0920_September Comstock's Magazine September 2020 | Page 57

distributors — and their markups, which can be as high as 25 percent of the food cost — and use cash funds in her budget to purchase directly from food manufacturers. “We’re building a (central) kitchen, and we don’t necessarily want processed products. We want to cook it ourselves,” says Flores. “If we were to receive a check, we would go out and bid and get the best price for all our products. If we want to buy local, we could. If we want to buy California, we could.” That could mean big savings too. Last year, Nederveld lobbied in Washington, D.C., for local sourcing and food procurement as part of the Sacramento Metropolitan Chamber of Commerce Capitol-to-Capitol program’s food and ag team, paid for by Nutrition Services (no district funds were used to pay for this event). She had the opportunity to show the savings cash in lieu could provide. “I pulled six or seven items off the commodity list … strawberries, broccoli florets, baby carrots, chopped romaine. Things in our meal program now … (that) we buy direct from the manufacturer or the grower,” says Nederveld. “The savings of us procuring without USDA on cost alone is $270,000. Those aren’t even high-volume items. The commodity program is great for districts that don’t have the resources that we do in California.” The state has more than 69,000 farmers that generate $50 billion annually in sales, yielding more than 13 percent of all U.S. agriculture, according to the California Department of Food and Agriculture. In order to replace SCUSD’s federal commodity allowance with cash, a new law must be passed. While Nederveld has been working with various members of Congress, discussions are currently on hold due to the pandemic. In the meantime, Flores and her team are talking with companies who provide USDA commodity foods, to discuss options to purchase more raw ingredients, like chicken, instead of processed, frozen products like nuggets. “If (we) process it ourselves, it’s going to taste better for one, I know, and it’s fresher, and it won’t have sat in a frozen box somewhere for six months, and we can control ingredients,” says Flores. Balanced meals, balanced budgets Staff at SCUSD middle and high schools already cook with raw ingredients like chicken (purchased through a distributor) and ground beef (available as a USDA commodity food), says Nederveld. To accommodate larger student bodies at secondary schools, kitchen facilities are larger and have sufficient staff. While facilities are aging, Nederveld says upgrades have been made to equipment to support more cooking from scratch. About 60 percent of the menu at high schools are cooked from scratch, says Flores. Spring 2020 lunch menus from the district’s comprehensive high schools What is EFMLA and how can Bizhaven ease the process? As 2020 continues, there has been no shortage of COVID laws and regulations as well as general business hurdles for employers to handle. Let Bizhaven take some of the headache away so you can focus on running your business. The Emergency Family Medical Leave Act (EFMLA) is a new leave born in the COVID-era that provides eligible employees should they be unable to work or telework because their child(ren)’s school or place of care is closed due to COVID-19. The EFMLA became effective April 2, 2020 and will expire December 31, 2020. The EFMLA provides employees with twelve weeks of paid leave at 2/3rd of the employee’s regular rate, up to a certain amount. Employees may request to take leave intermittently and in any increment of time agreed upon between themselves and their employer. This leave will legally protect and employee’s job and require restoration to their same position upon return. Bizhaven assists employers by determining an employee’s eligibility for leave and navigating alternative solutions to keep business operations fluid. What happens if an employee’s EFMLA runs out? If leave runs out and kids at home, an employee may have limited options to return to a traditional work schedule and opt instead to try unemployment, leaving your business down resources. Employers do not have any legal obligation to provide employees with a flexible schedule, but this is one way to keep those hard-working employees with the company and production moving forward. Approval to work from home should be based on the scope of an employee’s role and possible discriminatory practices should be avoided. Have more questions about EFMLA or COVID? Call us att(916) 409-7677tor visit our website attbizhaven.com Meet the Founders Alex Wicks and Anna Towne To Make HR & Safety Compliance Simple. Bizhaven is a women-owned Sacramento based firm that provides an all-inclusive HR and Safety resource, making compliance simple for businesses. September 2020 | comstocksmag.com 57