Relive the highlights, memorable moments and connections from the Western Growers 99th Annual Meeting. Didn’t get to go this year? These photos will make you feel like you didn’t miss a beat.
Click here to view the complete photo album.
Looking forward to the next one? Save the date! The Western Growers 100th Annual Meeting is set for Nov. 8-11, 2026 at the Grand Wailea in Maui, Hawaii.
A new Department of Homeland Security (DHS) Interim Final Rule (IFR) amends regulations to end the agency’s long-standing practice of automatically extending the validity of employment authorization documents (EAD) for workers who have timely filed an application to renew their EAD in certain employment authorization categories.
The IFR does not affect the validity of EADs automatically extended prior to October 30, 2025, nor EADs extended by existing laws or regulations.
Affected Categories
Not Affected
Reduction of Maximum EAD Validity
Effective December 5, 2025, the United States Citizenship and Immigration Services (USCIS) introduced new measures to reduce the maximum validity period for several categories of EADs from five years to 18 months. These measures apply to all Form I‑765 applications pending or filed on or after December 5, 2025, including both initial and renewal filings. Existing EADs will retain their validity until the printed expiration date.
Impacted Categories
All groups will now receive EADs valid for up to 18 months.
What Does it Mean?
The end of automatic renewals and the introduction of reduced validity periods will result in more frequent renewal filings which will in turn increase overall filing volume and related costs. An increase in renewals across impacted categories will extend USCIS processing timelines and create additional administrative complexities. Moreover, the combined effect of shortened validity periods and the cessation of automatic extensions heighten the risk of lapses in employment authorization, underscoring the importance of proactive planning
To promote ongoing compliance and reduce any potential interruptions in work authorization, employers should consider:
As artificial intelligence (AI) becomes increasingly integrated into HR practices across the agriculture sector, new opportunities and new responsibilities continue to emerge. Ensuring that AI systems are fair and unbiased is not just a technical challenge; it’s a business imperative that impacts legal compliance, ethical hiring, and organizational reputation.
AI tools can streamline recruitment, automate screening, and help identify top talent. However, without careful oversight, these systems may unintentionally perpetuate bias, leading to unfair or discriminatory outcomes. Regulatory bodies, including California’s Privacy Protection Agency, are paying close attention, and employers who fail to audit their AI systems risk legal exposure and reputational damage.
Here are some important considerations for reducing risk:
From a compliance and risk perspective, it is crucial not to rely solely on AI-generated outputs when making HR decisions. Human oversight must remain an integral part of the process, ensuring that manual review is consistently applied to catch potential errors and address any unintended bias. Additionally, staying informed and proactive is essential. HR policies and training programs should be regularly updated to keep pace with changing legal requirements and advancements in technology.
Responsible use of AI in HR can help businesses build fairer, more inclusive workplaces while reducing legal risk. By prioritizing fairness and bias audits, business owners and HR professionals can ensure that technology serves their teams—and their values—effectively. Proactive audits and ongoing education are the keys to harnessing AI’s benefits while safeguarding against its pitfalls.
Interested in learning more about practical strategies to reduce AI-related liability? Attend the 45th Annual APMA Forum in Monterey, CA from February 4–6, 2026, and join Teresa McQueen of Western Growers and Richard Meneghello of Fisher Phillips for their session, “AI Accountability: Managing Vendor Risk and Employer Liability.” Check out the full schedule of workshops and speakers and register now!
The California Civil Rights Department (CRD) is reminding employers across California to ensure their employees complete state-mandated sexual harassment prevention training. Under California law, employers with five or more employees must provide a minimum of one hour of training to nonsupervisory employees and two hours of training to supervisory employees every two years. With the end of the year approaching, many workers may be coming up against employer deadlines.
California sexual harassment prevention training must include information and practical guidance regarding federal and state laws that aim to prevent and correct sexual harassment. Sexual harassment constitutes discrimination on the basis of sex, gender, gender identity, gender expression or sexual orientation. It is essential to recognize that individuals of any gender may experience sexual harassment, and that such conduct need not be motivated by sexual desire to violate the law. Additionally, sexual harassment may occur between individuals of the same gender, regardless of their sexual orientation or gender identity.
To assist employers in their compliance efforts, CRD offers free online training designed to remind workers and supervisors about what is — and is not — acceptable behavior in the workplace. The training is currently available in English, Spanish, Korean, Chinese, Vietnamese and Tagalog.
WGA members looking for in-person or virtual sexual harassment prevention training are encouraged to take advantage of member ‘cost only’ training benefits. To learn more please visit the Western Growers University website or contact our Learning and Development Manager, Priscila Cisneros ([email protected]).
WASHINGTON, Dec. 18, 2025 — The Specialty Crop Farm Bill Alliance (SCFBA) today applauded the bipartisan leadership of the Congressional Specialty Crop Caucus for urging immediate and equitable economic relief for specialty crop producers and called on Congress and the administration to act without delay.
The bipartisan group of more than 100 members of Congress sent a letter today to the U.S. House and Senate Agriculture Committees in response to the U.S. Department of Agriculture’s (USDA) Farmer Bridge Assistance Program. The effort was led by Specialty Crop Caucus Co-Chairs Reps. Jim Costa, D-Calif.; David Rouzer, R-N.C.; Sanford Bishop, D-Ga.; and David Valadao, R-Calif.
“After months of uncertainty, specialty crop growers urgently need clarity and meaningful relief, and we appreciate the Specialty Crop Caucus for elevating this issue and making clear that specialty crops must be included in any relief package for American agriculture,” the co-chairs of the SCFBA said. “Specialty crops are both an economic engine and the source of the most nutritious foods in the American diet, but current policies fail to reflect their importance to public health and food security.”
Specialty crops—including fruits, vegetables, tree nuts, nursery, greenhouse, and floriculture products—generate more than $75 billion annually in U.S. agricultural cash receipts, account for more than one-third of all U.S. crop sales, and support rural economies nationwide. Yet, under the current USDA farm aid framework, $11 billion is allocated to row crops while only $1 billion is reserved for specialty crops and other commodities, with key details on eligibility, payment formulas, and timing still unresolved. At the same time, specialty crop producers continue to face steep increases in labor, fertilizer, fuel, and pesticide costs without corresponding increases in market prices.
“We strongly support the Caucus’s call for USDA to act swiftly, provide transparency, and build on proven relief models such as the Marketing Assistance for Specialty Crops Program (MASC) and CFAP-2 to ensure assistance reaches growers quickly and fairly,” said the SCFBA co-chairs. “Specialty crop growers cannot afford further delay, and we urge congressional leadership and the Administration to move immediately to deliver proportional, transparent, and timely relief that reflects the economic significance and unique cost structures of specialty crop agriculture.”
The SCFBA is co-chaired by Cathy Burns, CEO of the International Fresh Produce Association; Mike 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.
# 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]
Sarah Gonzalez, International Fresh Produce Association, [email protected]
Mark Szymanski, National Potato Council, [email protected]
Ann Donahue, Western Growers, [email protected]
Food safety programs collect a lot of information. Samples are taken, records are filled out, results are reviewed, and reports are filed. Yet one of the most common challenges across the industry is not a lack of data, it is knowing what that data is telling us and how to interpret it.
This is where trend analysis becomes valuable. Rather than focusing on individual results, trend analysis helps us understand how a system behaves over time. Trend analysis is the practice of looking at data across time and context to understand how a system is behaving, rather than focusing on individual results in isolation. It helps turn routine records into insightful datasets.
Why do we need to look at trends?
Food safety data naturally changes from day to day. Activities outside of your control are always changing: weather shifts, production volumes, human intervention, animal activity. We live in a dynamic environment. Because of this, variation in results is expected, even in well-managed programs. When data is reviewed one result at a time, it can be difficult to tell whether a change is meaningful (requires an action) or simply part of normal variability for a naturally variable system.
By looking at patterns instead of isolated outcomes, we can gain a clearer picture of performance/behavior.
What trend analysis really is
In simple terms, trend analysis is a way of organizing and viewing data so patterns become visible.
This often involves:
Intentional Data Collection Makes these Trends meaningful
Trend analysis is only effective when data is collected with purpose. Data gathered solely to meet a requirement may be difficult to interpret later if it lacks consistency or context. It is about removing variables that would influence our data
Intentional data collection means:
How to visualize Trends and What to Look For
Trend analysis is about creating visualizations that are useful, but more important is learning how to read what you see. Not every rise, dip, or unusual point means something is wrong. Trend analysis helps distinguish between normal fluctuation and patterns that deserve attention.
The examples below illustrate common ways food safety teams visualize data and what those visuals can reveal.
Looking at Results Over Time
One of the most common visuals is a simple timeline showing results in the order they were collected. This allows teams to see how results move over days, weeks, or months.
What this helps reveal:
A single high or low result may simply reflect normal variability. However, a consistent upward shift or repeated elevations can suggest a change in conditions that may warrant closer review.
Basic Trend Plot: Plotting results over time shows that results naturally move up and down, but it also makes it easier to spot when the overall pattern changes.
Setting up what you expect: Setting up what you expect means setting up a baseline. In this case we could use the historical data (from Jan 2024- End of December 2024) to set up our baseline and determine what is “not normal.” Figure B adds a shaded area that represents the range of results typically observed during a baseline period, when the system was believed to be operating normally.
The shaded area is calculated using a standard Statistical Process Control (SPC) approach:
Expected range = baseline mean ± 3 × baseline standard deviation (μ ± 3σ)[1]
This formula is used because, in a stable process, most routine variation falls close to the average. Values more than three standard deviations away from the mean are considered uncommon and therefore treated as a signal worth reviewing, rather than normal background noise. However, it is also important to understand what our short-term trend is telling us (Figure C)
What to look for
Occasional points outside the shaded area can happen. However, repeated or sustained points outside this range suggest the system may be behaving differently than it did during the baseline period.
Smoothing short term changes: Another approach would be to apply a rolling average to the same data (in the case of figure 6, the previous 6 data points), this rolling average smooths short-term ups and downs while preserving longer-term behavior.
What to look for: If the smoothed line gradually shifts and remains elevated (or depressed), this is often more meaningful than a single spike. The rolling average helps confirm whether a change is persistent, rather than random.
Why it matters: This view supports thoughtful responses by reducing “false alarms” and helping us focus on sustained patterns rather than individual data points. Having insights into what may have happened during this time period may help define if this is expected or not.
Figure C: The rolling average smooths out short-term ups and downs, making it easier to see a sustained rise in results during mid-2025 rather than isolated spikes. The gradual decline later in the year shows how the system returned toward its earlier range, helping distinguish temporary noise from meaningful patterns.
Conclusion:
Trend analysis is not about reacting to every fluctuation. It is about learning what is normal for a system and recognizing when patterns begin to change in meaningful ways. When food safety data is collected intentionally, visualized thoughtfully, and reviewed over time, it becomes insights.
The examples shown here represent introductory ways to look at trends. There are more advanced and sophisticated methods available, particularly for large or complex datasets. However, even simple visual approaches can provide valuable understanding when they are applied consistently and interpreted in context.
By focusing on patterns rather than individual results, food safety programs can reduce unnecessary reactions, support better decision-making, and build confidence that actions are driven by evidence. Developing this foundational understanding is often the first step toward more advanced data use
[1] https://cf.son.umaryland.edu/NRSG795/V2/module11/subtopic5.htm
In agriculture, timing is everything.
Starting in January, the Western Grower & Shipper magazine will shift to a quarterly publishing schedule.
Why the change? Simply put, we’re dedicating more space and intention to each issue to have more of an impact with our members and industry. That means more thought-provoking content. More stories from the field. More of what matters most to you and your work. More about the people you surround yourselves with everyday.
Fewer publications certainly won’t feel like less. Each issue will provide:
Thank you for continuing to be part of our story. We’re thankful for your support and we look forward to sharing even more with you in the issues ahead.
Whole Genome Sequencing (WGS) is a game-changer when it comes to food safety. With whole-genome sequencing, we can fundamentally shift how we approach detection, traceback, investigations into root cause, detection technology use/development, and microbial understanding of pathogenesis. In short, insight into the genetic code has ushered in a new era of science and understanding. When you pair these disciplines with machine learning and other AI approaches, we have yet to even scrape the surface of microbial understanding and applied solutions.
While the food industry has become accustomed to seeing references to WGS, it has most frequently been encountered related to strain tracking for both environmental isolates (e.g., facility monitoring data) and outbreak investigations. It seems unnecessary to say it, but WGS technology offers us so much more, and it is worth digging a little deeper to see beyond the outbreak tracking applications.
One promising application of sequencing was recently published in the Journal of Infection and covered online in Food Safety & Quality Magazine. In this study, performed as part of the DISCOVER research project of the One Health European Joint Program, 10,000 Salmonella genomes were analyzed from human, animal, and environmental sources across Europe (Denmark, England and Wales, France, Ireland, the Netherlands, Poland, Portugal, Spain, and Sweden). The researchers used core genome multi-locus sequencing (cgMLST), a whole genome–based method that compares allelic differences across hundreds of conserved core genes to evaluate genetic relatedness and can be used with source information, epidemiology information, etc. to predict source attribution.
The international group of researchers focused on five frequently reported Salmonella serovars in the European Union and combined cgMLST and a supervised machine-learning approach (a Random Forest classifier) to analyze a dataset of human illness-related strains to try to classify the source attribution. This is important information since it offers a way to better understand contamination pathways and where efforts are needed to be able to more pointedly reduce the burden of foodborne illness.
Additionally, besides source attribution (pigs, cattle, reptiles, canine, poultry, etc.), this study found that isolates are moving across country borders. This is also important since it further emphasizes that food safety solutions need to be a collaborative effort, engaging broad stakeholder groups since the risk transcend borders and regulatory authority. Microbes simply don’t care about our state, country, or regulatory agency barriers, and our management practices need to follow suit.
Core-genome multilocus sequence typing (cgMLST) paired with machine-learning used in this study is just another tool in our sequencing/analysis toolbox. Approaches like this one are gaining both momentum and accuracy to be able to dive into larger trends, patterns of movement, selective pressures impacting biological function, and pathogenesis for foodborne pathogens.
Long story short, there’s a lot to keep track of in the sequencing and AI space – far beyond outbreak strain tracking. With a more global view of foodborne pathogens, we can, and are, connecting the dots and relationships that have previously eluded us. With this improved understanding of patterns of origin, environmental fitness, etc., we can also work to fine-tune approaches to be truly risk-based.
It’s definitely a field worth paying attention to—it’s most certainly going to expose and inform our world from the nucleotide up.
Teunis, G., et.al. 2025. Attributable sources of the five most prevalent non-typhoidal Salmonella serovars across ten European countries. J.of Infection. Vol 91. Issue 5. Available here: https://www.journalofinfection.com/article/S0163-4453(25)00232-4/fulltext
Bailee Henderson. Machine Learning Analysis Shows Significance of Cross-Border Salmonella Transmission in Europe. Food Safety & Quality Magazine. Accessed December 12th, 2025. Available here: https://www.food-safety.com/articles/10968-machine-learning-analysis-shows-significance-of-cross-border-salmonella-transmission-in-europe
One of my favorite types of testing programs is a well-designed environmental monitoring program. Why? It is generally the closest thing in our food safety plans that resembles a true surveillance program. EMPs are built around routinely monitoring our environments to see when and where risks may be increasing, where sanitation is failing and how traffic patterns in the facility may be spreading things, etc. Importantly, unlike many of our other testing programs, EMPs are often unique in that they are intentionally designed to be like a radar system, providing us early insight into increasing risk.
Environmental monitoring is a critical and nuanced field that deserves lingering on and discussing how we can squeeze even more value from the effort (and dollars!).
So, how do we augment these testing efforts into the strongest predictive and proactive defense tool in our toolbox?
We generally think about testing for Listeria species (more here to learn about Listeria) when we chat about EMPs. But EMPs really should include far more – in some cases, operations might need to consider Salmonella (more here on this bacterium) or other indicators/pathogens relevant to your product. If you consider recent food safety headlines, infant formula companies should likely think about including Cronobacter sakazakii and spore-formers like Clostridium botulinum. Point being, relevant organisms and indicators need to be assessed for every plant, product, and situation. All in all, it is not as simple as just designing a system looking for Listeria.
How to start? Think about the product you are packing, recalls/outbreaks this item has seen, the inside and outside environment where you process/pack/store goods. Then brainstorm with your team (operations, food safety, sanitation, facility management) on what you should look for and the conditions you should surveil. Make sure to include all your colleagues (and day, night, swing shifts) and their respective expertise – every facet of a plant and area is known intimately by someone. Ask around, little clues are often found in anecdotal comments. Did you know that at 2 am a truck pulls up next door to move manure? You should. Who knows it? The night facility manager that watches them from their office window.
Next, what crops, businesses and operations are around your site? What means of air intrusion do you have? Do you know where condensation builds in your facility, and why? Is your production area subject to lots of dust? Perhaps when the neighboring fields harvest, work the land, maintain weeds/vegetation, move manure, move animals, turn compost piles – get the picture? Is your EMP plan noting these, overlaying these activities with your swabbing numbers and site selection? If not, let’s chat.
Hint, doing the same number of swabs/sponges and sampling at the same time, day, site is not a robust or adaptive plan. Focus on adaptive – EMPs need to change as conditions do in order to deliver maximum protection and information. Don’t be afraid to increase and decrease, the number of swabs you do as the information informs you. The concept, and enormous value, of EMPs is worth taking the time to really drill into the details. Once thing is clear, moving beyond the concept of zones (a good summary here on those and general EMP) and really thinking about how we can drive more into our radar system is good business and food safety strategy.
Many (but still not all) food safety personnel have been trained on EMP. Certainly, not everyone has sat down to critically evaluate EMPs and ensure that along with the testing sites, frequency, etc. that the program is considering and collecting the other pieces of environmental monitoring that will level up your EMP overall.
It is still all too common to see woefully inadequate EMPs and these underpowered programs are unrealized opportunities to improve and protect consumers and your businesses. In the upcoming months WG will be adding more context and content to leveling up EMP for strategies around added value, cultivating EMP data for predictive power, and offering training on basic and advanced elements of EMP for your workforce. Reach out and join the movement and conversation!
The State Water Resources Control Board (State Water Board) staff has developed a Data Visualization Power BI Tool using available Irrigation and Nutrient Management Plan (INMP) Summary Report data. This tool is designed for the Second Statewide Agricultural Expert Panel (Panel) to evaluate and compare statewide reported nitrogen data for growers enrolled in the ILRP. It was developed to assist the Panel in addressing the Panel Charge Questions. The tool will be located on the Panel webpage.
For more information, please email [email protected].
With the holiday season in full swing and many companies looking forward to once again hosting their employees for in-person holiday parties, it’s a good time to begin managing the holiday cheer. Whether your company will be hosting a formal or casual holiday get-together, these tips and reminders should help keep things merry and bright!
Policy Reminders: It is always a good practice to remind employees ahead of any company get-together that company sanctioned events are an extension of workplace norms, policies and procedures. It is important that employees understand that this is the case regardless of whether the event takes place on or off company property. Reminders should include the company’s policies on drug and alcohol use, anti-harassment and social media.
Avoid Compulsory Attendance: Employers must be mindful that not all employees celebrate the same holidays or in fact celebrate the holidays at all. Compulsory attendance at holiday events may cause undue pressure, trigger social anxiety and place undue pressure on employees who feel they must ‘go along’ to ‘get along.’ To avoid any missteps a best practice in this regard is to make attendance truly voluntary; don’t over-do the ‘we haven’t heard from you yet’ email reminders.
Be As Inclusive As Possible: Avoid risk associated with discriminatory conduct by making the extra effort to ensure event facilities can accommodate disabled employees and their guest(s). If alcohol is to be served, make sure there are non-alcoholic options and if you are asking employees to RSVP consider including space for employees to list any special dietary restrictions or allergies.
Holiday parties can be a great moral booster and a welcome opportunity to celebrate company “wins” over the past year. With a bit of planning and forethought they can also be a professional and fun group event.
U.S. employers with operations or employees in Mexico: Recent changes in Mexico’s labor law will result in an increase to the country’s minimum wage rate for 2026.
Mexico’s President Claudia Sheinbaum Pardo recently announced a 13% increase in the general minimum wage for 2026. Effective Jan. 1, 2026, the daily minimum wage will rise from $278.80 to $315.04 pesos (equivalent to about $17.27 USD per day) monthly income of $9,582.47 pesos, (~$518–$524 USD per month) for workers in the general minimum wage zone.
A 5% increase will raise the daily minimum wage from $419.88 to $440.87 pesos (~$24.13–$24.27 USD per day) and $13,409.80 pesos per month (~$725–$734 USD) for the Northern Border Free Zone.
The pending increase to wages may influence salary structures, collective bargaining, and labor contracts. U.S employers with operations or employees impacted by the increases should review and update existing policies and pay practices to ensure compliance ahead of the 2026 increases.
The Organic Grower Summit’s 2025 Organic Grower of the Year Award brought a fresh twist to one of the industry’s most anticipated honors. For the first time, the award was narrowed down to four worthy finalists, giving attendees a broader look at the innovation and leadership shaping the ag industry today.
In a strong showing for Western Growers, two of the four finalists—Arnott Duncan of Duncan Family Farms and Larry Jacobs of Jacobs Farm Del Cabo—were long-time Western Growers members.
Duncan, CEO of Duncan Family Farms, ultimately earned top honors as the 2025 Organic Grower of the Year. With operations in Arizona, Oregon and New York, Duncan Family Farms has become a nationally recognized leader in organic leafy greens, herbs and specialty crops. Under Duncan’s leadership, the farm has invested heavily in advanced composting systems, precision irrigation and soil-building strategies that enhance plant health while reducing environmental impact.
Duncan’s win underscores the role of Western Growers members in pushing the boundaries of organic innovation. For his part, Jacobs helped shape the organic movement through Jacobs Farm Del Cabo and its transformative Del Cabo Cooperative, which supports hundreds of small-scale farmers in Baja California.
The expanded format allowed growers from across crop types and regions to share the diverse ways they are redefining organic farming. “This year’s finalists exemplify the innovation and dedication that define organic farming,” said Mike Wilson, senior executive editor at Farm Progress. “The new format allows us to celebrate the diversity of approaches within the industry and provide a platform for these leaders to inspire others.”
The finalists represented a wide spectrum of crops and philosophies:
Congratulations to the 2025 Grower of the Year winner Duncan and all of this year’s finalists.
California’s SB 513 introduces important changes for employers regarding personnel records, specifically those related to employee education and training. Under this new law, current and former employees—or their representatives—now have the right to inspect and obtain copies of their education or training records. This includes not only records of attended trainings but also any certifications or qualifications earned as a result.
Employers who maintain these records must ensure they contain specific information: the employee’s name, the name of the training provider, the core competencies or topics covered during the training, and any resulting certification or qualification. This change means that education and training records – if maintained by the employer – are now considered regulated personnel documents and must be managed with the same care as other employment records.
Why it Matters
Failing to comply with SB 513 can expose your business to disputes, audits, or penalties. It’s essential for employers who maintain training records – think mandatory anti-harassment training – to review their recordkeeping procedures and update them as needed to meet these new requirements.
A few key compliance tips to consider:
Staying ahead of compliance requirements not only protects your organization but also helps foster transparency and trust with your workforce. Take proactive steps now to update your training record systems and educate your HR team about the changes brought by SB 513.
The newly released 2026 funding bill for the U.S. Food and Drug Administration makes clear that no funds may be used until July 2028 to enforce the Food Safety Modernization Act Section 204(d) Food Traceability Final Rule, provided several specific conditions are met.
First, FDA is directed to engage quarterly with regulatory and other stakeholder entities to identify and implement additional flexibilities needed to support implementation, particularly for farms, restaurants, retail food establishments and distribution warehouses serving retail and foodservice. Second, FDA must develop and submit recommendations for additional flexibilities within 180 days—by May 9, 2026. The bill also calls for FDA to address food waste, reclamation and system testing initiatives to assess its capabilities.
What does this mean for fresh produce growers and shippers?
While enforcement is not anticipated until July 2028, the timeline to help shape how flexibility is defined and applied is moving quickly.
It means your voice matters right now. Engagement is no longer optional; it is written directly into federal funding direction. One promising forum for this engagement is the Partnership for Traceability, where industry and government are working together to inform real-world implementation.
Now is the moment to engage and help shape what workable traceability looks like in practice. We encourage interested companies to connect with us and explore participation in public-private efforts like the Partnership for Traceability.
A new article in Food Safety Magazine underscores a shift that’s reshaping the food industry: food safety is no longer just a compliance cost; it’s a strategic advantage. With pressures from recalls and customer expectations, companies are realizing that prevention delivers real, measurable ROI.
The article highlights how seemingly small issues can escalate into multimillion-dollar crises. In contrast, targeted investments in training, technology, environmental controls, sanitation and risk assessment consistently pay off through fewer recalls, reduced downtime, better insurance rates, stronger brand trust and improved operational efficiency.
The bottom line: organizations that elevate food safety from “required” to “strategic” aren’t just keeping products safe, they’re building resilience, protecting brand equity and safeguarding the future of their business.
Read the full article here: The ROI of Food Safety: From Compliance Cost to Strategic Investment in 2026
WASHINGTON, D.C. (Dec. 8, 2025) – The co-chairs of the Specialty Crop Farm Bill Alliance (SCFBA) issued the following statement in response to President Trump’s aid package for farmers announced on Dec. 8, 2025:
“We are disappointed that specialty crop growers were not included in today’s announcement. As we wrote to the President on October 6, 2025, family farms that produce safe and nutritious fruits, vegetables, and tree nuts, as well as cultivate the trees, flowers, and plants that play a vital role in the nation’s health and wellbeing, continue to face unprecedented economic challenges.
We stand ready to work with the Administration and Congress to advance a meaningful assistance package to support specialty crop growers during this difficult period.”
The SCFBA is co-chaired by Cathy Burns, CEO of the International Fresh Produce Association; Mike 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.
# SCFBA #
IRVINE, CALIF. (Dec. 5, 2025) – Western Growers issued the following statement in response to the U.S. Bureau of Reclamation’s update to the long-term plan for the Central Valley Project:
“Right on cue, those committed to throttling back water for farms and cities are apoplectic at the Bureau of Reclamation’s revision of operating policies that could result in an additional 400,000 acre feet of water being delivered to those who pay for the Central Valley Project and State Water Project,” said Western Growers President and CEO Dave Puglia. “Considering the fact that the farms that pay for the Central Valley Project have only received 45 percent of their contracted allocations over the last 20 years – totaling many millions of acre feet of water cutbacks – this modest potential rebalancing represents a welcome return of common sense.”
| For more information, please contact:
Ann Donahue (949) 302-7600
|
About Western Growers:
Founded in 1926, Western Growers represents local and regional family farmers growing fresh produce in California, Arizona, Colorado and New Mexico. Western Growers’ members and their workers provide over half the nation’s fresh fruits, vegetables and tree nuts, including half of America’s fresh organic produce. Connect and learn more about Western Growers on Twitter and Facebook.
The U.S. Equal Employment Opportunity Commission (EEOC) recently updated its guidance on national origin-related discrimination in the workplace by publishing its technical assistance document, “Discrimination Against American Workers Is Against The Law.” This update aims to clarify how the EEOC believes issues of national origin should be viewed. As employers are aware, Title VII of the Civil Rights Act of 1964 (Title VII) prohibits employment discrimination based on protected characteristics such as race, sex and national origin. Title VII protects employees, applicants, and participants in training or apprenticeship programs and applies to employers with 15 or more employees, employment agencies, training program operators, and labor organizations.
The updated guidance provides some assistance, but employers should keep in mind that it is only the EEOC’s focus that has changed, not the law. As ever, policies, programs, or practices may be unlawful if they involve employment actions motivated by an employee’s or applicant’s national origin or another protected characteristic. This ‘clarification’ simply reinforces the long-held understanding that Title VII’s protections apply equally to all workers, regardless of their national origin or other protected characteristics.
The update also clearly indicates where future EEOC enforcement actions will likely focus. Business decisions regarding hiring, termination, promotion, demotion, access to career and job opportunities, and training are all key areas where employers must make certain their practices are non-discriminatory in fact and in action.
To ensure consistency in your organization’s anti-discrimination policies and procedures, consider the following:
By ensuring consistency in anti-discrimination practices, organizations can minimize risks and adhere to guidelines that promote equity in the workplace while complying with federal anti-discrimination laws.
The United Farm Workers (UFW) and affiliated plaintiffs have filed suit in federal court to block the U.S. Department of Labor’s (DOL) October 2025 Interim Final Rule (IFR) updating how Adverse Effect Wage Rates (AEWR) are calculated for non-range H-2A occupations.
The IFR replaces the USDA’s Farm Labor Survey (FLS) – long criticized for inflating wage benchmarks – with a more nuanced, occupation-based system that uses data from the Bureau of Labor Statistics’ Occupational Employment and Wage Statistics (OEWS). The new approach differentiates between basic and more advanced agricultural roles and accounts for the housing value already provided to H-2A workers at no cost, bringing long-overdue balance and economic rationality to H-2A wage determinations.
Predictably, the UFW is attacking the IFR in court, alleging that it undercuts domestic wages and violates procedural rules. But these claims ignore a key fact: the IFR simply reins in artificially high wage escalations that far exceed local market conditions and force employers to pay well above competitive rates for positions with modest skill requirements. By setting AEWRs at the 17th and 50th wage percentiles for Skill Level I and II jobs respectively, the rule introduces a fairer standard that aligns more closely with actual labor costs.
The lawsuit also criticizes a “housing deduction” used in calculating total compensation, despite the fact that providing free housing is a federal mandate under the program and the deduction may not be applied to domestic workers.
What This Means for Employers
If successful, the UFW’s lawsuit could restore an inflationary and unrepresentative wage system that imposes unjustified labor costs on agricultural producers already facing economic pressure from inflation, regulatory burdens, and labor shortages.
The IFR is a welcome, evidence-based correction that helps level the playing field and preserve access to legal foreign labor. H-2A employers should continue to follow the current rule but remain alert; if the courts side with the plaintiffs, it could mean mid-season wage hikes and renewed uncertainty.
For questions about the lawsuit or the Interim Final Rule, contact the Western Growers H-2A Services team.