By Gustavo Arellano
By R. Scott Moxley
By Alfonso Delgado
By Courtney Hamilton
By Joel Beers
By Peter Maguire
By Charles Lam
By Charles Lam
"Don't be hating on Latinas because you can't get like them, all pretty and beautiful"
Letters may be edited for clarity and length. E-mail to email@example.com, or mail to Letters to the Editor, c/o OC Weekly, 1666 N. Main St., Ste. 500, Santa Ana, CA 92701. Or fax to (714) 550-5908.
David Silva's Sept. 7 article, "Desperate Homeowners," about Coto de Caza residents battling it out over membership, fees and such, prompted this response.
This reminds me of the Phil Hendrie radio-show guest "Bobbie Dooley." They live in the fictional "Western Estates" and always complain about people who aren't in their little group. It's quite funny that in reality, people are much worse.
POETIC . . .
The following letter is in response to the March 2, 2006, edition of Gustavo Arellano's ¡Ask a Mexican!® that answers the question "Why do Mexican males dislikegabachos but will trade their mother, sister, wife and dog for agabacha? I can't say I blameustedes! Fair skin, blond hair and blue eyes beat the shit out of Mexicanputas any day."
Hey pinches, so-called gringos. Don't judge a book by its cover because a bullet sounds the same in every language. You know that we have people who can track you down. You pinches gringas that smell like tobacco in every single motherfucking way pendejos in all the corners of the street. Don't be hating our Latinas because you can't get like them, all pretty and beautiful. And you white PERROS HIJOS DE PUTA.
Roses are red, gringos are DEAD, violets are blue, negros are kool, but in this motherfucking world, MEXICANS RULE.
TO HIRE OR NOT TO HIRE?
The following letter is in response to Charles Drengberg's letter titled "WE NEED ANY MORE INTERNS?" in the Aug. 31 Letters section, asking us to hire him because we "don't have the balls to include a conservative writer's point of view"
I think you should hire Charles Drengberg from Huntington Beach on a trial basis, and let's see what he has to say. If enough readers like him, he can stay. This way, you guys don't take the fall for the fact that we don't read the OC Weekly for just politics.
Thanks for the glowing review [Luke Y. Thompson's SoCal Independent Film Festival review, "Surf City Celluloid," Aug. 31]. It's nice to see someone appreciates a good old-fashioned handjob.
Great piece of criticism [Luke Y. Thompson's web exclusive, "Why Torture Porn Isn't: Notes on the contemporary horror movie," Sept. 7]! Did Manohla Dargis decide to quit The New York Times and return to Southern California?
PUBLICIZING THE FREDSTER
Fred and Mary Willard came to Stages Theater yesterday afternoon to see my one-woman play, Barbie & Me. Joel Beers' article ["Fred Effing Willard!" Sept. 7] was taped in the theater window on display. They got the biggest kick out of it and were thrilled to be able to tell the MoHos about the great publicity for their show.
I can't thank you enough for helping to promote this event!
I found your article on the attempted union organizing at St. Joseph's [Daffodil Altan's "A Union-Busting Habit," Aug. 17] interesting, but there was nothing in it as to why the employees want it. Are the employees being overworked or underpaid? Are patients being harmed?
via e-mail Daffodil J. Altan responds: Thank you for writing, Mark. Here are a few of the reasons employees from the St. Joseph Health System (SJHS) gave me for why they want to unionize:
"One of our biggest reasons [for wanting to unionize] is to have a voice in staffing," says Priscilla Yaeger, financial counselor for Santa Rosa Memorial Hospital (part of St. Joseph network). "We love our jobs at Memorial, and we love working for the people of this community. But we are overworked. We are physically and emotionally stressed. Staffing is a major issue for the millions of dollars this organization makes. When St. Joseph's cuts costs, they cut jobs. We are the hospital, we are the frontline workers, and we want a voice in some of these decisions. . . . It's a matter of security."
Mary Oberschlake, a registered nurse in the intensive-care unit at St. Joseph Hospital, says, "Different people had different issues and concerns. For some, there were concerns about wages; for others, concerns about retirement benefits. For me, it was concerns about patient/nurse ratios. . . . So if I'm one person or two people coming in, bringing up issues about retirement, health care, a defined benefit plan—that conversation doesn't go anywhere because I'm just one person. I'm not the only that's brought it up, but it's still isolated individuals bringing it up. I can't go in and say I represent all the nurses. Yes, they have an open-door policy. I can go in and talk about something, but what credibility do I have as one person? I'm just one person. Who elected me to go in there and say these are real issues for all of us? If we had a professional association, the people who would go to talk to management would be elected to speak on those issues and would have that credibility."
In a letter to Mother Superior Katherine Gray, chairwoman of the SJHS Board of Trustees, 61 Orange County St. Joseph network employees said, "Many of us have tried to work with the established structures at our hospitals and clinics and have found that they just don't provide real solutions. The so-called 'direct relationship' between employees and management is not real. The SJHS mission statement is not applied to us in our day-to-day work lives. Our experience with the Employee Councils is that concerns we raise are rarely, if ever, acted upon. In fact, St. Joseph's employees raised a workplace-safety issue in a pathology-department committee and for 13 months have been waiting for a remedy. Meanwhile, employees continue to work in a situation described by state regulators as unsafe."
Also from that letter: "When health insurance co-pays increased and the cost for ER visits doubled for all of us, none of us had any say in the matter at all."
Management, for its part, disagrees: "When you have an employee workforce of close to 20,000, you have a situation where employees have different opinions and different views, and we address that," says Bill Murin, senior vice president and chief human resources officer for St. Joseph Health Network. "When you have 20,000 employees, you have issues that you have to deal with every day. We balance that with the fact that we've been recognized as a great place to work. I can't imagine a sister interacting with an employee inconsistent with our code of conduct, or with our mission, because this embraces what they're all about."
An update to the story: St. Joseph employee David Cox said a subsequent meeting between a dozen or so network employees and Murin was congenial. However, he and the group of employees will continue the attempt for a meeting with Sister Gray, whom they feel is the only person who can change the network's policy regarding their election process.
This letter is in response to . . . uh, we're not sure, actually.
There will be two Friday the 13th's this year.
Any time you want to share money with me, I will cooperate with you on writing stuff.
Obviously, it comes out better with cooperation. And if you are really nice, you might get laid. And I might get out of jail, and we can get another TV-show contract.
The way everyone has done things so far is criminal and stupid. If we cooperate, we get ahead; if we don't, we never will. Try it.
Massachusetts Correctional Institution
A Sept. 7 article by Derek Olson titled "Get in the Cage" incorrectly stated that Ultimate Fighting Championship purchased fighter Quinton "Rampage" Jackson's contract from Pride Fighting Championships. His contract was actually purchased from World Fighting Alliance. The Weekly regrets the error.