Trade Impact Survey: Help Us Understand the Impact of the Trade War 

April 30th, 2025

Western Growers is actively working to address market access challenges as ongoing trade disputes continue to impact agricultural exports. To strengthen our advocacy efforts, we’ve launched the Tariff Impact Survey to assess the current and anticipated impact on our members and their companies. 

The survey is now available on our Tariff Updates page, your central hub for the latest information on tariffs, trade developments and regulatory changes. This page is regularly updated and includes essential resources covering recent shifts in policies.  

If your company exports to any country affected by U.S. tariff policies, we encourage you to complete this quick survey. All responses will remain anonymous and collected in aggregate. 

Your input is essential. It will help us better understand how your business is impacted, and advocate more effectively for meaningful trade solutions. 

Take the survey and stay informed on the latest trade updates here 

The Role of Personality in Building a Strong Food Safety Culture 

April 29th, 2025

In food safety, technical skills and regulatory knowledge are essential, but they are not the only ingredients for success. At the heart of every effective food safety program are the people leading it, and the personal qualities they bring to the role. 

A strong food safety culture starts with individuals who are not only trained, but who think and act with purpose. Certain personality traits are often the difference between a program that merely checks boxes and one that truly protects consumers and supports operations. 

Key traits for success in food safety roles include: 

  • Critical thinking and problem solving 
  • Strong communication 
  • Ethical integrity and consumer commitment 
  • Composure under pressure 
  • Collaborative mindset 
  • Drive for continuous improvement 

Identifying and developing individuals with these traits builds a resilient and high performing food safety culture. Investing in your team’s personal and professional growth isn’t just about meeting standards, it’s about creating a culture that leads the industry.  

If you’re looking to strengthen your team’s ability to balance food safety and production demands, join us for our Management Strategies for Food Safety workshop in Fresno, Calif. on May 13, 2025. Led by Joelle Mosso, AVP of Science Programs at Western Growers, this hands-on session will equip participants with practical strategies and insights to drive excellence food safety without compromising operational goals. Register here. 

Seeds for Bees® Program Offers Free Cover Crop Seeds to Farmers in California

April 29th, 2025

Applications are now open for Project Apis m.’s Seed for Bees® program, supporting honeybee and soil health through the use of cover crops. This opportunity is available to farmers and beekeepers throughout California.

New participants can qualify for up to $2,500 in free seed, while second year participants may receive up to $1,500 in free seed.

The application period for the 2025 Seeds for Bees program is open from April 1 through August 31, 2025.

Sign up and learn more about the program here. Don’t miss your chance to boost pollinator support and soil vitality, at no cost.

Specialty Crops to Receive $1.3 Billion in Second Round of USDA Initiative

April 29th, 2025

WASHINGTON, D.C. (April 29, 2025) – The Specialty Crop Farm Bill Alliance (SCFBA) issued the following statement today in response to the U.S. Department of Agriculture’s announcement of a second round of payments through the Marketing Assistance for Specialty Crops (MASC) program.

“The USDA’s MASC program is an important step in providing urgently needed assistance to specialty crop growers who are confronting a host of unprecedented challenges. Rising input costs, limited access to labor, unfair trade practices, disruptions to foreign markets and natural disasters ranging from flood to drought all impede their global competitiveness.

We are grateful to Secretary Brooke Rollins and the USDA team for continuing to acknowledge the critical work our farmers do each and every day to produce the fruits, vegetables, tree nuts, and horticultural products that enhance the lives of all Americans.

Although the MASC program is providing our growers with a vital lifeline today, we must also remember that this is just a downpayment on the long-term investments specialty crop growers from across the United States deserve. We hope that Congress will come together to enact a comprehensive bipartisan farm bill at the earliest opportunity that includes our recommendations to enhance the competitiveness of America’s specialty crop growers.”

The SCFBA is co-chaired by Cathy Burns, CEO of the International Fresh Produce AssociationMike Joyner, President of the Florida Fruit & Vegetable Association; Dave Puglia, President and CEO of Western Growers; and Kam Quarles, CEO of the National Potato Council.

First announced in December 2024, MASC authorized $2 billion in Commodity Credit Corporation funds to assist specialty crop growers with rising input costs and aid in the expansion of domestic markets. In January 2025, in response to stakeholder feedback and program demand, funding for MASC was increased to $2.65 billion. The MASC application period closed on Jan. 10, 2025.

The USDA’s Farm Service Agency (FSA) delivered just under $900 million in first round payments to eligible producers.

# SCFBA #

The Specialty Crop Farm Bill Alliance is a national coalition of more than 150 organizations representing growers of fruits, vegetables, dried fruit, tree nuts, nursery plants and other products. The Alliance was established to enhance the competitiveness of specialty crop agriculture and improve the health of Americans by broadening the scope of U.S. agricultural public policy. For more information, visit farmbillalliance.com

MEDIA CONTACTS:

Christina Morton, Florida Fruit & Vegetable Association, [email protected]

Siobhan May, International Fresh Produce Association, [email protected]

Mark Szymanski, National Potato Council, [email protected]

Ann Donahue, Western Growers, [email protected]

Open Comment Period: Cantaloupe National Guidance Document

April 29th, 2025

The draft of the first section of the National Cantaloupe Guidance Document — focused on Growing, Harvesting and Post-Harvest Packing shed activities — is now open for public comment.

We invite industry members, researchers and stakeholders to review the draft and provide feedback to help strengthen the development of practical, science-based food safety guidance for cantaloupe production. 

Key Dates: 

  • Comment Period Open: May 1, 2025 
  • Comment Period Closes: May 31, 2025 
  • Webinar Discussion: June 12, 2025, at 11:00 AM PT 

How to Participate: 

  • Download the Clean Draft: Review the draft document  
  • Submit Your Comments: Use Microsoft Word’s “New Comment” and “Tracked Changes” features to propose edits and improvements. Remember, comments without a rationale will not be considered. 
  • Upload Your Submission: After editing, submit your revised draft and complete the comment form. 

Join the Webinar: We’ll be hosting a webinar on June 6 to review feedback and discuss proposed changes with stakeholders. Mark your calendars! 

If you have any questions, feel free to contact Sonia Salas ([email protected]) or Gustavo Reyes ([email protected]). 

Western Growers Seeks Preliminary Injunction to Block Mandatory Mediation Statute

April 29th, 2025

On April 24, 2025, Western Growers and member Olive Hill Greenhouses, Inc. filed a motion for preliminary injunction in the U.S. District Court for the Southern District of California. The motion asks the court to block the California Agricultural Labor Relations Board (ALRB) from enforcing the state’s Mandatory Mediation and Conciliation (MMC) statute, codified at Labor Code §1164 et seq.

In the filing, WG argues that the MMC statute is unconstitutional on its face because it violates the Due Process and Equal Protection Clauses of the U.S. Constitution. Specifically, the motion contends that the MMC statute unlawfully delegates coercive governmental power to private unions without adequate standards or safeguards, forcing employers into contracts they have not voluntarily agreed to. Western Growers and Olive Hill further argue that the statute deprives farmworkers of their right to freely choose or remove a union representative by locking in a union for the duration of an imposed contract.

The United Farm Workers of America (“UFW”) was certified as the bargaining representative of Olive Hill’s agricultural workers on January 16, 2024, through the card check process established by California Assembly Bill 113. The preliminary injunction motion highlights the irreparable harm suffered by Olive Hill, a small nursery operation in San Diego County, which is currently being subjected to the MMC process at the request of the UFW. Olive Hill has negotiated in good faith, yet the ALRB ordered the employer into MMC proceedings simply because a certain amount of time elapsed from the initial bargaining request—without regard to the substance or progress of negotiations.

Western Growers and Olive Hill emphasize that immediate injunctive relief is needed to prevent the imposition of a government-mandated “contract” that could disrupt their operations and infringe on constitutional rights. A hearing on the motion is scheduled for May 29, 2025.

Western Growers and Olive Hill are represented by counsel David Schwarz, Barbara Taylor and Krista Landis with Sheppard, Mullin, Richter & Hampton LLP, and Patrick Moody with Barsamian & Moody.

Fed OSHA to Host Public Hearing on Proposed Rulemaking for Heat Injury and Illness Prevention

April 24th, 2025

The U.S. Department of Labor’s Occupational Safety and Health Administration (OSHA) will be hosting a virtual public hearing on its proposed rule to protect workers from hazardous heat exposure in indoor and outdoor workplaces on June 16, 2025. 

The public hearing on the Notice of Proposed Rulemaking on Heat Injury and Illness Prevention in Outdoor and Indoor Work Settings, will begin on June 16, 2025, at 9:30 a.m. EDT, and continue on subsequent weekdays if necessary. 

Those interested in speaking must complete a Notice of Intention to Appear form by May 2, 2025. 

The hearing can be viewed online without registering. Instructions for watching the hearing will be posted on OSHA’s rulemaking webpage. 

Written Meal Period Waivers Get Green Light from California Court

April 24th, 2025

In the California Court of Appeal case Bradsbery v. Vicar Operating, Inc., the court addressed whether employers can enforce prospective, written waivers of meal periods for shifts lasting between five and six hours.​

Under California Labor Code § 512(a), employees are entitled to a 30-minute meal break after five hours of work. However, for shifts between five and six hours, this meal period can be waived by mutual consent of both employer and employee.​ 

Plaintiffs, former employees of Vicar Operating, Inc., filed a class action alleging that Vicar failed to provide mandated meal periods. Vicar contended that the plaintiffs had signed valid, written waivers agreeing to forgo meal breaks for shifts between five and six hours. These waivers were revocable at any time by the employees.​ 

The Court of Appeal affirmed the trial court’s ruling, holding that such prospective, written waivers are enforceable, provided they are: 

  • Voluntarily signed by the employee. 
  • Revocable at any time. 
  • Not unconscionable or obtained through coercion.​ 

This decision clarifies that employers may utilize prospective, written meal period waivers for qualifying shifts, reinforcing the importance of clear, voluntary agreements that respect employee rights.​ 

Practical Takeaway for Employers: 

Employers should ensure that any meal period waiver agreements:​ 

  • Are clearly written and voluntarily signed. 
  • Include provisions allowing employees to revoke the waiver at any time. 
  • Are free from any form of coercion or undue pressure.​ 

By adhering to these guidelines, employers can maintain compliance with California labor laws while providing flexibility for both management and staff. 

OAL Approves Final ALRB Card Check Regulations

April 24th, 2025

On April 7, 2025, the Office of Administrative Law (OAL) approved the Agricultural Labor Relations Board’s (ALRB) long-anticipated regulatory package implementing AB 113, the statute that introduced majority support petitions, or “card check,” for union representation among California agricultural employees.  

This final action follows a months-long regulatory process that included multiple rounds of public comment, modifications to the originally proposed regulations, and a brief withdrawal and resubmission to OAL due to a technical filing issue earlier this year. As previously reported, the rulemaking package was initially submitted on January 10, 2025, withdrawn on February 25 due to technical concerns, and resubmitted on March 4 without substantive changes. 

The now-finalized regulations govern procedures for labor organizations to establish majority support through authorization cards, without a secret-ballot election. They also include new rules for employer responses, evidentiary requirements for proof of majority support, service and posting obligations, and procedures for challenging certification outcomes. Notably, the regulations impose detailed documentation and evidentiary burdens on employers seeking to challenge a union’s claimed majority, including strict timelines and presumptions in cases of incomplete employee lists or non-cooperation. 

The approved rules also clarify procedural requirements for appeal bonds and cash deposits in lieu of bonds, ensuring compliance with the new statutory requirements under Labor Code section 1160.11. Employers appealing an ALRB order must now furnish a bond or equivalent deposit as a condition of judicial review, using forms and instructions specified in the final text. 

Western Growers has consistently voiced concerns about the practical burdens these regulations impose on employers, including the limits on employers’ ability to meaningfully respond to majority support petitions. Despite these concerns, the ALRB adopted nearly all of its proposed regulations. 

The regulations became effective on April 7, 2025.

APHIS and CDFA Expand Huanglongbing (HLB) Quarantine Area in Southern California 

April 22nd, 2025

Over the past six months, the USDA’s Animal and Plant Health Inspection Service (APHIS) and the California Department of Food and Agriculture (CDFA) have expanded the quarantine boundaries for Huanglongbing (HLB), also known as citrus greening disease, in several counties including Riverside, Los Angeles, San Diego and Orange.  

The latest expansion, effective April 22, 2025, includes the Riverside area of Riverside County (grid 472) and the Valley Center area of San Diego County (grid 500) A map of the expanded boundary can be found here.  The expansion also includes the Asian Citrus Psyllid Bulk Citrus Regional Quarantine Zone 6 in these areas to reflect the HLB quarantine boundary expansion. A map of the expanded boundary can be found here.

HLB poses a significant threat to California’s $3.4 billion citrus industry. A 2012 UC study estimates that the disease could cost the state up to $2 billion over 20 years and result in the loss of 22,000 jobs. California supplies the country with 80% of its fresh citrus, with 267,000 acres of Golden State lemons, oranges, grapefruits and mandarins at stake if operations are permanently lost. The USDA National Institute of Food and Agriculture is making an emergency investment in citrus disease research with three projects at UC Riverside totaling more than $11 million. 

Florida’s citrus industry has long been an example of what could happen in California. Since HLB was first found in 2005, orange acreage and yield in Florida have decreased by 26% and 42%, respectively. In San Diego County alone, the quarantine has affected over 450 businesses, including 100+ growers managing 830 acres of commercial citrus. Additionally, four nurseries and a farmers’ market in Fallbrook fall within the impacted zone. 

California Code of Regulation allows interested parties to be notified of quarantine area boundary changes, as well as the opportunity to submit quarantine boundary appeals. If you are interested in receiving notifications, please sign up for regulatory updates here.   

Earn CEU Credit for the Diamondback Moth Control Webinar on April 30

April 22nd, 2025

1 DPR CEU “Other” Approved

Join us on April 30, 2025, for a discussion about Diamondback Moth (DBM), a significant pest of brassica, and what future options show promise for control of this species. In this webinar, we will explore Integrated Pest Management (IPM) as a tool for effective control of DBM in New Zealand fresh produce crops and introduce emerging opportunities and tools that show promise to growers.

The Diamondback moth (Plutella xylostella) is the most damaging and problematic pest for brassica growers. Similarly, in New Zealand, DBM can render vegetable brassica crops unmarketable – through damage to leaves or contamination of harvested parts by larvae and pupae. Pesticide resistance, climate change and loss of traditional control options have only escalated the urgency to find more effective solutions to control DBM.

Webinar Agenda:

  • Intro to New Zealand fresh produce scene and a history of DBM management in New Zealand.
  • Integrated Pest Management as a tool to control DBM, examples from New Zealand fresh produce growers.
  • Research opportunities for insect viruses, hurdles to registration, current approach, future control.

Speakers:

  • Dr. Stuart Davis, Sustainability Manager at LeaderBrand
  • Chris Lambert, Vegetables Technical Specialist at PGG
  • Asha Chhagan, Scientist in the Biological Control Team at Plant & Food Research
  • Miriam Hall, Business and Programme Manager at Plant & Food Research

Explore the detailed agenda and speaker bios here. For more information, please contact Jeana Cadby [email protected].

 

Webinar Details:
Wednesday April 30, 2025
2:00 PM to 3:30 PM PT
Online / Zoom
Register here

 

Presented by Plant and Food Research and Western Growers Science.

Plant and Food Research Logo

New Voices of the Valley: The 411 on H-2A

April 22nd, 2025

Curious to know how America’s farms fill the jobs that are essential for our food supply?

In this episode of Voices of the Valley, we dive into the H-2A program, a vital but often misunderstood part of our agricultural workforce, with Western Growers Senior Vice President and Legal Counsel, Jason Resnick. Whether you’re new to the topic or looking to better understand the legal and operational ins and outs of the H-2A program, this conversation breaks it all down. Tune in to get some insight on how the program really works, what growers need to know and why it’s more important than ever.

You can listen to the full episode here.

Shipping Incompatible Produce: Who Bears the Risk?

April 21st, 2025

When shipping fresh fruits and vegetables, it is crucial for shippers to understand and consider commodity compatibility, particularly regarding temperature, relative humidity and ethylene sensitivity. This issue becomes especially significant in LTL (less-than-truckload) shipments, where multiple commodities may share space on a trailer.

Understanding the Risk in Delivered vs. FOB sales

When shipping on a delivered basis, the shipper bears all in-transit risk, including any damage resulting from the co-loading of incompatible commodities. This includes liability for ethylene exposure, temperature abuse and chilling injury if incompatible products are shipped together.

If you’re loading an LTL shipment, it is essential to provide clear and specific instructions on the BOL (bill of lading), advising the carrier not to load any incompatible commodities after your product has been loaded. If your customer attempts to direct the carrier to load additional, incompatible products, that action may void the suitable shipping condition warranty, thereby shifting responsibility for the load. In such cases, the buyer assumes liability and remains obligated to pay the full contract price.

Conversely, in FOB sales, where the buyer arranges transportation, all in-transit risks transfer to the buyer. However, if the shipper actively loads an incompatible commodity—or fails to object to such a loading—liability may shift back to the shipper. Therefore, if you observe incompatible product(s) on the trailer before or during loading, you must immediately notify the buyer in writing and clearly state that you will not be responsible for any resulting damages. Always memorialize this communication.

Consider the example of a mixed load involving table grapes and honeydew melons. Grapes require transport at 32°F, while honeydews must be shipped at 45°F. If these are loaded together, the risk of chilling injury to the melons or heat damage to the grapes becomes significant. Under an FOB contract, the buyer would bear this risk—unless the shipper knowingly facilitated or failed to object to the improper loading.

I recently assisted a lettuce shipper who faced a claim after 120 cartons of iceberg lettuce were rejected upon arrival in New York. The USDA inspection revealed russet spotting—symptomatic of ethylene exposure—even though no such issues had been observed in other shipments from the same lot. We advised the shipper to request a complete manifest from the buyer to determine if any ethylene-producing commodities had been co-loaded.

After several discussions, the buyer disclosed that pears and tomatoes—both ethylene producers—had been loaded with the iceberg lettuce. Once we established that ethylene exposure was the likely cause of the condition issue, the buyer accepted responsibility and the shipper was paid in full.

Key Takeaways for Shippers

  • When shipping delivered, issue clear loading instructions to carriers.
  • For FOB shipments, promptly notify your buyer if you observe incompatible commodities on the trailer. Document everything.
  • Do not load if you have knowledge that the load may be compromised without first resolving the issue in writing.
  • If a condition issue arises post-shipment, request a full manifest to investigate possible causes such as ethylene exposure or improper temperature management.

For detailed commodity compatibility guidance—including ethylene sensitivity and ideal shipping temperatures—the UC Davis Postharvest Technology Center offers an excellent resource:
🔗 UC Davis Produce Factsheets

Need Help?

Western Growers regular members are encouraged to reach out for assistance with interpreting USDA or CFIA inspections, commodity compatibility issues or contract disputes. Contact Bryan Nickerson at (949) 885-4808 or [email protected].

Best Practices: Effective Recruiting 

April 17th, 2025

The goal of effective recruiting is to find the right person for any job opening. Effective recruiting practices that consider the specific needs of the organization with an eye toward limiting potential legal risk, save time as well as money. A well-thought-out recruiting process allows the employer time to identify its workforce needs, decide how to attract and find the best recruits, and ultimately hire the most qualified candidates. Provided below are a few best practices tips for effective recruiting: 

  • Identify the hiring need (e.g., expansion, filling a vacated position, or managing existing workloads) 
  • Filling a newly created position? Clearly identify how the new role integrates with existing operations. 
  • Filling or expanding an existing position(s)? Consider who will be involved in the hiring process (e.g., hiring decisions, recruitment timelines, and interview schedules).  
  • Determine in advance how to publicize the open/new position (e.g., criteria for candidate screenings, what type of interview process will be utilized, and who will be conducting the interviews.) 
  • Review and possibly update applicable job description(s). 

By following these best practices in effective recruiting, organizations can not only secure top talent but also reduce legal risks and improve overall efficiency. A strategic approach to hiring ensures that the right individuals are brought into the workforce, paving the way for sustained success and growth.  

Summer Jobs – Hiring Minors in California and Arizona

April 17th, 2025

Every year, millions of teens work part-time or summer jobs. In California and Arizona many of those jobs are agriculture related. These early work experiences can be rewarding for young workers – providing great opportunities for teens to learn important work skills. It is important for employers to recognize and be familiar with state and federal child labor laws ensuring minors receive access to safe occupations that do not jeopardize their health, well-being, or educational opportunities. Federal child labor laws tend to be stricter than most state laws and must be applied in all circumstances where they provide greater protection including the payment of wages. 

Arizona Youth Employment Laws 

The Arizona Department of Labor enforces and administers the state’s Youth Employment Laws. As noted above, the federal FLSA under the Wage and Hour Division of the U.S Department of Labor also regulates the employment of minors. Employers faced with differing state and federal laws must apply the law most protective of the minor. State laws regulate the hours a minor can work and prohibit certain occupations in which they can be employed. 

In Arizona, severe limitations placed on the hours and type of work that can be performed by minors under the age of 16 can make their employment impractical. 

Minors working in Arizona are not required to obtain government work permits. Minors between the ages of 16 and 18 are employable if the occupation in question is not deemed hazardous under state or federal law. Minors under 17 years of age working in agriculture are prohibited from employment as motor vehicle drivers or outside helpers and may not be involved in the operation of “power-driven hoisting apparatus” (e.g., forklifts, cranes). Minors between 16 and 17 years old may drive on the job so long as the total drive time does not exceed two hours per day or 25% of their workday and is limited to not more than fifty or more miles per day. However, since federal law prohibits 16- and 17-year-olds from driving on the job, employers should consult counsel before employing such minors in any job that requires them to drive. 

Exceptions to the state’s occupational restrictions are as follows: 

  • When youths are employed by a parent or relative and that person owns at least 10% of the company and is actively engaged in the daily operation of the organization. 
  • When youths are employed in career education programs, vocational or technical training school programs. 
  • When youths are employed as apprentices and registered by the Arizona Bureau of Apprenticeship and Training. 
  • When youths are employed under the 4-H Federal Extension Service or the United States office of education vocational agriculture training programs. 

California Youth Employment Laws 

California employers must comply with both state and federal laws regulating the employment of minors. Similar to Arizona, severe limitations placed on the hours and type of work that can be performed by children under the age of 16 can make their employment impractical. With some exceptions, California has adopted federal agricultural occupational prohibitions for minors under the age of 16. The U.S. WHD’s Child Labor Bulletin provides detailed information on FLSA provisions applicable to minors employed in agriculture. The California Department of Industrial Relations also provides a very helpful table summarizing its child labor laws. 

With limited exception, all California minors under the age of 18 must have a permit to work. Employers seeking to employ minors must possess a valid Permit to Employ and Work. The Permit is typically issued by authorized individuals at the minors’ school or from the school’s superintendent when school is not in session. Minor Work Permits are also typically issued by the individual’s school officials. Work Permits must be renewed on an annual basis. 

Additional useful resources: 

ICA Labor Department – Youth Employment 

California Labor Commissioner’s Child Labor Law Booklet 

California DIR Information on Minors and Employment 

U.S Wage and Hour Division Youth Rules 

DOL Wage & Hour Division: Child Labor Bulletin 

DOL Wage and Hour Division Fact Sheet on Child Labor for Agricultural Occupations 

DOL Wage and Hour Division Child Labor 

 

Get Ready: California WVPP Annual Training is Fast Approaching

April 17th, 2025

California Senate Bill 553 (SB 553), effective July 1, 2024, mandates that California employers develop a Workplace Violence Prevention Plan (WVPP) and conduct annual training. The WVPP must be specific to the hazards and corrective measures for each work area and operation, and it must be in effect at all times. 

Employers with employees in California are responsible for providing effective annual training. The statute’s July 1st effective date means that for some, annual training deadlines are fast approaching. Training must also be provided on an ongoing basis for new or previously unrecognized hazards. 

Still unclear about California’s SB 553 and its implications for your agricultural operations? Join us in Fresno on May 15, 2025, for a hands-on WVPP seminar designed specifically for agricultural employers. The seminar will cover essential parts of Cal/OSHA’s Model WVPP to help you develop a compliant plan. The program will also emphasize the practical application of the WVPP through industry-specific scenarios and best practices aimed at proactively mitigating risk and ensuring regulatory compliance. Register Now! 

Western Growers at MRL Harmonization Workshop on May 6-7

April 16th, 2025

Mark your calendars for May 6–7, 2025, in San Diego, as the MRL Harmonization Workshop returns with a timely and forward-thinking agenda.

This interactive workshop brings together a broad audience to explore practical solutions, regulatory updates and emerging trends shaping key export markets. We’re proud to share that Jeana Cadby, Environmental Director at Western Growers, will be featured on a panel discussing the use of biopesticides in international trade and MRL compliance.

If you’re involved in any stage of the fresh produce supply chain and want to stay ahead of the curve, this is a must-attend event. Register here.

Watch Episode 2 of the Data 101 Series: Understanding Summary Statistics

April 15th, 2025

As discussed here, Gustavo Reyes, Food Safety Manager at Western Growers, emphasizes the importance of being able to summarize raw numbers to make informed decisions. His article breaks down the fundamentals of summary statistics, using clear examples and sample datasets to explain his point.

Whether your data comes from field trials, water use or food safety monitoring, understanding how to interpret the number is the first step to spotting patterns and letting the data tell its story.

If you found the article helpful, don’t miss Episode 2 of our Data 101 series, where Gustavo explains these concepts even further.

Watch the episode here.

 

State Water Board to Host Workshop on Groundwater Recharge Permits

April 15th, 2025

The California State Water Resources Control Board’s Division of Water Rights is hosting a virtual public workshop on May 15, 2025, to discuss surface water diversions for groundwater recharge. The session is tailored for stakeholders planning recharge projects in the upcoming winter season.

The workshop will cover:

Temporary permits – Guidance on applying for 5-year temporary permits, including application steps and associated fees

Non-permit pathways – Overview of Water Code Section 1242.1, which allows for certain floodwater diversions without a permit, and recent updates stemming from Executive rder N-16-25.

Event Details

Date: May 15, 2025
Time: 10 a.m. to 11 .a.m. PST
Where: Microsoft Teams (virtual meeting)

Meeting ID: 262 494 209 05
Passcode: Bm3Gp9H2

Click here to view the announcement posted on the Board’s website.

For more information or questions, contact Erica Thompson at (916) 323-5177 or [email protected].

Uncertainty at the NLRB Persists as SCOTUS Chief Justice Overturns Board Member Wilcox’s Reinstatement 

April 11th, 2025

As discussed here, President Trump’s firing of Acting National Labor Relations Board (NLRB) Chair Gwynne Wilcox and General Counsel Jennifer Abruzzo was the Administration’s first step in reshaping the agency responsible for overseeing labor disputes and unionization efforts. 

Wilcox promptly initiated a lawsuit to contest the dismissal, and a whirlwind of litigation ensued: 

  • March 6: A D.C. federal court judge rules in Wilcox’s favor, finding her termination unlawful under the National Labor Relations Act and reinstating her to her position. 
  • March 28: A D.C. appeals court panel of three judges reverses this decision 2-1 and allows the termination to stand pending a full appeal of the case. 
  • April 7: A D.C. appeals court en banc panel reverses the March 28th decision by a 7-4 margin and orders Wilcox back to work. 
  • April 10: U.S. Supreme Court Chief Justice John Roberts temporarily upholds Wilcox’s termination, reversing the April 7th en banc decision to reinstate her.  

What Does it Mean 

This move leaves the National Labor Relations Board (NLRB) without a quorum, creating uncertainty about its operations. The Supreme Court is expected to make a final ruling on the president’s authority to dismiss leaders of independent agencies with statutory removal protections. Employers should monitor developments closely, as the outcome will impact the NLRB’s functionality and future adjudicatory activities. Wilcox has until April 15th to respond to the White House’s request to expedite the case to the Supreme Court.