Termination of remote work 

Dear members currently on Remote Work,  

Some of you have begun to receive a letter from LA court Management ending your telework assignment. The Court has a right to do this. The Union will, however, meet and confer with Administration about impacts and a safe return to work. CFI is asking for modifications and/or temporary extensions of telework for interpreters who have COVID-related impediments to returning to on-site work by the date indicated in the return-to-work letter, either due to health or child/dependent care issues.

You will each soon receive a survey from CFI regarding any impediment you may have to returning to on-site work. Please fill out the survey and return it to CFI as soon as possible so that when we meet and confer with the Court, we’ll know both how many people will be impacted and what types of issues are involved, so that we can most effectively negotiate possible modifications.

Although the Court lifted social distancing requirements and capacity limits, they haven’t changed any protocols regarding mask wearing in the public areas. The public must wear a mask to enter courthouses and the entire time they are inside any area of the courthouse. 

At this point, all employees are required to wear masks in both public areas and non-public areas, whether they are vaccinated or not. This may be relaxed for vaccinated employees in non-public areas in the future, but as of now, it’s all masks everywhere, all the time. 

Stay tuned for more information re: returning to work safely. Thank you all! 

In solidarity, 

CFI. 

Urgent Message Region 2 VRI

RETALIATION!!!

Dear Region 2 Colleagues,

Late last night we received 2 letters from T. Michael Yuen Region CEO Chair and Kim Turner, Region 2 Administrative Chair stating that regardless of the fact that we are addressing VRI in bargaining, they will impose starting September 1^st. This is an obviously retaliation for our mobilization that killed their remote hearing legislative bill. As you all know, the Governor reopened California on June 15, 2021. This means that all courts have 90 days after June 15, 2021 to transition away from remote access per the Chief Justice Pandemic Emergency Order.

The Courts can threaten all they want. WE WILL NOT STAND FOR THIS! It is time to show the Courts that they will not bully us. We will not accept something that is not right for us. We have all experienced firsthand from using remote platforms the difficulties, the miscarriage of justice when technology fails, the breakdown of meaningful access to justice when there is connectivity lags or when all participants do not allow time for interpretation. We will not be placed in a position post pandemic where the quality of work is threatened. Our primary purpose is to be the conduit of access to justice. We should not allow anything to compromise that.

It is not a coincidence that the JC suddenly decided to update contractor rates! This was a smoke screen to establish VRI pay for hours worked only. The JC’s argument of contractors are too expensive and their adamant persistence of VRI is not by accident. Most courts in Region 2 are operating with employee skeleton crews. So who do you think will be doing VRI? Certified or registered contractors? Wrong. No certified or registered contractor will be accepting the $44 an hour for VRI. As the code states, when no qualified interpreter is NOT available, the court can find good cause to use “an interpreter who does not hold a court interpreter certificate” to provide services. Setting rates that it is fully known will be rejected by certified or registered interpreters is an excuse to say that there is “good cause” to use a non-certified or non-registered interpreter.

By now many have heard the rumors about the JC trying to create a lower employee tier with non-certified interpreters. This is not a rumor. The JC has been trying to do this for years. The Union has been the reason it has not happen. The JC’s continuous attempts to erode our profession by making employment less and less attractive is the strategy to make this a reality. We cannot let this happen.

Although we are filing a record number of unfair labor practices, we now need to use our voices and work actions to send the message. Current VRI proposal takes away the 25% stipend if courts choose to use VRI locally with employees and will only apply for cross assignments. We all know that the possibility for any employee cross assigning remotely are very slim. VRI should not be used without carefully throughout limitations. Uncontrolled VRI is dangerous for justice, places LEP’s at a disadvantage, places our quality of work in peril, and should not be the preferred method of delivering interpretation services. With the letters we have received, it is evident that the courts care nothing about access to justice. Convenience is the driving force. 

Lastly, there is no uncertainty regarding our budget. The legislature and Governor understand and support the importance of language access and is supportive of the labor force. Strong show of work action is the path to take if we want to obtain an adequate livable wage. We are as strong as our weakest link. Don’t let differences be the obstacle to secure your livelihood. I, Carmen Ramos, Secretary Treasurer and Maria Cruz, Santa Clara Steward will lead the mobilization. They will be organizing and setting up meetings soon.

We are including the letters we have received form the Region for your review. 

Notice of planned adoption of VRI in Region 2 - June 21, 2021

VRI planned adoption of VRI in Region 2 - December 8, 2020

In unity, 

Revised CalOSHA Emergency Temporary Standards (ETS)

The Local has recently received the information concerning the revised CalOSHA Emergency Temporary Standards (ETS) below; this should clarify a lot of questions members have concerning the new relaxation of COVID rules for the workplace in California. We should pay particular attention to the vaccination status when considering what will be the requisites in the workplace. Most importantly to notice is that in order to allow employees to go without a mask indoors, the employer must document their vaccination status. Therefore, the employer is permitted to ask one’s vaccination status for the purpose of allowing that person to go without a mask indoors. From the information that courts around California are sending to the local, most are indicating that if a person has not been vaccinated, or does not respond to self-identify as vaccinated or not, those persons will be required to wear masks indoors at the workplace. 

We encourage members to directly contact our local, or even the CalOSHA links in this communication for further information. We will update as we become aware of any changes that may impact you in the courts. Still to be determined is if the courts will allow the public in without masks en masse, or only those who can show they have been fully vaccinated. For the time being all custodial entities are continuing with the previous set of protocols.

Again, if you feel that you are in a situation or setting that is unsafe or unhealthy, remember that you have a health and safety clause in your MOU. Immediately inform your supervisor or interpreter office of the unhealthy or unsafe condition, request that it be rectified, and keep yourself safe (but in contact with your supervisor) indicating that you are ready and willing to continue working once the situation has been made safe. Be sure to advise us at the local ([email protected]) and cc us on any communications you may have with management concerning health and safety issues … 

In unity,

Go fund Me for Myrna Marks

The Local has been approached by some members from the Los Angeles Superior Court with a request to share this Go Fund Me page for our dear colleague, Myrna Marks. As some may already know, Myrna and her family are facing a very difficult time both financially and in terms of Myrna’s physical and emotional recovery from injuries sustained while a pedestrian in a traffic accident this month. Although there are positive signs in her condition, this is a long haul and the well-being of her family and her ability to fully return to work are difficult to ascertain at this moment. There will no doubt be co-pays and other expenses, as well as the possibility of the extended sick leave compensation coverage (100%, 65%, and 50%) running out, should this take longer than her accruals can support.

We encourage everyone to contribute as best they can. In the words of labor leader David Coates: An injury to one is an injury to all.

Make a donation!

When I started court interpreting about 30 years ago, Mary Elliott was one of a few exemplary interpreters whom I admired. 

She was such a natural-born interpreter that her flawless renditions on the witness stand made her the most requested CCB interpreter for important trials by prosecutors and defense attorneys alike. 

Even though she seemed approachable, I was afraid that there might be a hidden diva quality to her that would rear its ugly head around a young pipsqueak like me. I was mistaken. Mary was authentically warm, funny and unpretentious. When she warmed up to me, she would whisper things to me like, "You don't say things like that around that crowd." Or she would exclaim in true Mary-style, "Don't be a ding-dong!" She became a guru to me. With time, I am proud to say that I thought of her as a friend as well. 

Uri Yaval, Mary and I had a bond as like-minded activists for the profession and we were faithful to our weekly lunches at the now-closed Colima Restaurant on the corner of then-Sunset and Broadway. We were joined by other friends such as Joaquin Chan-Sanchez and Eric Valdez later on. There, Mary taught us to squeeze fresh lemons on our tortilla chips to enhance their flavor, something I still do today.

Mary was a beautiful, intelligent and classy lady. There was a soft elegance to her that became more apparent to me when she married Charlie. I remember her always beaming with joy and blinding us with the flashes of light reflecting off of her enormous wedding ring. We made many jokes about it. This is how I want to remember her. She was so happy living in her beach house with Charlie, traveling with him, and enjoying all the friendships that Charlie and she had with attorneys, judges and interpreters. She was fulfilled. 

She was a guiding light to many people. She, along with Sara Krauthamer, whom I must mention here, laid the groundwork for us finally to force the County to recognize us as employees. Both Sara and Mary taught many of us the art of interpreting as instructors as well. 

I am grateful for how Mary enriched my life and I know she also made many of you better people. May You Rest In Peace, Dear Mary. 

Roxana Cardenas