California Federation of Interpreters

Executive Board Elections  

Call for Nominations for CFI Local 39000 Officers and Executive Committee Members

The term of office for the present CFI Local 39000 board members is due to expire at the end of December 2021. As such, nominations are now open for the following Titled Officer and Executive Committee positions:

Titled Officers:

Vice President


Region Board Representatives:

Region 1

Region 2

Region 3

Region 4

Freelance (This is a non-voting position on the board; it is open to Freelance and IGA members in good standing)

  • The term of office will begin upon certification of the election and completion of officer training within the first three months of office; the two-year term begins on January 1, 2022 and runs through December 31, 2023.
  • Candidates for Titled Officers may be nominated by any bargaining unit CFI member in good standing. 
  • Candidates for the regional seats may only be nominated by a bargaining unit CFI member from that corresponding region. 
  • The Freelance position may only be nominated by any freelance member.

The nominations period opens on September 08, 2021; please send all nominations to  [email protected]. Be sure to clearly include the name of the candidate and office for which you wish to nominate him/her. Also include your full name and the California county in which you are employed by the court. Candidates must be members in good standing and agree to participate in new officers training to be scheduled by the CWA within 3 months of taking office.

The close of the nominations period is September 17, 2021, and all candidates must indicate accepting the nomination for office in writing no later than 5:00pm on September 22, 2021. 

Ballots will be sent to arrive by surface mail to members on or about the date of December 1, 2021. It is very important to update the local with any change in physical mailing address before the Thanksgiving holiday. The deadline by which ballots are to arrive back for counting will be 5:00pm, December 22, 2021

Please visit our website or contact the local if you need more information.



A Message from Frank Arce, President of District 9

California Recall Election, Gavin Newsom 

Hello fellow members …

Usually, the local does not send out any sort of requests for supporting candidates in the state or federal elections; for people who wish to participate in the political activity of the union, CWA has a fundraising arm, separate and apart from the dues that are collected. None of your dues is used to make donations to political candidate campaigns. However, our District 9 office has asked us to share the following with all members in all locals. I pass it on for your consideration…

There is a Threat: Well-heeled millionaires who want to roll back worker protections in California are funneling big money into a campaign to recall Gov. Gavin Newsom. Let’s be clear: If they are successful, unions will lose many of the hard-fought gains made on higher wages, pensions, funding for public education and other services, laws against discrimination and more. 

To protect union contracts and the ability to provide the services our community needs, the District 9 Headquarters is asking union members to join together in voting NO on the Recall!

Who is behind this Recall?  It is a national network of very rich anti-union funders who are taking aim at union pensions, wages, health care and voting rights. They have spent millions to put this Recall special election on the ballot. Funders like real estate developers, corporate CEOs and anti-union politicians.  

Why? Because they couldn’t win with a union-busting candidate in the last election. They want to control California by pulling a fast one on California’s working folks by trying to steal the governor’s office in a low-turnout special election. [1]

How does the special election Recall work? There are two questions on the Recall ballot. 

First: Should Governor Newsom be recalled?  We urge every union member to select “NO!” 

Second: Who do you vote for to replace Governor Newsom? NONE of them! All the candidates trying to replace the Governor have one thing in common: A long history of attacking unions. Moreover, the candidate with the most votes wins, even if it’s only 10% of votes cast! One of the leading replacement candidates, radio talk show host Larry Elder, even said it’s a “big myth that unions help workers” and said there should be NO minimum wage! 

California’s laws to protect workers are the strongest in the nation. Under our state’s present leadership, coalitions of unions have secured major gains for our members and all workers. But this Recall isn’t really about Gavin Newsom or any one individual. It’s about millionaire funders trying to strip away union wins on wages, health care and pensions just to make themselves even richer. 

We can’t afford to allow wealthy anti-union special interests to seize control of California. The Recall risks undermining the values we share as Californians. Join the union effort in saying NO to the anti-worker Recall! Learn more at

We can stop the power grab. Ballots will be mailed out around August 16. Watch your mailbox for your ballot and join other union members by returning your ballot right away (no postage necessary) to vote NO on the Recall! To do otherwise is to condemn union collective bargaining rights and right to representation at the workplace to the dustbin of history. It eliminates the safeguards between you and your public employer … your voice and vote on matters in the workplace will be no more, should Gavin Newsome be recalled.

That said, there is an organizing group within CWA’s District 9 who are sending out a clarion call for members to help turn back this recall, and thereby turn back the subsequent anti-union legislation and state level policies that remove union representation in the public sector in California. Please get in touch with one of the three regional coordinators to find out how you can be of service to yourself and others in this endeavor:

Southern California Regional Coordinator
Vanessa Meza
Local 9509 San Diego
 [email protected]

Central Valley Regional Coordinator
Fidel Andrade 
Local 9333 Modesto 
[email protected]

Northern California Regional Coordinator
Heladio Salvídar 
Local 9421 Sacramento
(916) 601-9525
[email protected]

The Regional Coordinators are urgently searching for volunteers in their areas who could help them recruit volunteers for phone banking and text banking CWA members on Mondays and Wednesdays, phone banking with the California Labor Fed on Tuesdays & Thursdays, and Literature dropping with CLC's on Saturdays.  Please return their calls as soon as possible if they leave you a message.  There is a very short window between now and Election Day to get this work done and it can't be done without the help of every union member in the state.  

Please click on this link to volunteer to phone bank our CWA members on Mondays and Wednesday.

Click here  to volunteer for Saturday Lit Drops at a CLC near you.  



Not Going Quietly

Although this may be mostly for our members in the Los Angeles area, and even though this is a bit last minute, we wanted to share that one of our CWA member-organizers is the subject of a documentary that speaks to social justice issues … one of the three points of our CWA union triangle. We invite you to click on the links and attend the film’s opening, if you are confident to go out at this time. If you are unable to get to a showing of the film, like many other documentaries and entertainment films, it may soon be on streaming services and other outlets. We encourage everyone to watch and be inspired by our brother, Ady Barken.
In unity, 
Michael Ferreira


Dear Local Presidents,
I apologize for the last minute notice, but I wanted to let you know about a new film that is premiering tomorrow, Thursday, August 12th and will run all week.  The film will be shown at the Town Center 5 (17200 Ventura Blvd UNIT 121, Encino, CA 91316).  You can purchase tickets here
Not Going Quietly is an inspiring documentary about community organizer, activist, and CWA member Ady Barkan. After being diagnosed with ALS, Ady committed himself to using what time he has left to travel across the country on the Be A Hero Tour to fight for healthcare access for all and encourage voter turnout.  Click here to see the trailer on  Not Going Quietly
In unity,
Liz Sorenson, Area/Political Director
CWA District 9

Mandatory Vaccination Proof for Continued Employment – It Was Bound to Happen 

Many courts around California have sent out notices that for continued employment one will have to show proof of vaccination. The local has been inundated with contacts asking what the union is going to do about this. This communication is our attempt to make things as clear as possible for the membership concerning what the union can and cannot do in this instance. 

Our legal team has counseled us that the courts are able to do this, and as essential workers who deal with the public, we can be compelled to present vaccination proof for COVID-19 for continued employment. Although the union is not in the position to tell people what personal decisions they must make concerning healthcare choices, we are not encouraging our members avoid getting vaccinated. We are encouraging our members to follow public health guidelines as to the best preventative measures against infection, one of which is becoming vaccinated. Still, the choice is yours

The union can only explain what the consequences of those choices will be. According to the communications that we have received so far (most notably from Los Angeles and Sacramento courts), the outcome for not proving vaccination for COVID-19 would subject an employee to dismissal. It should be noted that the starting date for having to prove vaccination seems to be upon FDA full formal approval of one of the vaccines presently in use, or within a finite period counted from the date of full approval. (For LA court, 45 days counting from full FDA approval is the deadline) The FDA has still not given formal approval for any of the present vaccines in use. No court has indicated that anyone must provide proof right now. However, if your court is requiring proof right now, not waiting for full FDA approval of a vaccine, please contact the local immediately. We presently have meet and confers scheduled with Los Angeles (Aug. 12) and Sacramento (Aug. 18) courts over the issue. This is a change in policy and no court may proceed until the union has had full opportunity to treat the issue in a meet and confer.

In the communications received so far, there are specified what would be exemptions:

  • A “sincere religious belief” that precludes them from receiving the vaccination. Presently, no court has told us what the criteria would be for determining if the “sincere religious belief” precludes vaccinations, nor to which department one addresses the issue. It is unclear as to whether there would need to be documentation or some other affidavits.
  • A medical condition that impedes receiving the vaccines presently available. It seems that to receive this exemption one would have to solicit accommodations through Human Resources (for Los Angeles, the Disability and Leave Management department – Eric Penner), just as one would do in requesting accommodations for any other medical disability or impairment. To date it is not clear what would be needed in the physician’s note and what other documents may be needed to support one’s claim. 

We will update the membership regarding these exemptions as more information concerning the process becomes known. It will most likely be similar throughout the different courts.

What is the union’s position on this policy?

No one loses employment based on vaccination status. There are alternatives already being employed by governmental and public agencies throughout the state to allow for unvaccinated to be in the workforce.

In both the state employee directives, as well as for Los Angeles County and City, there is a set of protocols for non-vaccinated employees requiring that they be tested once a week, and that they continue to practice social distancing, masking regulations, and other safety measures within the workplace. This seems to be a reasonable solution for our workforce as well; there is no defensible argument to fire an employee for non-vaccination if other governmental and state agencies are allowing their workers to re-enter the workplace under stricter requirements, to include weekly testing. The union will be presenting alternatives to losing employment, including this one already being practiced around the state. We do this because we represent everyone in our local … without reservation.

In the end, with the constantly changing nature of this pandemic, the appearance of riskier more virulent strains, such as the Delta and Lambda variants, these policies may change or become more stringent. 

As we become aware of developments, we will endeavor to keep our members informed.

Stay well; stay safe.

In unity, 

Michael Ferreira




Extension of Telework for Interpreters
The Union and the Court had a productive Meet and Confer session this morning, Thursday, July 29th. CFI expressed appreciation for the Court’s decision, announced yesterday, to extend telework for an additional thirty days, and related to Management the outpouring of relief and appreciation from the membership that immediately followed the Court’s announcement.
CFI attorney, Laurie Burgess, joined us for this Meet and Confer session, and expressed gratitude for the Court’s decision to take the time to approach the question of return to on-site work in a thoughtful and meaningful way, given the life and death nature of the situation. 
All parties to the Meet and Confer agreed that this extension period allows for a continued conversation about how to provide for and improve upon workplace safety in a time of COVID, both for those currently working on site and in terms of a planned and sensible transition process for those returning to on-site work in the future. 
In addition to the interpreters, the Court has extended telework for other employee groups for whom teleworking also continues to be feasible, while yet other employee groups have been required to remain on or return to on-site work. The Court reminded the Union that any employee on telework -- teleworking managers included -- can be called to report back to work in the courthouse if there is an on-site need.
The Court asserted that it is still encouraging 6’ social distancing where possible, especially in areas where people will be removing masks to eat, although it is no longer mandated by the Department of Public Health. The Union pointed out, however, that according to different public health agencies, there is a distinction in the indicated protocols for vaccinated and unvaccinated individuals. While CFI applauds the universal mask requirement within courthouses, the Union believes that since the vaccination status of members of the public and employees alike will be unknown, the safest course of action is to keep the higher level of protocols in place, meaning that, as specified by the CDC, 6’ social distancing should continue to be a requirement.
CFI recommends this for everyone’s protection, not just interpreters, but the point was made clear that the unique way interpreters work also requires an additional level of protective protocols. Interpreters often visit multiple courtrooms daily and, in some cases, especially for OTS interpreters, multiple courthouse locations, bringing us in contact with more people in a day than any other employee group. The nature of interpreters’ work also often requires greater physical proximity to the individual receiving language services than is required of any other employee or Court partner with whom these court users interact. 
The Union asked whether the Court is looking into which types of proceedings may be feasible for remote work as an accommodation option through the Department of Leave Management for interpreters at high medical risk. Although the Court could not provide a definitive answer at this time, the issue is still an active part of the conversation. 
The Union was made aware of some enhanced safety measures that have already been implemented by the Court in response to on-site safety concerns interpreters have expressed to Management, including:


Plexiglass barriers in lock-up
Sheriffs agreeing to place headsets on custodies where safe to do so
Provision of 2-way devices with 3 headsets each for lock-up interviews 
In our conversation it was acknowledged that the two-way devices can also be used for witness testimony to avoid unnecessary physical proximity.
Jurors are only being allowed into the courtroom one panel’s worth at a time.
For contact tracing, all interpreters on-site at the time of a positive COVID report, including floaters assigned on a given day, are being contacted by Supervisors to ask whether those interpreters had been in the proximity of the COVID positive individual.
If an interpreter informs a supervisor or manager that the lounge area seems too crowded, an alternate waiting area will be provided.
Management reiterated that the Court wants to hear of any impediments to a safe and healthy workplace, and again expressed the shared desire to actively address and resolve any hazardous conditions. Management also wished to remind the membership that they can only address issues of which they have been made aware, so ask that interpreters please speak up.  They assured the Union in no uncertain terms that members need not fear retaliation for bringing an unsafe working condition to the attention of Management.
To review, the procedure to follow in case of an unsafe working condition -- whether COVID-related or otherwise -- is to contact one’s Supervisor. If the Supervisor is not available at that moment, contact Language Access Services Management directly. The Union suggests that if the communication is telephonic, the member who experienced the hazardous condition should follow-up with an email to the Supervisor and/or Manager with whom they spoke, and CC the Local, so that all parties are in the loop and able to help facilitate a solution. 
An overarching part of this process, not unlike conversations happening in other workplaces, is the identification of the ways in which the workplace has changed because of the pandemic. Due to the evolution of the workplace to meet the challenges of the past year and a half, what newly feasible options have emerged both for accommodation purposes, and as potential new and more effective routine ways of handling certain types of proceedings and interpretation events? This potentially fruitful conversation is ongoing.
CFI was assured that the information presented, and concerns raised in the Meet and Confer meetings between the Union and Management are taken back to Court executive leadership, i.e. the decision makers, and that materials provided for review will be passed on as well. 
The Union and the Court agreed to meet again approximately two weeks prior to the new planned return to on-site date, yet undetermined, to continue assessing the changing pandemic situation, as well as addressing the various issues raised in a spirit of collaboration in creating the safest, healthiest, most supportive workplace for interpreters to effectively provide the highest level of language access possible.
In unity, your Meet and Confer Team
Kathleen Sinclair
Gabrielle Veit-Bermúdez
Roxana Cárdenas
Mónica Almada
Michael Ferreira

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