It’s community building at its best. In partnership with Antioch High School and Rebuilding Together East Bay Network, the Big Skills Tiny Homes program is a hit.
Brandy Mazariegos, site manager, said the project (which started in the fall) is “going wonderfully! The students are doing an amazing job and showing off their new skills every day.”
Big Skills students build Accessory Dwelling Units (ADUs) as part of their hands-on learning experience, gaining real-world construction skills while contributing to affordable housing solutions. These student-built ADUs are then placed in local communities, showcasing the power of youth, craftsmanship and community impact.
The program provides students with “meaningful skills while also creating affordable housing for low-income community members,” she shared. The goal for Brandy and the 26 AHS woodshop students is to finish the two wee homes by June of 2026.
Brandy said “As site manager, I have the privilege of supporting the students on the job site, guiding them through hands-on learning, and keeping the project running smoothly. It’s been incredibly rewarding to see their growth — not just in technical abilities but also in teamwork, communication, and problem-solving.”
We look forward to following this amazing construction project over the next few months and sharing the final product with everyone this summer.
About Rebuilding Together East Bay Network
Rebuilding Together East Bay Network is a non-profit organization based in Berkeley, California serving the San Francisco Bay Area. We coordinate donors and volunteers to meet critical needs for our neighbors to receive repairs, renovations, safety modifications, housing and workforce development.
ALAMEDA, CA – The U.S. Postal Service requires skilled automotive technicians to keep the largest fleet of vehicles among federal agencies, on the road. If you know your way around a vehicle (or know someone who does), you can diagnose and complete complex repairs & maintenance, then applying for our driver and automotive positions could be your start to a new career with the Postal Service.
In-person hiring fairs will continue to fill much-needed vacancies; a specialist will be available to answer questions about the application process and help candidates build a profile to apply for positions.
Alameda Post Office 2201 Shoreline Dr Alameda, CA 94501
Automotive Technician Lead Automotive Technician
9:00 am – 1:00 pm
11/13/2025
Alameda Post Office 2201 Shoreline Dr Alameda, CA 94501
Automotive Technician Lead Automotive Technician
9:00 am – 1:00 pm
As part of its innovative 10-year transformation and modernization plan, the Postal Service aims to build a more stable and empowered workforce. Postal employees are our greatest asset, and we are investing in our new employees by providing robust training and on-the-job support.
Starting annual salary for automotive technicians is $63,658; starting salary for lead automotive technicians is $71,056; both paid bi-weekly.
The Postal Service offers a comprehensive benefits package which includes medical, dental, and vision as well as the ability to accrue vacation and sick leave; see online job announcements for full details.
Each position requires examination requirements depending on the position, review job announcements for full details.
At the time of appointment, applicants must have a valid driver’s license from the state in which they live.
Applicants must also demonstrate and maintain a safe driving record. Applicants selected under this qualification standard must successfully complete the required Vehicle Familiarization and Safe Operation training, including demonstration of the ability to safely drive a vehicle of the type used on the job.
Qualified applicants must successfully pass a pre-employment drug screening to meet the U.S. Postal Service’s requirement to be drug free. Applicants must also be a U.S. citizen or have permanent resident alien status.
Please Note: The United States Postal Service is an independent federal establishment, mandated to be self-financing and to serve every American community through the affordable, reliable and secure delivery of mail and packages to 169 million addresses six and often seven days a week. Overseen by a bipartisan Board of Governors, the Postal Service is implementing a 10-year transformation plan, Delivering for America, to modernize the postal network, restore long-term financial sustainability, dramatically improve service across all mail and shipping categories, and maintain the organization as one of America’s most valued and trusted brands.
The Postal Service generally receives no tax dollars for operating expenses and relies on the sale of postage, products and services to fund its operations.
The City of Antioch is looking for a visionary leader ready to make a difference as the Housing Manager. If you’re passionate about housing stability, equity and public service, this is your opportunity to lead transformative change in our community.
Under direction from the Public Safety and Community Resources Director, serves as the City’s principal authority on housing policy, strategy, and program implementation. Provides strategic leadership in planning, developing, and managing the City’s housing portfolio, including affordable housing development, homelessness response, tenant protections, and federally funded programs. Oversees and advances the City’s housing goals in alignment with state mandates, regional plans, and local priorities, ensuring regulatory compliance, fiscal stewardship, and community impact. The Housing Manager manages, supervises, develops, maintains, directs and coordinates the activities of the Housing Division whose functions include providing direct public service. This position is responsible for embedding an equity lens, harm reduction, housing first, and cultural responsiveness throughout the Division’s programs and staff leadership, ensuring services are delivered with empathy, cultural competence, and respect for residents of all backgrounds and lived experiences.
Examples of Duties
The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.
Manage the operations of the Housing Division, including planning, developing, and administering housing programs, homelessness response initiatives, affordable housing projects, tenant/landlord mediation, and community funded activities, utilizing Community Development Block Grant (CDBG) federal funding, Housing Successor state funding, Permanent Local Housing Allocation (PLHA) state funding, and other federal, state and local funding sources.
Lead strategic planning, organization, and management of the Housing Division, implementing practical, long-term solutions to housing needs and affordable housing developments.
Provide leadership in embedding principles of equity, cultural responsiveness, harm reduction, and housing first across all Housing Division programs and policies, ensuring staff are trained and programs are implemented with empathy and cultural competence.
Oversee preparation, implementation, and compliance for community grant programs with local, state, and federal agencies; maintain accurate records for all program activities and monitoring for compliance with applicable federal and state regulations.
Administer the City’s Fair Housing Program and Tenant/ Landlord and Rental Programs, including compliance with state and federal laws, and implementation of renter protections including tenant protection ordinances, rent stabilization, and anti-harassment and eviction protection programs.
Direct the City’s Unhoused Resident Services Program, including bridge housing, shower and laundry services, food distribution partnerships, and shelter referrals.
Monitor current and proposed legislation, codes, and policies affecting the City’s housing programs; recommend changes to City programs and policies as needed.
Identify and pursue funding opportunities; prepare and administer CDBG and Housing Successor Agency funds; ensure compliance with all funding requirements.
Oversee and monitor housing assistance programs such as the Antioch Home Ownership Program, Fair Housing Services, Rental Assistance, and Eviction Protection Programs.
Establish and manage performance metrics to evaluate housing program outcomes, ensuring data-driven decision-making and continuous improvement.
Negotiate and administer contracts with consultants, contractors, and developers related to Housing Division activities.
Coordinate community outreach and education activities; maintain positive relationships with residents, nonprofits, developers, lenders, and real estate professionals.
Prepare staff analyses and reports for City Council, the CDBG Standing Committee, and the Planning Commission; attend and present at public meetings.
Coordinate housing program activities with other City departments; represent the Housing Division at community and regional meetings; address citizen complaints and concerns.
Manage the Division’s budget, monitor expenditures, and maintain established service levels and objectives.
Represent the City in regional housing discussions with other agencies and community groups.
Develop, train, and implement new or revised housing policies, standards, and regulations.
Supervise, train, and evaluate assigned staff.
Maintain strong working relationships with co-workers, other City employees, and the public using principles of excellent customer service.
Perform related duties as required.
Typical Qualifications
The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties.
KNOWLEDGE OF:
Principles, practices, and regulations related to affordable housing program administration and development.
Principles of harm reduction, housing first, and equity-centered program administration, and their application in supervising staff and designing housing and homelessness policies.
Community Development Block Grant (CDBG) program requirements, including eligible activities, compliance, and reporting as evidenced by HUD.
Principles of housing development, rehabilitation, and construction.
Federal, state, and local laws, codes, and regulations governing public housing development and rehabilitation programs.
Best practices for addressing homelessness, including trauma-informed care and housing-first models.
Affordable housing program finance and administration, including grants, budgets, and feasibility analysis.
Research methods, data analysis, and needs assessment techniques related to housing trends.
Legislative processes at the county, state, and federal level related to housing and homelessness.
Principles and methods of community outreach, stakeholder engagement, and public communication.
Budget development, financial management, and resource allocation.
Project and contract management principles and negotiation strategies.
Management, supervision, training, and employee development techniques.
ABIITY TO:
Plan, organize, and administer complex housing programs and projects within established requirements and guidelines.
Lead with empathy and cultural responsiveness, fostering a team culture that respects diverse socioeconomic backgrounds, lived experiences, and varying abilities.
Develop and implement affordable housing strategies that address community needs.
Analyze and interpret housing finance data to evaluate program costs and benefits.
Interpret, apply, and explain housing-related laws, regulations, and policies clearly to a wide range of audiences.
Identify and pursue grant and funding opportunities from multiple sources; prepare competitive applications and ensure compliance with funding requirements.
Establish and maintain effective working relationships with community groups, agencies, developers, and internal City departments.
Negotiate and manage contracts and agreements effectively.
Communicate effectively in writing and orally, including delivering clear and persuasive presentations.
Supervise, train, and evaluate the work of assigned staff.
Prepare accurate, clear, and concise written reports, budgets, and correspondence.
Organize work, set priorities, meet deadlines, and adapt to changing priorities.
Represent the City professionally in meetings, negotiations, and public events.
Maintain confidentiality and exercise discretion in handling sensitive information.
Model and enforce safe work practices.
Education and Experience Guidelines
Education/ Training:
Bachelor’s degree from an accredited college or university with major course work in Urban Planning, Community Development, Public Administration, Business Administration, Social Work, Housing Studies, or a related field.
Experience:
Five years of progressively more responsible experience in housing program development and implementation, with
At least two years in a supervisory capacity.
License or Certificate:
Possession of an appropriate, valid driver’s license. An out-of-state valid Motor Vehicle Operator’s License will be accepted during the application process, but a valid California license must be obtained within six (6) months of appointment to the position.
Supplemental Information
PHYSICAL DEMANDS AND WORK ENVIRONMENT
The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
Environment: Work is performed primarily in a standard office setting with travel to different sites; incumbents may be required to work extended hours including evenings and weekends and may be required to travel outside City boundaries to attend meetings.
Physical: Primary functions require sufficient physical ability and mobility to work in an office setting and field environment; to stand or sit for prolonged periods of time; stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; to travel to other locations using various modes of private and commercial transportation; and to verbally communicate to exchange information.
By Yating Campbell, Commission on the Status of Women and Girls
(SACRAMENTO, CA) – The Commission on the Status of Women and Girls (CCSWG)’s co-sponsored legislation, SB 642 (Limόn) Pay Equity Enforcement Act, has been signed into law by Governor Gavin Newsom. CCSWG co-sponsored SB 642 along with the California Employment Lawyers Association and Equal Rights Advocates.
“SB 642 signifies an important victory in advancing gender equity in the workplace on the 10-year anniversary of the California Fair Pay Act, while also recognizing that there is still much to be done to achieve true progress,” said Chair of CCSWG Dr. Rita Gallardo Good. “We thank Governor Newsom and Commissioner Limόn for their leadership and continued commitment to California’s women and girls.”
SB 642 revises outdated gender binary language, allows workers to recover for up to six years of lost pay, harmonizes the statute of limitations with other wage and anti-discrimination statutes, and limits how wide pay ranges may be in public job postings
“With many families continuing to stretch to make ends meet, we reinforce our commitment to equal pay laws that strengthen the economic security of California families and communities,” said Senator Monique Limón. “On Latina Equal Pay Day, I am incredibly proud that Governor Newsom is building upon our pay equity legacy here in California. The Pay Equity Enforcement Act will help narrow the wage gap by providing workers with more negotiation power at the start of their career, while also strengthening workers’ rights to recover lost wages – this is a win for workers and an even bigger win for California families.”
“As a proud co-sponsor of SB 642, we thank Governor Newsom for his signature of SB 642, which will advance pay and gender equity in the state of California for millions of women and girls,” said CCSWG Executive Director Darcy Totten, “SB 642 addresses several critical pay transparency gaps and revising references to gender to be more inclusive and reflective of California’s values. We also thank the author, Senator and Commissioner Limón, for her relentless support of women’s rights and protections in the workplace.”
Research demonstrates that women continue to make 79 cents for every dollar made by their male counterparts. Women of color are shown to be even more severely and disproportionately impacted. Studies also show that, on average, women nationwide lose a combined total of almost $1.7 trillion every year due to the wage gap, impacting the ability to afford basic needs like housing, food, childcare, and preventing women from building long-term financial security. SB 642 remedies these obstacles by enabling women to build long-term economic security and wealth. The provisions of the bill will go into effect January 1, 2026.
“The gender wage gap costs California women billions in lost wages each year—money that could otherwise go toward rent, groceries, childcare, and other essentials that families depend on,” said Jessica Ramey Stender, Policy Director & Deputy Legal Director of Equal Rights Advocates. “SB 642 ensures California remains at the forefront of advancing pay equity. Ensuring women and all workers are paid fairly is not only critical for their financial stability, but also for the economic security and well-being of families across the state.”
“One of the biggest barriers to advancing pay equity is that workers often don’t know that they are being paid unfairly until it is too late,” said Mariko Yoshihara, Policy Director for the California Employment Lawyers Association. “We applaud Governor Newsom for signing SB 642, which will comprehensively strengthen our equal pay laws and extend the ability to recover lost wages due to pay discrimination.”
For more than 50 years, the California Commission on the Status of Women and Girls has identified and worked to eliminate inequities in state laws, practices, and conditions that affect California’s women and girls. Established as a state agency with 17 appointed commissioners in 1965, the Commission regularly assesses gender equity in health, safety, employment, education, and equal representation in the military, and the media. The Commission provides leadership through research, policy and program development, education, outreach and collaboration, advocacy, and strategic partnerships. Learn more at www.women.ca.gov.
By Karla Davis, Vice President of Communications and Marketing, California’s Credit Unions
Ontario, CA (Oct. 9, 2025):California’s Credit Unions today announced a broad package of financial relief options for employees of the federal government impacted by the government shutdown.
Credit unions are not-for-profit cooperative financial institutions that offer services like checking and savings accounts, auto loans, debit and credit cards, low-cost or free financial counseling, and much more.
How Federal Employees Can Get Help Today
According to Congressional Research Services, over 155,000 federal employees work in California. This does not include the thousands of employees who work for federal contractors and may also be impacted.
Loan Relief: Loan payment deferrals and temporary hardship modifications.
Emergency Assistance: Short-term, low- or no-interest loans to cover essential expenses.
Fee Waivers: Waiving late fees, overdraft fees, and penalties.
Financial Counseling: Access to financial wellness counselors to provide budgeting and debt management guidance.
Online Resources: Tools and information on our website to help with everyday expenses such as food, utilities, housing and healthcare.
“Credit unions are financial institutions focused on their mission of ‘people helping people.’ This includes times of need and emergencies, such as the government shutdown,” said Stephanie Cuevas, Senior Vice President of Federal Advocacy for California’s Credit Unions. “Credit unions are moving quickly to offer support to federal workers — from TSA agents to air traffic controllers, service members, and more. The goal is to support families during these times of uncertainty while the shutdown is resolved in Washington, D.C.”
Contact, Ask, and Explore
Federal employees can get help today by:
Contacting a credit union. Those reaching out should mention shutdown-related assistance. You can find a local credit union here.
Asking about eligibility. Every credit union has its own unique method to serving the community. Be sure to ask about how you can receive support.
Exploring options. The credit union will want to tailor financial solutions to your needs and circumstances.
California’s Credit Unions
Headquartered in Ontario, CA, California’s Credit Unions exists to help credit unions change people’s lives by supporting their operations, guidance, strategy, and philosophy. Our trade association helps local credit unions in California serve more than 14.4 million members. Credit unions are for people, not profit.
Work for the Post Office and earn up to $35.95/hour
OAKLAND, CA — The U.S. Postal Service is hosting a free hiring event to help future employees create their online profile and immediately start applying for jobs in Maintenance.
As part our innovative 10-year-plan, Delivering for America, the Postal Service is focused on building a more stable and empowered workforce. Our employees are our greatest asset, and we are investing in our new employees by providing robust training and on-the-job support.
The Postal Service is a great place to work, with job security, career advancement opportunities and benefits. The Postal Service has an immediate need for the following positions to be filled:
Applicants must be 18 years or older. All applicants must be able to pass drug screening and a criminal background investigation. Some positions require an exam. Any position that has a driving requirement will also require a valid driver license and clean DMV two-year driving history. Citizenship or permanent resident status is required.
The Postal Service is an equal opportunity employer offering a fast-pace, rewarding work environment with competitive compensation packages, on-the-job training, and opportunities for advancement. Learn more at: Careers – About.usps.com.
Angel G. Luévano. Photo by Luis Nuno Briones. Source: Todos Unidos
Luévano Consent Decree determined in 1981 written civil service test unfair to Black and Hispanic applicants
“Today, the Justice Department removed that barrier and reopened federal employment opportunities based on merit—not race.” – U.S. Assistant Attorney General Harmeet K. Dhillon on Aug. 1, 2025.
“The Decree has had its usefulness and a tremendous effect on the country. Millions of minorities and women hold jobs because of that class action lawsuit. It wasn’t DEI. It didn’t just benefit minorities and women. The (alternative) Outstanding Scholar Program…was actually used 70% by whites.” – Angel Luévano
By Allen D. Payton
On Friday, August 1, 2025, Assistant Attorney General Harmeet K. Dhillon announced that the Civil Rights Division of the U.S. Department of Justice (USDOJ) had ended a 44-year-old decree mandating race-based government hiring. It’s named for Antioch resident Angel G. Luévano, who, with a group of attorneys in 1979, brought a class action lawsuit on behalf of African Americans and Hispanics over the Professional and Administrative Career Examination (PACE). They claimed disparate impact against them based on their test results violated Title VII’s equal employment opportunity provision of the Civil Rights Act of 1964. Dhillon claimed the decree “imposed draconian test review and implementation procedures” on the Office of Personnel Management (OPM).
The 1979 Luévano v. Campbell lawsuit, against the then and first Director of the Officer of Personnel Management, Alan Campbell, resulted in a settlement during the final days of President Jimmy Carter’s Administration, just prior to President Ronald Reagan’s inauguration, eliminating use of the PACE test. According to court documents filed in March 2025 by the USDOJ, “on January 9, 1981, after two years of litigation, Plaintiffs and OPM jointly moved for ‘an order granting preliminary approval to a Consent Decree.’ Luevano, 93 F.R.D. at 72. The parties signed the Decree eleven days prior to the change in administration, and the Court accepted the Decree on February 26, 1981.”
In addition, according to the Civil Rights Litigation Clearing House Case Summary, in the Decree the “federal government in part agreed to…establish two special hiring programs, Outstanding Scholar and Bilingual/Bicultural.”
The lawsuit title was later changed to Luevanov. Ezell, named for Charles Ezell, the current Acting OPM Director. This year’s court filing reads, “Federal law requires many federal jobs be filled based on merit alone. Beginning in 1974, OPM employed a test to do just that. The Professional and Administrative Career Examination (‘PACE’) was a challenging, written examination that measured cognitive and other skills. It quickly proved an effective way of predicting future job performance, thereby increasing the efficiency and capability of the federal workforce. But it did not last long.”
In a Aug. 1 post on Dhillon’s official X (formerly Twitter) account she wrote, “Another federal government DEI program bites the dust! Today, the @CivilRights Division ended a 44-year-old decree that bound the federal government to use DEI in its hiring practices” and shared the news release from the USDOJ announcing the end to the decree:
“Today, the Justice Department’s Civil Rights Division ended a court-imposed decree initiated by the Carter administration, which limited the hiring practices of the federal government based on flawed and outdated theories of diversity, equity, and inclusion.
In Luevano v. Ezell, the Court dismissed a consent decree based on a lawsuit initially brought by interest groups representing federal employees in 1979. The decree entered in 1981 imposed draconian test review and implementation procedures on the Office of Personnel Management—and consequently all other federal agencies—requiring them to receive permission prior to using any tests for potential federal employees, in an attempt to require equal testing outcomes among all races of test-takers.
“For over four decades, this decree has hampered the federal government from hiring the top talent of our nation,” said Dhillon. “Today, the Justice Department removed that barrier and reopened federal employment opportunities based on merit—not race.”
“It’s simple, competence and merit are the standards by which we should all be judged; nothing more and nothing less,” said U.S. Attorney Jeanine Pirro for the District of Columbia. “It’s about time people are judged, not by their identity, but instead ‘by the content of their character.’”
Luévano Responds
In response to the decree’s dismissal, Luévano said, “I agreed to vacate the Decree through the Mexican American Legal Defense and Education Fund (MALDEF) because I don’t want to make bad law. There are two interveners on the other side that wanted to broaden the attack.”
Asked when he agreed to it, he said, “Last week. Attorneys for both sides met with the judge last Thursday to resolve the matter.”
“The Decree has had its usefulness and a tremendous effect on the country,” Luévano continued. “Millions of minorities and women hold jobs because of that class action lawsuit. The Decree affected 118 job classifications in federal hiring nationwide.”
“I’m extremely proud of the effect that it has had on federal hires and getting minorities and women into federal jobs,” he stated. “It affected my decision to join, it was the key for me to join federal civil rights compliance in the Labor Department.”
Asked why he was the lead plaintiff he said, “I took the PACE exam because I wanted to get into a federal job. I achieved an 80 on the test – a passing grade, even though it’s been reported I flunked the exam. That’s not true. The result was I did not get referred to federal openings. They were only referring people with a 100 on their tests to jobs.”
“I learned about the case through the Legal Aid Society which had brought many cases in the construction industry. Our unit was successful in getting the Freedom of Information Act (FOIA) to be effective. I went to them and said, ‘that happened to me’ in the Office of Personnel Management. That’s the lead HR department in the federal government. They’re the gatekeepers to federal employment.”
“I asked them, is there something we can do about this. They said, ‘funny you should ask. We are looking for someone to do something about this’ and we began working on the lawsuit,” he shared.
“One of the things I was able to achieve was alternatives to merit selection in federal employment, the Outstanding Scholar and Bilingual/Bicultural programs that each agency implemented,” Luévano stated.
“I gave up back pay and also the class, to get them to agree to the decree,” he continued. “When you win a case, you usually get a settlement. But I was the one who gave up back pay for myself and for the class to get those two remedies. That was really big. That is huge. Who gets alternatives to merit-based hiring at the national level? They used it to bring in minorities and women.”
“It wasn’t DEI. It didn’t just benefit minorities and women. The Outstanding Scholar Program as an alternative to discriminatory merit-based hiring was actually used 70% by whites,” he stated. “But that’s OK. I wanted to crack the discriminatory employment barriers to federal hiring.”
“When I was in D.C. I met with the second in command at the OPM, while we were in Puerto Rico. He said, ‘Angel, you know it’s not what you know. It’s who you know. I said to him, ‘I know you!’ He replied, ‘But I don’t have any power.’ I’ve learned that every where I’ve gone. As you go up the ladder it gets narrower and narrower and harder and harder.”
“We used the impact theory to prove there was discrimination. There are only two theories, that one and disparate treatment,” Luevano explained.
“I negotiated through my lawyers,” he continued. “We had a lot of attorneys. They included the Lawyers Committee for Civil Rights out of D.C., MALDEF, the Puerto Rican Legal Defense Fund, NOW, and the Legal Aid Society of Alameda County where I worked out of Oakland as a senior law clerk in the impact litigation unit.”
He started as a summer management intern with the General Services Administration as a GS-5 employee in 1972 while in law school. Then he went to work for the Department of Defense compliance division in Burlingame.
They merged all the compliance divisions under the Labor Department.
“They leaped me from a GS-9 to a 12,” he stated. “So, I skipped 10 and 11. I met all of the qualifications.”
He ultimately rose to the level of a GS-15 as Deputy Director of Program Operations for the Labor Department’s Office of Federal Contract Compliance Programs.
“I was number four in the agency nationwide and retired after 30 years in government,” Luevano shared. “That happened to a guy who wouldn’t have even gotten into a federal job because of PACE. Yet, I was qualified, I earned it and I moved up.”
“I had a great career. I helped write the regulations on how to detect employment system discrimination and I trained the trainers nationwide,” he continued. “That was because of my law background. I went to Hastings for four years. Even though I don’t have the degree, I have the equivalent of a Master’s in Law.”
About the timing for the lawsuit settlement Luévano shared, “Our lawyers showed up. Their lawyers showed up, the attorneys for the outgoing Carter Administration. The attorneys for the Reagan Administration showed up and wanted to put a stop to the resolution of the Consent Decree. The judge said, ‘No, you’re not in power, yet.’”
“We were all happy, we signed the Decree and made history,” he stated. “I’m humbled by this tremendous achievement.”
Luévano was recognized for his efforts at one of the conferences of LULAC, the League of United Latin American Citizens, in which he later rose to the level of California State Director and V.P for the Far West. Image de California gave him an award during one of their conferences at which he spoke about the Consent Decree.
“If we hadn’t accomplished that we’d still be back in the dark ages of discrimination,” Luévano stated.
“I’m actually writing a book, a memoir about it,” he added. “I’m working with Harvard on that.”
He and his wife Argentina have been involved in the Antioch community with the Kiwanis Club of the Delta-Antioch, where he was president last year and Argentina is currently secretary. They both also served as Lt. Governors for the organization in Division 26, Area 9 in Northern California. Then Angel was elected as Trustee for the entire Division which includes California, Nevada and Hawaii.
In addition, since May 2004, Angel has also served as Executive Director for Todos Unidos, an Antioch-based non-profit organization established to raise the educational, economic, health and social outcomes of underserved communities along the Suisun Bay and the greater San Joaquin Delta area.
This community event is focused on reentry employment and support services. Job seekers will have the chance to connect with fair chance employers, explore career programs, and tap into local resources.
