BILL ANALYSIS Ó
AB 241
Page A
Date of Hearing: April 24, 2013
ASSEMBLY COMMITTEE ON LABOR AND EMPLOYMENT
Roger Hernández, Chair
AB 241 (Ammiano) - As Amended: March 19, 2013
SUBJECT : Domestic work employees: labor standards.
SUMMARY : Enacts the "Domestic Worker Bill of Rights" to
provide labor protections to domestic work employees, as
specified. Specifically, this bill :
1)Defines "domestic work" to mean services related to the care
of persons in private households or maintenance of private
households or their premises.
2)Defines "domestic work employee" as an individual who performs
domestic work (including live-in domestic work employees and
personal attendants).
3)Excludes from the definition of "domestic work employee" any
of the following:
a) Any person who performs services through the In-Home
Supportive Services (IHHS) program.
b) Any person who is the parent, grandparent, spouse,
sibling, child, or legally adopted child of the domestic
work employer.
c) Any person under 18 years of age who is employed as a
babysitter for a minor child.
d) Any person employed as a "casual babysitter" for a minor
child, as defined.
e) Any person employed by a licensed health facility.
f) Any person who is employed or contracts with an
organization vendored or contracted through a regional
center or the Department of Developmental Services, as
specified.
g) Any person who provides child care and is exempt from
licensing, if the parent or guardian of the child receives
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services pursuant to specified programs.
4)Defines a "domestic work employer" as a person who (including
through the services of a third-party employer) employs or
exercises control over the wages, hours or working conditions
of a domestic work employee, and excludes the following:
a) The State of California or an individual who receives
domestic work services through the IHSS program or who is
eligible for that program based on his or her income.
b) An employment agency that operates solely to procure,
offer, refer, provide, or attempt to provide work to
domestic workers, as specified.
c) A licensed health facility.
5)Provides that a domestic work employee shall be compensated
for overtime as provided for most other employees under
existing law, with the following exceptions:
a) A domestic work employee who is a live-in employee or is
required to be on duty for 24 consecutive hours or more
shall have a minimum of eight consecutive hours for
uninterrupted sleep, except in an emergency. Any time
worked during an emergency constitutes hours worked.
b) If a domestic work employee is a live-in employee or is
required to be on duty for 24 consecutive hours or more,
the domestic work employer and the domestic work employee
may agree in writing to exclude from hours worked a bona
fide regularly scheduled sleeping period of not more than
eight hours for uninterrupted sleep, as specified. Absent
a written agreement, the eight hours available for sleep
shall constitute hours worked.
6)Provides that if a personal attendant must accompany a person
with a disability when traveling out of town, time spent
accompanying the person in transit and attending to or
carrying out the directives of the person constitutes hours
worked, as specified.
7)Provides that any domestic work employee who is required to
sleep in the private household of his or her employer shall be
provided sleeping accommodations that are adequate, decent,
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and sanitary according to usual customary standards, shall be
provided a room separate from any household resident and shall
not be required to share a bed.
8)Provides that existing meal and rest period requirements shall
apply to personal attendants.
9)Requires an employer to permit a domestic work employee to
choose the food he or she eats and to prepare his or her own
meals, as specified.
10)Provides that after one year of work with the same employer,
a domestic worker shall be entitled to paid days of rest, as
specified.
11)Provides that these provisions shall be enforced by the
Division of Labor Standards Enforcement (DLSE).
12)Provides for administrative or civil enforcement of these
provisions, as specified, including remedies and attorney's
fees and costs to prevailing domestic work employees.
13)Eliminates the current requirement that domestic workers must
work at least 52 hours and earn more than $100 from the
employer in the previous 90 days to be eligible for worker's
compensation coverage, and makes related changes.
14)Makes other related and conforming changes.
15)Makes related legislative findings and declarations.
FISCAL EFFECT : Unknown
COMMENTS : This bill proposes to enact the "Domestic Worker
Bill of Rights."
General Background on Domestic Workers
"Domestic workers" or "household workers" are generally
comprised of housekeepers, nannies and caregivers of children
and others who work in private households to care for the
health, safety and well-being of those under their care.
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A recent study generally summarizes the general status of
domestic workers as follows:
"[Domestic] workers work in the private homes of their
employers, performing tasks such as in-home child, patient,
and elder care, housework, and cooking. They are primarily
female immigrants; some live in the home of their employer
working around the clock, while others work in various
households where the work is temporary and sporadic. Many
are 'unaffiliated' workers, meaning they have no connection
to a hiring or temporary agency. The independent, private,
often isolated nature of domestic labor means that
household workers often lack information about their rights
or knowledge of the laws of this country and are frequently
exploited by employers. Those who are undocumented live in
constant fear of being deported. While supporting their
employers' homes and families, household workers frequently
find themselves working in substandard and often
exploitative conditions, earning poverty wages too low to
support their own families, and lacking access to basic
health care. Their vulnerable situation subsidizes the
productivity and affluence of the U.S. economy and yet this
occupation is little understood and marginalized by the
larger society and policymakers."<1>
Advocates contend that domestic workers often labor under harsh
conditions, work long hours for low wages without benefits or
job security, and face termination without notice or severance
pay leaving many suddenly without income. In the worst cases
domestic workers are verbally and physically abused or sexually
assaulted, and stripped of their privacy and dignity.
Treatment Under Federal and State Labor Laws
In general, domestic workers are largely excluded from some of
the more basic protections afforded to other workers under state
and federal law, including the rights to overtime wages, safe
and healthy working conditions, workers' compensation,
employment discrimination and the right to engage in collective
bargaining.
---------------------------
<1> "Behind Closed Doors: Working Conditions of California's
Household Workers." Mujeres Unidas y Activas, Day Labor Program
Women's Collective of La Raza Centro Legal, Data Center (March
2007), p. 2.
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One useful analysis includes the following overview of the
treatment of domestic workers uder California law:
"In California, 'all persons employed in household
occupations, whether paid on a time, piece rate,
commission, or other basis' are entitled to be paid the
state minimum wage. Live-in domestic workers cannot be
charged for food or housing without a voluntary, written
agreement. Like its federal counterpart, California wage
and hour laws exclude personal attendants. However,
personal attendants, whether live-in or not, are entitled
to the California minimum wage if they spend more than
twenty percent of their time doing other housework.
Non-live-in domestic workers are entitled to overtime pay
under California law under the same conditions as under
federal law; however, in California such workers are also
entitled to rest periods. Ten minute rest periods and a
thirty minute meal period are considered on-duty and
counted as time worked, unless the employee is relieved of
all duty during the meal period.
Live-in domestic workers are entitled to overtime only if
they work more than nine hours in a workday or if they work
on the sixth or seventh workday. These workers must be
given at least 12 consecutive off-duty hours on any
workday. Work during off duty time is compensable as
overtime. Personal attendants are not entitled to meal
breaks or rest breaks.
All domestic workers in California are entitled to be free
from sexual harassment.
Many domestic workers are entitled to workers' compensation
benefits if they are injured on the job. To qualify for
benefits under California's Worker Compensation Law,
domestic workers must work more than 52 hours during the 90
days prior to injury and must have earned $100 or more
during the same 90 days.
Though rights and protections are relatively broad in
California, domestic workers still do not enjoy the full
complement of employment protections provided to most of
the state's workers. Domestic workers may suffer
discrimination, since California's Fair Employment and
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Housing Act only prohibits employers with five or more
employees from discrimination on the basis of race, sex,
religion, national origin, pregnancy, age, disability,
marital status, sexual orientation, gender identity, or on
the basis of an English only policy. California
occupational safety and health law excludes 'household
domestic service.' Domestic workers who provide 'domestic
service in a private home' are excluded from obtaining
unemployment insurance benefits unless the worker was paid
$1000 or more in any calendar quarter in the calendar year
or the preceding year. Undocumented immigrant workers are
not eligible to collect unemployment insurance in
California.
California employment and labor law provides most domestic
workers with minimum wages and maximum hours, workers'
compensation for injuries on the job, and protection from
sexual harassment. However, domestic workers in California
are left without many of the basic legal protections
afforded to other workers in this state."<2>
Spotlight on Overtime Protection Under California Law
As discussed above, some domestic workers are excluded from
certain labor and employment law protections under California
law. However, the payment of overtime is one particular issue
of disparity that has garnered significant attention in recent
years - and is therefore worth addressing in some detail.
Under existing law for most non-exempt employees, any work in
excess of eight hours day, in excess of 40 hours a week, and the
first eight hours on the seventh day of work must be compensated
at no less than one and one-half times the regular rate of pay.
Existing law also requires that any work in excess of 12 hours a
day and in excess of eight hours on the seventh day of work are
to be compensated at no less than twice the regular rate of pay.
---------------------------
<2> Left Out: Assessing the Rights of Migrant Domestic Workers
in the United States, Seeking Alternatives." Human Rights
Center, UC Berkeley International Human Rights Clinic, Boalt
Hall School of Law (November 2003), pp. 5-7.
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Treatment of "Personal Attendants" Under the Industrial Welfare
Commission Wage Orders
1. IWC Wage Order 15
IWC Wage Order 15 applies to "household occupations," defined as
all services related to the care of persons or maintenance of a
private household or its premises by an employee of a private
householder.
In 1976, the Industrial Welfare Commission (IWC) adopted a
complete exemption from the Wage Order 15 overtime provisions
and other requirements of the Wage Order for individuals
employed as "personal attendants." In 1986, the IWC expanded
the Wage Order 15 "personal attendant" exemption to include
third party employers recognized in the health care industry.
The minimum wage exemption was eliminated on January 1, 2001
thereby entitling "personal attendants" to the state minimum
wage for all hours worked. However, a complete overtime
exemption and exemption from most other provisions continue to
exist for "personal attendants" under Wage Order 15
Under Wage Order 15, "personal attendants" are defined as
including:
"babysitters and means any person employed by a private
householder or by
any third party employer recognized in the health care
industry to work in a
private household, to supervise, feed, or dress a child or
person who by reason
of advanced age, physical disability, or mental deficiency
needs supervision."
"Personal attendants" are completely exempt from the general
overtime requirements of Wage Order 15. Therefore, under the
Wage Order, "personal attendants" are only required to be paid
straight-time for all hours worked, regardless of whether they
work more than eight hours in a day or 40 hours in a week.
Wage Order 15 also specifies that the status of "personal
attendant" shall apply when no significant amount of work other
than the foregoing is required. This limitation is intended to
prevent the overtime exemption from applying to employees who
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work in households but who are not "personal attendants". Under
this limitation, an employee who performs some of the work of a
"personal attendant" but also a significant amount of other work
falls outside of the exemption.
A 2005 opinion letter issued by the Division of Labor Standards
Enforcement (DLSE) that sought to clarify the definition of
"personal attendants" under Wage Order 15 stated the following:
"We cannot provide you with a comprehensive list of
acceptable duties for
a personal attendant. However, it is instructional, and
not inconsistent with
the long standing DLSE position, to consider those duties
included by the U.S.
Department of Health and Human Services National Center for
Health Statistics'
definitions for activities of daily living. Such
activities relate to personal care
and include, but are not limited to, such duties as
bathing, showering, getting in
or out of a bed or chair and using a toilet. 'Supervising'
may also include
assistance in obtaining medical care, preparing meals,
managing money, shopping for groceries and personal items,
using a telephone or performing housework when such
activities are related to the independent living of the
person and cannot be performed by him or herself alone due
to a health or age limitation. It must be noted, however,
that any general housekeeping duties performed should not
exceed 20% of the weekly working time spent by the personal
attendant to maintain his or her exemption under IWC Wage
Order 15."
Wage Order 15 also has specific provisions related to "live-in"
household employees who are not "personal attendants." First,
Wage Order 15 specifies that a live-in employee shall have at
least 12 consecutive hours free of duty during each workday of
24 hours, and the total span of hours for a workday shall be no
more than 12 hours. Wage Order 15 also specifies that a live-in
employee shall have at least three hours free of duty during the
12 hour span of work. Finally, a live-in employee who works
during scheduled off-duty hours or during the 12 consecutive
off-duty hours is entitled to overtime for such hours.
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The net result is that a live-in employee essentially works a
nine hour day and is entitled to overtime at time and one-half
beyond nine hours per day. On the sixth and seventh days, the
employee is entitled to time and one-half for the first nine
hours and double time after nine hours. However, as discussed
above, an employee who is a "personal attendant" is completely
exempt from overtime under Wage Order 15.
3. Federal Exemption for "Companions"
It may also be useful to point out the federal exemption for
"companions" under the Fair Labor Standards Act (FLSA), which in
some respects is much broader than the exemption under state
law.
The FLSA provides an exemption to minimum wage and overtime
requirements for individuals employed in domestic service
employment to provide babysitting services on a casual basis, or
to provide companionship services for individuals who are unable
to care for themselves because of age or infirmity. Companion
services include "those services which provide fellowship, care
and protection for a person who, because of advanced age or
physical or mental infirmity, cannot care for his or her own
needs. It does not include services that require and are
performed by trained personnel, such as a registered nurse or a
practical nurse. The federal companionship exemption affects
only employees caring for the elderly or "infirm;" it does not
cover employees such as nannies hired to care for children in
the private household who do not fall within California's
personal attendant exemption.
FLSA regulations state that companionship services may include
household work related to the care of the aged or infirm person
such as meal preparation, bed making, washing clothes, and other
similar services. Companions may perform general household work
as long as such work is incidental and does not exceed 20
percent of the total weekly hours worked. Household work
related to the care of the individual is not counted towards
this 20 percent limitation.
4. Overtime Summary
If the previous description of the overtime rules has thoroughly
confused the reader of this analysis, the sponsor of this
legislation has provided the following chart, which may clarify
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the applicable state and federal overtime rules:
------------------------------------------------------------
| |CA overtime |Federal Law |
|--------------------------+----------------+----------------|
| | | |
|--------------------------+----------------+----------------|
|Domestic Workers - |No |Only Live-Out |
|caregivers | |Nannies - |
|Those who care for child, | |40/wk. |
|elderly, ill, person with | | |
|disabilities etc. - | | |
|"Live-In or Live-Out" | | |
| | | |
| | | |
| | | |
|--------------------------+----------------+----------------|
|"Live-in" domestic worker |Yes - "9/45 | |
| |rule" | |
| (e.g., cook, cleaner, |IWC Wage Order | |
|gardener, nanny or |15 Sec. 3(A) | |
|caregiver significant | | |
|amount/ 20% general | | |
|housekeeping duties) | | |
|--------------------------+----------------+----------------|
| | | |
|--------------------------+----------------+----------------|
|"Live-out" domestic |Yes - Labor | |
|worker who (e.g., cook, |Code "8/12/40 | |
|cleaner, gardener, |rule" | |
|live-out nanny or | | |
|caregiver that does more |(Labor Code § | |
|than 20% general |510) | |
|housekeeping duties) | | |
------------------------------------------------------------
RECENT PROPOSED FEDERAL REGULATORY CHANGES
Recently, the federal government (through the United States
Department of Labor) has proposed key changes to the regulations
governing "companions." Among other things, the proposed
changes would provide that: (1) third party employers of
domestic workers who care for elderly and those with
disabilities in a private household would now be covered by
federal weekly overtime requirements; and (2) the definition of
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companionship services would be significantly narrowed such that
far fewer caregivers for the elderly and people with
disabilities would qualify as companions exempt from minimum
wage and overtime. Live-in caregivers hired directly by the
household would continue to be exempt from overtime as live-in
employees, but would be entitled to minimum wage if they fall
outside the narrowed companion exemption.
PRIOR OVERSIGHT HEARING
On June 9, 2010, this Committee convened an oversight hearing
entitled, "Behind Closed Doors: Working Conditions of California
Domestic Workers." That hearing featured testimony by domestic
workers, academics, lawyers, worker advocates, public health
officials and others. The hearing explored in detail the
working conditions of domestic workers in California and the
status of state and federal laws that apply (or do not apply) to
domestic workers.
PRIOR NEW YORK STATE LEGISLATION :
On July 1, 2010, the New York State Legislature passed a
domestic worker "bill of rights." The bill was signed by
Governor Paterson on August 31, 2010 and went into effect on
November 29, 2010.
Among other things, the New York statute:
Establishes an eight hour workday and overtime after 40
hours a week for live-out domestic workers (44 hours for
live-in domestic workers).
Provides for one day of rest each calendar week.
Provides for three paid days off after one year of
employment.
Establishes protection against workplace discrimination
based on race, gender, sexual orientation, national origin,
disability, marital status and domestic violence victim
status.
Establishes protection against sexual harassment by the
employer.
It should be noted that under the New York legislation the term
"domestic worker" is defined to exclude any worker who provides
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companionship services and "who is employed by an employer or
agency other than the family or household using his or her
services."
ARGUMENTS IN SUPPORT :
This bill is sponsored by the California Domestic Workers
Coalition, which is comprised of a number of organizations,
including the following: Centro Labor de Graton, Coalition for
Human Immigrant Rights of Los Angeles, Filipino Advocates for
Justice, Instituto de Education Popular del Sur de California,
Mujeres Unidas y Activas, Pilipino Workers Center, San Francisco
Day Labor Program, and the Women's Collective of La Raza Centro
Legal.
The sponsor states the following in support of this measure:
"California is home to nearly 200,000 domestic workers.
This mostly female population provides a wide range of
services inside our homes. Some workers ease the pain of
illness and injury; others are the bridge to independent
living of our grandparents, and many are full partners in
parenting our children. Domestic workers enable family
members to carry on with their own businesses, employment,
or other work-related obligations for millions of families
across the United States.
Unfortunately, domestic workers are often the unseen worker
and as a result suffer various abuses, often hidden in the
private homes of their employers. Some workers suffer
egregious labor violations: no rest and meal breaks;
working consecutive days without any time off; and wage
theft which is a common experience leaving these women
without the financial means to care for their own children.
Workers have come forward with their personal stories of
physical and emotional abuse at the hands of their
employers. Many victims are too scared to break their
silence. Due to this fear of retaliation or job loss, there
is no real handle on the extent of these violations.
The roots of these injustices are many. However, one key
dynamic underscores all aspects of this population- a
belief that their work - of women's work - is somehow less
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valuable and less deserving of protection.
The campaign to adopt a California Domestic Worker Bill of
Rights attempts to address one core principle: domestic
workers deserve equal treatment under the law.
Unfortunately, California suffers from a unique and
confounding contradiction: Domestic workers who care for
property such as landscaping or housekeeping are generally
entitled to overtime. Those domestic workers who care for
children, the infirm, the elderly, and those with
disabilities do not. The California Domestic Worker Bill
of Rights attempts to correct this injustice."
ARGUMENTS IN OPPOSITION :
Opponents, including the California Association for Health
Services at Home (CAHSAH) and numerous individual home care
companies and other individuals, argue that this bill would
significantly impact their ability to provide affordable care to
elderly clients or clients with disabilities and would make it
very difficult to provide care to those needing around the clock
assistance.
Opponents contend that the homecare industry simply cannot
absorb the additional increased labor costs resulting from this
bill. The bill would drastically increase the costs if home
care and make live-in care completely unaffordable. Opponents
contend that live-in rates would more than double - a cost that
clients clearly will not pay when they can receive the same
services from the "underground economy" and pay cash for a
fraction of the cost.
In addition, the California Chamber of Commerce states the
following in opposition to this measure:
"The wage and hour burden this bill creates on individual
homeowners as well as third-party employers is significant,
and unprecedented. As opposed to current law, this bill
would require individual homeowners as well as the
third-party employer of domestic work employees, including
nannies and/or caregivers, to ensure that such employees
are (1) provided with a duty-free, 30-minute meal period at
or before five hours of work; (2) given the opportunity to
take a 10-minute, uninterrupted rest period at or before
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four hours of work; (3) obtain workers' compensation
coverage; and (4) provide paid vacation, calculated
according to the average hours worked each year. Failure to
comply with any of these requirements would subject the
homeowner as well as the third-party employer to costly
statutory penalties and litigation, including an employee's
right to attorneys' fees.
"As demonstrated by the overwhelming number of employment
lawsuits filed on a daily basis in California,
sophisticated businesses, with professional human resources
staff and employment attorneys, struggle with the proper
implementation of the onerous California-only wage and hour
requirements. [This bill] would expand this burden onto
individual homeowners, who are simply seeking to hire
assistance in the care for their children or elderly loved
ones. The detrimental impact of this potential liability
will create one of two problems: (1) discourage any
homeowner from retaining the services of 'domestic work
employees,' thereby increasing the unemployment rate in
California; or (2) force such homeowners and third-party
employers to enter into the underground economy, as
compliance with these requirements would simply be too
costly. Either scenario will only serve to further harm
California's economy, and create additional financial
problems than those already plaguing the state."
Finally, opponents note that Governor Brown vetoed similar
legislation last year over the "economic and human impact on the
disabled or elderly persons and their families." [See veto
message of AB 889 below.]
PRIOR AND RELATED LEGISLATION :
The provisions of this bill are similar some of the provisions
contained in the introduced version of AB 889 (Ammiano) of 2012.
However, AB 889 was subsequently amended to require the
Department of Industrial Relations to adopt regulations
governing specified working conditions of domestic work
employees. AB 889 was vetoed by Governor Brown, who stated the
following in his veto message:
"Domestic workers work in the homes of ill, elderly or
disabled people. They often share duties and
responsibilities with the family and friends of the
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patient-employer. Those employed in this noble endeavor,
like anyone who works for a living, deserve fair pay and
safe working conditions. Seeking to improve the
circumstances of these workers however, raises a number of
unanswered questions.
What will be the economic and human impact on the disabled
or elderly person and their family of requiring overtime,
rest and meal periods for attendants who provide 24 hour
care? What would be the additional costs and what is the
financial capacity of those taking care of loved ones in
the last years of life? Will it increase costs to the point
of forcing people out of their homes and into licensed
institutions?
Will there be fewer jobs for domestic workers? Will the
available jobs be for fewer hours? Will they be less
flexible?
What will be the impact of the looming federal policies in
this area? How would the state actually enforce the new
work rules in the privacy of people's homes?
The bill calls for these questions to be studied by the
state Department of Industrial Relations and for the
department to simultaneously issue new regulations to
provide overtime, meal, rest break and sleep periods for
domestic workers. In the face of consequences both unknown
and unintended, I find it more prudent to do the studies
before considering an untested legal regime for those that
work in our homes.
Finally, a drafting error leaves most In Home Supportive
Service (IHSS) workers subject to this measure - -
resulting in costs to the state of over $200 million per
year. This could require cuts in wages, reduced hours of
care and other reductions to those served by IHSS workers."
HR 11 (Ammiano) of 2011 recognized March 30th as International
Domestic Workers' Day. HR 11 was heard before this Committee on
March 30, 2011.
ACR 163 (V. Manuel Perez) of 2010 encouraged greater protections
in federal and state law for domestic workers.
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AB 2536 (Montanez) of 2006, as introduced, would have eliminated
the overtime exemption under California law for most "personal
attendants." There was significant opposition, and the bill was
subsequently narrowed to generally apply only to nannies.
AB 2536 was vetoed by Governor Schwarzenegger, who stated the
following in his veto message:
"This bill would require overtime payment for personal
attendants who are nannies. The existing overtime
exemption was intended to keep these jobs above ground and
to allow those in need of such services to find assistance
at a price they can afford. Removing this exemption would
dramatically increase the costs of these attendants and
potentially drive employment underground.
I am also concerned that this bill creates new liquidated
damages penalties against employers of all household
workers, not merely nannies. In short, this bill subjects
seniors and the severely disabled who hire household
workers to a new cause for civil litigation. Given the
increase in frivolous labor law litigation in recent years,
I cannot support subjecting seniors and the disabled to
additional liability."
ACR 141 (Cedillo) of 2000 declared March 30 as Domestic Worker
Appreciation Day in recognition of all domestic workers for
their hard work and dedication, their contribution to the
stability and well-being of the Californian family household,
and their often overlooked contributions to California's
economy.
REGISTERED SUPPORT / OPPOSITION :
Support
9 to 5
Alameda Labor Council
American Civil Liberties Union
Anakbayan Silicon Valley
Asian Americans for Civil Rights and Equality
Asian Pacific American Labor Alliance
Asian Pacific American Legal Center of Southern CA
Asian Pacific Environmental Network
Babae San Francisco
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Bay Area Childcare Collective
California Alliance for Retired Americans
California Communities United Institute
California Domestic Workers Coalition (sponsor)
California Federation of Teachers
California Immigrant Policy Center
California Labor Federation, AFL-CIO
California National Organization for Women
California Nurses Association/National Nurses Organizing
Committee
California Rural Legal Assistance Foundation
California Women's Agenda
Center for Transformative Change
Central Coast Alliance United for a Sustainable Economy
Centro Laboral de Graton
Chinese for Affirmative Action
Chinese Progressive Association
City and County of San Francisco Immigrant Rights Commission
Clergy and Laity United for Economic Justice, LA
CLUE CA
Coleman Advocates for Children and Youth
Community United Against Violence
Dignidad Rebelde
Dolores Street Community Services
East Bay Alliance for a Sustainable Economy
East Bay Interfaith Committee for Worker Justice
End DV Counseling and Consulting
Filipino Advocates for Justice
Filipino Migrant Center
Forward Together
GABRIELA USA
Gray Panthers of San Francisco
Hand in Hand: Domestic Employers Association
Interfaith Coalition for Immigrant Rights
Interfaith Council on Economics and Justice
International Longshore 7 Warehouse Union
Labor Project for Working Families
Latino Union of Chicago
Long Beach Immigrant Rights Coalition
Los Angeles County Federation of Labor, AFL-CIO
Mexican American Legal Defense and Educational Fund
Mujeres Unidas y Activas
National Alliance for Filipino Concerns
National Council of La Raza
National Domestic Workers Alliance
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National Lawyers Guild Labor & Employment Committee
North Coast Coalition for Palestine
Numerous Individuals
Oakland Rising
Out4Immigration
People Organized to Win Employment Rights
Pilipino Workers Center of Southern California
PolicyLink
Racial Justice Allies of Sonoma County
San Francisco Labor Council
SEIU-United Healthcare Workers West
Service, Immigrant Rights & Education Network
Silicon Valley Independent Living Center
Sisters of GABRIELA, Awaken!
Temple Hashem
The Women's Foundation of California
Training Occupational Development Educating Communities
Transnational Institute for Grassroots Research and Action
UAW Local 2865
Union Salvadorena de Estudiantes Universitarios
UNITE HERE Local 2
UNITE HERE Local 2850
United Educators of San Francisco
Worksafe
Young Workers United
Opposition
AAA T.L.C. Health Care, Inc.
Addus HealthCare
At Home Care Solution
AVISA HOME CARE, INC
Bojohome, Inc.
California Association for Health Services at Home
California Chamber of Commerce
Care To Stay Home
CarenetLA
Caring Hands Caregivers
Comfort Keepers
Comfort Keepers, Southbay
Good Company Senior Care
Home & Health Care Management
Home Care Association of America, Northern California Chapter
Home Helpers & Direct Link of San Mateo County
Home Instead Senior Care
AB 241
Page S
Homecare California
HomeCare Professional, Inc.
Inland Empire Home Health & Hospice
Matched CareGivers Continuous Care
Maxim Healthcare Services
Numerous Individuals
OptionONE
Pacific Coast Homecare
Pioneer Home Health Care, Inc.
Right at Home
Sequoia Senior Solutions
Support for Home Health Care
The Accredited Family of Home Care Services
Visiting Angels
Analysis Prepared by : Ben Ebbink / L. & E. / (916) 319-2091