CHICAGO -- A eso de las cinco de la mañana, inmigrantes latinos empiezan a formar largas filas en las afueras de agencias de empleo temporal. Esperan horas para que les den "chamba" como ellos dicen.

Cuando son contratados, según ellos, tienen que pagar para que los lleven a sus centros de trabajo. Miguel Valdez, un chofer dice: “ellos pagan un raid, es ilegal”.

En días de pago, algunos dicen que han recibido cheques sin fondos. Una ex empleada temporal de “Premier Staffing” dice: “los cheques que están dando rebotan y no nos pagan. Que se pierde el cheque, que no hay horas”.

Esa es la realidad de muchos inmigrantes en Chicago. Una empleada de “Professional Labor Source” dice que trabajó en “Fresh Express”, compañía procesadora de ensaladas, cortando lechuga y otros vegetales dentro de grandes refrigeradores: “todo el tiempo está mojado. Hay veces que se tapan las alcantarillas. Y anda uno entre el agua. Pasa uno al baño y va más o menos como por aquí así y va uno todo mojado”. Según ella, no se les da la protección necesaria para trabajar en bajas temperaturas y dice que el trabajo es peligroso debido al uso de filosos cuchillos.

Juan Ignacio Santos, otro inmigrante, dice que tuvo un accidente en “Fresh Express”. Trabajaba a través de “Labor Temps" y denuncia que nunca se le dio entrenamiento: “aquí me dieron siete cocidas y al reportar al supervisor me mandó a la cafetería y me tuve que esperar cuatro horas ahí curándome yo solo con agua y con la carne caída pa'bajo”.

Organizaciones protectoras de los derechos laborales calculan que las agencias de empleos temporales del área metropolitana emplean al menos cien mil trabajadores. Una gran mayoría de ellos son inmigrantes indocumentados.

Tim Bell, líder laboral dice que hay 20 agencias legalmente registradas en Chicago y unas 40 “piratas”. “Lo que pasa es que las oficinas que son malas cobran muy poco a las compañías por sus servicios para poder ganar el cliente. Y luego ellos ganan su dinero para abusar de los trabajadores”.

En “Premier Staffing” se usan vehículos particulares para transportar a los empleados. Ellos ganan $5,50 la hora y tienen que pagar cuatro dólares diarios por su transporte.

El concejal Ricardo Muñoz, dice que a pesar de que en el 2.002 se aprobó en Chicago la ley "Day Labor Act", los abusos continúan: “el cobro de transporte es prohibido y si se va a transportar tiene que ser un vehículo que tiene licencia y seguro de ser transporte. No puede ser carro particular de don Pancho".

Harvey Cole, representante de 20 agencias de empleo temporal, se negó a ser entrevistado para este reportaje, pero en un comunicado indicó que “ningún miembro de (mi) asociación, autorizado por la ciudad de Chicago, cobra por el transporte. Muchos (empleados) temporales que tienen vehículos y son contratados por una agencia proporcionan a otros empleados transporte. Siempre y cuando no haya relación entre el chofer y la agencia este proceso es permisible”.

“Labor Temps” no accedió a una entrevista. La dueña de “Professional Labor Source” nos dijo que no tiene nada que ver con el cobro por el transporte de sus empleados. Sin embargo, no negó las acusaciones de que su hijo tiene una compañía de transporte y que sus trabajadores la usan.

“Premier Staffing” nos dijo que el transporte es opcional, no obligatorio.

Por otra parte, “Fresh Express” nos comunicó que no toleran el abuso de trabajadores, que tienen acuerdos con agencias de empleo temporal que contienen requisitos específicos sobre seguridad, entrenamiento, supervisión y prácticas laborales justas y que en vista de estas quejas comenzaran una investigación.

A continuación la respuesta detallada de “Fresh Express”:

July 21, 2004

Ish Estrada
Executive Investigative Producer
Unit 5, WMAQ-TV

Via Electronic Mail

Dear Ish,

Thank you for calling to our attention the situations you outlined concerning temporary employment agencies with whom our company works.

For the record, Fresh Express believes strongly that all workers in our facilities, whether on staff with our company or temporary employees of agencies, must be treated with fairness and respect. Further, we will not tolerate worker abuse or the violation of local, state or federal laws, codes or guidelines. Rest assured that we take the concerns you raise very seriously and are already investigating them.

We hope the following points address the specific situations you raised and clarify our company’s policies, procedures and business practices.

First, it’s important to understand what we do. Fresh Express produces fresh salads that are washed, packaged, and ready-to-eat. This is done under consistent refrigerated temperatures to maintain the freshness of the product and the required processing systems for our value-added products. Our fresh salads are unique and very different from other manufactured or processed products.

We follow very strict requirements and government regulations in all critical areas involving operations, manufacturing, safety and labor. In doing so, we work very closely and are in good standing with OSHA, the U.S. Department of Labor and U.S. Food and Drug Administration as well as local and state health departments and all other relevant local and state regulatory agencies.

We strive to treat all our workers fairly and with respect. And central to our company mission and values is to act ethically and responsibly. This is promoted through all of our company policies, procedures and business practices.

It is necessary, however, to “fill in” our permanent work force with temporary workers hired by temporary employment agencies. Historically, we (and the value-added produce industry in general) have done this for two reasons: 1). To manage the fluctuations in demand for products, and 2). When we have open positions that we cannot fill through the normal hiring process.

However, we have written agreements with the temporary agencies that contain specific requirements for safety, training, supervision and fair practices. If we become aware that the requirements are not being fulfilled, we investigate and if necessary take action to ensure compliance or end the relationship.

We would not knowingly accept a vendor that is not in compliance with federal, state and local laws.

Specifically, we require that all temporary workers be fully advised in advance of the specific requirements of the job they will be asked to do as well as the very unique working environment in which they will do it. We also require very specific training that is relevant to our manufacturing processes and that ensures compliance with all local, state and federal laws and regulations.

The physical safety of all workers – both full time and temporary – is also very important to our company. Workers are provided with protective clothing, shoes, gloves, eyewear, earplugs and other personal protective equipment (PPE) to ensure their safety.

The following should answer the specific questions you posed:

Why are so many temporary workers used?

Fresh Express has a significant number of full-time associates. In fact, we already have over 800 permanent full-time associates in the Chicago area, some of whom were actually temporary workers who have transitioned to full-time employment.

However, despite aggressive recruitment, advertising and job fairs in the Chicago area, we often experience a shortfall in workers. Additionally, a fluctuation in customer demand creates peaks and valleys in production workloads. Historically, the fresh-cut industry has always relied upon temporary workers to help fill these gaps.

Our expectation is that temporary workers are fully advised of the working environment, that they are treated fairly under the law, that they receive proper training and that they are appropriately supported by on-site temporary employment agency supervisors who have been fully trained in all Fresh Express policies, processes and procedures.

Why did a worker who cut his/her finger not receive medical treatment?

Certain fresh-cut products require hand trimming. This is accomplished using specially designed lettuce knives. For this, we require that trim line training be provided in which the worker is taught how to cut and core the lettuce or other produce as relevant. If an injury occurs – even a minor cut – the worker and or supervisor are required to report the injury and first aid or other medical attention must be provided as needed.

If treatment is not provided for a known injury our policy dictates that the supervisor be disciplined up to and including immediate termination whether the supervisor is one of our company employees or an on-site supervisor employed by the employment agency.

Why did someone work over eight hours in one day without receiving over-time?

Overtime is regulated by the Department of Labor, not by our company and we demand that employment agencies follow the law without exception. Under Department of Labor definitions, work is classified as overtime after 40 hours are worked in a given week. The determination is based on total hours per week, not hours per day.

Why did a worker complain about arthritis flaring up after a long workday at the company?

We were unaware of any individuals with this type of health problem and federal law prohibits companies from discussing personal health information. However, it is our expectation that the temporary employment agency fully advises potential workers about the unique working environment at our company. This environment is cool and damp due to the nature of manufacturing processes for fresh products. They must be kept cold and are thoroughly washed.

Someone observed at least twenty workers being transported to your company in a cramped van. Is this the case?

We are completely unaware that workers might be transported in an unsafe or illegal manner and do not condone this nor will we tolerate it. However, workers are dropped off in front of our facility because that is the most convenient access point to the facility.

Ish, please feel free to call me, or my colleague Barbara Hines if we can be of further help.

Sincerely,

Robin Sprague
Director of Corporate Communications