Best Practices: AI Notetaking Tools in the Workplace

August 28th, 2025

The slow institutional embrace of new tools isn’t a new phenomenon. Historically, employees have engaged in activities such as web browsing and conducting business via messaging apps, often prior to the introduction of company policies governing the use of such technology. And, while there are similarities with the adoption of Artificial Intelligence (AI), the distinction lies in the accelerated pace and broader scope of the technological change. This is particularly evident in the evolving use and influence of AI-powered notetaking tools. 

AI notetaking tools have steadily increased in popularity and use, promising greater efficiency and productivity. However, without robust oversight, these tools can easily introduce unintended risks. 

McKinsey & Company’s 2024 Global Survey highlights these interesting AI workplace trends: 

  • 90% of employees now use generative AI tools at work – many without their employer’s knowledge or governance. 
  • 21% are considered heavy users, relying on AI daily. 
  • Only 13% classify their organization as early adopters, showing a clear gap between utilization and governance. 

These gaps definitely put HR professionals in the best position to balance company interests by developing and deploying policies that both protect the organization and empower employees. 

Undoubtedly, the benefits of AI notetakers are clear: 

  • They foster better engagement—participants can focus on conversation rather than jotting notes. 
  • Meeting records are generated instantly, providing a truly scalable documentation resource that can be utilized by all attendees to aid in organization, accountability, easy follow-up and trackability. 
  • Utilization can be equalized across all teams whether they are in-person, hybrid or remote. 

Yet, these advantages are matched by critical challenges that demand an employer’s attention: 

  • Privacy: Many jurisdictions require all parties to consent before recording conversations. This raises a significant concern regarding the extent to which an employer can be certain that consent has been voluntarily provided by all participants. The recording of sensitive conversations—such as performance reviews, disciplinary meetings or legal discussions—which may also be captured without proper safeguards are also a concern.  
  • Compliance: The mishandling of AI notetaking tools could easily run afoul of various data protection laws like California’s Consumer Privacy Act, federal/state wiretap laws or other privacy statutes such as the federal Electronic Communications Privacy Act or the California Invasion of Privacy Act. 
  • Accuracy: AI-generated notes may also contain errors, misrepresent tone, context, or intent which could in all instances open the door to misunderstandings and added risk. 

To ensure your organization can take advantage of the benefits offered by this technological transition, while also mitigating its many challenges, consider the following practical steps: 

  • Clarify Use Policies: Set clear boundaries for where and when AI notetaking is permitted. Restrict its use during employee relations meetings, legal or compliance discussions, executive strategy sessions, and contract negotiations. Align your AI policies with existing HR, IT, and legal frameworks, and commit to regular audits as technology evolves. 
  • Promote Transparency and Consent: Always inform participants when an AI notetaker is in use, and ensure explicit consent is obtained. This includes notifying and getting consent from anyone arriving after the meeting has started.  
  • Strengthen Data Protocols: Define how AI-generated notes are stored, accessed, and deleted. Opt for secure platforms with robust encryption and access controls. 
  • Invest in Training: Equip employees with the knowledge to use these tools responsibly and require human review of any AI-generated notes to verify accuracy. 
  • Start Small: Begin with a pilot program in departments where risks are minimal. Introduce your AI Use policy and approved tools. Focus group your pilot program after a few weeks to discuss limits, gaps or improvements.  

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Federal Court Vacates 2023 AEWR Rule

August 28th, 2025

On August 25, 2025, the U.S. District Court for the Western District of Louisiana issued an order vacating the Department of Labor’s 2023 Adverse Effect Wage Rate (AEWR) Methodology Final Rule, finding it “arbitrary and capricious” under the Administrative Procedure Act. The ruling converts an earlier preliminary injunction into a permanent injunction, providing immediate relief to agricultural employers. 

Following the Court’s decision, the Department of Labor’s Office of Foreign Labor Certification (OFLC) issued an update on August 28, 2025, confirming that AEWR rates will now be set according to the methodology in place under the 2010 rule, Temporary Agricultural Employment of H-2A Aliens in the United States. OFLC stated that it is taking steps to implement the vacatur and will issue further announcements and Federal Register notices as needed to ensure compliance with the court order. 

The practical effect of the ruling is that employers may again classify job duties outside the “Big Six” occupational categories without automatically being assigned much higher wages that, in some cases, were more than double the state AEWR. While this decision restores the prior framework and offers greater predictability going forward, it does not reduce wage obligations already certified under the higher rates. Employers remain bound to pay those wages for the duration of existing certifications, but new applications will be processed under the 2010 rule until DOL proposes a replacement methodology. 

Western Growers President and CEO Dave Puglia welcomed the outcome, stating: 

“This ruling brings much-needed stability for growers across the country who have been whipsawed by unsustainable wage increases under the 2023 AEWR rule. We commend Secretary Chavez-DeRemer and the Trump Administration for their leadership in recognizing the burden this rule imposed on agriculture. Western Growers will continue to press for further reforms to the H-2A program, including revisiting how wages are determined for the “Big Six” agricultural occupations.”  

With the 2023 rule now vacated, attention will turn to how DOL addresses the broader wage-setting process in future rulemaking. For now, agricultural employers have a clearer, more stable path as they plan for the upcoming season. 

For questions about the policy change or the H-2A program in general, contact the Western Growers H-2A Services team. 

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EEOC Settlement Highlights Employer’s Religious Accommodation Duties Under Title VII 

August 28th, 2025

A recent settlement by the Equal Employment Opportunity Commission (EEOC) underscores the critical importance for employers to consistently uphold anti-discrimination protections for both employees and job applicants.  

A Washington state-based staffing agency has agreed to pay $217,500 to settle allegations that it violated Title VII of the Civil Rights Act of 1964 (Title VII) when it failed to hire a Muslim job applicant after the individual asked about a religious accommodation to attend Friday prayer. Title VII prohibits an employer from rejecting qualified applicants because of their religion or need for religious accommodation.  

According to the facts alleged, Logic Staffing invited the applicant to interview at its Kent, Washington, headquarters the day after he submitted an online application. On the strength of his application and interview, the supervisor started to explore available openings when the applicant disclosed a possible need for a longer mid-day break to attend Friday prayer. Although the applicant said he would not need additional time if his workplace was close to a mosque, the supervisor ended the interview and noted that the applicant was not hired due to his schedule and need to attend Friday prayer. It is also alleged that Logic Staffing disqualified the applicant from future employment after he sought confirmation that he was not hired because of his request for a religious accommodation. 

Logic Staffing’s error is a stark reminder to all employers that Title VII protections apply equally to staffing agencies, as well as employers and unions, who all have a duty under the statute to explore workplace accommodations that allow workers to practice their faith.  

Employers should consider the following best practices before taking any adverse action in response to a request for a religious accommodation: 

  • Understand who the law protects. The law protects people who have sincere religious, ethical or moral beliefs. This includes people who belong to traditional, organized religions, such as Buddhism, Christianity, Hinduism, Islam, Judaism or Sikhism, as well as people who have newer or less common religious beliefs, and atheists. 
  • Consider the request. Don’t automatically refuse an accommodation request or have an inflexible policy that doesn’t allow for exceptions. 
  • Review each request individually. Avoid assumptions about religious beliefs or practices or appropriate accommodations. 
  • Discuss the request with the applicant or employee if needed to ensure you understand the employee’s religious needs and available accommodation options. For example, if an employee requests a schedule change so they can attend religious services, consider discussing when the services take place and the conflicts posed by the employee’s current schedule in order to determine whether a schedule adjustment is possible. 
  • Be receptive to additional accommodation requests. An employee’s religious beliefs and work responsibilities may change over time, resulting in additional or alternative accommodation requests. 

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CDC Narrows Scope of FoodNet

August 27th, 2025

What is FoodNet? 

FoodNet (Foodborne Diseases Active Surveillance Network) is The Centers for Disease Control and Prevention (CDC’s) primary system for tracking foodborne illness in the United States. Established in 1996, it operates as a collaboration between CDC, 10 state health departments, the U.S. Department of Agriculture (USDA), and the Food and Drug Administration (FDA). FoodNet actively monitors laboratory-confirmed infections from major foodborne pathogens. 

Earlier this week, numerous articles (NBC, FS News) highlighted that the CDC is scaling back the scope of the long-running program that tracks foodborne illnesses across the United States, no longer requiring surveillance of six major pathogens. As of July 1, 2025, FoodNet will reduce surveillance to just two pathogens: Salmonella and Shiga toxin-producing E. coli (STEC). Previously, the program had been tracking infections caused by six additional pathogens: Campylobacter, Cyclospora, Listeria, Shigella, Vibrio and Yersinia. Monitoring for the six pathogens is no longer required for states participating in the program, reporting is now voluntary by states.  

What does this mean to food safety? 

FoodNet, has been a cornerstone of food safety monitoring since its establishment. The program has provided national data on laboratory-confirmed infections, helping public health officials and researchers measure trends, identify outbreaks and shape prevention strategies. 

By reducing the number of pathogens under active FoodNet surveillance, CDC officials argue that resources can be concentrated on the two organisms most responsible for severe foodborne disease and outbreaks in the U.S. However, the change raises questions about how public health agencies, industry and researchers will track and analyze illnesses caused by other pathogens that still pose significant risks to consumers.  

For instance, from 2009 to 2023 the NORS database recorded 196,631 illnesses and related to 11,405 outbreaks: 

  • Campylobacter alone accounted for 4,540 illnesses, about 2.3% of the national total, and 448 outbreaks, or nearly 3.9% of all outbreaks.  Similarly, FoodNet reported 9,751campylobacter related illnesses in 2022, more than STEC and Salmonella (8,285, and 2,882 respectively).  
  • Similarly, Cyclospora was linked to 5,067 illnesses (2.6%) and 157 outbreaks (1.4%), a growing concern in recent years due to recurring contamination of fresh produce.  
  • Listeria, though responsible for a small percentage 1,195 illnesses (0.6%), caused 116 outbreaks (1.0%) and is widely recognized as a serious pathogen disproportionately affecting pregnant women, newborns and immunocompromised individuals. 

Removing pathogens like Campylobacter, Listeria and Cyclospora limits visibility into illnesses that cause substantial public health burdens and require targeted mitigation strategies. 

Why this change? 

The decision comes amidst a broader series of federal budget reductions. CDC and other agencies have faced tightening resources, forcing prioritization of programs. In the proposed 2026 budget the CDC will see a -$3,588 million cut compared to 2025.  By concentrating FoodNet on just two pathogens, CDC is effectively channeling resources toward the most frequently cited causes of severe illness and outbreaks. Still, the change underscores how budgetary constraints are shaping food safety infrastructure, and learnings, raising concerns about the system’s resilience in the face of increasing pathogen pressures in an evolving environment.  

Misalignment With Listeria Priorities 

While Listeria monocytogenes tracking will no longer be included in FoodNet’s scope, listeriosis remains a top priority under other federal programs. The Listeria Initiative, a CDC-led program, exists precisely because listeriosis is a concerning illness. The CDC mentions that the program leverages detailed patient interviews and molecular subtyping to identify, stop and prevent outbreaks accurately. Without FoodNet capturing Listeria cases, the U.S. loses access to robust, standardized, population-level data on this pathogen. FoodNet’s removal of Listeria endangers interaction across epidemiological systems and minimizes opportunities to harmonize trend data, verify completeness of surveillance and identify gaps at the population level. 

Conclusions 

The CDC’s narrowing of FoodNet surveillance weakens the U.S. ability to track and prevent foodborne diseases across the spectrum. While focusing on Salmonella and STEC may seem like the highest priority, sidelining pathogens like Listeria and Campylobacter undermines depth of learnings, and early detection. Food safety risks exist irrespective of their detection, but food safety strategies and mitigations are difficult to design and monitor without information about the prevalence and burden of hazards.  

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The Reservoir Launches First On-Farm AgTech Innovation Hub for Specialty Crops

August 28th, 2025

Creating an ‘Olympic Village of AgTech’ in Salinas, CA, to Accelerate Precision Ag and Robotics, led by Driscoll’s, John Deere, Netafim, Nutrien, Taylor Farms, Hartnell College, Naturipe Berry Growers, Tanimura & Antle and Western Growers

Salinas, CA – August 28, 2025 – As a historic milestone for specialty crop production and agricultural technology, the Reservoir today broke ground on its inaugural on-farm innovation hub in Salinas, California. The ribbon-cutting celebration at the new Salinas site—on land leased from Tanimura & Antle—was attended by more than 200 industry leaders, growers, elected officials, community partners, and investors. The launch marks the first step in a global vision: creating an ‘Olympic Village of AgTech’ where world-class technology leaders, growers, and entrepreneurs collaborate to solve urgent challenges facing global agriculture.

Today, Driscoll’s, Netafim, Nutrien, and Taylor Farms join as the newest key partners, reinforcing the commitment to transform agtech adoption across multiple U.S. regions and directly embed innovation within commercial farming environments. These on-the-ground collaborations ensure startups have direct access to grower feedback and commercial realities, accelerating real-world impact and addressing the gap, as only 30% of U.S. farms currently utilize precision agriculture solutions despite billions in recent investment.

“From the beginning, our vision has been far more than technology—it’s about partnerships,” said Danny Bernstein, CEO of the Reservoir. “Success is grounded in becoming an authentic part of each farming community, connecting entrepreneurs, growers and next-generation talent to reimagine the sustainability of U.S. farming. Creating this ‘Olympic Village of Agtech’ is only possible with trusted relationships on the ground and a shared vision for what’s possible.”

Last week, the Reservoir announced its strategic partnership with John Deere, a leader in agricultural technology and equipment. For Reservoir residents, the partnership creates a unique environment where innovation meets real-world application. Residents gain access to Deere’s technology (including APIs), expertise, and equipment, alongside dedicated testing acres, structured pilot opportunities, and curated field days. This collaboration provides startups with a clearer path to validate solutions in high-value crops, engage directly with growers, and explore potential integrations with Deere’s global platform — strengthening the bridge between early-stage ideas and scalable agricultural impact.

Reservoir Farms-Salinas: The Inaugural Home for Next-Generation Farming

As the ‘Salad Bowl of the World’ and the epicenter of nearly $5 billion in annual crop value, Salinas produces more than 70% of the nation’s lettuce plus significant shares of strawberries, broccoli, and vegetables, making it a testbed for high-value, specialty crops that shape U.S. produce markets.

Initial residents at Reservoir Farms, including Beagle Technology, BHF Robotics, Cropmind, FarmBlox, High Degree Machinery, and GeoVisual Analytics, chose Reservoir Farms to connect directly with growers and access test facilities, enabling product development with immediate customer feedback. These early-stage companies bought into the vision of connecting leading roboticists, engineers, and agricultural producers to accelerate technology from concept to commercialization.

Salinas Mayor and Executive Director of the Western Growers Center for Innovation and Technology, Dennis Donohue, said: “Salinas has always been at the forefront of feeding the country, so it’s only natural we host the first Reservoir Farms. This hub empowers our growers, attracts top talent, and helps secure our leadership in agriculture for generations to come.”

Scaling Innovation: From California to Arizona and Beyond

Looking ahead, the Reservoir announced plans to expand its model to additional sites across California, Arizona, and other major growing regions, with each hub anchored by leading academic and R&D institutions. This winter, the Reservoir will run a pilot at the University of Arizona Experiment Station (the Yuma Agricultural Center) in Yuma. This multi-regional approach derisks and accelerates technology development, enabling on-farm testing in commercial operations and across some of the country’s most important permanent, bedded, and high-value crops—from fresh vegetables on the Central Coast to leafy greens in Arizona and tree nuts in California’s Central Valley.

“By aligning innovation with real-world conditions, advanced technology and a clear path to scale, the Reservoir and its partners help ensure new solutions are built to deliver meaningful impact for growers,” said Jason Brantley, vice president of production systems, small ag & turf at John Deere. “Together, we’re strengthening the resilience, efficiency, and sustainability of high-value crops—with potential to benefit food systems worldwide.”

Driven by its deep local roots and a powerful network of national leaders, the Reservoir is unlocking a new era of productivity, sustainability, and market opportunity for American agriculture, and ensuring that innovation with the greatest potential impact reaches the fields and communities where it is needed today.

ABOUT THE RESERVOIR:

The Reservoir is a startup incubator and venture capital fund focused on helping agtech startups succeed where agriculture happens—in the field. Reservoir Farms is the world’s first on-farm robotics incubator, starting in the Salinas Valley and expanding to other key regions like the Central Valley. Reservoir Ventures backs startups solving real problems in high-value crops. By combining R&D space, hands-on grower input, and early-stage capital, the Reservoir helps turn promising ideas into tools for the growers who feed the world. Learn more at https://reservoir.co.

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Upcoming Rat Control Resources and Free CAPCA Passes

August 26th, 2025

Informative sessions on how to navigate rat pressure on farm will be available at the Annual CAPCA Conference in October, where UC Cooperative Extension’s Roger Baldwin will be presenting Monday, October 20 in Reno, Nev.

Limited free passes are available for Western Growers members to attend the CAPCA conference. Members who complete the survey and are interested in a free pass to the CAPCA conference can contact Jeana Cadby at [email protected].

If you are experiencing rat challenges on your farm, please share your experiences here so we can better understand the scope of this challenge and how to support our farmers.

You can see the full CAPCA program at: Conference Program of Events – CAPCA and book hotel/see additional event information at: 51st CAPCA Annual Conference & Agri-Expo North – CAPCA.

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Save the Dates: 2025-2026 Western Growers Women Event Schedule Now Available 

August 26th, 2025

The Western Growers Women program is excited to announce its confirmed lineup of virtual and in-person program activities for 2025-2026. Designed to support professional growth and open new pathways to influential leadership in the fresh produce industry, this year’s sessions offer a mix of webinars, workshops and retreats tailored to help participants succeed. 

Upcoming Highlights: 

  • Building Highly Motivated and Committed Teams Webinar (Register here) 
  • Persuasion, Influence & Negotiation Skills Workshop 
  • Crisis Communication 101 Webinar 
  • Palm Desert Leadership Retreat 
  • Sacramento Advocacy Trip 

Download the full 2025–2026 event schedule to save the dates and plan your participation. 

The first event of the new program year kicks off with the Building Highly Motivated and Committed Teams Webinar on Wednesday, Sept. 10, 2025, from 10:00 AM – 12:00 PM PT. Hosted online via Zoom and led by Dr. Tina Huff, this interactive session will explore strategies to inspire, engage and strengthen teams in today’s workplace. Register or learn more here. 

To learn more about the Western Growers Women program, click here or contact Cierra Allen at [email protected]. 

 

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Western Growers Women: Building Highly Motivated and Committed Teams Webinar

August 26th, 2025

We’ve all heard how important it is to build trust with our teams, but what about trusting them back? In this webinar, we’ll dig into how giving your team more freedom, flexibility and autonomy (without losing sight of goals or support) can actually strengthen trust on both sides. You’ll learn how this balance creates a healthier, more motivated team culture that boosts performance and keeps people around. We’ll cover tips that work for both in-person and remote teams, based on the latest research on workplace trust. Come ready for real talk and practical takeaways. Presented by Dr. Tina Huff.

 

Date: Wednesday, September 10, 2025
Time: 10:00 AM to 12:00 PM PT
Location: Online

Register here

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DOL Rescinds H-2A “No-Staggering” Policy: Single Application May Cover Staggered Entry Dates

August 22nd, 2025

The Department of Labor (DOL) has announced it will rescind a 2011 Office of Foreign Labor Certification (OFLC) FAQ that barred employers from using a single H-2A application to stagger the entry of H-2A workers as the seasonal need for labor increases. The rescinded FAQ required a “single date of need” for all workers on the application and told employers to “file a separate application for each date of need.” Effective upon publication in the Federal Register on August 25, 2025, that guidance no longer reflects the Department’s policy judgment.

Why this matters
With the 2011 FAQ rescinded, DOL has removed the informal prohibition that forced separate filings when the only difference among positions was the start date. The notice explains the 2011 FAQ “required employers to file multiple labor certification applications” for the same crops, occupations, and area of intended employment where the difference was the expected start date, and that this requirement is “appropriate for rescission.” In short, a single H-2A labor certification may now cover staggered entry dates under the existing regulations. All other statutory and regulatory requirements still apply.

“We want to thank the Trump Administration, including Labor Secretary Lori Chavez-DeRemer and Secretary of Agriculture Brooke Rollins for listening to growers and taking this pragmatic step forward,” said Dave Puglia, President & CEO of Western Growers. “Rescinding the ‘no-staggering’ rule eliminates needless cost and complexity, giving farmers the flexibility they need to meet real-world labor demand. We see this as a positive step forward by the Administration in helping to restore the competitiveness of American farmers, while helping bring down the cost of food for consumers.”

Jason Resnick, Senior Vice President and General Counsel, and head of Western Growers H-2A Services, said “I’ve seen first-hand the harm the ‘no-staggering’ guidance caused, imposing burdens on H-2A employers with no benefit to workers. This change isn’t just helpful; it will have an immediate impact by reducing an unnecessary cost of the H-2A program for farmers, many of whom are operating on razor thin margins.”

What’s next
The rescission restores the pre-2011 process, allowing employers to bring in H-2A workers as labor needs arise. Though this change clears one hurdle, Western Growers will continue to advocate for additional improvements to make the H-2A program more accessible to family farmers.

For questions about the policy change or the H-2A program in general, contact the Western Growers H-2A Services team.

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Court Denies Preliminary Injunction Against California Climate Disclosure Laws

August 19th, 2025

On Aug. 13, 2025, the U.S. District Court for the Central District of California denied the motion by Western Growers, U.S. Chamber of Commerce, the California Chamber of Commerce and other business groups for a preliminary injunction blocking enforcement of Senate Bills 253 and 261.

SB 253 requires companies with over $1 billion in annual revenues doing business in California to disclose annually their greenhouse gas emissions, including direct (Scope 1), indirect from energy use (Scope 2) and indirect upstream and downstream emissions (Scope 3). SB 261 requires companies with over $500 million in revenues to prepare biennial reports disclosing their climate-related financial risks and the measures they are taking to address those risks.

With regard to SB 253, the court held that the plaintiffs did not show a likelihood of success on the merits of their First Amendment facial challenge. The court credited the State’s dual interests in (1) ensuring that investors have reliable information on which to base investment decisions and (2) reducing greenhouse gas emissions, and found that the law’s disclosure requirements are factual, not misleading, and not controversial.

The court also concluded that plaintiffs failed to show a likelihood of success on the merits of their facial challenge to SB 261. Although the disclosures require companies to assess and report on climate-related financial risks, the court found that this requirement did not warrant enjoining the law at this stage.

Next Steps

The denial of the Plaintiffs’ motion means California may continue to implement SBs 253 and 261 while the case proceeds. In the meantime, Plaintiffs, including Western Growers, asked the district court for an injunction pending appeal. If the Court denies the injunction pending appeal, Plaintiffs will then ask the Ninth Circuit for injunctive relief.

 

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Comment Period is Open for the LGMA Amendment Process: Romaine T&L Program 

August 15th, 2025

Submit your feedback between August 18th and September 18th 

The original timeframe for the CA LGMA Romaine T&L Program is set to conclude in October 2025. The CA LGMA, through its Data Governance Group, has taken a proactive step by extending the program for an additional two years to keep learning and diving deeper into the data. 

Along with this extension, LGMA is introducing new data reporting requirements for the program. To reflect these changes, Issue 17 of the metrics needs to be updated. 

Below is a link to the leafygreenguidance.com website, where you can download the proposed draft of Issue 17. Please note that the LGMA Board has already approved the program changes; this comment period is intended to gather feedback on the drafted language of the updated program. 

As a reminder, this program is voluntary and applies only to handlers who are already testing romaine. The new requirements will apply exclusively to those participants. 

To submit your comments:  

  1. Visit the Leafy Green Guidance website: https://www.leafygreenguidance.com/ 
  2. In the Home tab scroll down to the “Submit Comments” section. 
  3. Download the “Working Drafts” under Important Documents. 
  4. To leave comments use the Word function “New Comment” to provide details on how the comment will enhance food safety, along with the rationale behind the comment. Comments without rationale will not be considered. 
  5. When you are ready to submit, please submit your document and additional information by clicking the “Submit a Comment” button. This will take you to a form where you can attach a new version of the working draft with your comments.   

On September 25th at 11 am PT Western Growers will host a web discussion surrounding all comment submissions received during the comment period. 

If you have questions, please contact Gustavo Reyes at [email protected] 

Submit comments here.

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AI Bias in Hiring: What Employers Need to Know to Stay Compliant

August 21st, 2025

The use of artificial intelligence (AI) is rapidly transforming how employers recruit, screen, and hire workers. The lure of AI is its promise of efficiency, especially in the Human Resources space where hiring often spans diverse roles, seasonal needs, and regulatory complexity. But the reality of AI is that its use carries significant legal risks, especially when it comes to discrimination. 

What’s at Stake? 

Recent lawsuits against major employers like Workday and Sirius XM provide insight into the ways AI hiring tools can unintentionally exclude candidates based on race, age, or disability. Both cases challenge the employers use of AI screening tools as violative of federal anti-discrimination laws. Allegedly, to the candidate’s detriment, high power AI tools used by the companies in their recruiting efforts, interpret a candidate’s qualification using advanced algorithmic methods to score the candidate’s data either automatically rejecting or advancing them through the hiring process. In Workday’s case liability could prove exponential as thousands of companies utilize their AI-powered screening tools. 

But, in each of these cases, the moral of the story isn’t just about algorithms gone bad, it’s about the employers’ legal responsibility to ensure AI practices do not run afoul of fair hiring practices under anti-discrimination laws like Title VII, the ADA, and emerging state legislation such as Colorado’s SB 24-205. More specifically, in agriculture, where hiring often involves rural communities, immigrant workers, and individuals with limited access to technology, these risks are amplified. 

How Bias Creeps In 

AI bias often stems from the data used to train algorithms. For example: 

  • Proxy discrimination: AI may favor candidates from certain zip codes or schools, unintentionally excluding others. 
  • Disability exclusion: Tools that rely on eye-tracking or timed responses may disadvantage candidates with visual or cognitive impairments. 
  • Opaque decision-making: Employers may not understand how or why an AI tool rejects a candidate, making it hard to defend hiring decisions. 

Given these examples, it’s easy to see that the risks of integrating AI tools into the hiring process can be complex and multifaceted. To reduce legal exposure and promote fair hiring, employers should consider the following: 

  • Conduct Bias Audits 
    • Regularly evaluate AI tools for discriminatory impact. Use third-party experts if needed. 
  • Train HR Teams 
    • Ensure HR staff understand how AI tools work, their limitations, and how to spot potential bias. 
  • Establish Feedback Channels 
    • Allow candidates to report issues with AI screening. This not only builds trust but helps identify problems early. 
  • Document Everything 
    • Maintain records of how AI tools are selected, configured, and monitored. This is critical if your hiring practices are ever challenged. 

AI can be a powerful ally in the hiring process if used responsibly. As an HR professional, you don’t need to be a tech expert, but you do need to know enough to ask the right questions, demand transparency, and stay informed about evolving legal standards. By taking a proactive approach to AI in the workplace, employers can harness AI’s benefits while protecting their workforce, and themselves, from unintended harm. 

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Cal/OSHA Reminds Employers to Protect Employees from Heat Illness

August 21st, 2025

Cal/OSHA reminds all employers of their obligation to safeguard employees from heat-related illnesses, as high temperatures are anticipated to persist throughout California in the upcoming week. 

Heat illness is a serious and potentially deadly hazard. Under Cal/OSHA’s Heat Illness Prevention Standards, employers are legally required to implement protective measures for outdoor and indoor workers. Employers may be covered under both the indoor and outdoor regulations if they have workers in each setting. See Cal-OSHA’s Comparison Chart of Indoor and Outdoor Heat Illness Prevention Standards for more information. 

Employers should note that Cal/OSHA’s Heat Illness Prevention in Indoor Places of Employment regulation covers most indoor environments, including warehouses, packing facilities, and the enclosed operator compartments of harvesters and other agricultural machinery, which are considered indoor workplaces under the regulation. For indoor workplaces where the temperature reaches 82 degrees, employers must take steps to protect workers from heat illness. Some of the requirements include providing water, rest, cool-down areas, and training.  

To prevent heat illness at outdoor worksites, the law requires employers to provide fresh water, access to shade (which must be in place when the temperature reaches 80 degrees or higher) and, whenever requested by a worker, cool-down rest breaks in addition to regular breaks. In the agricultural industry, when the temperature at outdoor worksites reaches or exceeds 95 degrees, Cal/OSHA’s standard requires additional protections. High-heat procedures include ensuring employees are observed regularly for signs of heat illness and establishing effective communication methods. 

 Employers in indoor and outdoor settings must also maintain a written prevention plan with effective training for supervisors to recognize the common signs and symptoms of heat illness, and what to do in case of an emergency. 

Additional Resources for Employers 

Cal/OSHA’s Heat Illness Prevention special emphasis program includes enforcement of the heat standards as well as multilingual outreach and training programs for California’s employers and workers.  

Details on heat illness prevention requirements and training materials are available online on Cal/OSHA’s Heat Illness Prevention web page and the 99calor.org informational website. A Heat Illness Prevention online tool is also available on Cal/OSHA’s website. 

Cal/OSHA has also established the Heat Illness Prevention (HIP) Network, a voluntary partnership aimed at increasing awareness among employers and workers about the importance of taking steps to prevent work-related illnesses and fatalities. To join the HIP Network email [email protected]. 

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FDA Issues Letter on Recall Modernization

August 20th, 2025

On July 9, 2025, the Food and Drug Administration (FDA) released a letter outlining its vision to enhance product recall communications across the food industry. The agency emphasized the importance of streamlining how recalls are communicated with both the public and regulatory partners. While this notice is directed to the baby food industry, it is important to share.

The letter highlights the importance of recall modernization within the food supply chain. FDA underscored both short- and long-term goals — improving transparency, strengthening efficiency in supply chain management and modernizing how recall data is submitted through digital platforms, including the use of AI-enabled tools.  This approach highlights the importance of assessing current recall and mock recall programs within the food industry and maximizing the data tools.

  • To review the FDA letter, click here.

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New Resource: Printable “No Entry” Sign Available

August 19th, 2025

Western Growers members can now download a printable sign to post at farm entrances, reinforcing that no one may enter unless authorized by management. The sign also instructs all visitors and law enforcement to call or report to the farm office before entering. This resource is designed to help members protect their property rights and employees ensure proper procedures are followed.

WG Member Download

Non-Member Download

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WG Survey Seeks Grower Input on Mexico and Canada Trade

August 19th, 2025

If your company has business in Mexico and/or Canada, or general interest in the United States-Mexico-Canada Agreement (USMCA), please respond to this Western Growers Trade Survey with your feedback.

Why take this Survey?

Western Growers advocates for fair market access and standards for our member products. This year, the Trump Administration will review and likely demand revisions to the USMCA, which replaced NAFTA five years ago.

Fresh produce trade between the U.S., Mexico and Canada totaled $7.7 billion last year, making the USMCA one of the most impactful trade frameworks for our industry. All three countries will need to come together and decide how USMCA should continue.

WG will engage in this federal review and needs your input to guide our advocacy. It will help us better understand how your business is impacted and advocate more effectively for meaningful trade solutions. All responses will remain private and collected in aggregate.

Survey Details

Link to survey: USMCA Survey: How North American Trade Impacts You

Estimated time to complete: 10 minutes

Contact:
Tracey Chow, Federal Government Affairs Director
[email protected]
202-704-7312

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John Deere Partners with the Reservoir to Accelerate High-Value Crop Innovation

August 19th, 2025

MOLINE, Illinois (August 19, 2025) — John Deere (NYSE: DE) announced today the start of a strategic collaboration with the Reservoir, a California-based agricultural technology on-farm incubator platform that brings together grower networks and deep tech R&D studios to accelerate innovation in high-value crop (HVC) agriculture.

The partnership links John Deere’s innovative world-class agricultural technology and equipment, and deep grower relationships with the Reservoir’s startup residents, field testing platforms and commercialization support. Through this collaborative effort, John Deere and the Reservoir aim to help HVC growers adopt new solutions that help them do more with less by addressing labor shortages, increasing efficiency and improving long-term sustainability.

“We view high-value crops as an important growth area for agriculture, and an area where innovation is needed and can have a direct, measurable impact on growers’ resilience and productivity,” said Sean Sundberg, business integration manager at John Deere. “This partnership gives us a front-row seat to the next generation of agricultural technology, and an opportunity to work alongside growers and entrepreneurs to ensure future solutions are practical, scalable and built to last.”

Through the agreement, John Deere becomes the exclusive original equipment manufacturer to the Reservoir, granting branding opportunities across the Reservoir’s Salinas facility and future locations. John Deere will have access to early stage startups, co-developed R&D programs and curated field days for technology demonstrations.

“John Deere’s investment in the Reservoir is a vital strategic step toward making sure specialty crop growers have a fighting chance amid our industry’s labor shortage,” said Walt Duflock, senior vice president of innovation at Western Growers. “The California agricultural technology landscape will thrive thanks to this kind of collaborative effort.”

This partnership brings together John Deere’s leadership in building next-generation agricultural technology ecosystems with the Reservoir’s ability to connect startups, growers and technologists in real-world production environments. By pairing John Deere’s advanced precision ag and automation capabilities with the Reservoir’s on-farm R&D team, the collaboration creates a powerful platform for developing, testing and scaling solutions that address the most pressing challenges in HVCs. This collaboration unites innovation infrastructure with a thriving network of founders, growers and ag labor innovators, signaling a shared long-term commitment to strengthening the productivity, efficiency and sustainability of HVC production in California and beyond.

Founded in 2024, the Reservoir connects startups, growers, and technologists to develop and test solutions for HVCs in real-world production environments. John Deere and the Reservoir found alignment through their shared commitment to advancing agricultural crop productivity, combining Deere’s advanced equipment and grower relationships with the Reservoir’s field-based R&D and deep tech network.

“At the Reservoir, we’re focused on accelerating innovation for HVCs and the long-term sustainability of California agriculture,” said Danny Bernstein, CEO of the Reservoir. “John Deere brings trusted technology, technical expertise and a real commitment to grower support and strength. This partnership strengthens the foundation we’re building and helps unlock the next generation of ag technology in service of our food system.”

The collaboration further underscores John Deere’s broader U.S. commitment to invest more than $20 billion in domestic manufacturing over the next decade. By deepening innovation partnerships in key agricultural regions like the Salinas Valley in California, John Deere is advancing U.S. and global food production efficiency while creating high-quality jobs and maintaining leadership in agricultural technology.

Digital Media Kit

ABOUT JOHN DEERE

It doesn’t matter if you’ve never driven a tractor, mowed a lawn, or operated a dozer. With John Deere’s role in helping produce food, fiber, fuel, and infrastructure, we work for every single person on the planet. It all started nearly 200 years ago with a steel plow. Today, John Deere drives innovation in agriculture, construction, forestry, turf, power systems, and more.

For more information on Deere & Company, visit us at www.deere.com/en/news.

ABOUT THE RESERVOIR:

The Reservoir is a startup incubator and venture capital fund focused on helping agtech startups succeed where agriculture happens—in the field. Reservoir Farms is the world’s first on-farm robotics incubator, starting in the Salinas Valley and expanding to other key regions like the Central Valley. Reservoir Ventures backs startups solving real problems in high-value crops. By combining R&D space, hands-on grower input, and early-stage capital, the Reservoir helps turn promising ideas into tools for the growers who feed the world.

Learn more at https://reservoir.co.

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CDFA Now Accepting Proposals for 2026 Specialty Crop Block Grants and Technical Review Committee

August 18th, 2025

SACRAMENTO, AUGUST 15, 2025 – The California Department of Food and Agriculture (CDFA) is accepting proposals for the 2025 Specialty Crop Block Grant Program (SCBGP) and the 2026 SCBGP Technical Review Committee (TRC).

2026 SPECIALTY CROP BLOCK GRANT PROGRAM

Each year, CDFA conducts a two-phase competitive solicitation process to award funds to projects that enhance the competitiveness of California specialty crops. Grant awards will range from $100,000 to $500,000 per project; projects may last for up to two years and eight months. Non-profit and for-profit organizations; local, state, federal, and Tribal government entities (federally and non-federally recognized); and public and private colleges and universities are eligible to apply.

Specialty crops include fruits and vegetables, tree nuts, dried fruits, horticulture, and nursery crops (including floriculture). Please review the 2026 Request for Concept Proposals for detailed application instructions. The Additional Assistance for Limited Resource Applicants Request for Concept Proposals will be released in November 2025.

All applicants must register online using the Financial Assistance Application Submittal Tool (FAAST) (https://faast.waterboards.ca.gov/) to apply. Concept Proposals must be submitted electronically using FAAST by Thursday, September 11, 2025, at 5:00 p.m. PT.

CDFA will conduct a series of webinars featuring an overview of the program, a review of Concept Proposal questions, and a demonstration of the FAAST application system. Prospective applicants are encouraged to visit CDFA’s SCBGP website for full details; contact CDFA’s Office of Grants Administration at [email protected] or call (916) 657-3231 for additional information.

2026 TECHNICAL REVIEW COMMITTEE MEMBERS

The TRC is comprised of volunteers with knowledge and expertise regarding California’s specialty crop industry. The committee reviews, evaluates, and makes recommendations to CDFA on proposals submitted for funding to California’s SCBGP.

Interested individuals must submit a completed application form and a copy of their résumé/CV to [email protected] before 5:00 p.m. PT on Monday, September 15, 2025. Please reference the first page of the application form for requirements and restrictions. For more information and to download the application, please visit CDFA’s SCBGP website; contact CDFA’s Office of Grants Administration at [email protected], or call (916) 657-3231 for additional information.

 

 

 

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Join the Reclaimed Water Working Group – First Meeting August 28th 

August 15th, 2025

Reclaimed water is becoming an important resource for agriculture, and the produce industry has an opportunity to work together to better understand its role in food safety. 

We are launching a Reclaimed Water Working Group to bring together producers, buyers, academics, and trade associations to scope priorities, identify knowledge gaps and generate information that can support future risk assessments or guidance on reclaimed water use for produce. 

  • First Meeting:
    Thursday, August 28, 2025
    9:00 AM PT 

This is your chance to join the conversation from the start, connect with others in the industry and help shape the direction of this important work. 

If you’re part of the produce industry and want to contribute, we welcome your participation. 

If you would like to join register here.

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Register Today for AZ/CA Agricultural Employer Seminar 

August 14th, 2025

Don’t miss the 18th Annual AZ/CA Agricultural Employer Seminar, taking place Wednesday, September 3, 2025, at the Yuma Civic Center. The event kicks off at 6:30 AM with breakfast and refreshments and will run until 1:00 PM. 

Jason Resnick, Senior Vice President and General Counsel at Western Growers, will be presenting on three critical topics for agricultural employers: Form I-9 compliance, ICE investigations, and the latest updates to the H-2A program.  

This free seminar is a must-attend for employers seeking to stay compliant with labor regulations and adapt to evolving enforcement practices. Additional topics include pesticide safety, food safety, OSHA reporting, and transportation laws. 

Location:
Yuma Civic Center
1440 Desert Hills Dr.
Yuma, AZ 85364 

Register Now:
Click here to register 

Brought to you by the Arizona Department of Agriculture and Department of Economic Security.

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