PORTLAND, Ore. – Today, labor organizations are honoring America's custodians with Justice for Janitors Day, a recognition of their struggle for fair wages and a safe working environment. In Oregon, the Service Employees International Union Local 49 has released a report on how a new state law could clean up the janitorial industry.

Workers in the industry are routinely subjected to harassment and exploitation. But starting July 1, contractors will have to obtain a license from the Oregon Bureau of Labor and Industries and train workers in abuse prevention.

Report author Jeremy Simer, a researcher with SEIU Local 49, says building owners and property managers will also be accountable under this law.

"The state law is now holding both janitorial contractors and their customers responsible for cleaning up the industry and making sure that janitors doing this hard work, often for low pay, that their rights are respected, that they're paid fairly and they're not subjected to sexual harassment or discrimination," says Simer.

The report highlights janitorial contractors that have been charged with wage theft and workplace safety abuses. Under the new law, BOLI can fine anyone who uses unlicensed companies up to $2,000. Building owners and property managers can be held liable for contractor abuses as well.

Simer says owners and managers can use SEIU's contractors guide to find companies that are following responsible contracting practices.

Simer says contractors put workers in dangerous positions because they feel like they can get away with it, especially with vulnerable populations who don't speak English as a first language.

That was the case with Elisenda Tavera, a porter with Millennium Building Services in Portland. She was asked to empty the trash in a construction zone where safety gear was required. When Tavera told her supervisor she didn't have the right equipment, he said she needed to figure it out or threatened to come down to her workplace.

Tavera, speaking through a translator, says she reported this to human resources at her company, but they took the supervisor's side.

"'Just be patient with the supervisor. Supervisors are under a lot of stress.' I felt unprotected and I just didn't know where else to turn after hearing that answer from HR," says Tavera.

Tavera says she's also been hurt on the job and denied sick days. She's lodged a complaint with BOLI over this.

Sexual harassment also is an issue. Simer says the "Me Too" movement has focused on movie stars and government officials, which is important, but adds that this conversation isn't confined to high-profile professions.

"Sexual harassment and assault hurts people in every industry, but it's people like janitors and people in low-wage jobs that aren't heard from as much," says Smmer.


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A case before the U.S. Supreme Court could have implications for the country's growing labor movement. Justices will hear oral arguments in Starbucks versus McKinney today to determine if the bar should be raised for the National Labor Relations Board when it seeks to impose court-ordered injunctions on companies.

David Groves, communications director with the Washington State Labor Council, said the Supreme Court could further undermine the power of the NLRB, the independent federal agency that protects employees' rights.

"We already have weak labor laws in this country that have such minor penalties for breaking union organizing laws that companies routinely do it, and this is another opportunity for them to weaken labor laws even further," he argued.

The case involves Starbucks' firing of seven employees in Memphis during their union campaign in 2021. The coffee company says it rehired the workers and denies wrongdoing. If the justices rule in favor of Starbucks, it could make it harder for the NLRB to seek court orders.

Groves said the law states that workers have a right to organize unions in their workplace without coercion or retaliation from their employers.

"That's all fine and good but if the penalty's not significant enough, then they'll just go ahead and break that law and consider it the cost of doing business if they have to pay a fine two years down the road," he explained.

Groves said his and other labor organizations support the passage of the Protecting the Right to Organize or PRO Act in Congress, which would strengthen labor laws, including providing greater authority to the NLRB.


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The U.S. House has approved a measure to expand the Child Tax Credit. It would help 16 million children from low-income families in Indiana and nationwide. Despite bipartisan support, the bill is stalled in the Senate. Advocates praise the credit's pivotal role in combating child poverty, pointing to its effectiveness in the past, and especially during the pandemic, when it was broadly expanded.

Candace Baker, an Indianapolis mother of 4, said the previous tax-credit expansion worked for her family, and she wants it reinstated.

"Having a child, and I had to get on some government-assistance programs. My grandmother never did because she just didn't want that stigma over her, but I utilized those services when I had a child. I didn't want to either, but I'm like, I need this support," she explained.

Congress approved expanding the Child Tax Credit in 2021. However, the expansion has expired, leaving families without vital assistance. As the Senate deliberates, pressure mounts on lawmakers to prioritize the needs of struggling families and secure passage. Opponents believe taxpayers who don't work should not be eligible. Some Republicans also contend the provision may incentivize parents to leave the workforce.

Families reeling from the pandemic received between $300 and $360 per month per child from the expanded tax credit. It lifted 3.7 million children from poverty. Baker currently works for a food bank in Indianapolis where she says she is able to help neighbors in need and give back to the community.

"Being able to be a voice for those who have no voice - that is my motto. Even though where you start, you don't have to stay there. So, that is my biggest motto that I stand on: You may start here, you may be on government assistance, you may be in poverty, but that does not have to be your end game," she said.

Families who benefited from the increased aid were more than twice as likely to pay their overdue rent during the initial stages of the pandemic. The Child Tax Credit did not pass in time for this year's tax deadline, and its prospects for the future are uncertain.


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Washington joins a handful of states to do away with mandatory meetings for employees on political or religious matters.

Sometimes known as captive audience meetings, the gatherings were seen as a way for employers to give their opinions on subjects like unionization, and held potential consequences for employees who didn't attend. Lawmakers passed a bill this session allowing workers to skip the meetings without repercussions.

Sen. Karen Keiser, D-Des Moines, a sponsor of the bill, said we live in a divided society where emotions run high on political topics.

"This bill simply protects employees to have a real choice on whether or not to attend a meeting called by their boss to be told about some political or religious issue," Keiser explained.

Keiser pointed out the legislation is nonpartisan. For instance, employers could not force employees to attend anti-union meetings, but also could not force them to attend a meeting about the importance of reproductive rights. The bill takes effect June 6.

Keiser noted the bill likely got across the finish line this session because of the uptick in union organizing and support for labor. She added there are widely known stories of Starbucks managers, for example, requiring employees to attend anti-union meetings while the employees organized the workplace.

"Employees have been forced to attend meetings to listen to the boss or the employer basically tell them why they shouldn't join a union," Keiser observed.

Washington is the sixth state to pass a law prohibiting attendance at captive audience meetings. Connecticut, Maine, Minnesota and New York have passed similar laws in recent years. Oregon passed a law allowing workers to skip such meetings without repercussions in 2010.


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