of conduct effectively seeks to withdraw an employee’s means of reporting and addressing racial harassment in the workplace. 

To help mitigate risks associated with allegations of harassment, discrimination and/or retaliation consider these best practices:  

  1. Develop and Enforce Clear Policies: California law requires employers to establish comprehensive anti-harassment, discrimination, and retaliation policies. These policies must be clearly written, easily accessible, and communicated to all employees. Regular updates and reviews of these policies ensure they remain relevant and effective. 
  2. Conduct Regular Training: California law also requires that employers with five or more employees provide anti-harassment training to all employees every two years. Mandatory training sessions on harassment, discrimination, and retaliation should include recognizing, preventing, and reporting inappropriate behavior.  
  3. Create a Reporting Mechanism: Implement a confidential and straightforward reporting system for employees to report incidents of harassment, discrimination, or retaliation. Ensure that employees know how to use this system and feel safe doing so without fear of retaliation. 
  4. Prompt and Thorough Investigations: When a complaint is filed, a prompt, thorough, and impartial investigation is required. Be sure that the investigation is accurately documented and includes all investigation efforts and outcomes.  
  5. Take Appropriate Action: Based on the findings of the investigation, take appropriate corrective action. This may include disciplinary measures, changes in workplace policies/procedures, or additional training sessions. 
  6. Monitor and Review: Continuously monitor the effectiveness of policies and procedures. Regularly review and update them to reflect changes in the law and best practices. Engage with legal counsel to ensure compliance with FEHA and other relevant regulations. 

Federal Court Blocks FTC’s Noncompete Ban

August 22nd, 2024

A federal judge has blocked the Federal Trade Commission’s (FTC) noncompete rule, which was set to take effect on September 4, 2024. The U.S. District Court for the Northern District of Texas ruled on August 20, 2024, in Ryan, LLC v. FTC, that the rule is unlawful. The court’s decision not only prevents enforcement of the rule against any company nationwide but also concludes that the FTC lacks substantive rulemaking authority over unfair methods of competition. 

This ruling followed an earlier preliminary injunction that applied specifically to the Plaintiff-Intervenors. Now, the court’s judgment effectively halts the FTC from implementing the noncompete ban across the board. However, it is important to note that this decision does not affect state law bans on noncompete agreements, such as California’s, which remain in place regardless of federal rulings. 

The FTC may still appeal this decision, but any appeal would likely face an uphill battle in the U.S. Court of Appeals for the Fifth Circuit and potentially the U.S. Supreme Court, both of which have issued decisions in recent years limiting federal agencies’ regulatory powers. 

As a result of the court’s ruling, employers can hold off on compliance measures related to the FTC’s noncompete rule, though it is important to stay updated on the appellate process in the Ryan case.  

Arizona Group Abandons Minimum Wage Ballot Measure

August 20th, 2024

An Arizona judge ruled against an initiative to raise the state’s minimum wage to $18 an hour on Aug. 8, just hours after backers, Raise the Wage AZ, announced they would abandon their effort to send this issue to voters. This decision would avoid a lawsuit from the Arizona Restaurant Association, who claimed the petition lacked sufficient valid signatures.

Despite Raise the Wage AZ filing over 350,000 signatures – nearly 100,000 more than were required – they anticipated that many would be disqualified, leaving them short of the total needed. After legal discussions revealed concerns over signature validity and high litigation costs, the campaign deemed their efforts to be impractical.

Looking ahead, Raise the Wage AZ plans to push for a minimum wage increase through state legislation in 2025, with potential support from Democratic Rep. Mariana Sandoval. Meanwhile, the Arizona Restaurant Association is backing Proposition 138, which would allow tipped workers to be paid 25 percent less than the minimum wage.

David Gill from Rio Farms and Gill’s Onions Joins WGCIT for Lunch and Learn

August 21st, 2024

David Gill’s journey in agriculture is a testament to the enduring spirit of innovation and resilience in the farming community. His early experiences on the family farm laid the foundation for a robust career that has spanned decades, marked by the establishment of successful ventures, such as David Gill Ranch, Rio Farms and Gill’s Onions.

His commitment to the industry is evident not only in the growth and processing of a diverse range of vegetables but also in his proactive engagement with the agtech community through events like this month’s ‘Lunch and Learn’ at the Western Growers Center for Innovation & Technology (WGCIT). Gill is active in many organizations, including the Grower-Shipper Association of Central California, California Farm Bureau Federation, the International Fresh Produce Association and Western Growers. He was elected to the WG board in 1991 and served as chair in 2001.

When pressed by the agtech entrepreneurs, Gill was honest about his concerns. “I spend a lot of my time worried about regulations farming in California. I’m afraid we’re going to get regulated out of California where we will be forced to grow in other locations,” he said.

Despite the challenges posed by regulatory concerns in California, figures like David Gill continue to drive the conversation forward, seeking sustainable solutions that balance agricultural productivity with environmental and social responsibility.

 EPA Unveils Final Herbicide Strategy

August 20th, 2024

Strategy reflects extensive input of growers and other pesticide users

WASHINGTON – Today, Aug. 20, the U.S. Environmental Protection Agency released its final Herbicide Strategy, an unprecedented step in protecting over 900 federally endangered and threatened (listed) species from the potential impacts of herbicide, which are chemicals used to control weeds. EPA will use the strategy to identify measures to reduce the amount of herbicides exposure to these species when it registers new herbicides and when it reevaluates registered herbicides under a process called registration review. The final strategy incorporates a wide range of stakeholder input, ensuring EPA not only protects species but also preserves a wide range of pesticides for farmers and growers.

“Finalizing our first major strategy for endangered species is a historic step in EPA meeting its Endangered Species Act obligations,” said Deputy Assistant Administrator for Pesticide Programs for the Office of Chemical Safety and Pollution Prevention Jake Li. “By identifying protections earlier in the pesticide review process, we are far more efficiently protecting listed species from the millions of pounds of herbicides applied each year and reducing burdensome uncertainty for the farmers that use them.”

The Biden-Harris Administration’s new approaches for protecting endangered species, which include the Herbicide Strategy, have resolved multiple lawsuits against EPA. For decades, EPA has tried to comply with the Endangered Species Act (ESA) on a pesticide-by-pesticide, species-by-species basis. However, because this approach is very slow and costly, it resulted in litigation against the agency and uncertainty for users about the continued availability of many pesticides. At the beginning of 2021, EPA faced almost two dozen lawsuits covering thousands of pesticide products due to its longstanding failure to meet ESA obligations for pesticides. Some of these lawsuits resulted in courts removing pesticides from the market until EPA ensured the pesticides comply with the ESA. Now, all but one of those lawsuits has been resolved. Unlike EPA’s historic approach to compliance, the Herbicide Strategy identifies protections for hundreds of listed species up front and will apply to thousands of pesticide products as they go through registration or registration review, thus allowing EPA to protect listed species much faster.

In July 2023, EPA released a draft of this strategy for public comment. EPA received extensive comments, with many reiterating the importance of protecting listed species from herbicides but also minimizing impacts on farmers and other pesticide users. In response to comments, EPA made many improvements to the draft, with the primary changes falling into three categories:

  • Making the strategy easier to understand and incorporating up-to-date data and refined analyses;
  • Increasing flexibility for pesticide users to implement mitigation measures in the strategy; and,
  • Reducing the amount of additional mitigation that may be needed when users either have already adopted accepted practices to reduce pesticide runoff or apply herbicides in an area where runoff potential is lower.

EPA focused this strategy on conventional herbicides used in agriculture in the lower 48 states because the most herbicides are applied there. In 2022, approximately 264 million acres of cropland were treated with herbicides, according to the Census of Agriculture from the U.S. Department of Agriculture (USDA). The number of cropland acres treated with herbicides has remained fairly consistent since the early 2010s. EPA is also focusing this strategy on species listed by the U.S. Fish and Wildlife Service (FWS) because herbicides generally impact those species. For species listed by the National Marine Fisheries Service, EPA is addressing pesticide impacts through a separate initiative with that agency.

Final Herbicide Strategy

The final strategy includes more options for mitigation measures compared to the draft, while still protecting listed species. The strategy also reduces the level of mitigation needed for applicators who have already implemented measures identified in the strategy to reduce pesticide movement from treated fields into habitats through pesticide spray drift and runoff from a field. The measures include cover crops, conservation tillage, windbreaks, and adjuvants. Further, some measures, such as berms, are enough to fully address runoff concerns. Growers who already use those measures will not need any other runoff measures. EPA identified these options for growers through its collaborations with USDA under its February 2024 interagency MOU and through over two dozen meetings and workshops with agricultural groups in 2024 alone.

The final strategy also recognizes that applicators who work with a runoff/erosion specialist or participate in a conservation program are more likely to effectively implement mitigation measures. These conservation programs include the USDA’s Natural Resources Conservation Service practices and state or private stewardship measures that are effective at reducing pesticide runoff. The strategy reduces the level of mitigation needed for applicators who employ a specialist or participate in a program. Geographic characteristics may also reduce the level of mitigation needed, such as farming in an area with flat lands, or with minimal rain such as western U.S. counties that are in the driest climates. As a result, in many of those counties, a grower may need to undertake few or no additional runoff mitigations for herbicides that are not very toxic to listed species.

The final strategy uses the most updated information and processes to determine whether an herbicide will impact a listed species and identify protections to address any impacts. To determine impacts, the strategy considers where a species lives, what it needs to survive (for example for food or pollinators), where the pesticide will end up in the environment, and what kind of impacts the pesticide might have if it reaches the species. These refinements allow EPA to focus restrictions only in situations where they are needed.

The final strategy will also expedite how EPA complies with the ESA through future consultations with FWS by identifying mitigations to address the potential impacts of each herbicide on listed species even before the agency completes the consultation process for that herbicide—which in many cases, can take five years or more. Further, EPA and FWS expect to formalize their understanding of how this strategy can inform and streamline future ESA consultations for herbicides.

The final strategy itself does not impose any requirements or restrictions on pesticide use. Rather, EPA will use the strategy to inform mitigations for new active ingredient registrations and registration review of conventional herbicides. EPA understands that the spray drift and runoff mitigation from the strategy can be complicated for some pesticide users to adopt for the first time. EPA has also developed a document that details multiple real-world examples of how a pesticide applicator could adopt the mitigation from this strategy when those measures appear on pesticide labels. To help applicators consider their mitigation options, EPA is developing a mitigation menu website that the agency will release in fall 2024 and plans to periodically update with additional mitigation options, allowing applicators to use the most up-to-date mitigations without requiring pesticide product labels to be amended each time new measures become available. EPA is also developing a calculator that applicators can use to help determine what further mitigation measures, if any, they may need to take in light of mitigations they may already have in place. EPA will also continue to develop educational and outreach materials to inform the public and help applicators understand mitigation needs and where descriptions of mitigations are located.

The Final Herbicide Strategy and accompanying support documents are available in docket EPA-HQ-OPP-2023-0365 at the Regulations.gov page.

Visit EPA’s website to learn more about how EPA’s pesticide program is protecting endangered species.

Contact Information
EPA Press Office ([email protected])

Dacthal (DCPA) Product Handling Guidance Provided by AMVAC

August 20th, 2024

Earlier this month, the U.S. Environmental Protection Agency (EPA) announced the emergency suspension of all registrations of the pesticide dimethyl tetrachloroterephthalate (DCPA or Dacthal) under the Federal Insecticide, Fungicide and Rodenticide Act (FIFRA). Effective immediately, the EPA’s Emergency Order suspends all registrations- including all sale, distribution and use of DCPA products.

AMVAC has shared guidance for holders of existing DCPA stocks to return the product to the registrant. Per the emergency suspension, the only action holders of existing DCPA stocks can take is to return the product to the registrant of the products.

DCPA distributors, or holders of existing stock, can request pickups by AMVAC of both opened and unopened stocks of DCPA products and request reimbursement for unopened stocks of DCPA products by emailing [email protected] or calling 949-260-6055 with the following information:

  • Amount of DCPA product (gallons) for return
  • Primary contact for pickup (name, phone and email address)
  • Pickup location (city, state and zip code)

Scheduling for product pickups will begin Sept. 2, 2024. We recommend reaching out with the requested information before this date.

Alternatively, contact your distributer for guidance on return protocols.

CDFA to Host Fifth Public Listening Session on Definition of Regenerative Agriculture on Aug. 22

August 20th, 2024

The California Department of Food and Agriculture (CDFA) will host its fifth public listening session on Thursday, Aug. 22, at 5 p.m. PST to help define regenerative agriculture for state policies and programs.

The CDFA created a 14-member working group in 2023 to develop a draft definition of regenerative agriculture to be considered by the State Board of Food and Agriculture. The working group comprises agricultural stakeholders, State Board and EFA SPA members. Click here to view the draft.

The CDFA will review the draft definition during its fifth listening session and invites members of the public to join the session and submit comments.

If you’re unable to attend the listening session but would like to submit a comment, please email [email protected].

For more information about the definition process, please visit www.cdfa.ca.gov/RegenerativeAg/.

DETAILS

Regenerative Agriculture Public Listening Session #5

Date and Time: Aug. 22, 2024 at 5 p.m. PST 

Location: Virtual

Register here.

Tanaka Farms Featured in “America’s Heartland”

August 20th, 2024

Nestled in the heart of Irvine, Calif., Tanaka Farms has stood for four generations.

Kenny Tanaka, now a fourth-generation farmer, recalls his mother Shirley bringing his preschool class to his family pumpkin patch and showing the kids how vegetables were grown. Today, Tanaka Farms welcomes over 60,000 schoolchildren annually on field trips. Families also flock to the farm, with up to 120,000 visitors attending weekend events each year. Many adults who once visited as children now return with their own kids, continuing the tradition.

“I’ve seen joy when they pick vegetables out of the ground because most of them have never seen anything like that, so it’s a really good experience,” Kenny said.

Tanaka Farms began with Kenny’s great grandfather, Takeo, a first-generation Japanese-American. The family legacy continued with Kenny’s grandfather, George, and his father, Glenn, who also dedicated their careers to the family business before Kenny.

But the journey to success was far than straightforward. George farmed until the start of WWII, and then fled to Utah to escape the Japanese internment camps. He returned to California at the end of the war and had to begin all over again.

In this episode of “America’s Heartland,” you’ll get to hear more about Tanaka Farms, how the Tanaka family honors the history of Japanese-American farmers who came before them and how they cultivate a community.

You can watch the episode here.

Episodes of “America’s Heartland” can be viewed on your area’s PBS station – check your local listings for exact date and time; more than 90 percent of all PBS stations in the country carry the show – as well as on PBS.org; the PBS standalone app; “America’s Heartland’s” website and YouTube; as well as weekly on RFD-TV. “America’s Heartland” is a production of Sacramento’s PBS KVIE.

Western Growers Helps Sponsor Seventh Safe Fruits and Veggies Farm Tour for Alliance for Food and Farming

August 16th, 2024

The Alliance for Food and Farming (AFF) hosted its seventh Safe Fruits and Veggies Farm Tour for registered dietitians, health and nutrition writers and influencers from Aug. 12-14, 2024 on California’s Central Coast.

Western Growers was one of the sponsors of the tour, where participants visited Good Farms, Golden State Farms, the Cal Poly Strawberry Center, Limoneira and Terry Farms.

“These tours have become a crucial part of the AFF’s continuous efforts to provide science-based information to media and consumers about farming and produce safety,” says Teresa Thorne, AFF Executive Director. “Our guests reach millions of consumers so they are able to communicate to a wide audience about their experiences on the farms as well as the care and commitment of farmers and farm workers to provide safe, nutritious food.”

The AFF’s list of tour guests included Steph GrassoSamar KullabAngela LemondCarolyn O’NeilKylie Sakaida, Ayat Sleymann, Dalina Soto and Caroline Thomason.

A few notable facts shared with the tour attendees:

  • California produced 2.4 billion pounds of strawberries last year.
  • An estimated 90% of strawberries in the U.S. are grown in California.
  • The lifecycle of a lemon tree can be 100 years.
  • It takes about five to six years for a lemon tree to be in production to pay for itself.
  • Every year, 25,000 acres in California are dedicated to growing peppers.

To add value to the experience, the AFF invites scientists on the tour to deliver expert insights on matters that include food safety, regulations and toxicology. This year’s guests included Dr. Carl Winter, Extension Food Toxicologist Emeritus, UC Davis, and Dr. Tamika Sims, Senior Director of Food Technology Communications for the International Food Information Council.

In addition to Western Growers, sponsors of the tour included the California Strawberry Commission and the International Fresh Produce Association.