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    Barbara Lynch Will Close All Her Restaurants

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    She helped put her city on the modern culinary map, but many employees said they paid a price in workplace abuse.Barbara Lynch, the celebrated chef who helped kick-start Boston’s modern fine-dining scene, announced Wednesday that her remaining restaurants were closing, ending a starry 30-year run that was shadowed in recent years by accusations of toxic working conditions in her kitchens.Her flagship, No. 9 Park, popular among the city’s political class since it opened in 1998 on Beacon Hill, will close at the end of the year, according to a statement first reported by Eater Boston. Ms. Lynch also announced on Instagram that the Rudder, a storied seafood spot that she took over and reopened last year in Gloucester, on the North Shore, had already closed. Her company, the Barbara Lynch Collective, did not immediately respond to an email seeking details about the closing of B & G Oysters, in the South End of Boston.In a report last year in The New York Times, more than 20 former and current staff members described a variety of abuse Ms. Lynch had inflicted on employees, including verbal attacks, inappropriate propositions, and touching, shoving and hitting. She denied the allegations, saying they were “fantastical” and “seemed designed to bring me down.”In January, she closed her white-tablecloth restaurant Menton, along with Sportello and Drink, all in the same building in the city’s Fort Point neighborhood, blaming an “uncooperative landlord.” She sold the Butcher Shop and Stir, the South End spots where the chef Kristen Kish began her run from “Top Chef” winner in 2012 to the show’s current host.In her statement on Wednesday, Ms. Lynch attributed the final closings to “the harsh realities of the global pandemic” and other “difficulties.” Last week, her company was sued for outstanding debt by its linen supplier; a 2023 class-action lawsuit by former employees over tips withheld during the pandemic is scheduled to be heard in November.The closings mark the end of a prominent culinary career for Ms. Lynch, whose roles as a Boston native, an early leader among women chefs, and a survivor of childhood neglect and rape won her national attention. She has described physical abuse in the kitchen by her first high-profile boss, the chef Todd English, and campaigned against such practices. But among the hundreds of alumni of Ms. Lynch’s kitchens, her short temper and drinking problem became an open secret, especially after she was arrested and charged with driving while intoxicated in 2017.That same year, when her memoir was published, she led seven restaurants and was on Time magazine’s list of the 100 most influential Americans. She trained many young chefs, including Ms. Kish, Stephanie Cmar, Colin Lynch and Jason Bond.Follow New York Times Cooking on Instagram, Facebook, YouTube, TikTok and Pinterest. Get regular updates from New York Times Cooking, with recipe suggestions, cooking tips and shopping advice. More

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      Here’s What Workplace Menopause Guidelines Could Look Like

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      The Menopause Society announced a new initiative to support workers during this life stage. Whether employers implement it is another story.Two years ago, Dr. Stephanie Faubion stood at the microphone at a meeting of the Menopause Society thinking, “This is going to be a problem.” Someone in the room had asked a question about the challenges of going through menopause in the workplace, and the conversation had turned to ways employers could step in. Dr. Faubion, the organization’s medical director, worried that asking for additional provisions for women would fuel more gender discrimination — if women required special treatment, employers would have more reason to not hire or promote them. “What are we going to do, give women a cold room?” she remembers saying.But last spring, she and other researchers published a study on the costs of menopause at the office that helped change her thinking. Women were missing work — $1.8 billion worth of working time each year. Some quit altogether because of menopause. “I was like, alright, we can’t just bury our heads in the sand over this,” Dr. Faubion, director of the Mayo Clinic Center for Women’s Health, said. “We’re going to have do something.”Today, the Menopause Society rolled out an initiative providing employers with guidance on how to support women going through menopause. It includes tips for managers to talk about menopause at work and policies employers can consider, like ensuring that the health care plans they offer cover treatment options for menopause symptoms.The program, called Making Menopause Work, also provides suggestions for making it easier for menopausal employees to get through the workday, like flexible bathroom breaks for those dealing with unpredictable or heavy bleeding, and improving ventilation and using uniforms made with breathable fabrics so that hot flashes are less uncomfortable. There are talking points workers can bring to their employers and an assessment to gauge how well a workplace responds to menopause.The initiative is the latest symbol of growing recognition that menopause takes a toll on women in the workplace. This year, Britain’s Equality and Human Rights Commission stated that employers are legally obligated to make “reasonable adjustments” for women experiencing menopause symptoms if they are severe enough to amount to a disability. In 2021, the European Menopause and Andropause Society released its own recommendations urging employers to address menopause in the workplace through measures like explicitly covering menopause in sick time policies, and allowing women in customer-facing jobs to take breaks to manage symptoms like hot flashes. Some companies in the United States and abroad have started offering menopause-specific benefits.The question now is whether all this will translate into actual change.“The cynic in me is like, ‘Yeah, good luck with that,’” Dr. Faubion said.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      California Man Assaulted Frontier Flight Attendants, Prosecutors Say

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      The violent episode resulted in an emergency landing. The man now faces federal flight interference charges.A California man accused of assaulting crew members and threatening to kill everyone aboard a Frontier Airlines flight was arrested Wednesday on federal charges, prosecutors announced.Charles Angel Salva, 30, of Fremont, Calif., faces federal charges of interference with flight crew members and attendants, prosecutors said on Thursday. He faces up to 20 years in prison if convicted.The disruption happened on Monday evening shortly after Frontier Airlines Flight 3581 had taken off from John Wayne Airport in Santa Ana, Calif., bound for San Francisco International Airport and resulted in an emergency landing at Ontario International Airport, about 30 miles northeast of Santa Ana.The plane had not yet reached 10,000 feet when flight attendants noticed the that oxygen masks above seats in Row 18 had deployed, according to a probable cause affidavit filed in the criminal complaint.Flight crew members who went to assess the situation found Mr. Salva with his hand in the overhead compartment.A passenger siting in Row 19 told investigators that Mr. Salva had appeared claustrophobic and had seemed to want to get off the flight before he pulled down the oxygen mask from the overhead compartment and got his hand stuck in the process, the affidavit said. The passenger helped Mr. Salva get his hand unstuck.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      Correction Officers Who Failed to Aid Dying Inmate Won’t Be Charged

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      Correction Department rules “do not clearly require officers to provide immediate care to people with severely bleeding wounds,” the New York attorney general’s office said.Michael Nieves sliced his throat with a razor around 11:40 a.m. on Aug. 25, 2022. For the next 10 minutes, correction workers at the Rikers Island jail complex stood by his cell and watched him bleed without providing medical care.Mr. Nieves later died.The failure by three correction workers to offer aid was “an omission” that contributed to Mr. Nieves’s death, the New York attorney general’s office of special investigation found in a report published on Tuesday. But because Mr. Nieves might have died even had he received immediate medical help, the attorney general, Letitia James, said her office would not charge the workers criminally.In a surprising finding, the report also said that the workers had followed correction department rules by deciding not to render help.“The D.O.C.’s rules and regulations do not clearly require officers to provide immediate care to people with severely bleeding wounds,” the attorney general’s office said in a news release.The decision not to charge the corrections workers “is incredibly disappointing,” said Samuel Shapiro, a lawyer hired by members of Mr. Nieves’s family, who have filed a lawsuit against the city in federal court. Describing surveillance footage that captures Mr. Nieves’s suicide attempt and the workers’ response, Mr. Shapiro said, “It is incredibly disturbing to watch city employees stand there as Mr. Nieves is slowly bleeding to death from his neck and do nothing to help him.”The Department of Correction suspended all three workers for 30 days. When they returned to work, they were prohibited from having contact with detainees. In May 2023, two officers, Beethoven Joseph and Jeron Smith, were accused by the department of violating rules and a directive on suicide prevention and intervention. The disciplinary proceedings are still pending, the attorney general’s office said.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      Democratic House Candidate Cleared in New York Harassment Inquiry

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      The findings may help the candidate, State Senator John Mannion, in his bid to unseat Representative Brandon Williams in a tossup race.For more than two months, the congressional campaign of John Mannion, perhaps Democrats’ best hope to flip a crucial House seat, has been shadowed by accusations that he created a hostile work environment and berated top aides in the New York State Senate.Now an outside investigation commissioned by the State Senate has ended quietly without reprimand, concluding that Mr. Mannion did not violate the chamber’s harassment and discrimination policy.The conclusion, which can still be appealed, would provide significant relief to Democrats. They are counting on Mr. Mannion, a moderate former teacher, to provide one of the four pickups they need nationwide to take back control of the House. He is facing Representative Brandon Williams, a first-term Republican, in November in a district where Democrats meaningfully outnumber Republicans.The investigation was conducted by Michael Murphy, an outside lawyer hired by the Senate, who completed “a detailed, confidential response” and transmitted his findings clearing the Democrat to the Senate on Aug. 16, according to a previously unreported letter addressed to Mr. Mannion and obtained by The New York Times.Still, the letter was terse and provided little detail about whether Mr. Murphy, a partner at the law firm Barclay Damon, found the accusations to be credible when he interviewed several of the state senator’s former staff members.Neither Mr. Mannion nor Mr. Murphy would comment on the investigation or share a copy of the report on Thursday. A spokesman for the State Senate Democrats declined to comment.The accusations first surfaced in June when a group of former aides published an anonymous letter on Medium accusing Mr. Mannion of a litany of abuses and mistreatment during his brief tenure in the State Senate. The authors wrote that they had been subjected to “out of control yelling” and, in one case, retaliation after reporting that they witnessed a co-worker sexually harass a constituent.“We have come together now to write this letter because there is still time to avoid elevating yet another abuser to high office,” they wrote.Mr. Mannion has denied any wrongdoing. His allies privately dismissed the letter, which was published before a Democratic primary, as a politically motivated smear. Mr. Mannion won the primary anyway. More

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      How Wildfire Smoke Threatens Human Health

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      The mucus and hairs in your nose can trap larger particles, and the mucus and cilia in your upper airway can catch some as well, said Luke Montrose, an environmental toxicologist at Colorado State University. But some PM2.5 or smaller particles can bypass these defenses and penetrate the deepest parts of your lungs. Dr. Montrose […] More

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      Farm Workers Union Battles With California Grower, Wonderful Nurseries

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      Wonderful Nurseries, owned by Stewart and Lynda Resnick, has sued the state to overturn a labor organizing law championed by the United Farm Workers.The allegations ricocheted through the agricultural fields and into a Central Valley courthouse, where one of California’s most powerful companies and an iconic union were trading charges of deception and coercion in a fight over worker representation.Some farmworkers at Wonderful Nurseries — part of the Wonderful Company, the conglomerate behind famous brands of pomegranate juice and pistachios, as well as Fiji Water — said they had been duped into signing cards to join a union. On the other side, the United Farm Workers, the union formed in the 1960s by labor figures including Cesar Chavez, contends that the influential company, owned by the Los Angeles billionaires and powerhouse Democratic donors Stewart and Lynda Resnick, is trying to thwart the will of workers through intimidation and coercion.For months, the back and forth has played out before the California Agricultural Labor Relations Board, which arbitrates labor fights between workers and growers, and in a courthouse not far from Wonderful’s sprawling fields.In May, the company filed a legal challenge against the state that could overturn a 2022 law that made it easier for farmworkers to take part in unionization votes.After vetoing a previous version over procedural concerns, Gov. Gavin Newsom signed the measure following public pressure from President Biden and Representative Nancy Pelosi, then the House speaker. The U.F.W. heralded the bill’s enactment as a critical victory, but several big growers said that it would allow union organizers to unfairly influence the process.The law paved the way for farmworkers to vote for union representation by signing union authorization cards, a process known simply as card check. Its passage coincided with an era of greater mobilization to unionize workers during the pandemic and a willingness to press demands for better working conditions and respect from employers, said Victor Narro, project director and labor studies professor at the U.C.L.A. Labor Center.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      Transfers and Pay Cuts: Pregnant Officers Accuse Border Agency of Discrimination

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      Under a $45 million settlement, Customs and Border Protection agreed to adjust its policy around pregnancy. Some women say the agency has instilled a culture of shame and perpetuated a fear of retaliation.When Roberta Gabaldon was ready to share news of her pregnancy with her colleagues at Customs and Border Protection in 2015, she brought in pink and blue doughnuts with a sign that read: “Pink and blue. Pink and blue. Somebody’s pregnant, guess who?”But her palpable excitement, particularly after a miscarriage months earlier, quickly dissipated.“My boss came into my office and he’s like: ‘You have to leave. You have to get a note about your pregnancy, and you have to go on light duty,’” Ms. Gabaldon, an agriculture specialist in the El Paso office, recalled, describing how she was told she needed to be reassigned to a post with fewer responsibilities regardless of whether she or her doctor believed it was necessary.Her experience reflects that of hundreds of female employees at the agency who have filed suit against Customs and Border Protection, saying that since at least 2016, they were denied equal treatment once they disclosed they were expecting. No matter the physical demands of their jobs, many were transferred to another post, typically centered on administrative or secretarial work and usually unrelated to what skills they had developed in their existing roles. The policy, they say, hurt their opportunities for advancement, and others add that they weathered pay cuts because light duty meant no more overtime.But under a $45 million settlement reached on Monday, Customs and Border Protection agreed to adjust a practice that some employees say has instilled a culture of shame and perpetuated a fear of retaliation as women try to hide their pregnancies at work for as long as possible.The agreement, which is not final until the end of September, requires C.B.P. to draft a new policy for pregnant women, and lawyers representing the women will monitor the agency’s compliance for three years. C.B.P. will also be required to train all managers and supervisors about the rights of pregnant employees.C.B.P. declined to answer questions about its policy toward pregnant women as described in the lawsuit and in interviews, citing its practice of not commenting on pending litigation. The terms of the settlement agreement state that the agency does not admit wrongdoing.We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More

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      Prominent Lawyer Roberta Kaplan Departs Firm After Clash With Colleagues

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      The well-connected attorney, who founded a powerhouse firm at the dawn of the #MeToo era, has faced complaints that she mistreated and insulted other lawyers.Roberta A. Kaplan, the celebrated lawyer who took on former President Donald J. Trump, and helped win marriage equality for gay Americans, is stepping down from the law firm she founded after clashing with her partners over her treatment of colleagues.Ms. Kaplan, a hard-charging civil rights lawyer, announced that she was leaving the firm, Kaplan Hecker & Fink, which she formed in 2017, to start a new one.Her departure followed months of internal frustration over Ms. Kaplan’s conduct toward other lawyers, according to people familiar with the matter. Those concerns led her colleagues to remove her from the firm’s management committee and precipitated her departure.Ms. Kaplan’s former firm will be renamed Hecker Fink effective Monday. “Robbie brought us together and for that we owe her a debt of gratitude,” the firm’s remaining partners said in an internal memo reviewed by The New York Times.“It was Robbie’s decision to leave the firm,” the firm’s two named partners, Julie Fink and Sean Hecker, said in a statement. “We wish her the very best and look forward to working with her and her new firm in the future.”Ms. Kaplan said in an interview with Bloomberg that she was leaving with a colleague because Kaplan Hecker & Fink had grown “in size and complexity beyond what I had in mind and I wanted to get back to something nimbler.”We are having trouble retrieving the article content.Please enable JavaScript in your browser settings.Thank you for your patience while we verify access. If you are in Reader mode please exit and log into your Times account, or subscribe for all of The Times.Thank you for your patience while we verify access.Already a subscriber? Log in.Want all of The Times? Subscribe. More