From Honoring Excellence to Laughing with Comedy Legend Dana Carvey

September 8th, 2026

This year’s Award of Honor Dinner Gala at the Western Growers 100th Annual Meeting promises to be an unforgettable evening, as we come together to recognize the remarkable contributions and achievements of Edwin Camp. The evening will celebrate the leadership, dedication and lasting impact that have helped shape our industry.

But the night won’t end there. Taking the stage for this year’s entertainment is Emmy Award-winning actor and comedian Dana Carvey, one of the most recognizable comedic talents of his generation. Best known for his iconic Saturday Night Live characters—including the Church Lady, Grumpy Old Man, Hans and Garth from Wayne’s World—Carvey has been making audiences laugh for decades.

His uncanny impressions of political figures, such as George H.W. Bush, Ross Perot, Jerry Brown and Bob Dole became a hallmark of his Saturday Night Live career, while his portrayal of Garth Algar in Wayne’s World cemented his place in comedy history.

Carvey has continued to entertain audiences on stage and screen, including his acclaimed 2016 Netflix special, Dana Carvey: Straight White Male, 60, and through his chart-topping podcast Fly on the Wall, which he co-hosts with fellow comedian and longtime friend David Spade. He also lends his voice to multiple characters on the animated series Mulligan, produced by Tina Fey and Robert Carlock.

This perfect pairing of recognition and comedy promises to make the Award of Honor Dinner Gala the perfect capstone of the Annual Meeting. This is an event you won’t want to miss.

Award of Honor Dinner Gala
November 10, 2026

View the Full Annual Meeting Schedule Here

Help Us Stand Up for Farmers – Watch and Share Today

September 4th, 2026

Farmers are too often criticized by people who do not understand what it takes to grow the food our nation depends on. Western Growers recently released a video that pushes back on those criticisms, and we need your help getting it in front of more people.

Please take a moment today to watch and share the video.

Like it. Comment on it. Repost it. Send it to friends, family members and colleagues. Share it through your company’s social media accounts and your own personal channels.

Every interaction helps extend the video’s reach and ensures that the voices of farmers are heard. We have a powerful story to tell, but we need to tell it together.

Watch and share today:

EEOC Releases Strategic Plan for 2026-2030

September 4th, 2026

On August 28, 2026, the U.S. Equal Employment Opportunity Commission (EEOC) announced its updated Strategic Plan for Fiscal Years 2026-2030 (the Plan). Effective immediately, the Plan establishes the EEOC’s operational framework and performance measures through 2030 and identifies how the agency will carry out the priorities of its National Enforcement Plan for Fiscal Years 2025-2029 (NEP). 

As discussed here, in June of this year, the EEOC replaced its 2024-2028 Strategic Enforcement Plan with a new NEP covering fiscal years 2025-2029. The NEP is intended to guide the agency’s enforcement, litigation, outreach, education, and dispute resolution activities and provide employers with a clear indication of where the agency plans to focus its resources over the next several years. 

While the Plan does not create new legal obligations for employers, its three strategic goals provide important insight into where the EEOC plans to focus its resources and how employers may experience agency oversight moving forward. 

Strategic Goal #1: Focus Enforcement on Preventing and Remedying Discrimination 

According to the Plan, the EEOC intends to strategically deploy its enforcement resources to maximize impact, provide meaningful relief to individuals who experience discrimination, and resolve charges efficiently and consistently. The agency will continue emphasizing priority cases and systemic issues it believes have broad workplace impact. 

  • What this means for employers: Employers should expect continued scrutiny of employment policies, practices, and workplace decision-making processes. Consistent documentation, objective employment decisions, prompt investigation of complaints, and regular policy reviews remain critical risk-management tools. 

Strategic Goal #2: Expand Outreach, Education, and Training 

The agency’s second strategic goal focuses on increasing awareness of workplace rights and responsibilities through education and outreach. The EEOC plans to provide resources and training to employers, employees, unions, staffing agencies, and federal agencies to help prevent discrimination before it occurs. The agency views education as a key compliance tool and intends to increase access to information promoting equal employment opportunity. 

  • What this means for employers: Training and proactive compliance efforts will continue to be important. Employers should view supervisor education as an investment in the organization’s ability to prevent problems before they arise, promote consistent decision-making, and reinforce a workplace culture grounded in equal employment opportunity. Investing in regular, practical training helps supervisors better recognize discrimination, harassment, accommodation, retaliation, and other workplace issues early enough to help prevent them from escalating into formal complaints or costly legal claims. 

Strategic Goal #3: Strengthen the Agency Through People, Technology, and Operations 

The EEOC’s third strategic goal centers on organizational excellence. The agency plans to improve internal operations through workforce development, technology modernization, and more efficient service delivery. The agency’s goal is to enhance its ability to investigate charges, share information, manage data, and respond to stakeholders effectively. 

  • What this means for employers: As the EEOC continues modernizing its systems and processes, employers may experience more streamlined investigations, increased use of technology, and potentially faster agency responses. Employers should ensure they have effective internal recordkeeping and compliance processes so they can respond efficiently to agency requests. 

What Does it Mean? 

The EEOC’s 2026-2030 Strategic Plan is less about creating new requirements and more about signaling where the agency intends to focus its attention. The Plan reinforces three themes: enforcement, education, and operational effectiveness. Employers should view the Plan as a reminder to maintain strong equal employment opportunity practices, train supervisors regularly, review workplace policies for compliance, and address concerns promptly before they escalate into formal complaints. 

The message is clear: proactive compliance, effective manager training, and consistent employment practices remain the best defenses against discrimination claims and regulatory scrutiny. 

Need assistance with discrimination prevention training, supervisor education, or equal employment opportunity compliance? Contact Raul Leal, Western Growers University (WGU), at [email protected] to learn about available training programs and customized educational solutions for your organization. 

Mexico Employers Should Prepare for New Electronic Timekeeping Requirements

September 4th, 2026

Employers with operations in Mexico should begin preparing for new mandatory electronic timekeeping requirements scheduled to take effect January 1, 2027. As part of Mexico’s broader working-time reforms, employers will be required to maintain auditable electronic records that provide labor authorities greater oversight of employee working hours, making electronic timekeeping an increasingly important wage-and-hour compliance tool. 

A key challenge for employers is that Mexico’s Secretariat of Labor and Social Welfare (STPS) has not yet issued implementing regulations specifying exactly what compliant systems must include. Among the open questions are whether systems will need cloud-based storage, geolocation capabilities for remote workers, or safeguards or certifications demonstrating that time records cannot be altered. 

The change is particularly important because Mexican labor law generally places the burden on employers to establish employees’ working hours in labor disputes. This means that unreliable or easily modified records may have limited evidentiary value, potentially increasing exposure in overtime claims. Administrative penalties for noncompliance may also exceed MXN $500,000 per workplace. 

Employers with Mexico operations should use the remaining months before implementation to: 

  • Assess current timekeeping systems to determine whether they provide reliable, auditable electronic records and identify systems that rely heavily on manual adjustments.
  • Review timekeeping policies and practices, including procedures for missed punches, compensable breaks, after-hours work, and work performed outside the official timekeeping system.
  • Prepare managers and supervisors to consistently enforce timekeeping requirements, particularly when communicating with employees through messaging apps or other platforms outside normal working hours. 

Continued monitoring of STPS guidance is also recommended. Once the implementing regulations are issued, employers should again review existing systems and policies against the final technical requirements well ahead of the January 1, 2027 effective date. 

DOL Warns H-2A Employers of Potential Backpay Liability Beginning September 2

September 4th, 2026

The U.S. Department of Labor (DOL) has issued a notice advising H-2A employers that they may be required to make retroactive wage-adjustment payments after the agency establishes a new Adverse Effect Wage Rate (AEWR) methodology. 

The notice follows an August 26, 2026, order in United Farm Workers v. DOL. The U.S. District Court for the Eastern District of California concluded that DOL’s current AEWR methodology for non-range occupations is unlawful and directed the agency to promptly develop a new methodology and publish new AEWRs. 

The court did not vacate the existing rule or the AEWRs issued under it. Accordingly, the current AEWRs remain in effect, and employers should continue paying the presently applicable wage rates. No employer is currently required to pay back wages. 

The potential backpay period began September 2, 2026, and will end when DOL issues a new AEWR methodology. Employers may later be required to pay the difference if the new applicable AEWR exceeds the hourly wage paid during that period. In states where the state minimum wage is the effective wage rate because it exceeds the AEWR, retroactive adjustments should not be required if the updated AEWR remains below the minimum wage under DOL’s new methodology. Any required adjustment could apply to both H-2A workers and U.S. workers in corresponding employment. 

The notice applies to: 

  • Employers with an approved H-2A certification that remained in effect on September 2, including approved extensions 
  • Employers with pending H-2A applications 
  • Employers filing new H-2A applications before DOL publishes a new methodology 

DOL strongly disputes whether the court has legal authority to require the agency or employers to make retroactive wage adjustments. The agency is considering further litigation and has stated that it will oppose the future imposition of backpay obligations. Significant questions therefore remain, including what methodology DOL will adopt, how quickly it will act, whether the resulting AEWRs will be higher, and whether backpay will ultimately be required. 

What Employers Should Do Now  

In the meantime, affected employers should: 

  • Continue paying the currently applicable wage rates 
  • Maintain detailed records of each worker’s hours and wages beginning September 2 
  • Preserve identifying and contact information for all H-2A workers and corresponding U.S. workers, including permanent addresses, Social Security numbers if issued, Form I-94 numbers where available, permanent email addresses, and phone numbers 
  • Make reasonable efforts to keep that information current, including for workers who complete their employment before DOL issues new rates 

Western Growers will continue monitoring the litigation and DOL’s development of a replacement AEWR methodology. 

For questions about this notice or the H-2A program in general, please contact the Western Growers H-2A Services Team. 

New Publication Explores Practical Agricultural Water Testing

September 2nd, 2026

A new peer-reviewed article, Agricultural Water Use in U.S. Fresh Produce Growing Operations – Part III: Setting the Foundation for Practical Agricultural Water Testing, examines how produce growers can use water sampling and microbial testing to strengthen risk-based agricultural water management.

This article, third in a series, recaps current agricultural water quality guidelines and standards; examines studies investigating sampling strategies, including location, frequency, timing and sample volume; and provides an overview of commonly used microbial detection and quantification methods for assessing the microbial quality of agricultural water.

Although the FDA’s revised Produce Safety Rule shifted from mandatory preharvest water testing to systems-based agricultural water assessments, testing remains an important monitoring and verification tool.  It also emphasizes that water quality can vary significantly based on the source, conveyance system, season, weather, nearby activities and sampling and analytical methods used.

For growers, the findings reinforce the importance of developing strategies tailored to their commodities, regions, operations and water systems. Historical and site-specific data can help establish normal water-quality patterns, identify deviations and guide preventive or corrective actions. As the produce industry navigates increasing food safety expectations and emerging pathogens, collaboration among growers, regulators and researchers will be essential to advance water sampling and testing methodologies that balance safety, feasibility and economic viability.

This article is published in the September/October 2026 issue of Food Protection Trends. It was co-authored by members of the Western Growers Science team and other collaborators.

To access the full article, click here.

California and Queensland Partner on the Future of Agriculture

September 9th, 2026

A new agreement between California and Queensland, Australia, is creating opportunities to accelerate agricultural innovation by connecting growers, researchers, technology companies and government partners across two of the world’s most important agricultural regions.

I recently traveled to Sacramento for the signing of a landmark five-year agreement between the State of California and Queensland focused on agricultural innovation, research and development, and disaster resilience. The agreement represents an important step toward strengthening collaboration between two regions that share many of the same agricultural challenges—and many of the same opportunities.

I was proud to attend alongside friends and partners from UC Agriculture and Natural Resources (UC ANR), the California Department of Food and Agriculture (CDFA), F3 Innovate and Beagle Technology.

I also had the opportunity to participate in a brief closed session with Queensland Premier David Crisafulli and members of his team. During our conversation, I shared the mission of Western Growers and discussed how important our Australian partnerships have become to our work supporting specialty crop growers.

Western Growers’ collaboration with Australia is not starting from scratch. Through Hort Innovation levy-funded programs and strong relationships with the Queensland Department of Primary Industries (QDPI), we have already established agreements and collaborative programs focused on two significant challenges facing specialty crop agriculture: automated harvesting and non-chemical weed control.

Those projects, however, are part of a much larger opportunity.

Together, Hort Innovation, QDPI and Western Growers are building a trusted international network connecting growers, technology founders, researchers, original equipment manufacturers and agricultural organizations. By sharing information and coordinating efforts across California and Australia, we can reduce duplication and help promising technologies move from development to commercial adoption more efficiently.

The objective is straightforward: make innovation happen faster for growers.

Agricultural technology companies face a difficult commercialization path. A technology must not only work technically; it must solve a meaningful grower problem, operate reliably in commercial conditions and ultimately provide a measurable economic return. By aligning validation requirements, defining clear grower value propositions, sharing lessons and conducting commercial field testing across both countries, we can help technology companies better understand those requirements while giving growers greater confidence in the solutions reaching the market.

The result should be technology that creates quantifiable impact and helps agricultural operations become more resilient, sustainable and profitable.

Near the end of our conversation, Premier Crisafulli asked me a simple but important question: “What do you need from us?”

My response was equally simple. The partnerships are already established, and they are working. Continued support for Hort Innovation, QDPI and the people leading these efforts will allow us to expand their impact and create additional opportunities for growers in both countries.

During the signing ceremony, Premier Crisafulli also spoke about growing up on a farm and how his family continues to farm that same ground today. His personal connection to agriculture and commitment to the industry were evident throughout his visit.

For Western Growers, this agreement reinforces the value of building relationships beyond our own borders. California and Australia may be separated by thousands of miles, but our growers face many of the same pressures around labor, input costs, sustainability, productivity and operational risk.

When we share what we learn, coordinate resources and work together on common challenges, we can get the world’s best agricultural technologies into growers’ hands faster.

That is a partnership worth continuing to build.

Welcome Matt Hoffman – Senior Director of Innovation

September 2nd, 2026

We are excited to share that Matt Hoffman is joining the WG Innovation team as Senior Director of Innovation. We welcome Matt to the team, and I wanted to share some of his background and why we think he is the perfect fit for this role. The role sits at the intersection of agriculture chemistry inputs and innovations to help growers use less chemistry while still getting comparable results in terms of pest and pathogen management and overall economics. It is a critical role for Western Growers because the pressure to reduce chemical applications is coming from multiple directions at the same time – DC, Sacramento, and retail buyers are all asking growers to do more with less, and in some cases no, chemistry. Startups and investors have recognized this reality and have put billions of dollars into play trying to build solutions.

Matt will sit between the 2,000+ WG grower members and the 2,000+ startups who are building solutions across multiple segments and build programs and partnerships that help validate the technology, put a lot of math into the grower side of the analysis once the solutions are integrated into growers operations, and help growers understand which innovations are ready for trial or purchase now, which ones are making progress, and which ones are getting started but likely need some more time before growers need to spend much time with them.

Matt is taking over the chair previously held by our friend and former colleague Dennis Donohue, who now has his hands full as the Mayor of Salinas. Dennis did a fantastic job of creating the biological space and raising its profile with great partners like Wharf 42 and Pam Marrone and many others. Matt will take a wider lens on as he attacks the same challenge. So yes, Matt will be working with bio-controls (the pesticide alternative portion of the biologicals space). But he will also be working with genetics that can come with resistance built in, regenerative ag practices that can help support soil health as a way to inoculate against the same types of challenges, UV light as a new and emerging pest control alternative, and yes improvements like precision sprayers that help growers use less chemistry and get similar results.

All of these solutions can help. All of them are legitimate innovations in an area that needs them desperately. And all of them need to go through more testing than you think with a deeper dive around grower economics than you think. In short, everything that Ben has built around automation can and needs to be leveraged if chemistry is to be reduced. It’s also worth noting that automation tests are easier than this segment. Run the robot across the field – see what happened – measure result is the normal set of steps for automation trials. That becomes a massive series of tests across different growing conditions in different soil types with different water qualities and make sure you can prove not just correlation or causation or else you better not try and take credit for that result because growers will know or they will find out and they will tell their friends.

This is where Matt’s experience should be mentioned – growing up on a farm, serving as the Grower Programs Director for the Lodi Winegrape Commission, spending 10 years building programs at Driscoll’s to help startups work with growers more effectively, and spending a year at Reservoir Farms helping startups maximize the Reservoir resources all combine to put Matt in a place where he knows what to do better than most because he’s already been doing it for much of the past 15+ years. He has already worked with genetics at Driscoll’s, with startups like TRIC Robotics (a UV light leader – and their CEO is a big fan of Matt’s work already), on sustainability initiatives including regenerative ag practices, and with biological innovations on key pest and pathogen challenges. In short, everything Matt built over 10 years at Driscoll’s is now in play for all of the Western Growers members and we have Ben’s playbook to borrow from. That in a nutshell is why we are so excited to welcome Matt to the team and are confident he will hit the ground running on behalf of all the growers and all the startups in these segments.

Automated Harvesting: Progress Is Happening in the Field

September 2nd, 2026

The past several weeks have provided an encouraging look at the progress being made in specialty crop automation, particularly automated harvesting.

Across multiple field days, grower trials, and technology events, Western Growers has had the opportunity to work alongside growers, technology companies, researchers, and international partners to evaluate emerging technologies under real agricultural conditions.

The activity has included SAMI AgTech demonstrating automated harvesting in broccoli and romaine lettuce; Beagle Technologies demonstrating automated celery harvesting; international collaboration with Australian growers and industry partners; technology development at Reservoir Farms; and conversations with growers about what these technologies must accomplish before widespread commercial adoption becomes realistic.

One theme has been consistent throughout these activities: demonstrating that a machine can perform a task is only the beginning.

For growers, the more important questions involve reliability, productivity, crop quality, labor requirements, serviceability, and economics.

Can the technology perform consistently throughout a commercial day?

Can it operate under changing field and crop conditions?

Does it integrate with existing farming and harvesting operations?

And ultimately, does it provide enough economic value to justify adoption?

Those questions become particularly important in harvesting.

Harvest represents one of the largest concentrations of labor in specialty crop production and remains one of agriculture’s most difficult automation challenges. Crops are variable, growing conditions constantly change, and harvesting systems must identify, cut, handle and transport highly perishable products without compromising quality.

At the same time, progress is clearly occurring.

Over the coming weeks, this newsletter series will highlight several recent examples, including automated broccoli, celery, romaine and iceberg lettuce harvesting; lessons learned from Australian growers visiting California; technology development at Reservoir Farms; and a new approach Western Growers is taking toward field demonstrations.

The objective is not simply to showcase new technology.

Western Growers’ goal is to help create an environment where growers and technology developers can work together to determine what works, what doesn’t, and what needs to improve before these technologies can deliver measurable value on commercial farms.

The road to commercially viable automated harvesting remains challenging.

But increasingly, that road is running directly through commercial fields.

SB 54 Update: Two-Year Pause Effort Falls Short

September 1st, 2026

The effort to secure a two-year pause on California’s SB 54 packaging requirements has fallen short, leaving growers, packers and shippers facing an increasingly compressed compliance timeline.

Following our call to action, here’s an update on how the effort to pause SB 54 ultimately played out.

We made significant progress in a very short amount of time:

  • Sen. Melissa Hurtado agreed to author legislation pausing SB 54 implementation for two years.
  • Sen. Suzette Valladares agreed to make one of her bills on the Assembly Third Reading File available to be gutted and amended as the legislative vehicle.
  • Twenty-three Democratic legislators signed the attached letter asking Senate President pro Tempore Monique Limón and Assembly Speaker Robert Rivas to pause implementation.
  • Labor organizations, including the Teamsters and UFCW, were also pressing legislative leaders and members to support a pause.
  • With 23 Assembly Democrats and 19 Assembly Republicans prepared to support the bill, we had the 41 votes needed to pass it off the Assembly Floor.

Unfortunately, having the votes was not enough. Pro Tem Limón would not approve the gut-and-amend without Sen. Ben Allen’s consent, and Senator Allen would not give his approval. Without the Pro Tem’s support, Speaker Rivas would not sign off on the proposal either. As a result, the effort died before the bill could be brought forward.

While this is disappointing, the pressure from legislators, labor organizations, businesses, farmers, food producers and constituents clearly demonstrated that the concerns with SB 54 are widespread and cannot be ignored.

Speaker Rivas intends to convene a working group this fall to examine the program’s costs, timelines, fees and other implementation concerns. The potential result would be legislation introduced in January 2027 to address these issues. Western Growers will be part of that working group and will continue pressing for meaningful changes that protect the fresh produce industry, the food supply chain and consumers.

For now, SB 54 implementation will continue under the existing timeline. We will keep you informed as the working group begins its work and as we determine our legislative strategy for January.

Thank you to everyone who contacted legislators and legislative leadership. Your calls and emails helped build a bipartisan coalition and brought us extremely close to securing a two-year pause. Although we did not get the result we wanted this session, your advocacy made a real difference and created an opportunity to continue this fight in 2027.

SB 54 Legislature Letter

SB 54 – Teamsters and UFCW Letter