Farm Bureau Policies 2022
propertywithout theowner’s consent.Weespeciallyobject toa rule that allows union personnel to take access during a strike for the purpose of communicating with nonstriking workers. We believe these rules violate the state and federal constitutional safeguards against unauthorizedaccessof persons toprivate lands. (Rev. 2017) No. 554 Supplemental Agricultural Labor Tosatisfyagricultural laborneeds,we support theestablishment of an economical and effective system under which labor from other countries could be employed on a timely and flexible basis towork in agriculture. (Rev. 2009) No. 555 Immigration Reform Federal law enacted for comprehensive immigration policy reformshould include the following provisions: (1) Pathway for current undocumentedworkers residingwithin UnitedStatesborders toobtain legal authorization for employment andresidence that offers theseworkers sufficient incentive tocome forward, including extendingprotected status to their spouses and minor childrenwho are present in the United States; (2) Worker visa program for agricultural employers through a simplified, expeditious, and less costlyapplicationprocess for both employers and foreignworkers; (3)Allowingaworker tomaintain theworker’s current residency in the United States without requiring the worker to return to the worker’s country of origin; and (4) Security of our borders with other countries in a manner that allows legally documented individuals to travel without risk to health, safety and property. Weurge the ImmigrationandCustoms Enforcement to enforce the Immigration Reformand Control Act of 1986 by following the intent of Congress as embodied in the law as written. Laws governing apprehension of unauthorized immigrants should be carried out uniformly in all industries. (87/Rev. 2019) No. 556 Strikes and Labor Disputes We support the enactment of legislation that would prohibit strikes at harvest time in the perishable products industry. Recourse to injunctive relief and recovery for loss of property, personal injury, or crop destruction should be assured. Wesupporttheadoptionofcreativemeansofsettlingemployeedis- puteswithfairness toall inamanner thatwillprevent interruptions in theorderlyflowofagriculturalproductsfromproducerstoconsumers. Governmental entities should refrain from taking positions on labor disputes and boycotts unless the entity is a party to the dispute. (Rev. 1986) No. 557 Boycott of Agricultural Products Weareopposedtoboycottsof agricultural productsbecause they can have a detrimental effect upon the entire economy. Such boy- cottsareoftenbasedonmisinformationandadisregardfor the facts. Whenboycotts of agricultural products occur, wewill use all re- sources available topresent to thepublic the true facts. (Rev. 1984) No. 558 Wrongful Discharge and Damages Employment should be terminable at the will of either the em- ployer or employee unless they have agreed inwriting that it shall be for a definite duration. Damages in wrongful discharge cases should be limited to the amount of contractual damages actually incurredby the employee as a result of a wrongful discharge. (Rev 2021) No. 559 Public Employee Labor Relations We recognize the right of public employees to organize and bargain for their services aswell as their right to refrain fromthese activities. However, public employees should be prohibited from striking. (Rev. 1995) No. 560 Equal Pay for Equal Work We favor the principle of “equal pay for equal work,” but deci- sions on the levels of compensation for various jobs offered by an employer should be left to themarketplace. (86/Rev. 2022) No. 561 Youth Employment We find the employment of youth tobe socially andeconomically soundandsupport lawsandregulationswhichensuresafeandhealth- ful working conditions forminors. Frequently, regulatory agencies overlyrestrict theopportunityforyouthtoobtaingainfulemployment. A farmer’s family members working on his/her own operation
the designated public agencymust be preserved as the best and sole means to this end. Any procedure allowing for the submission of ballots by mail must protect the right of employees to cast secret ballots in such a voting booth instead of by mail, the integrity of the election, and the right of voters to express their sentiments about unionization free fromany party’s influence while voting. We support legislation that would bring agriculture under the National Labor Relations Act (NLRA). Until that time, we continue to seek changes thatwill conformtheCaliforniaAgricultural Labor
should remain free of regulations regardless of the farmer’s legal organizational structure. We encourage more vocational training and work experience programs at the high school level so that proper training and cer- tification of competence can be achieved prior to operation of mechanical equipment. (Rev. 1994) No. 562 Employee Housing Laws and regulations governing employee housing should be fairly written and equitably enforced to encourage such housing. The federal, state andcounty agencieswhichenforce employee housing laws should designate among themselves the one which is tobe the leadandexclusive agency to enforce those laws ineach county; preferably, that agency should be themost local one. When an inspection of employee housing is completed, the in- spector should immediately informthehousingoperator of any ac- tionwhich theoperatormust take tocorrect anydeficiency. All gov- ernmentagenciesshouldbegovernedbythesamesetof regulations. Local governments should provide incentives for the develop- ment of farmworker housing, suchas feewaivers, densitybonuses, and fast-track approval of permits. Employers and county FarmBureaus should provide informa- tion toemployees toestablishnonprofit organizations toutilize the government funding available for farmemployeehousing, includ- ing eventual ownership. This type of housing should be located in already existing urban and/or community service districts. Lodging accommodations available to the general public that are used for employee housing should have to meet only those state and local standards generally applicable to such accommo- dations. (Rev. 2009) No. 563 Farm Labor Contractors We support the freedom to use farm labor contractors in the recruitment andmanagement of migrant, seasonal and day-haul farmworkforce (employees). The farmlabor contractor shouldbe recognized as the sole employer of saidworkforce (employees). Growersusing the servicesof farmlabor contractors shoulddeal only with those who are registered and licensed as such and who obey applicable laws, especially those governing wages, hours, working conditions, and health and safety standards. The Department of Labor should make available information ondispositionof violations and labor citations issuedagainst labor contractors. (Rev. 2022) No. 564 Essential Services Essential employees are needed to maintain the services and functions Americans dependondaily andneed tobe able tooper- ate resiliently in emergencies. Many states look to the federal government for clarity on es- sential services classification and how it impacts farms in their communities. TheU.S.Department ofAgricultureandother federal partners such as the Cybersecurity and Infrastructure Security Agency have issued guidance to help state and local jurisdictions and the private sector identify and manage essential services. Additionally, some states have providedmore-specific guidance onparticular segments of agriculture including sodproductionas well as horticultural industries. As considerations related to the health and safety of California’s residentsareapriority, it isimportantthatessentialservicesconnected toagriculturecontinueunabated. Agricultureprovidesnot onlyagri- cultural productsbut also thousandsof jobs inall partsof the state. During emergencies, all agricultural practices shouldalways be immediatelydeemedessential services toCalifornia. Thisdesigna- tion allows all agriculturalists to continue to produce agricultural products to the best of their abilities. Further, all ancillaryagricultural services shouldalsobedeemed essential. These ancillary agricultural services include but are not limited to fertilizer andpesticide sales and applications, irrigation delivery, soil testing, processing and packaging, and commercial trucking and transportation. (2022)
Relations Act with the NLRA. C. Workers’ Compensation
We support federal legislation that encourages states to provide basic systems ofminimumworkers’ compensationbenefits follow- ing the “wage-loss” concept for work-connected disabilities. Such federal legislationshouldalsoencouragestates toimprovestatestat- uteswithout infringing on their rights to enact and administer their ownsystemsofworkers’ compensationbenefits.Workers’ compen- sation shouldbe the exclusive remedy forwork-connected injuries. Violators of laws prohibiting fraud in and abuse of the workers’ compensation system should be vigorously prosecuted and pun- ished for their violations. Professionals knowingly representing a fraudulent claimant should be prosecuted. We oppose changes in workers’ compensation policies or laws that increase costs to agricultural employers and have a negative impact on existing jobs and job creation. D. MinimumWages We support aminimumwage on a uniformnational basis. Any Californiaminimumwageshouldbebasedonlivingcostsinthelowest- costareasof thestate,allowinglocalitiestosethigherminimumwages astheyseefit.Alternativecompensationshouldbeallowedforminors, learners, andemployeesworkingunderproductivity-basedsystems. E. Hours We strongly oppose legislation or regulations that limit hours or the workweek in agriculture. Because of the seasonal nature of agriculture and weather-related issues, flexibility is necessary in determining hours worked during the workweek. We oppose workday or workweek overtime requirements that may be suitable for certain occupations but are incompatible with competitive production agriculture. Agricultural employment is exempt from the overtime provisions of the federal Fair Labor Standards Act, and of the few states with overtime provisions for at least some agricultural employees, California’s provisions are the most onerous and restrictive. California agricultural employers should not be put at a competitive disadvantage with producers elsewhere, and the state’s agricultural employees shouldnot suffer wage loss causedby reductions in their dailyorweeklyworkhours. F. Unemployment Insurance We support an equitable national compulsory unemployment insurance program for agricultural employees. We urge action to reduce fraud and abuse in any such program. Eligibility require- ments shouldbemade realistic to reflect agriculture’s seasonal em- ployment practices. Striking employees should not receive unemployment ben- efits. (Rev. 2022) No. 552 Employee Safety and Health and Accident Prevention Accident preventionmeasures should be developed and used by agricultural employees to their fullest extent. Employers and employees shouldbeencouragedandassisted to inaugurate safety practices to prevent injuries. Agricultural employers should de- velop, implement, and update as appropriate written Injury and Illness Prevention Programs (IIPPs) to identify and eliminate or reduce hazards specific to their operations. Useof themediaandsafetyprograms shouldbe increasedwher- ever possible to disseminate accident prevention information. Educational institutions and insurance carriers shouldbe encour- aged to assist in accident prevention programs. Safetyordersshouldbebasedondemonstratedneedsthataredoc- umentedbyscientificevidenceandsoundrisk-assessmentprinciples. Enforcement of safety orders shouldbe equitable andbasedon a statewide, clearly identifiable protocol. Accident prevention should be through educational efforts rather than through increased liability penalties or more restric- tive safety orders. We support effective enforcement of present laws to prevent illegal use of legal drugs and any use of illegal drugs. (Rev. 2006) No. 553 Agricultural Labor Relations Board Access Rules Unionorganizers arenot exempt fromCalifornia’s trespass laws. We strongly object to Agricultural Labor Relations Board access rules that allow union organizers or Board agents to enter private
Health, Education, and Public Assistance
No. 601 Family Values
As an organization, we strongly support and encourage indi- vidual members to embrace and promote the fundamental prin- ciples and family values onwhich the nationwas founded. (1996)
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