Faced with high levels of worker stress, anxiety and burnout, many companies pledged that employee mental health would become a top priority.
Faced with high levels of worker stress, anxiety and burnout as a result of the COVID-19 pandemic, many companies pledged that employee mental health would become a top priority. But actions haven’t always followed promises.
Today, we look into what bosses and employees can do to better the workplace. Read the full transcript here.
Host: Gustavo Arellano
Guests: L.A. Times business reporter Samantha Masunaga, and The Times senior producer Denise Guerra
More reading:
Bosses say they care about mental health — can workers trust them?
Use these mental health resources to help yourself — or anyone else
Newsletter: How to boost mental health at your workplace
This is an unedited transcript. We apologize for the mistakes. A corrected transcript is coming soon.
Gustavo Arellano: Stress, anxiety, burnout on the job, the COVID 19 pandemic was a wake up call for employers across the country to take mental health seriously. Some companies offered increased insurance benefits, employee assistance programs, or free therapy sessions, but was it.
Maybe, is it enough? I'll throw in the Is it, but is it? , but is it enough for some people living with mental illnesses, specifically depression and bipolar disorders? The stigma of even revealing their disability continues to bring on the possibility, sorry, for some people living with mental ill, for some people living with mental illnesses, specifically depression and bipolar disorders, the stigma of even revealing their disability continues to bring on the possibility of discrimination at work or losing a job or losing a job.
I'm Gustav Arellano. You're listening to the Times Essential News from the LA Times. That was a crack. Sorry. I'm Gustavo Arellano. You're listening to the Times Essential News from the LA Times. It's Monday, February 27th, 2023. Today, how company mental health policies can be an effective against the stigmas of mental health and mood disorders.
Lemme say that again today. How mental health come today? How mental health. Today how company mental health policies can be ineffective against the stigmas of mental health and mood disorders. And a warning for our listen today, how company mental health policies can be ineffective against the stigmas of mental health and mood disorders.
And a warning to our listeners, there will be mention of suicide, there will be mention of su, there will be mention of suicide. Okay, Denise, you're the lead.
Denise Guerra: Oh, okay. Sorry. Okay, we're ready.
Gustavo Arellano: record. We're
Denise Guerra: Then we'll do the intro, please. Uh, we'll just do the whole thing.
Gustavo Arellano: I actually already did the intro, but if you want me to do it again, I can.
Denise Guerra: Okay. Why not?
Gustavo Arellano: Yeah. Okay, let's do it. All right.
So I will intro disclosed I introduce you folks, obviously, and then, um, I would say, Sam, if you could say, thanks for having me, or whatever. And then Denise, so just Denise, wait for Sam, and then we'll just go from there.
Denise Guerra: Oh, also, Gustavo. I don't know if you heard, I saw your cause about asking me about, uh, my personal experience. Just don't ask it and I'll just go straight out of, uh, what Sam said.
Gustavo Arellano: Okay. I mean, I'll, I'll just ask it. I'll just ha I'll just ask what you have and then you, you can just take it out, so. Okay. Simple. Okay.
Okay. Blah, blah, blah. And my voice is a little bit deeper than usual because I talked a lot yesterday, so maybe that's good. Okay. Three, two. Stress, anxiety, burnout on the job. The Covid 19 pandemic was a wake up call for employers around the country to take mental health seriously. Some companies offered increased insurance benefits, employment assistance programs, or free therapy sessions, but was it enough for some people living with mental illnesses, specifically depression and bipolar disorders?
The stigma of even R, the stigma of even revealing their disability continues to bring on the possibilities of discrimination at work or losing a job. I'm Gustav, you're listening to the Times Essential News from the la. Monday, February 27th, 2023. Today, how company mental health policies, I'm gonna say that again cause I rubbed today how company mental health policies can be an effective against the stigmas of mental health and mood disorders.
And a warning for our listeners, there will be mention of suicide. LA Times business reporter Samantha Masunaga and our senior producer Denise Guerra, reported on this issue as part of an LA Times mental health initiative called For Your Mind. Denise and Samantha, welcome to [00:01:00] Times
Samantha Masunaga: Thanks for having me Gustavo.
Denise Guerra: Thank you.
Gustavo Arellano: so the both of you. Sorry cuz we have Samantha, Denise. Okay. 3, 2, 1. So what did the both of you find out about how the pandemic affected folks with mood disorders at their jobs? What issues do they face at work?
Samantha Masunaga: So like you were saying earlier, uh, the pandemic had really increased, um, employer's willingness and awareness. Of mental health in the workplace, but that didn't always extend to folks with mood disorders, um, who still face stigma and a lack of understanding as a whole in their workplaces. Um, in some cases a person might show signs of bipolar disorder that are sometimes missed in a fast pace place.
Sorry, let me start that again in some cases a person might show signs of bipolar disorder that are sometimes missed in a fast-paced work environment. Um, I spoke with Natasha Bowman, um, a lawyer, an author, and sought. Human resources speaker. And disclosed the pandemic initially restricted her travel and her work, um, she found herself having unusual thoughts and as her hectic work schedule slowed, uh, she wanted to run away from her family.
Natasha Bowman: I found myself going into a very, very dark place. And although I sought out therapy, my therapist really [00:02:00] couldn't identify. exactly what was happening with me and just really attributed to the pandemic. She saw me as highly functioning and, and, and didn't really understand what was happening.
And as a result of not having that diagnosis, um, in January of 2021, um, I had a, a suicide attempt. Um, and that resulted. Inpatient involuntary inpatient hospitalization
Gustavo Arellano: Then we're gonna play a clip and then talk about her therapist.
Samantha Masunaga: Her therapist couldn't identify, um, what was happening and attributed the symptoms generally to the stresses of the pandemic. Um, and in 2021, um, she attempted suicide. She was involuntarily hospitalized, um, and diagnosed with bipolar disorder. And as she learned more about her condition, um, she started to realize things about her working style, um, and they started to make sense.
Natasha Bowman: I thought for some reason I had some sort of superpowers, but I knew that it wasn't usual for people to work at the capacity that I did. But after learning more about my condition, I realized that I pretty much operated in a bipolar manic state, um, for most of the time and now.
Samantha Masunaga: She worked for hours without sleep, um, all while being highly creative and highly productive. Uh,
Gustavo Arellano: take, yeah, Bowman takes medication.
Samantha Masunaga: Mm-hmm. . Okay. Um, Bowman now takes medication to, uh, treat her bipolar disorder, and she has started a nonprofit focused on, uh, workplace equity and mental wellness. Um, but [00:03:00] a lot of folks with mood disorders don't feel like they can be that open. Um, and st some still fear the stigma, um, of their condition.
Um, // there was a study by Rand in 2015 that found that 69% of survey respondents. Said that they definitely or probably wouldn't disclose, um, a mental health problem to their coworkers or to their classmates.
Gustavo Arellano: What did you find Denise
Denise Guerra: these? Well, mainly it's this lack of safety to even talk about. Issue that's making it hard for people to even seek help at work. And you know, the outcomes for this is that you can have increased absenteeism, lost productivity, or even this issue where you're physically at work, but you're mentally checked out and the issues that Bowman faced, which was trying to seek help but not All.
Right, let me, let me rephrase. And for this piece, we, we spoke with sources who were even afraid to reveal their full names. Um, just like Bowman was afraid to even reveal, um, some of the issues she faced. And one person who wanted to go by the name, um, a Delgado who runs group therapy with the Depression and Bipolar Support Alliance said that many people that she talk to also face these workplace issues and they often exacerbate sys, they often exacerbate symptoms of bipolar depression, and they often exacerbate sys, uh, sorry.
Uh, and they often exacerbate system symptoms. Why do I keep seeing systems? Systems symptoms? Symptom,
Gustavo Arellano: slip, but, but you're good. You're good. Symptoms, symptoms, symptoms, symptoms, symptoms.
Denise Guerra: And they often exacerbate symptoms of bipolar disorders and [00:04:00] depression. And she's heard that the worst thing that people have been talking about is suicide ideation. Um, she found out in group therapy she could relate because she also experienced, um, issues disclosed her. When a traumatic childhood experience, uh, flared up it affected her work, and she was very depressed and and it also affected her relationship with some of them, her managers and supervisors. And, you know, at the end of the day, she was let go. And because of that experience, she had to be hospitalized. Um, to this day, she's afraid to even talk about it or even mention it for fear that employers might think that. She's not worth hiring.
Gustavo Arellano: Samantha, how prevalent are mood disorders among Americans? Alright, I'm gonna say it again. I'm gonna say United States. Sorry. 3, 2, 1. Samantha, how prevalent are mood disorders in the United States?
Samantha Masunaga: So about 21% of adults have experienced, uh, depression, bipolar disorder, um, or another similar condition.
Gustavo Arellano:wow
Yeah. That's according to a Harvard medical study. And so, you know, this is a workplace issue, you know, of the 14.2 million adults with serious mental illness in the us, about 1 million are unemployed.
Um, according to a study in 2020, um, by a federal agency, um, in that unemploy. Uh, breaks down to [00:05:00] 7% and that's significantly higher than the national ave rage. Um, and those who do find work, um , are often paid less. Um, there's a highly cited study, um, from 2008 that found that, uh, people with serious mental illness make about 16,000 less a year, um, than those without a serious mental illness.
Gustavo Arellano: Hmm. And Denise, you have a personal connection with this.
Denise Guerra: Yeah, I was diagnosed with bipolar disorder about a decade ago, and really it breaks down to you experienced two. Different mental states. Um, you can have these really high highs where you feel like you're on top of the world and you can do anything and your speech is, um, faster, you type faster, you really feel like you can do whatever you want.
U m, and on the other end of the spectrum is this really low depression where you feel sad all the time and you really can't get outta bed and you're just really tired. Um, sometimes you can just be irritable. So if a work. Is really stressful, or you have a really toxic boss, it can really make it hard to even get outta bed sometimes.
And I know during Covid 19, it really made, um, it really made it harder to even, you know, get outta bed. Um, but the majority of the time disclosed you, [00:06:00] disclosed I was able to get help and get medication, it was manageable, but I felt that I couldn't reveal any of this for fear that people will treat me differently?
Gustavo Arellano: Yeah. Uh, can I say something like kinder than just Yeah, Denise.
Denise Guerra: Do whatever I, I want you to, this is a conversation. Yeah.
Gustavo Arellano: That's, no, that's true. It's true. Sorry. Okay. I'm gonna do a little bit. Yeah.
Denise Guerra: I jump in really fast? I really liked how you have in the script here that it's like something that you can't see, like a broken arm. Oh, yeah, yeah, yeah,
Gustavo Arellano: jump in? yeah,
I just respond to that. I love you. And then from that, yeah, like, yeah, it's like, thank you. And it's like a broken arms. Okay.
Denise Guerra: arm. And The biggest thing I would say is that a mental disorder or it's hard to see, like if someone had, you know, a broken arm or you know, a broken hand, you can make accommodations at work to, to help them with that.
Or like , um, change their workplace environment, you know, give them a special keyboard or something, but you can't really tell if somebody is going through something and even if. You think they are, they might not even be going through have a mental illness, so it's, it's a very complicated issue that employers and employees are still trying to navigate.
Gustavo Arellano: Yeah, and I, that's why you just need a supportive of a, not just a workplace environment and the bosses, but also your [00:07:00] colleagues is to be there for you, even, you know, at all times. Just period. At all times. At all times. Yeah.
Gustavo Arellano: Okay, okay, okay. I just wanna make sure No, Denise and I mean, just know that myself and all the people at the times were always here for you and we're, you know, you're awesome. You're great. We love you.
Denise Guerra: Thank you.
Gustavo Arellano: Yeah, and I, that's why you just need a supportive of a, not just a workplace environment and the bosses, but also your [00:07:00] colleagues is to be there for you, even, you know, at all times. Just period. At all times. At all times. Yeah.
Gustavo Arellano: Coming up after the break, what it means to break the stigma for bipolar disorders and depression in the workplace.
BREAK 1
Gustavo Arellano: 3, 2, 1. Denise, sorry, I have to clear my throat. Denise, how are, sorry. Ha ha, ha ha. Okay, Denise, how are workplace policies failing to support workers who live with these mental health disorders?
Denise Guerra: So during the pandemic or as an outcome of the pandemic, you saw employers really talk about the need to be more open about their issues. Um, they offered free therapy, employment assistance programs, you kn ow, F M L A or or Family, family and Medical Event. They offered the family and Medical Leave Act.
Gustavo Arellano: Um,
Denise Guerra: A lot of people didn't know about this, the lack of information in sharing what you know these programs can do, but also the lack of these programs to even address workplace culture and how managers and supervisors can learn and support their employees more.
Um, The fact is that mental illness didn't become a disability worthy of accommodation until 2008. Um, where it was. Where? That was in 2008. In 2008. Well, yeah. That, yeah. What? Go ahead. Yeah. Yeah. Perfect. Okay. Yeah. That's disclosed Congress redefined the term disability under the Americans with disability, under the Americans with Disabilities Act to [00:08:00] include major life events that can impair any aspect of a person's life and mental disabilities disclosed disclosed to an employer, disclosed disclosed to an employer, are protected from discrim.
Samantha Masunaga: Yeah, all of this to say that, you know, these policies need to be reducing and ultimately breaking, uh, the stigma associated with mental health disorders. Um, and ultimately employers need to have the same compassion, um, for mental illnesses as they do for other serious illnesses.
Claudia Sahm: There's a piece of it that's education. It's not enough to say you care. You have to like arm yourself with the information and the resources to deliver. Mm-hmm. and that I have.
The vast majorities of the corporations, the businesses that are saying, oh, we care. Mental health is important. I just don't believe it because until you actually like put the money and the resources and the training, it's just words.
Gustavo Arellano: Okay, and then you're gonna introdu, we're gonna play a clip from Claudia. Then just introduce Claudia then.
Samantha Masunaga: Okay, cool. Um, we spoke with Claudia Sam. Um, she's former Federal Reserve economist, uh, who was diagnosed with bipolar disorder in 2011.
Um, she advocates for healthy work environments and she's been open about, um, her bipolar disorder diagnosis [00:09:00] largely to help others feel like they're not alone and to try to help reduce the stigma.
Right.
Gustavo Arellano: And then the clip. Um, but then she's, yeah, like talk about, she's been open about that. And then we'll just play that after the clip, I think.
Denise Guerra: And then I think you need to, uh, if you can end it with like other illnesses, people can get better.
Samantha Masunaga: Okay, cool. I'll say that now. And like other illnesses, people can get better.
Claudia SahmMm-hmm. Like you would never tell someone what cancer, well just buck up. Right. Or. , figure it out.
Gustavo Arellano: Okay. 3, 2, 1.
Denise Guerra: Yeah.
Gustavo Arellano: the longest time. What, what was that little thing? I love Claudia. Okay. Gosh, don't be, don't be typing. You confused me. Sorry. It's okay. Okay. Okay. Get it, get it back. 3, 2, 1. Yeah. For the longest time there was this perception that symptoms like depression was a quote unquote. Personal problem or ah, they're just making it up or you're just too weak.
All of that like written, you think about it just really insulting to the people who are going through this. Has the pandemic, Denise made it easier for people to disclose mental illnesses to their bosses without fear of retribution?
Denise Guerra: That's the hope, right? U m, you could put as many initiatives and point to as many resources as you can out there, but if a employee doesn't feel comfortable in that environment or feels that there'll be, there'll be some retribution and even, you know, it. Disclosing it, then there's no, there's no point for them to even, you try, they, you know, just put your head down and just keep working.
Um, and this idea that it was just a personal [00:10:00] problem was something we've heard from, you know, many sources. Um, one person who, you know, really wanted to speak about, who really wanted to speak up about it was, um, a woman named Wendy Acione-Juska Hus. And she is among many workers who say that not all workplaces treated this health condition in the same way.
Um, When she was diagnosed with bipolar depression, she didn't even know about accommodation policies.
Wendy Ascione-Juska: I mean, it was newly diagnosed and I didn't know. What I could ask for and didn't feel comfortable at that point.
Denise Guerra: And she went to her boss to explain why, you know, her work was being affected, why she was, um, you know, laid on deadlines and and her boss wasn't receptive.
Wendy Ascione-Juska: And I felt like I was being treated like I was a failure disclosed in reality I was dealing with a huge mental health crisis. And, um, the lack of empathy or sympathy or compassion was just, it was incredible.
Denise Guerra: No. No. And so she went to her boss's boss and, you know, that person wasn't helping.
And so she ended up having to, or, and so she ended up being let go.[00:11:00]
Gustavo Arellano: Wow.
Denise Guerra: And, and even after that, how do you even explain a gap in your resume? Because that happened. That is the issue of why people don't even wanna talk about it, because it's still stigmatized in a way because you're not sure if employers are wanna hire you, um, later on. And luckily she was able to find an environment that was more supportive.
and she could freely talk to her manager about things.
Wendy Ascione-Juska: I, uh, was feeling depressed once and just needed a couple days to kinda, um, just kind of decompress. And so I just went to my supervisor and I said, I need to decompress.
And, um, I, uh, she said I noticed something's wrong. it's, it's like you were walking through water or walking through mud or sand or something, you know, she said, that's heavy. And, u m, yeah, take those days, take that time off just to kind of recalibrate. And it was really helpful to feel like, okay, I'm not gonna lose my job because I'm taking a couple days off.
Denise Guerra: And she quoted that her manager wanted her to get healthy. That was their main concern. And till this day, um , I believe she's been there over a decade now she's still working at the same company. . And I found that, you know, personally sharing experiences is really the biggest weapon to breaking the.[00:12:00]
Gustavo Arellano: Yeah, I think it just allows, a lot of times people just assume or they don't even think about it, and I think a lot of times disclosed people do disclose that, there's just much more immediate empathy because it's like, oh, it's your coworker and you never want your coworker to be going through bad stuff. And if someone is going through that, then like you just wanna help them as much as possible.
Denise Guerra: that's right
Gustavo Arellano: Coming up after the break, how should bosses and employees approach the no? How should bosses and employee approach the, okay. Okay. Actually, I'm gonna do this coming up after the break. How bosses and employees approach, Ugh, sorry. Should, okay. I'm, I messed, I messed up with the shit. Sorry. Coming up after the break, how bosses and employees should approach the tricky world of disclosing mental illness without breaking the law.
BREAK 2
Gustavo Arellano: 3, 2, Samantha and Denise, we spoke about how mental illness is covered under the Americans with Disabilities Act. What are some of the outcomes if employers fail to help employees?
Samantha Masunaga: So we reached out to the US Equal Employment Opportunity Commission, um, which is tasked with making sure employers comply with the law to. Really understand, uh, more about this. Um, so here's Aaron Kovski. Um, he's a senior attorney with the E E O C and during the pandemic,
Aaron: And I've definitely noticed personally an uptick in the number of questions, uh, that I'm getting about mental health. Uh, and specifically [00:13:00] as it relates to the pandemic.
Samantha Masunaga: then his clip. Um, so he told us that disclosed disclosed to an employer, um, mental disabilities are protect, wait, hold on.
I'm gonna do that again. Sorry. , um, 3, 2, 1. Uh, so he told us that disclosed disclosed to an employer, um, mental health disabilities are protected from discrimination. Konapsky said that you only need the minimal amount of documentation, um, to give to your employer. That could be something as simple as a doctor's note, you know, it doesn't have to be your whole, um, medical file or anything like that. Um, so employers don't get access to your whole medical file. Um, you know, they can't get causes about your therapy session.
Okay. Yeah, yeah, I could do that now. Uh, 3, 2, 1. Uh,
um, and under the law, employers are obligated to provide reasonable accommodations, um, so that you can do the, your essential functions of your job.
As long as it doesn't, uh, , like a so-called . Undue burden, um, for that employer. Um, so for folks with men, uh, mood disorders, uh, that can look like altered work schedules, uh, breaks, uh, quiet work environments or changes in supervisor interactions. And he Konaps kyhe told us about lawsuits that were filed with the E E O C last year.where employers did violate the rights of workers with psychiatric disabilities.
Aaron: And there have been just in 20, 22 cases about this kind of thing where we filed, uh, lawsuits against employers for terminating people, um, who were depressed. For example, there was one case in the, in Georgia where, uh, The EO settled the case for $250,000 where the individual was fired after [00:14:00] taking three weeks off for severe depression, and the individual had a release from the doctor saying, you know, ready to go back to work.
Samantha Masunaga: Um, Where employers did violate the rights of workers, uh, with psyche psychiatric disabilities. Um, you know, in one case in Georgia, there was a management company that settled, uh, for $250,000, um, after they terminated, um, an employee with severe depression. So after taking medical leave, uh, per the workers', uh, doctor's recommendation, uh, the plaintiff tried to come back to work, only to be told by their c e o that they couldn't be trusted to do their duties.
and actually in addition to that fine that they had to pay as part of the settlement, um, the company was required to, um, have more information about the ADA available and to train their managers as well as their workers, um, on accommodations under the ada.
Gustavo Arellano: but people, Denise, they would still have to disclose they have a mental illness in order to get help.
Denise Guerra: That's right. And it's not easy. So we know how difficult it is to tell bosses about. Or That's right and it's not easy. Every workplace is different. Every, um, interaction with colleagues and bosses, um, is different based on their environment. Now, Konapsky said an employer shouldn't play armchair psychologist and diagnose someone.
Um, supervisors should stick the conversation to performance. And from there it could be up to their direct report to decide whether they want to disclose or you know, deal with the [00:15:00] performance issues without revealing their. Without revealing their illness. Obviously this is much more easier if you have a very supportive environment or an understanding supervisor.
Um, but what we learned is that employers can be happier and more productive in this type of environment. Um, disclosed workplaces can enact policies like employment assistance programs or free therapy sessions, and it's. Okay, like free therapy sessions and they know about it. But in researching this article, it seems to really fall on the C-suite, uh, managers, supervisors, to have a more understanding approach
Samantha Masunaga: And, you know, like we talked about earlier, this is, you know, a workplace issue that is really important and is actually getting more, uh, resear ch done. Um, so we heard from Rich Mattingly. Um, he's the founder of an organization called The Love You Project, uh, with Advocate, which advocates for mental health.
Samantha Masunaga: Um, and his main point is that we spend so many hours at work. You know, this is a place where we can really change, um, you know, policies and change the way that, you know, society, um, deals with this,[00:16:00]
Rich: the workplace is probably the opportunity to enact change because so many of us, uh, between the ages of 20 and 65 or 70 years old, we go to work.
We spend our waken hours in the workplace. And what we could do at work, if we paid attention, would not only improve the workplace, but it would also improve home lives. It would improve personal lives. It would have a great far-reaching impact in so many ways.
Gustavo Arellano: So the two of you see things going in the right.
Samantha Masunaga: somewhat.
Gustavo Arellano: I worked, I'm trying to be
Denise Guerra: I don't know if that's the right question.
Gustavo Arellano: question. No, I think this is a good answer, but if you, if you don't want that question, I could, um,
Denise Guerra: question. Cause all I could say is that's the hope, right? Like you're spreading, you know, awareness of this and,
Gustavo Arellano: okay. Keep the hope thing. Let me, let me ask it differently. 3, 2, 1. Obviously it's hard to change something that, gosh, stigmas that go back centuries, but do the two of you see some hope that some people are doing thing? No. No. Obviously it's hard to change stigmas that have been around for centuries, but in do the two of you have hope that things are going at least in a better direction?
Samantha Masunaga: You know, I think that, uh, with the pandemic as well as just, um, new thoughts on how employees interact with employers and at their workplaces. You know, there, there is a, a little bit, I think of a, a change in mentality. You know, we hear a lot about the great resignation and that people are willing to leave their, their companies if they're not meeting their needs anymore.
Um, you know, there's a, a new generation of workers who are not as tied to one employer for their entire life. You know, they're, they're looking for a place that will, um, you know, Meet the types of benefits they want, you know, have the type of culture they want. Um, and to really retain and attract workers in the future.
Companies are kind of gonna have to make changes, um, even if they hadn't done so in the past.
Denise Guerra: And I think it's this mindset that we're actually seeing more with millennials and Gen Z saying they're not gonna take it anymore and they're gonna take back, you know, their working life because that is part of, you know, 40 hours a week is something that you can't [00:17:00] ignore. That's a major part of, um, living and if.
Having to live in a way that you can't, you know, be yourself, your, your best self, um, that could be deteriorating to somebody's life.
Gustavo Arellano: Samantha, Denise, thank you so much for this conversation.
Denise Guerra: conversation. Thank you.
Gustavo Arellano: Uh, one fir, first one. Oh, no, I guess you both record on your own end, so I'll, I'll do
Denise Guerra: I, I'll, I'll fix that.
Gustavo Arellano: fix it. Okay. Yeah, you'll fix it. Okay. No, don't worry. Don't worry. Then I'm just gonna finish this little part right here. 3, 2, 1. And if any of you're experiencing a mental health crisis or thoughts of suicide, Please, no.
And if any of you are experiencing a mental health crisis or thoughts of suicide, you can dial 9 88 for support.
BREAK 3
Denise Guerra: Great. One, one thing, um, Samantha, if you can, uh, Sam , if you can mention, um, can you say that, uh, KSKY said, um, employees only need minimal paperwork to provide the documentation, um, about their sickness and that it could just be a doctor's cause.
Okay. Kasha. No, I thought.
Gustavo Arellano: Nah.
Denise Guerra: Exit.
Gustavo Arellano: So what do you want me to read right now?
Um,
Denise Guerra: you give us like two
Gustavo Arellano: can you, sure.
Denise Guerra: already did up the,
Gustavo Arellano: Mm-hmm. . Mm-hmm. . Okay. Okay. I, I I see what you mean. Well, yeah. Well, yes, yes, yes. Probably the first one will be deeper, but Okay. I'll do too.
Denise Guerra: All of you, I didn't hear
Gustavo Arellano: God. So I guess I can't go to parties anymore. I have like this freaking, I can't talk to people except here. No fun.
Samantha Masunaga: only
Gustavo Arellano: go to that many parties. Yeah, it was
Denise Guerra: do. You always go to parties
Gustavo Arellano: I never go to parties. Are you kidding me? I I, I go to events. But that's disclosed I just talk to people as a reporter and like, just observe.
So I, I'll only talk to people who's needed, like disclosed it's a party, like, you know, we talked nonstop for like, what it was supposed to be from five to seven. I didn't leave until like nine. I mean, it was cool. It was cool. It was absolutely cool. But it's like, and it was cold too. I, I, I should have drank like the problem.
They had beer and wine. I don't drink, I don't drink beer and wine. So I was gonna order hot buttered rum, but like, I. I, I love hot buttered rump, but I really can't drink and drive him a cocktail anymore cuz I'm just gonna do a column that, uh, makes fun of the police chief. So it's, so I gotta be careful now with all Yeah.
Cause like we talked about the spending in his department and like,
Denise Guerra: I.
Gustavo Arellano: okay, two readings of the outro. Then of course if I need re tracks, we'll make it. That's it for this episode of The Times Essential News from the LA Times. Denise Guerra was a Hef on this episode. It was edited by Hiba El Orban and Mario Diaz mixed and mastered it. Special thanks to Jacqueline Cosgrove.
Our show's produced by Denise Guerra, Kasia , David Toledo, Ashley Brown. Our editorial assistants are Roberts and Nicola Beez. Our fellows Helen Li. Our engineers are Mario Diaz, Mark Nieto. Mike Heflin. Our executive producers are Hasina. Hi. Our executive producers are Hasina, Guerra Hilton and Hiba Elani, and our theme music is by Andrew Reep Pin.
I'm Gustav Verano. We'll be back Wednesday with all the news in DeMare. And that's it for this episode of The Times Essential News from the LA Times was a he on this episode. It was edited by Hiba Eliani and Mario Diaz mixed and mastered it. Special thanks to Jacqueline Kos. Our show's produced by Denise Guerra Kasha, David Toledo, Ashley Brown.
Our editorial assistants are Roberto Rees and Nicholas Perez. Our fellow is Helen Li. Our engineers are Mario Diaz, mark Nietto, Mike Heflin. Our executive producers are Hasina Gal Hilton and Hiba Elani. And our theme music is by Andrew Reen. I'm Gustav Arellano.. We'll be back Wednesday with all the news and desmadre.