Workers' World Today - Issue 39

32BJ-SEIU President to Retire After Nearly 40 Years in Labor Movement

New York, NY: On Thursday, Dec. 22, NYSNA nurses announced the outcome of strike authorization votes at NYC private sector hospitals with union contracts expiring Dec. 31. More than 14,000 out of 17,000 nurses at NYC private sector hospitals have completed their strike authorization votes, with 98.8 percent citywide voting in support of authorizing a strike.

Voting has completed at BronxCare, Montefiore, Mount Sinai Hospital, Mount Sinai Morningside and West, NewYork-Presbyterian, and Richmond University Medical Center. Voting is in progress at the remaining facilities, and NYSNA expects all 17,000 nurses to vote overwhelmingly in favor of authorizing a strike.

BY CLAUDIA IRIZARRY APONTE, THE CITY

Kyle Bragg, the president since 2019 of 32BJSEIU, a powerful union representing more than 175,000 airport, building and service workers, announced his retirement effective Wednesday after nearly 40 years in the labor movement.

Formerly a secretary-treasurer of the union, Bragg, 63, became president following the sudden death of Héctor Figueroa, the beloved leader who had helped put 32BJ in the vanguard of organizing and advocat-

.S. Citizenship and Immigration Services (USCIS) is providing information for nonimmigrant workers whose employment has terminated, either voluntarily or involuntarily. These workers may have several options for remaining in the United States in a period of authorized

Kyle Bragg, now retiring as president SEIU 32 BJ at a rally to mark the anniversary of Eric Garner's death in Cadman Plaza, Brooklyn. Editorial credit: a katz / Shutterstock.com

Photo

Supports Workers’ World Today

Recently, I was in Albany fighting and seeking support of A1261/S1947, legislation that will create a clear definition of public work and level the playing field for New York’s contractors.

District Council 9 Painters and Allied Trades Union (DC9), the union for painters, prides itself on being a strong advocate for workers’ rights and safety. We are excited about this new publication, Workers’ World Today, which covers the issues of relevance and concern for all workers. We are encouraged that all workers: blue and white collar will have a voice and platform.

Congratulations on your inaugural issue. We wish much success to the leaders and team of Workers’ World Today and pledge our support.p

Davon Lomax Political Director, DC9

Buy a Gift, Think About Your Delivery Driver

BY ASHLEY MASON FORMER AMAZON DRIVER

It’s the holiday season, and shoppers will continue to buy more presents on Amazon instead of at local stores. Online shopping has become second-nature. But people don’t know how much suffering goes into getting that package to your door.

I was one of the delivery drivers Amazon hired to meet the growing demand during the pandemic. That surge has made it one of the largest parcel carriers in the country. At first, I really enjoyed it. I liked working outside, not in an office. I was 22 and trying to stand on my own two feet. That changed over time.

My day started at a Staten Island Amazon warehouse. My first delivery route was just over the bridge into Brooklyn. Before long, I had routes farther and farther away. Eventually, I was driving two hours in rush-hour traffic to Queens, with more and more packages in my truck. At one point, I had as many as 500 packages in my truck.

Then I got hurt, and the multibillion-dollar corporation wasn’t there for me.

I had a bad fall. It was my first holiday season and I was rushing to make all the deliveries. It had snowed that week and, as I was coming down the front steps of a building in Bay Ridge, I slipped and fell on my back. I told my boss about the injury, but he didn’t file a report.

I fell three more times working at Amazon. Each time, I told my bosses about the injury, as is required, but they brushed me off. I still worked, even though the pain was excruciating. I ended up in physical therapy, but because my

boss didn’t report the injuries, I didn’t get workers’ compensation to pay for treatment or to cover my expenses while I couldn’t work. My last fall was this past winter. I was in so much pain that I couldn’t finish the route. When I got back to the warehouse, my boss was mad that I hadn’t delivered all the packages.

I wasn’t alone. An analysis of federal injury data by the Strategic Organizing Center found that one in seven Amazon delivery drivers had serious injuries last year.

Amazon is able to get away with this because, on paper, I never worked for Amazon. Sure, I wore an Amazon uniform and drove an Amazon truck. I delivered Amazon packages, on a route designed by Amazon, while Amazon’s cameras in the truck watched my every move. Amazon kept track of driving and productivity, and would terminate drivers if our score fell too low. Every day, my coworkers and I were subject to Amazon’s management, supervision and control.

Technically, though, I worked for one of Amazon’s 2,000 Delivery Service Partners, subcontractors that the company uses to shield itself from legal liability. My boss’ contract with Amazon tied his hands when it came to the conditions of my job. Amazon also uses

the subcontractor arrangement

In Solidarity

TEAM

Publisher

Workers’ World Today, Inc

Editor-in-Chief

Pearl Phillip

Contributing Writers

Linda Nwoke

Victoria Falk

Travis Morales

Mary Campbell Janet Howard

Shaquille Baird Chris Tobias Erin Telesford

Legal Advisor

year. Some subcontractors around the country have sued Amazon, alleging that the company paid them too little to fairly compensate drivers and imposed high delivery quotas that led to worker injuries. Some of the country’s biggest companies play similar games with their workers. Drivers for Uber and DoorDash are independent contractors. Because they are not employees, the workers don’t get minimum wage, health care, unemployment or workers’ compensation, and they have to pay higher taxes. When Uber drivers contested the arrangement in New York, a judge ruled that the workers were employees and deserved unemployment insurance.

New York should protect workers from legal schemes that violate our rights. Our state already has laws requiring that construction workers and freight drivers who work for a single company or whose job is controlled by that company are classified as employees. We need to do the same for all workers.

After my fourth fall at Amazon, my body couldn’t take the demanding work anymore. I was waking up with pinching

Brian Figeroux, Esq. Telephone 1-866-435-3286 Email info@workersworldtoday.com Visit us at www.workersworldtoday.com

nerve pain in my back and had to take more days off. Soon after, I was fired.

I am supposed to be entering the prime of my life, but a couple of years at Amazon has left me with the body of someone three times my age. I have trouble getting out of bed and can’t stand for too long.

I used to admire Jeff Bezos and what he accomplished, but as an Amazon worker, I was treated like I didn’t matter. New York can change that by protecting all workers as full employees.p

This Op_ed was published on December 8, 2022 in the NY Daily News.

to create barriers to workers organizing unions, like Amazon warehouse workers did on Staten Island earlier this

Editorial credit: QualityHD / Shutterstock.com

Nearly $30 Million in Final Excluded Workers Fund Payments to be Sent to New Yorkers in Need

More than 1,900 New Yorkers are set to receive benefits as part of the final round of payments from the state’s historic Excluded Workers Fund (EWF). Nearly $30 million will be sent before the end of the year. In total, more than 130,000 EWF applications have been approved and, minus administrative costs, the entirety of the $2.1 billion fund will soon be distributed to eligible New Yorkers.

“The Excluded Workers Fund has provided critical relief to low-wage workers who performed vital services to keep New York running throughout the pandemic,” New York State Department of Labor Commissioner

Most recipients will get the maximum benefit amount of $15,600. More than $2 billion was distributed to 130,000 New Yorkers who did not qualify for traditional Unemployment Insurance or other pandemic relief benefits.The first-of-its-kind program served as a model for local and state governments across the country who established similar programs.

Roberta Reardon said. “As we send this final round of payments, I’d like to applaud the advocates, community organizations, and legislators who made this historic fund a reality. It exemplifies the values of New York State and our ability to look out for our neighbors during the most difficult of times.”

The EWF provided financial help to New Yorkers who lost income during the COVID-19 pandemic and were left out of various federal relief programs, including unemploy-

ment and pandemic benefits.

The program went live in August 2021 and, within the first month, more than 90,000 applications were received by the DOL. To qualify for EWF benefits, applicants needed to verify both their identity and residence. Benefits under the fund were tiered, with approved applicants receiving one of two amounts based upon the proof of work eligibility they provided. Tier 1 qualifiers received $15,600 and Tier 2 qualifiers received $3,200. More than 99 percent

Shutterstock.com

The New School Suspends Wages and Healthcare Premium Contributions for Striking Workers

of approved applicants received the maximum funding amount of $15,600. Approved applicants will receive a onetime payment on a prepaid card.p

Seventeen hundred parttime faculty members at The New School, members of UAW Local 7902, are still on strike demanding a contract that provides real raises, expanded health coverage, greater job security, more input into curricula, and real

NYS Dept of Labor Commissioner, Reardon Editorial credit: a katz /

NYC Council Passes Resolution Calling for Minimum Wage Increases Tied to Inflation

Recently, the New York City Council passed a resolution calling on the State Legislature to pass, and the Governor to sign S.3062D/A.7503, raising the minimum wage annually by a percentage based on the rate of inflation and labor productivity. NYC CLC President Vincent Alvarez issued the following statement:

“The New York City Central Labor Council, AFL-CIO commends the NYC Council for this important resolution calling on the NY State Legislature to raise the minimum wage annually by a percentage based on the rate of inflation,” said NYC CLC President Vincent Alvarez. “This legislation would help ensure that working New Yorkers have the fi-

nancial resources they need to deal with the rising costs of everyday living expenses, particularly in New York City, where 1.24 million workers would receive a much-needed wage boost. This is also both an economic and moral issue— the minimum wage increases called for in this resolution would be a force for equity, benefiting women and people of color who work disproportionately in the low-wage posi-

tions that would be most impacted."

"The NYC Labor Movement thanks Chair Carmen De La Rosa and the Civil Service and Labor Committee, as well as State Senator Jessica Ramos and Assemblymember Latoya Joyner, for their leadership in championing this critical measure that will allow working New Yorkers to pay for housing, care for their families, and invest in their local communities.”p

Wages/ continued from page 4

recourse against harassment and discrimination. The strike began on Wednesday, November 16.

Rather than openly engage the union's concerns and work to build something better together, the university's leaders have chosen to meet workers' calls for change with punitive action.

First, shortly before the Thanksgiving break, the university cut off negotiations and threatened to unilaterally implement a Last, Best, and Final offer without workers' consent. This offer would have harmed part-time faculty by causing drastic hikes to healthcare costs and pushing some workers' families onto a costly and risky plan. When part-time faculty voted down this offer last week by an overwhelming margin (1,821 NO to 88 YES), the university returned to the bargaining table with a mediator.

The bargaining committee has since worked around the clock to reach a deal with the university, and was encour-

aged by the university’s movement toward an agreement, too. Then this week, the University's leaders announced that they’d not only be suspending pay, but also that they would no longer contribute their share towards health insurance premiums.

Not only is this irresponsible leadership, it represents the university leaders' indifference to their own employees' basic human needs. If the university's leaders truly cared about part-time faculty, they would not repeatedly seek to strip away workers' healthcare.p

Suspends

Photo courtesy NYC Central Labor Council

Warehouse Worker Protection Act Signed Into Law

Unsafe work speeds, unreasonable work quotas, dangerous work, and insufficient breaks all contribute to the skyrocketing rate of injuries and sickness in the warehousing industry, which is why the Retail, Wholesale and Department Store Union (RWDSU) pushed for the introduction of the Warehouse Worker Protection Act this year. This week, the critically needed WWPA was signed into law by Governor Kathy Hochul. The WWPA will help protect workers from inhumane quotas, and prevent workers from being disciplined if they fail to achieve these quotas due to the worker meeting basic human needs like bathroom and water breaks.

“Warehouse facilities are popping up across New York at staggering numbers; Amazon alone has opened more than 70 facilities in the state

and over half of those facilities have been built since January 2021," said RWDSU President Stuart Appelbaum. "At the same time, we have seen increased stress, pain, and resulting safety issues for warehouse workers, due to increased quotas and speeds. Due to extreme, unknown and unreasonable work quotas warehouse workers have suffered heart attacks, strokes,

repetitive motion injuries, and irreparable life-long joint and back pain. At Amazon, the injury rate is 54% higher than the average rate for the state’s warehousing industry – and even that is a staggering misrepresentation of the reality given how many injuries at Amazon go unreported."

“Today, we’ve achieved a big win for workers’ safety. Thank you to the bill sponsors New

York State Senator Jessica Ramos and Assemblymember Latoya Joyner for their leadership on this commonsense health and safety bill, the NYS legislature for passing this critical safety measure, and Governor Kathy Hochul for signing it into law. The WWPA can start helping workers who need it now more than ever."p

Background on (WWPA –A10020/S8922):

Modeled after similar legislation signed into law in California last year, the WWPA will help protect workers from inhumane quotas – quotas that have caused workers lifelong injuries and outrageously, in some cases, their lives. The law will require that quotas, which are oftentimes completely unknown to workers, be transparent. And it will prevent workers from being disciplined if they fail to achieve

these quotas due to the worker meeting basic human needs like bathroom and water breaks. Research shows that many of these injuries and illnesses are preventable and are the result of mismanagement that prioritizes speed and productivity for profits over workers’ safety. The WWPA creates important boundaries to protect warehouse industry workers from the brutal line speeds and quotas that are driving injuries and sickness at New York’s warehouses.

The Retail, Wholesale and Department Store Union (RWDSU) represents 100,000 members throughout the United States. The RWDSU is affiliated with the United Food and Commercial Workers Union (UFCW). For more information, please visit our website at www.rwdsu.org, Facebook:/RWDSU.UFCW Twitter:@RWDSU.

Nancy Hagans, RN, BSN, CCRN, NYSNA President and frontline nurse at Maimonides Medical Center, said: “We don’t take striking lightly. Striking is always a last resort. But we are prepared to strike if our bosses give us no other option. Nurses have been to hell and back, risking our lives to save our patients throughout the COVID-19 pandemic, sometimes without the PPE we needed to keep ourselves safe, and too often without enough staff for safe patient care. Instead of supporting us and acknowledging our work, hospital executives have been fighting against COVID nurse heroes. They’ve left us with no other choice but to move forward with voting to authorize a strike for better patient care.”

RNs have been speaking out and sounding the alarm about the short-staffing crisis puts patients at risk, especially during a tripledemic of COVID,

RSV and flu. Nurses say hospitals aren’t doing enough to keep caregivers at the bedside, and instead of working with COVID nurse heroes, in some cases, are even threatening to cut their healthcare benefits.

Aretha Morgan, RN, MSN, Pediatric ER nurse at NewYork-Presbyterian, said: “Right now, we are facing a tripledemic of COVID, flu and RSV. Our pediatric ER is overflowing and short-staffed on almost all shifts. It is unbearable to see children suffer because we don’t have enough staff to provide safe patient

care. And yet, NewYork-Presbyterian, which paid its CEO almost $12 million dollars in salary, bonus and perks in 2020 at the height of the pandemic, has failed to invest in hiring and retaining enough nurses.”

Approximately 17,000 NYSNA members at twelve hospitals in New York City, including some of the biggest private hospitals such as Montefiore, Mount Sinai, and NewYork-Presbyterian have contracts expiring on Dec. 31.

Ari Moma, RN, Psychiatric RN at Interfaith Medical Cen-

ter in Brooklyn, said: “As a psychiatric nurse, I can tell you that the COVID-19 pandemic has pushed our patients and our nurses to their limit. Many of us were traumatized by what we saw and by the conditions we have been working under since the pandemic began. Understaffing makes everything worse. Here in Brooklyn, our safety-net hospitals, including The Brooklyn Hospital Center, Interfaith Medical Center, Kingsbrook Jewish Medical Center, Maimonides, and Wyckoff Heights Medical Center, are all fighting for fair contracts, safe staffing and respect.”

Matt Allen, RN at Mount Sinai, said: “NYSNA nurses in New York City hospitals have been sounding the alarm about chronic understaffing for years now. But at every turn–even after the devastation of COVID-19 shone a light on the problem for all to see–our hospitals have ignored nurses and continued to put profits over patient care. These so-called nonprofit hospitals lavish their executives with 7-figure salaries and bonuses. But they refuse to pay nurses fairly or protect our healthcare benefits. They pay temporary travel nurses 100% more than they pay a staff nurse, in a bottomline driven attempt to BandAid over the problem that will only continue to worsen.”

Benny Mathew, RN at Montefiore in the Bronx, said: "Nurses go into this profession to help people. That’s why NYSNA nurses put forward many community proposals to assess and meet community health needs and to create a pipeline of local young people to train as the next generation of nurses. Montefiore has refused to seriously engage in bargaining over these issues. In the Emergency Department, I sometimes care for 20 patients at a time, instead of a safe standard of 3 to 6 patients. This is not safe or fair for nurses or patients. It leads to worse patient outcomes, and it increases the risk of patient death. We want safe staffing to save lives."

Hospital executives paid themselves millions in skyhigh salaries and bonuses during the pandemic at the same time they hiked hospital prices. Nurses are calling for their bosses to put patients over profits and invest in hiring and retaining enough nurses to keep their patients safe.

Instead of supporting nurses, many of whom contracted COVID-19 at work while saving lives, hospital trustees of the NYSNA benefit fund are looking to cut healthcare for RNs. When they get sick, nurses often turn to their own hospitals for care. But some NYC hospitals have been jacking up fees for healthcare services, meaning they’re profiting from getting nurses sick, and now they don’t want to pay the bill.

Hospitals have even engaged in unfair and unlawful behavior, trying to silence RNs from speaking out about safe staffing, spying on and questioning RNs about the union and safe staffing advocacy, interfering with union rights and discriminating and retaliating against union members.

With two-thirds of RNs across the country saying they are planning to leave the profession in the next two years, NYSNA nurses are sounding the alarm on the staffing crisis that has left caregivers burnt out and at their breaking point. Nurses say that hospitals are not doing enough to keep them at the bedside – from safe staffing ratios to good healthcare benefits to competitive pay.

Nurses have been detailing how chronic understaffing in hospitals is unsafe for patients and nurses. Patients suffer and experience worse health outcomes when nursing care is rushed or delayed due to understaffing. They are urging hospitals to maintain safe staffing standards in all hospitals as a matter of health equity and quality care for all. p

The New York State Nurses Association represents more than 42,000 members in New York State. We are New York’s largest union and professional association for registered nurses. NYSNA is an affiliate of National Nurses United, AFL-CIO, the country's largest and fastest-growing union and professional association of registered nurses, with more than 225,000 members nationwide.

For more information, visit nysna.org.

Photo courtesy NYSNA.ORG

What Are the True Costs of Selling a Home? Let's Take a Look

Are you thinking about selling your house?

Before you decide to list your home up for sale, it is helpful to get a clear picture of how much it's going to cost. Whether you are sprucing things up with a fresh coat of paint, replacing the roof membrane or just covering your taxes, there will be a few bills to pay. Let's take a quick look at some of the true costs that you'll incur when selling your home.

Is Your Home Ready to Sell?

The first question you will need to answer is whether your home is ready to sell. Unless your house is relatively new, it will likely need repairs and maintenance. Depending on the age and condition of your home, you may also decide to invest in a full home inspection. Having a professional inspector look things over is a good investment – especially if they find

problem areas that require immediate attention.

Invest in a Good Real Estate Agent (And Their Commission)

To get the best price for your home, you will need to be represented by a great real estate agent. Of course, they are not going to work for free. Once the home sells, the agent is compensated with a percentage of the sale price, which is known as a commission. In some cases, the home seller

also pays the commission for the buyer's real estate agent as well.

Factor in Costs During the Sales Process

The selling process will also have its costs. From lawyers' fees to excise taxes, there is no shortage of small costs that can start to add up. You may decide to invest a bit in your open houses to make them more welcoming. Or you might need to close out your mortgage. Whatever the case,

be sure to leave some space in your budget for these costs.

Moving Out Will Cost You Too

Finally, don't forget to factor in the cost of moving to your new home. Many families fail to budget for moving expenses, which can be significant if you are moving out of a large home with a lot of furniture.

Guidance

As you can see, selling a home is a major financial transaction and one that should be led by an experienced professional. When you are ready to begin the process of selling your home, give us a call. Our team of real estate professionals at Equity Smart Realty Inc. can advise you of local market conditions and ensure that you receive top dollar when you sell. We would be happy to offer our guidance and expertise. Call us at 888-670-6791.p

Minorities continue to be the target of the predatory practices by real estate and mortgage brokers and the man who comes knocking on your door with a bag of cash. To save your home, call us now for a consultation at 855-768-8845.

ing for low-wage workers, including those who are not union members.

Under Bragg’s and Figueroa’s leadership, 32BJ’s ranks nationally grew by more than 50,000 members, even as American union representation continued its 40-year decline.

Bragg’s nearly three-and-ahalf years at the helm, mostly during the COVID era, proved a tumultuous time for 32BJ’s membership.

At the peak of the pandemic, half of the nearly 20,000 building workers in New York City represented by the union were unemployed. (About 180 died from the virus.) But those workers were able to keep their health benefits during office closures, and employers were obligated to recall those union members to jobs when staff was needed again. Though 2,000 positions disappeared between layoffs,

turnover and retirements, the vast majority are back at work.

Protecting those workers was Bragg’s proudest achievement in his time at the helm of 32BJ. In an exclusive interview on Tuesday, he said: “The work that we’ve done to protect our members during the course of this pandemic instills a lot of pride in me.”

In that time, the union also proved instrumental in securing legislative achievements such as fast-food worker job protections, while also reaching a settlement in which Chipotle paid $20 million to workers it had allegedly cheated out of fair schedules and sick days. It also obtained a contract this spring securing raises and averting a strike for more than 30,000 residential doormen.

Bragg’s successor, Manny Pastreich, 53, the union’s secretary-treasurer, will be tasked with winning new contracts for the region’s 70,000 unionized office workers and clean-

ers; the contract that includes roughly 20,000 office building workers in New York expires in just over one year, on Dec. 31, 2023. Pastreich will also continue the union’s decadelong organizing of fast-food workers.

Work-From-Home Worries State Sen. Jessica Ramos, who worked alongside Bragg at 32BJ a decade ago when she was a member communications coordinator and he was head of the residential division covering doormen, supers and other workers in apartment buildings, said the labor leader is a “tried and true trade unionist” who cared deeply

about doing right by members.

“I think having faced the unspeakable, with Hector’s passing first and then the pandemic, it was his leadership that carried the union throughout both of those watershed moments,” she said. “I think that speaks to his tenacity, his focus and his heart.”

In a joint interview with THE CITY, Bragg and Pastreich discussed the union’s future amid labor’s resurgence in the city and nation — acknowledging that their core membership, building-service workers and cleaners, are in for a tough battle amid rising inflation and the persistence of work-fromhome trends.

Average weekday office occupancy in the New York region is at just 50% of pre-pandemic levels. As of September, only 9% of office workers were in the workplace five days a week, a survey from the Partnership for New York City found.

Pastreich said that even as the union looks to build on its momentum from the contract secured for residential building workers in the spring, office and industrial building workers should anticipate a bitter fight.

“We’re going to be facing high inflation, there are signs that there’s a recession on the horizon, remote work has changed the pace of cleaning and the operations of office buildings, and when we sit down to bargain, we’re expecting the owners and the contractors to come in saying that they want to take givebacks, let alone help us move forward at this time of inflation,” he said.

“Within the world of our membership, that’s the big challenge that we have in front of us.”

Fast Food Sizzle

Pastreich will also be tasked with leading 32BJ’s fast-food worker campaign, which was ushered in by the Fight for $15 that launched a decade ago and to date has led to paid sick leave, fair scheduling and a local “just cause” law forbids firing fast-food workers citywide without warning or cause.

But like the Fight for $15, the fast-food campaign, heavy on Chipotle workers, has not yielded new union members at a time when other low-wage workers — most prominently Starbucks baristas and Amazon warehouse workers — have joined the labor movement in droves.

In August, Chipotle workers at a store in Lansing, MI voted 11-3 to join the local chapter of the International Brotherhood of Teamsters — the first and so far only store of the Tex-Mex fast-casual chain to win union recognition.

“We take great pride in the part we played in that, and we’ve continued to push the envelope for fast food workers,” Pastreich said, noting the $20 million Chipotle paid workers.

Starbucks Workers United, which like 32BJ is an affiliate of the Service Employees International Union, has won more than 250 union elections across the country over the past year, but has yet to secure a contract.

“We’re gonna continue to work with those workers about what they think is the best way to win. I mean, ultimately, what we want to do is have the power not only to get recognition to win a good contract,” Pastreich said. “We’re not closed to any single way of going about it.”

SEIU President Mary Kay Henry, in an interview with THE CITY last month, said that the union “is not going to stop until all fast-food workers have a union in this country.”

Having won its Fight for $15 campaign, 32BJ is also leading calls to increase the minimum wage in New York City to $21 by 2025.

In his interview with THE CITY, Bragg said he had originally intended to retire in Feb. 2020, until Figueroa’s passing the previous summer changed his plans.

The son of a union organizer, Bragg said that he’s made it clear that he’ll be a phone call away for anything the union needs — and that he might do some consulting on the side, too.

“I believe that the timing is perfect to pass the baton on to those leaders who are waiting in the wings to carry the union forward and continue to build on the great work that we’ve accomplished in the past,” Bragg said. p

This story was published on December 7, 2022 by THE CITY.

Kyle Bragg Retiring/ continued from

New York, NY: Presideint of union SEIU 32Bj Kyle Bragg and NYS Assembly Speaker Carl Heastie attend SEIU 32BJ rally on Columbus CirclEditorial credit: lev radin /

BY ERIN TELESFORD

According to The Economics Daily: US Bureau of Labor Statistics, over the 12 months ended June 2022, the Consumer Price Index for All Urban Consumers increased 9.1 percent. The 9.1-percent increase in the all items index was the largest 12-month increase since the 12-month period ending November 1981. Prices for food increased 10.4 percent for the 12 months ending June 2022, the largest increase since February 1981. Prices for food at home rose 12.2 percent over the last 12 months, the largest increase since April 1979. Prices for food away from home rose 7.7 per-

cent, the largest 12-month change since November 1981. Energy prices rose 41.6 percent over the last year, the largest 12month increase since April 1980. Within the energy category, motor fuel prices (which includes all types of gasoline) increased 60.2 percent over the year. Gasoline prices increased 59.9 percent; the largest 12-month increase since March 1980. Electricity prices rose 13.7 percent, the largest 12-month increase since April 2006. Natural gas (piped utility gas) prices increased 38.4 percent over the 12 months ended June 2022, the largest increase since October 2005. Prices for new vehicles increased 11.4 percent over the year, prices for used cars and trucks were

up 7.1 percent, while prices for motor vehicle parts and equipment increased 14.9 percent.

The greatest financial crisis in the United States was last recession which spanned from December 2007 to June 2009. During this time, unemployment rates were raised by about 6.1% resulting in a loss of consumer spending and business investments. Before the recession, many Americans bought houses using mortgages they couldn’t afford, eventually causing them to fall into poverty and their homes into foreclosure. The effects of the Great Recession did not recover once the economy stabilized in 2009. According to The State of Working America, “In October 2010,

Student Loan Cancellation Got Blocked. Now What? 3 Questions Answered

BY WILLIAM CHITTENDEN THE CONVERSATION

When the Biden administration announced in August 2022 that it was canceling up to $20,000 in student loan debt per borrower, it said the idea was to provide families with “breathing room as they prepare to start repaying loans after the economic crisis brought on by the pandemic.” But two federal courts recently blocked President Joe Biden’s student loan relief program, ruling it unconstitutional. This article explains why and what’s next for student loan borrowers still hopeful that their loans can be forgiven.

1. Why was Biden’s student loan cancellation program blocked?

It was found to be unconstitutional. That determination was made on Nov. 10, 2022, by Judge Mark Pittman of the U.S. District Court of Northern Texas, who ruled that the Higher Education Relief Opportunities for Students Act of 2003 – or Heroes Act – “does not provide the executive branch clear congressional authorization” for a student loan forgiveness program. He said further that the program was “an unconsti-

tutional exercise of Congress’s legislative power and must be vacated.”

The judge’s ruling prevents any student loans from being forgiven “until a final verdict is made” in the case. Technically it could go to the Supreme Court, but it may also be settled at the appellate court level.

In a separate case, on Nov. 14, a threejudge panel with the United States Court of Appeals for the 8th Circuit temporarily blocked the program until the case is resolved in court. The 8th Circuit covers seven states, including Missouri, which is one of several Republican-led states seeking to block the program.

2. Can it be unblocked?

Both court decisions could be reversed. The Biden administration has argued that the Heroes Act of 2003 allows the Secretary of Education to forgive student loans for those affected by the pandemic.

The Biden administration has already filed a notice to appeal the Nov. 10 ruling by Pittman.

On Nov, 18, the Biden administration asked the Supreme Court to vacate the order by the Court of Appeals blocking student loan forgiveness. The Supreme Court has asked the plaintiffs in the case

to provide their response by Nov. 23, 2022.

It is unclear how the full court might rule. However, in two previous instances, Justice Amy Coney Barrett has shot down attempts to block the student loan forgiveness plan.

3. What kind of relief can student loan borrowers get in the meantime?

Currently, student loan payments are paused but are scheduled to start again –either 60 days after the legal cases against the program have been resolved, or 60 days after June 30, 2023, whichever comes

first. The Biden administration could extend the payment pause beyond December 2022. However, in August 2022 – when the most recent payment pause extension was announced – the White House stated that it was supposed to be the final extension.

Despite the setback for widespread student loan forgiveness, some borrowers may still qualify for one or more targeted student loan forgiveness programs. These groups include borrowers who attended a school that shut down. Student loans may also be forgiven for those who are totally and permanently disabled. Students who were defrauded by their school – such as by being misled about job placement rates for graduates or the true cost to attend the school – may also be eligible.

In November 2022, the Biden administration released new rules to make it easier for student loans to be discharged in bankruptcy. If a student loan borrower can prove their expenses are equal to or greater than their income, the student loan debt may qualify to be eliminated in bankruptcy. l

William Chittenden is an Associate Professor of Finance, Texas State University

According to The State of Working America, “In October 2010, 16 months after the official end of the recession, the economy still had 5.4% fewer jobs than it did before the recession started.” The unemployment levels are little to no better now, and speculation that another economic collapse has come into the news.

The devastation of the Great Recession implored many people to take better action with their finances and mortgages in fear of another financial crisis that could cause them to lose their homes. However, many Americans lack knowledge on the options available for them in lieu of another recession and end up needing to file for bankruptcy when financial hardship arises. Much of the recent financial problems lower income individuals and families face are a result of their inability to afford or deal with unexpected major expenses such as job loss or medical bills. When these expenses become detrimental, one decision could be to file for bankruptcy.

According to a study published recently, 46 percent of bankruptcies were related to outstanding medical conditions. The major cited reasons in this category included injury or illness, medical expenses not covered by insurance or losing at least two weeks’ worth of work because of illness. Other causes of bankruptcy include

reduced income, job loss, credit debt, illness/injury, unexpected expenses and divorce. In the same time period, the percentage of filers age 55 or older more than doubled; those filers now account for about 20 percent of all bankruptcy petitioners. The study also found that 60 percent of bankruptcy filers have salaries of less than $30,000.

Bankruptcy is not a moral decision. It is a legal choice made when the debt situation is hopeless. Filing for bankruptcy can save your home and also stop wage garnishment. This can be troublesome due to the racial inequality involved with lawyers who specialize in bankruptcy.

In an interview with Brian Figeroux, Esq., on the radio show, Ask the Lawyer, he stated that you must” know the motives of the person giving you advice. There have been cases where people of color in

America, specifically black Americans, encountered lawyers and investors who claim to want to help them save their homes when, in reality, “10 out of 10 times, they are trying to hoodwink you.” Figeroux also warned about a New York Times article which stated that white attorneys were not giving the best advice to black clients.

According to the New York Times article, Blacks Face Bias in Bankruptcy, by Tara Siegel Bernard, Blacks are about twice as likely as whites to wind up in the more onerous and costly form of consumer bankruptcy as they try to dig out from their debts, a new study has found. The disparity persisted even when the researchers adjusted for income, homeownership, assets and education. The evidence suggested that lawyers were disproportionately steering blacks into a process that was not as good for them financially, in part because of biases, whether conscious or unconscious.

The vast majority of debtors file under Chapter 7 of the bankruptcy code, which typically allows them to erase most debts in a matter of months. It tends to have a higher success rate and is less expensive than the alternative, Chapter 13, which requires debtors to dedicate their disposable income to paying back their debts for several years.

The study of racial differences in bankruptcy filings was written by Robert M.

Lawless, a bankruptcy expert and law professor, and Dov Cohen, a psychology professor, both with the University of Illinois; and Jean Braucher, a law professor at the University of Arizona.

A survey conducted as part of their research found that bankruptcy lawyers were much more likely to steer black debtors into a Chapter 13 than white filers even when they had identical financial situations. The lawyers, the survey found, were also more likely to view blacks as having “good values” when they expressed a preference for Chapter 13.

As communities of color, we have to be aware of what is happening. Persons are coming into our communities, offering to purchase our homes for cash. These persons are not trying to help you. Your property is an investment. It is the path to wealth-building and transferring wealth from one generation to another. Do not be fooled.

Figeroux's real estate office, Equity Smart Realty, Inc., was created because he “saw how our people suffered” from these types of scams and wants to be truthful with the black community in order to prevent the wrongful foreclosure of our community’s houses through bankruptcy consultation.

For a bankruptcy or save your home from foreclosure consultation with the Law Firm of Figeroux and Associates, call 855-768-8845.l

Divorce and Foreclosure: What You Need to Know

BY VICTORIA FALK

What do you do when “I do” turns into “I don’t,” and you can no longer stand to be in the presence of the person that you imagined you would spend the rest of your life with? You vowed to be together “…for better, for worse, for richer, for poorer, in sickness and in health….” However, the sight of this person now ‘makes you sick,’ and you wonder if things can get any worse. Divorce becomes inevitable.

Divorce can be devastating, as two people who legally joined their lives together return to living separate lives. Gone are the hopes and dreams of “forever,” and in many cases, there may be a loss of income. As a result of divorce, individuals who enjoyed, in many cases, shared savings and shared living expenses are now faced with the challenge of maintaining a household without the same level benefit of financial assistance from another person that was previously received. It may be a financial challenge for one spouse to purchase the house from the other or maintain the full responsibility of taking care of the homeowner’s expenses on their own.

The relationship between the divorce rate and the foreclosure rate is evident, with the foreclosure rate increasing as the divorce rate increases. According to a study conducted by Citywide Home Loans, divorce is one of the most common foreclosure causes. “Frequently, divorce means that one person is designated as responsible for making mortgage payments. This can put financial stress on the individual making mortgage payments, especially if there are missed spousal support payments. The stress that the divorce process brings (both emotional and financial), along with impaired communication, can also mean missed mortgage

payments,” found Citywide Home Loans. However, divorce does not have to lead to foreclosure. There are things for the divorcing couple to consider. According to AllLaw, “A couple going through foreclosure at the same time they are going through a divorce should be aware of several issues such as: Who is responsible for the remaining debt on the home? How will the debt be repaid? What will happen to the house?” They may decide that one spouse may ‘become the sole owner’ of the property, or if neither of them wants the house, …they can attempt a short sale or deed in lieu of foreclosure. If one spouse will take over the property and the

mortgage, that spouse can then apply on their own for a modification or refinance.”

Most divorcing couples cannot communicate on the level needed to come to a compromise regarding the home and the mortgage on their own due to the deterioration of their marital relationship. As a matter of fact, it is not uncommon for one spouse to want the other “to get out of the house” and/or to accuse the other person of wanting to miss required mortgage payments to spite the other spouse intentionally. Thus, increasing the likelihood of foreclosure.

An experienced divorce attorney and real estate expert, such as Mr. Brian Figeroux, of Figeroux and Associates, can assist those going through a divorce who are also facing foreclosure. Missed mortgage payments and foreclosure can affect your credit history years after the divorce. So, know your rights and responsibilities. If you or someone you know is in the process of divorce and facing foreclosure, then it is a critical time to speak to a lawyer. Visit www.askthelawyer.us to get expert legal advice today. l

Old & New Immigrants: Their Rights

for a worker in H-1B status).

stay based on existing rules and regulations.

Below is a compilation of options that may be available to nonimmigrant workers seeking to remain in the United States in a period of authorized stay following termination. Please note that not all options below provide employment authorization.

60-Day Grace Period

Regulations permit a discretionary grace period that allows workers in E-1, E-2, E-3, H-1B, H-1B1, L-1, O-1, or TN classifications (and their dependents) to be considered as having maintained status following the cessation of employment for up to 60 consecutive calendar days or until the end of the authorized validity period, whichever is shorter.

During this period, workers may be able to maintain their nonimmigrant status if a new employer timely files a petition on their behalf with an extension of stay request (e.g., an H1B change of employer petition

Alternatively, workers may be able to remain in the United States in a period of authorized stay if they timely file an application to change to a new nonimmigrant status (such as B-2 visitor nonimmigrant status) or an application for adjustment of status, if eligible.

Workers who are unable to timely file a change of status application, or find a new employer who timely files a change of employer petition for the worker, may be required to depart the United States at the end of this grace period.

Portability to a New Employer

Portability rules permit workers currently in H-1B status to begin working for a new employer as soon as the employer properly files a new H-1B petition with USCIS, without waiting for the petition to be approved.

Also, a worker with an adjustment of status application (Form I-485) that has been pending for at least 180 days with an underlying valid immigrant visa petition (Form I-

140) has the ability to transfer the underlying immigrant visa petition to a new offer of employment in the same or similar occupational classification with the same or a new employer. This is commonly referred to as “porting.”

Change of Status

Workers may use the up to 60day discretionary grace period to apply to change their nonimmigrant status, which may include changing status to become the dependent of a spouse (e.g., H-4, L-2). Some individuals in a dependent nonimmigrant status may be eligible for employment authorization incident to status, including spouses of E-1, E-2,

E-3, or L-1 nonimmigrants. In addition, some spouses of H1B workers may be eligible for work employment authorization if certain requirements are met.

Other possible nonimmigrant options include student status (F-1) or visitor status (B-1 or B2). Note that, by statute, B-1 and B-2 nonimmigrant visitors are specifically precluded from “performing skilled or unskilled labor” in the United States. Certain F-1 students, by regulation, may engage in limited employment.

Note: The timely filing of a non-frivolous application to change status will toll, or stop, the accrual of unlawful pres-

ence until the application is adjudicated. For example, if an individual files a non-frivolous application to change status before the end of the applicant’s 60-day grace period, they will not accrue unlawful presence while the application remains pending even after the 60-day grace period has elapsed. If the application is ultimately approved, then the individual’s status is changed and is considered to have been in a period of authorized presence the entire time the application was pending. If the application is denied, then the individual starts to accrue unlawful presence the day after the denial decision.

Change of Status and Employer

Workers may use the up to 60day discretionary grace period to seek a new employer-sponsored nonimmigrant status in the same or different status. For example, depending on the specific facts presented, an L-1 worker may be eligible for new employment under the TN, E-3, or H-1B1 classifica-

Old & New Immigrants: Their Rights

Termination of Employment/

tions. The timely filing of a non-frivolous change of status application will prevent the accrual of unlawful presence until the application is adjudicated (see above). Such a filing alone will not, however, confer employment authorization in the new position during the pendency of the application, and will not extend employment authorization if the original classification is no longer valid. Some petitions may be eligible for premium processing for an additional fee.

Adjustment of Status

Some workers may be eligible to file a self-petitioned immigrant visa petition concurrently with an adjustment of status application. Examples of immigrant classifications that are eligible for self-petitioning include EB-1 Extraordinary Ability, EB-2 National Interest Waiver, or EB-5 Immigrant Investors. Workers with a pending adjustment application are generally eligible to remain in the United States and obtain an Employment Authorization Document (EAD).

Period of Authorized StayCompelling Circumstances Employment Authorization Document

Workers who are the beneficiary of an approved employment-based immigrant visa petition (Form I-140) may be eligible for a compelling circumstances EAD for up to one year if they: •do not have an immigrant visa available to them in the Department of State’s Visa Bulletin, and •face compelling circumstances.

Note: A compelling circumstances EAD is a discretionary

stopgap measure intended to assist certain individuals on the path to lawful permanent residence by preventing the need to abruptly leave the United States. Workers who begin working on a compelling circumstances EAD will no longer be maintaining nonimmigrant status but generally will be considered to be in a period of authorized stay and will not accrue unlawful presence in the United States while the EAD is valid.

Expedite Criteria

Some circumstances may warrant expedited adjudication, including applications to

change status to a dependent status that includes eligibility for employment authorization. For example, an application to change status from H-1B to L2 may be eligible for expedited adjudication to prevent severe financial loss.

Departure from the United States

Workers may choose to depart the United States. For H-1B and O workers who chose to depart the United States after involuntary cessation of employment, the reasonable costs of transportation to the worker’s last place of foreign residence must be borne by the H-1B employer or by the O employer and O petitioner, as applicable (See 8 CFR 214.2(h)(4)(iii)(E) and 8 CFR 214.2(o)(16)).

Once abroad, H-1B holders may seek U.S. employment and readmission to the United States for any remaining period of their H-1B status. Those seeking another classification for which they may be eligible can complete the application or petition process abroad and seek readmission to the United States.p

DHS’s Public Charge Final Rule Goes into

Effect on Dec. 23

On Dec. 23, 2022, the Department of Homeland Security’s (DHS)

Public Charge Ground of Inadmissibility final rule will go into effect. This final rule, which was previously announced, provides clarity and consistency for noncitizens on how DHS will administer the public charge ground of inadmissibility. This final rule restores the historical understanding of a “public charge” that had been in place for decades before the previous administration began to consider supplemental public health benefits such as Medicaid and nutritional assistance as part of the public charge inadmissibility determination.p

OnPoint NYC Workers Unionize with UNITE HERE

The workers of OnPoint NYC this week announced their intent to organize a union and be represented by the New England Joint Board of UNITE HERE. OnPoint NYC is a recent merger of New York Harm Reduction Educators and Washington Heights Corner Project, two longstanding harm reduction organizations in East Harlem and Washington Heights. Employees work to improve the health, safety, and well-being of marginalized people who use drugs or engage in sex work. They are demanding recognition from their employer.

In a statement posted to Twitter, the new union said "OnPoint NYC's workforce partners with the most marginalized populations often most harmed by the various exploitative systems in our soci-

ety. This makes it all the more crucial that the workforce has a union to ensure an increased level of job security and establish a mechanism for due process and protection for workers.

Through unionizing the workforce, workers want more than job security. We want better healthcare that is available and economically attainable for all employees of OnPoint NYC, regardless of their position or income. We also want to be able to retire with dignity.

"But the reasons to organize a union go far beyond the above demands. Today decisions at OnPoint NYC are made by a select few individuals and imposed on the rest of us. We are unionizing to democratize the workplace and make decisions collectively in the best interest for workers and participants. Through this unionization we plan to build solidarity among workers and participants to make OnPoint NYC the best organization it can possibly be, while improving these life-saving services in New York City." p

NYC Building Trades Volunteer for Disaster Relief in Puerto Rico

Hurricane Fiona made landfall in Puerto Rico on September 17, 2022, causing massive flooding and leaving widespread damage across the island. Less than a month later, Heart 9/11 coordinated with the Building & Construction Trades Council of Greater New York and SOMOS Inc. to dispatch members from New York City’s union trades to assist in the recovery of Ponce, Puerto Rico, on the south side of the island.

The group of volunteers included members and retirees of IBEW Local 3 and the Santiago Iglesias Educational Society (SIES). They restored power to the central air system at a local nursing home, repaired and supported the roof, and performed multiple interior repairs. In addition, work was completed at a community center, including the

build-out of classrooms intended to train locals in construction skills, new classrooms on the second floor, and repairs and updates to the on-site daycare facility.

Although there is much work still to be done in the recovery of Puerto Rico, trade unionists worked tirelessly to ensure they left a positive impact on the community in Ponce. p

Photo and article by IBEW Local 3 “A” journeyman shop steward and SIES Vice President Rob Martin) Via AFL-CIO.

Actors’ Equity Association Members Ratify New Production Contract

New York: Actors’ Equity Association, the national labor union representing more than 51,000 professional actors and stage managers in live theatre, is pleased to announce that members have ratified a new three-year agreement with The Broadway League. The Production Contract: Broadway and Sit-Downs governs employment in shows on Broadway, as well as in sit-down shows produced by members of the Broadway League elsewhere in the United States. The new agreement will be in effect through September 28, 2025.

Equity Executive Director Al Vincent, Jr. served as Lead Negotiator. The negotiating team was chaired by Equity Councilor Ira Mont and included members from all job categories (Principal, Chorus, Stage Manager) from all three Equity regions.

“The Broadway League is the largest group of employers for

Equity members, and coming to our first agreement after the pandemic shutdown and subsequent reopening is a major step,” said Lead Negotiator, Equity Executive Director Al Vincent, Jr. “This was not an easy negotiation, and over 21 bargaining sessions everyone on both sides of the table had to make difficult choices. I am proud of the work the Equity team did to achieve a contract

that makes significant strides on a number of issues that have been on our agenda for decades. And this agreement also lays important foundations that we will build on in negotiations to come.”

“We went into this negotiation with an ambitious package reflecting the priorities of actors and stage managers working this contract,” said Kate Shindle, president of Ac-

tors’ Equity Association. “While we certainly didn't achieve all of them, we did make progress: fewer 10/12s, fewer rehearsal hours after opening, significant EDI advances, paid sick leave for the entire Equity company, more stage manager preproduction, increases in some chorus increments and our highest overall salary gains in decades.

“We will need to continue to build on this work. (For example, while we achieved our first-ever cap on split tracks for swings, five is still too many.)

I hope our members will stay engaged, especially if they are asked to do anything that makes them feel unsafe. We are now prepping for bargaining both Touring and LORT, which have significant worker overlap with Production. The voices of mobilized actors and stage managers clearly made this a better deal than it otherwise would have been. That same activism and solidarity

will also be crucial for these upcoming negotiations.”

Achievements in this contract include:

•Minimum salary increases at 5%, 4%, 4% in each year of the three-year agreement.

•Better paid sick time benefits for everyone.

•Two fewer 10/12s.

•Decrease of weekly rehearsal hours allowed after opening –the first decrease since 1957!

•An additional personal day off for everyone.p

ACTORS' EQUITY ASSOCIATION, founded in 1913, is the U.S. labor union that represents more than 51,000 professional actors and stage managers. Equity endeavors to advance the careers of its members by negotiating wages, improving working conditions and providing a wide range of benefits (health and pension included). Member: AFL-CIO, FIA. www.actorsequity.org #EquityWorks

Photo courtesy NYC Central Labor Counci

RSV Treatments for Young Children are Lacking, but the Record 2022 Cold and Flu Season Highlights the Urgency for Vaccines and Other Preventive Strategies

BY ANNETTE REGAN & FLOR M. MUNOZ THE CONVERSATION

For many parents, respiratory syncytial virus – or RSV – which has been causing record numbers of hospitalizations of children during the fall of 2022, may sound like a relatively new and unheard-of threat. But in fact, RSV is a common respiratory virus that circulates every fall and winter and is a common cause of lung infections in young children.

RSV can be difficult to distinguish from other respiratory infections since the symptoms

are common to other illnesses – runny nose, sneezing, congestion, coughing, fever, decreased appetite and wheezing. In most cases, RSV is mild and will improve at home. However, in certain cases, it can cause severe illness and require hospital treatment.

RSV can cause severe infections and pneumonia in anyone, including adults 65 years and older and those with chronic lung or heart conditions or weakened immune systems. But it is most commonly severe in young children.

We are an epidemiologist and a pediatric infectious disease physician and have seen the effects of RSV on children firsthand.

Unfortunately, although RSV is a very common respiratory threat, treatments for it are relatively limited, and as yet, there is no vaccine against it. However, 2023 is likely to be a pivotal year for RSV prevention strategies and treatments.

Current guidelines recommend supportive care, which essentially means managing symptoms and trying to make children as comfortable as possible until they are well again. This includes offering plenty of fluids to avoid dehydration and using over-thecounter medications such as acetaminophen to reduce any fever.

Antibiotics are not useful for treating RSV since they only target bacterial infections and RSV is caused by a virus. But sometimes, children with RSV can also develop secondary bacterial infections in the lungs, in which case antibiotics may be prescribed.

There are a range of medications that have been tried on children with RSV, but for the most part, they’ve shown little benefit. For example, many studies have trialed the use of inhalers and corticosteroid medications, but results have shown that neither significantly reduces the severity of RSV. These medications are therefore not routinely recommended for children to treat severe RSV.

The only drug approved by the Food and Drug Administration to treat RSV is ribavirin, an antiviral medication. It is aerosolized using a special nebulizing machine and needs to be given in the hospital for periods of eight to 24 hours over three to five days. The drug works by trying to stop the virus from replicating in the respiratory tract.

The trials evaluating ribavirin have been small, which means

we can’t really be certain of its benefits. Because ribavirin is very expensive and its benefits uncertain, the American Academy of Pediatrics no longer routinely recommends it for treatment of RSV, except for specific cases in very high-risk patients.

Fortunately, most babies and young children with RSV do not require treatment and recover well with supportive care. But some can become very ill and need substantial care from their doctors, parents and family members.

While RSV can result in serious disease for any child, children in high-risk groups face more serious threats from RSV. These include babies less than 6 months old, premature infants, children under 2 years old with chronic lung disease or congenital heart disease, children with suppressed immune systems and children with neuromuscular disorders.

Children may require hospital care if they are having difficulty breathing, have a fever that does not go away after two days, or have lost energy and no longer eat, drink or urinate. This is primarily so they can be monitored and receive intravenous fluids to keep hydrated and ventilators to help with breathing. Approximately 1%-2% of babies less than 6 months old with RSV will be hospitalized.

It’s important to know that children infected with RSV

Treating children for RSV

Only one antiviral medication is approved by the FDA for RSV treatment, and it is administered through a nebulizer.

RSV Treatments/

might take a turn for the worse before they get better. This is because, in addition to severe nasal congestion that interferes with their feeding, the inflammation in their airways and lungs may prevent them from breathing properly and keeping a normal oxygen level in their blood. These are the children who end up in emergency rooms and hospitals during the respiratory virus season.

The future of RSV treatment is prevention

Since effective treatments for severe RSV in children are so limited, the primary goal is to prevent the disease from happening in the first place.

One prevention strategy is to treat infants and children who are at high risk of severe disease before they get sick. This includes very preterm infants and those with heart and lung conditions.

A monoclonal antibody called palivizumab can be given as a series of shots and is usually reserved for use during the RSV season. But since

RSV has been so variable throughout the COVID-19 pandemic, and in response to the early increase in RSV hospitalizations in children this year, the American Academy of Pediatrics recently updated its guidelines to allow administration of palivizumab whenever RSV is in high circulation.

But to really get ahead of the RSV threat, we believe the health care field needs prevention strategies that can protect all children from the disease from birth.

The promise of vaccines

Despite more than five decades of research, there is

still no RSV vaccine available for children. This is because developing a vaccine that really works has been tricky.

RSV vaccines target the F protein, the part of the virus that it uses to infect cells, and this protein has different forms before and after infecting the cells. RSV vaccines are in development for three groups, including infants 4 to 6 months old, adults 65 years and older, and pregnant people.

RSV vaccination during pregnancy produces RSV-specific antibodies in the mother that can then cross the placenta to protect the baby. These maternal antibodies generally offer protection for the first six

months of a baby’s life. A recent clinical trial showed that RSV vaccination during pregnancy reduced the risk of RSV hospitalization by 82% in infants less than 3 months old. These are very promising results.

Another viable option for the prevention of RSV for all young babies is the use of long-acting RSV-specific antibodies that can be given either at birth or prior to the RSV season. These could provide immunity to infants for several months while RSV is in circulation. A recent clinical trial showed that one of these products, nirsevimab, reduced the risk of RSV hospitalization by

62% in children less than 1 year old.

Looking ahead

One positive outcome of fall 2022’s record RSV season is that it has raised public awareness of RSV and created renewed urgency around the need to find more effective preventive strategies and RSV treatments.

The success of these tools and strategies will largely depend on their acceptance and utilization by well-informed parents and providers.

Usually, parents become aware of RSV only after having experienced it in their own family. But pediatric providers know all too well from caring for their patients what RSV can do to young bodies. When parents and providers share these stories, it becomes a powerful testament to the need for preventive strategies to fight RSV.p

DOUBLE DATE

Annette Regan is an Assistant Professor of Epidemiology, University of San Francisco. Flor M. Munoz is an Associate Professor of Pediatric Infectious Diseases, Baylor College of Medicine

RSV, flu and COVID-19 cases continue to fill U.S. hospitals.

Is Your Partner a Man-child? No Wonder You Don’t Feel Like Sex

BY EMILY HARRIS & SARI VAN ANDERS THE CONVERSATION

Aman sits on the couch, watching TV. His partner, a woman, prepares dinner, while mentally ticking off her to-do list. That includes returning her partner’s shirts she’d ordered online for him last week, and booking a GP appointment for their youngest child.

He walks in and asks her “what’s for dinner?”, then goes back to the TV.

Later that night, he’s surprised she’s not interested in sex.

The people in this scenario are a woman and a man. But it could be a woman and her child. The dynamics are very similar – one person providing instrumental and emotional care, and the other receiving that care while showing little acknowledgement, gratitude or reciprocation.

You’re reading about a man who depends on his partner for everyday tasks that he is actually capable of. Some people call this the “man-child” phenomenon.

Maybe you’ve lived it. Our research shows it’s real.

The man-child is real

The man-child phenomenon (or perceiving a partner as dependent, as we call it) describes the blurring of roles between a partner and a child.

You may hear women describe their male partners as their “dependent” or one of their children.

When a partner starts to feel like they have a dependent child, it’s not surprising if that affects a woman’s sexual desire for him.

We set out to explore whether this might explain why many women partnered with men report low sexual desire.

Surprisingly, until our study, there were no studies that had

tried to directly measure the impact of the man-child phenomenon on women’s sexual desire.

What we did

We conducted two studies with more than 1,000 women from around the world, in relationships with men. All our participants had children under the age of 12.

We asked the women to rate their agreement with state-

ments like, “Sometimes I feel as though my partner is like an extra child I need to look after.” We also asked them about the division of household labour in their relationship, and their level of sexual desire for their partner.

We found consistent evidence that: •when women performed more household labour than their partner, they were more likely to perceive their partner

as dependents (that is, the man-child phenomenon)

•perceiving a partner as a dependent was associated with lower sexual desire for that partner.

When taken together, you could say women’s partners were taking on an unsexy role – that of a child.

There could be other explanations. For instance, women who perceive their partners as dependents may be more likely to do more around the house.

Alternatively, low desire for a partner may lead to the partner being perceived as a dependent. So we need more research to confirm.

Our research highlights a pretty bleak snapshot of what people’s relationships can involve. And while the manchild phenomenon may not exist for you, it reflects broader gendered inequities in relationships.

Men: learn to do housework. Take charge of your basic necessities and hygiene. Being a man-child is weak.

Partner a

Man-child?/

from

Is there a man-child equivalent in same-sex relationships?

Our research was solely about relationships between women and men, with children. But it would be interesting to explore if the man-child phenomenon exists in same-sex or genderdiverse relationships, and what the impact might be on sexual desire.

One possibility is that, in relationships between two women, men, or non-binary people, household labour is more equitably negotiated. As a result, the mother-child dynamic may be less likely to emerge. But no-one has studied that yet.

Another possibility is that one person in the relationship (regardless of gender identity) takes on a more feminine role. This may include more of the mothering, nurturing labour than their partner(s). If that was the case, we might see the man-child phenomenon in a broader range of relationships. Again, no-one has studied this.

Perhaps, anyone could be the “man-child” in their relationship.

What else don’t we know? Such future research may help explore different types of relationship dynamics more broadly.

This may help us understand what sexual desire might look like in relationships where roles are equitably negotiated, chosen, and renegotiated as needed.

Women might be less likely to experience their partners as dependents and feel more sexual desire for them. In other words, the closer we are to equity in actively caring for each other, the closer we might be to equity in the capacity for feeling sexual desire with our partner. p

Emily Harris is a Postdoctoral fellow in psychology, The University of Melbourne. Sari van Anders is a Canada 150 Research Chair in Social Neuroendocrinology, Sexuality, & Gender/Sex, Queen's University, Ontario

How to Strengthen Your Relationship Amid Holiday Stress

BY CHRISTINA PAY EXTENSION ASSISTANT PROFESSOR, USU

E

According to the American Psychological Association,44% of women and 31% of men said their stress levels were higher than normal during the holidays. Additionally, another study conducted by OnePoll found that 88% of Americans report feeling stressed during celebrations of the holidays and that the average couple will have seven arguments during the season. How can

xpectations of the holiday season often ignite an atmosphere of anticipation in regards to love, joy and family. Though these expectations may shine brightly, the demands of work, family, and friends may also usher in a season of stress for couples making this a challenging time of year.couples alleviate this stress and make the holidays a time to strengthen their relationship?

The Gottman Institute suggests that when couples do small acts of service for each other and engage positively and intentionally they build an emotional bank account, or, “emotional savings that can give them a sense of peace and security when they go through hard times.” This creates a stabilizing and resilient protection from the negative effects of stress and conflict. p

This is an excerpt. Read the full article at workersworldtoday.com

3 Tips to Avoid Travel Scams

The internet brings vacations and getaways to travelers’ fingertips, but instant access also means vulnerability to fraudsters looking to steal data. Scams such as fake phone numbers on popular search engine results can lead to stolen money or sensitive personal information like credit card details.

Next time you search the web to book that long-awaited vacation, consider these tips from the experts at Expedia to spot, avoid and report scams.

Identify Common Scams •Search engine and gift card scams: Fraudsters will buy fake ads with illegitimate contact information for wellknown companies to pose as agents and ensnare people searching for online support numbers. These imposters often request gift cards in exchange for services such as a trip refund or flight change,

wire transfers or sensitive personal information. They may even use personal data obtained from unaware customers to use an itinerary look-up tool and view real trip details in order to gain additional trust.

•Phone call scams: Scammers will sometimes use “spoofing” technology to make telephone numbers appear legitimate then claim a customer won a prize such as cash, a trip or credit for future travel from a trusted travel company. In ex-

change, these convincing scammers may ask for personal information including a name, address, payment information and social security number.

•Email scams: Phishing is a scam criminals use to ask for personal information via email by tricking recipients into clicking a link, opening an attachment or directly providing the information. When they appear to come from established businesses or organiza-

tions, the emails can be quite convincing, as they sometimes even link to legitimate-looking websites.

When In Doubt, End the Conversation

If you think you’ve received a fraudulent phone call or are in contact with an imposter, hang up or end the conversation immediately.

Do not click any suspicious links or engage further. Double check the sender’s address

and delete any suspicious emails. Take note of how you came into contact, such as the phone number you dialed, the contact information displayed and any other identifying information provided by the scammer.

Contact representatives of the company the scammer claimed to represent along with the Federal Trade Commission and state attorney general.

Trust the Experts

With a trusted travel group like Expedia, your experience and safety are the top priorities, meaning representatives won’t request a gift card in exchange for services, call or send an email asking for account passwords, request personal information unrelated to a previous service issue or request wire transfers or payment information through text messages.p(FamilyFeatures)

5 Common Reasons Business Start-Ups Fails

BY THE CHAMBER COALITION

When you start a business, you have so many things to do and consider. One concern in the back of your mind is whether your start-up will make it through the first few years, the most difficult for any business. The statistics are sobering. 90% of small business start-ups fail and 2 out of 10 fail in the first year they open. To avoid this fate, you must know and understand the reasons start-ups fail, so you can tilt the odds in your favor. Here are the 5 most common.

1. Running out of cash

The most important concern for any start-up is having enough money to keep the business alive. If a company runs out of cash, it will cease to exist because no investor will want to invest more money in an existing company that's already failing. While this may sound obvious, many companies fail because they fail to understand how much money they need and how fast it can run out.

A good rule of thumb is that you always need 4 months' worth of monthly expenditures available in your bank account. This allows you to pay your suppliers on time, hire new employees if needed and help with marketing expenses such as advertising or sending out free samples, etc. Maintaining a reasonable cash cushion to help you get through the startup period will increase the odds of your business making it through the first few years.

2. Hiring too fast

A common mistake made by start-ups is hiring too fast. When you are small, it's tempting to hire for growth. But if you hire too fast and your business model is not yet tested, this can lead to lots of turnover and dead weight. Hiring requires a lot of time and effort from everyone involved.

When you hire someone, they're part of your team and their work will have a major impact on your company culture and productivity. It's hard to find the right person for a job, so do your due diligence before hiring someone new into your company! Take your time with the hiring process, especially if you're looking for someone who can help build your company culture from the ground up.

Remember, culture doesn't

happen overnight. It takes time to build rapport with new hires and show them why they should be excited about being part of your team. And if there's any doubt whether they can fit in, don't hire them!

3. Product without a market fit

One of the most common reasons for a start-up failure is that the product does not have a market fit. This means the product doesn't meet the needs of the market and therefore doesn't solve a problem.

One reason is the product is not differentiated enough from its competitors. If your product doesn't stand out from other similar products, why should consumers choose yours?

Another reason is the product is complicated or difficult to use. Ensure this doesn't happen by conducting user testing sessions and collecting feedback on how people use your product or service. You can then use

this information to make changes, so it's easier for customers to complete tasks and achieve their goals with your product.

4. Pivoting without a plan

Pivoting is a strategy to test different business models. It's used by companies like Airbnb and Uber, who continue to change the way they do business despite their initial success. They've pivoted several times to keep up with changing

customer preferences and technological advancements. This has helped them stay ahead of the competition.

Yet it isn't always possible for start-ups to pivot on a dime like some companies did. If you're not as financially secure or don't have access to investors who can fund your new business model, pivoting might not be an option for you either. It could mean having to shut down your original business altogether--and no one wants that!

If you want your new idea or product line off the ground quickly but are worried about losing money during the process (since there will be costs involved), consider hiring someone who can help steer the ship while you figure out what direction it should take next!

5. Scaling too quickly

You know that feeling where

you're so excited about your new business idea that you immediately start building it? Slow down! Stop and think about your proposed solution and whether it solves the problem you're trying to solve. If it does, make sure it works--before you scale. One reason startups fail is that people are frustrated with a product and won't buy it. They'll tell their friends and family not to buy it either.

Many entrepreneurs don't realize when they are scaling too quickly. They may be in such a rush to get their product on the market that they overlook how it will be used, how it can be improved, and whether its performance meets the needs of its users.

Conclusion

Now you know some of the most common reasons startups fail. Keep them in mind, so it doesn't happen to you. p

New Data Expands on Why Women Have a Greater Risk of Injury in Car Crashes

BY KEITH BARRY CONSUMERREPORTS.COM

Women are more likely than men to be injured in car crashes, and a new report from the Insurance Institute for Highway Safety (IIHS) exposes additional reasons beyond the lack of a crash test dummy that represents an average female body— including that men tend to drive heavier vehicles, and are more likely to cause front-to-rear crashes.

The findings from the insurance industry-backed safety organization also offers some good news for car buyers: Both men and women can benefit from choosing a car that performs better in certain crash tests, and advanced safety features might help reduce injury disparities between men and women. One technology in particular, automatic emergency braking (AEB) addresses front to rear crashes, a crash scenario in which women are more likely to be injured.

Recent studies from the Na-

tional Highway Traffic Safety Administration (NHTSA) have shown that a female driver or front passenger who is wearing her seat belt is 17 percent more likely than a male to be killed when a crash takes place, and a study from the University of Virginia showed that a female occupant’s odds of being injured in a frontal crash are 73 percent greater than the odds for a male occupant.

CR and others have drawn attention to this disparity, and lawmakers have called on the NHTSA to address the issues that may lead to inequality in vehicle injuries and fatalities. One hypothesis is that the lack of crash test dummies that adequately represent the average female body leads automakers to design vehicles targeted to protect the so-called 50th percentile male, currently represented by a 171-pound, 5-foot-9-inch dummy that’s used in the majority of crash tests.

“Everyone who rides in a car has benefited from the improvements identified by crash test-

ing,” says Jennifer Stockburger, director of operations at CR’s Auto Test Center. “But once the major areas for crash protection have been improved upon, the more granular differences— such as the gender disparities— become more evident as some of the next areas to focus research.”

The IIHS examined crash data in detail and found that both the types of vehicles driven by women and the fact that male drivers are more likely to cause a crash can exacerbate the risk of injury.

For example, although men and women had about an equal proportion of crashes in minivans and SUVs, more than 20 percent of crashes involving men took place in pickups, compared with less than 5 percent of women. Within the vehicle classes, the IIHS also reports that men tended to crash in heavier vehicles, which can offer more protection in a crash.

“The numbers indicate that women more often drive smaller, lighter cars and that they’re more likely than men to

be driving the struck vehicle in side-impact and front-into-rear crashes,” Jessica Jermakian, IIHS’ vice president of vehicle research, said in a statement.

According to the IIHS, the driver of the striking vehicle is at lower risk of injury than the driver of the struck vehicle in those kinds of crashes.

This is especially concerning considering that many popular pickup trucks lack standard advanced safety features, including automatic emergency braking (AEB), which can help prevent or reduce the severity of the kind of front-to-rear crashes that are more likely to injure women. A prior study from the Highway Loss Data Institute (HLDI)—an affiliate of IIHS—found that vehicles equipped with AEB, forward collision warning (FCW), and lane-departure warning (LDW) can reduce bodily injury insurance claims by 16 percent.

“AEB is the type of feature you want not only on your own car but on everyone’s car around you,” says Stockburger. “This is why CR factors both crash pro-

tection ratings and the availability of advanced crash avoidance technologies into the overall score of the vehicles we test.”

The results also suggest that further research is necessary to determine how to prevent the specific injuries that women are more susceptible to, and that more work is needed to improve the crashworthiness of smaller vehicles. A woman in a car with a Good crash test rating might be safer than a woman in a car with a Marginal or Poor rating— but depending on injury type, vehicle type, and crash type, she still may not be as safe as a man in a car with a Good rating.

In addition, it shows the need for the NHTSA to update its outdated new car assessment program (NCAP), says Emily Thomas, Ph.D., automotive safety engineer at CR. “Consumer information programs like NHTSA’s NCAP and IIHS’s crash tests are what have provided us with the safety benefit we see right now. IIHS is already making next steps. It’s time for NHTSA to make their move.”p

Speeding ruins lives. Slow down.