Category: Grape Industry

  • California Preliminary Grape Crush Report Reveals Lowest Crush Since 1996

    The 2024 crush totaled 2,918,158 tons, down 25.2% from the 2023 crush of 3,899,631 tons. This is the lowest report crush (of wine grapes) in 20 years for the state, and the total grape crush has not been this low since the 1996 crop at 2,906,614 tons. Red wine varieties accounted for the largest share of all grapes crushed, at 1,438,527 tons, down 27.1% from 2023. White wine varieties crushed totaled 1,405,119 tons, down 18.0% from 2023. Tons crushed of raisin type varieties totaled 21,109, down 56.8% from 2023, and tons crushed of table type varieties totaled 53,403, down 67.8% from 2023.

    The Grape Crush Report includes the total number of tons crushed for concentrate production. In determining grape tonnage crushed for concentrate production, each processor was required to report the estimated equivalent tons of grapes crushed for grape concentrate. For the 2024 season, this total was 263,308 tons, 9.0% of the 2024 grape crush total. This report provides only the aggregate figure for grapes crushed for concentrate production and does not include information by district, type, or variety.


    The 2024 average price of all varieties was $992.51, down 4.5% from 2023. Average prices for the 2024 crop by type were as follows: red wine grapes, $1,311.15, down 2.6% from 2023; white wine grapes, $698.61, down 4.8% from 2023; raisin grapes, $295.05, up 2.4% from 2023; and table grapes, $150.40, down 22.6% from 2023.

    District 13 (Madera, Fresno, Alpine, Mono, Inyo Counties; and Kings and Tulare Counties north of Nevada Avenue (Avenue 192)), had the largest share of the State’s crush at 895,439 tons. The average price per ton in District 13 was $338.67.

    Grapes produced in District 4 (Napa County) received the highest average price at $6,863.46 per ton, down 2.4% from 2023. District 3 (Sonoma and Marin counties) received the second highest average price at $2,888.22 per ton, down 3.1% from 2023.

    The 2024 Chardonnay average price of $1,041.66 was down 2.8% from 2023 and the Cabernet Sauvignon average price of $2,162.29 was up 1.8% from 2023. The 2024 average price for French Colombard was $305.83, down 4.0% from 2023, while the Pinot Noir average price was down 0.4% from 2023, at $1,694.62 per ton.

    Read the entire Grape Crush Report online HERE, and read a full analysis of the report in the upcoming March issue of American Vineyard Magazine.

  • Antonio Guzman Honored as Sonoma County’s Vineyard Employee of the Year

    In 1985, Antonio Guzman, following in his father’s footsteps, began working at Robert Young Vineyards. Fast forward forty years and Antonio is not only celebrating a milestone anniversary, he was also excited to learn he is Sonoma County’s Vineyard Employee of the Year.

    “He is such a talented employee and an even better person,” said Dan Rotlisberger, vineyard manager at Robert Young Vineyards. He added, “Antonio has been an invaluable part of our team for the past 40 years. His work ethic, attention to detail and leadership are respected by all. No matter the day or time, he is always there ready to help, often fixing things before they become an issue. Antonio is a great representative of this award.”

    Antonio and his contributions along with those of 48 other vineyard employees were honored at the seventh annual Fundación de la Voz de los Viñedos’ Employee Recognition Celebration for their talents, accomplishments, and leadership. The Employee Recognition Awards are considered one of the most prestigious awards in the winegrape industry. The employee of the year is selected by a panel of the foundation board members. Congressman Mike Thompson presented each of the honored workers with certificates and announced the employee of the year. He also addressed the crowd and shared his appreciation for the honorees and their families. He recognized the long tenure of the employees in the room calling attention to the unique and special relationships between the employers and employees.

    “Our wine industry could not exist without our vineyard workforce,” said Karissa Kruse, president and chief executive officer of the Sonoma County Winegrowers and executive director of the Fundación de la Voz de los Viñedos. She added, “We celebrate these important men and women and honor them on stage in front of their families, employers, elected officials, and leaders in Sonoma County.”

    Guzman, the Vineyard Employee of the Year, and his 2 brothers came to work for Robert Young in the mid 1980’s. He has resided in Geyserville on the Robert Young property for more than forty years. He and his wife, Rosa, have one daughter, Dianna, who is currently a student at Cal Poly Pomona. Antonio is currently leading the effort to install new irrigation and sprinkler systems in vineyards that Robert Young is replanting.

    After recognizing Antonio, both his brothers, Jose and Miguel “Calan,” were invited to join him on the stage with the Robert Young family. It was a special moment for everyone in attendance and, in particular, for the two families who have worked together for more than four decades.

    All employees working in Sonoma County agriculture for a vineyard owner, vineyard management company, or winery are eligible for the Employee Recognition awards. Employers nominate individuals each month throughout the year to recognize exceptional performance in a variety of areas including leadership, innovation, safety, frost protection, conservation, pruning, canopy management and harvest.

    The Employee Recognition Celebration pays tribute to the men and women who were recognized throughout 2024 as “Employees of the Month.” Throughout the year, the Fundación de la Voz de los Viñedos presents gift cards and recognition in the local community through advertisements, social posts and articles saluting the employees of the month and their success.

    The Fundación de la Voz de los Viñedos is the only non-profit in Sonoma County whose sole mission is to support vineyard employees and their families. It was first established in 2002 by local winegrape growers to help fund education workshops in Spanish. Relaunched in 2016, it expanded its focus to include improving the lives of Sonoma County’s agricultural employees and their families to ensure the region remains a place where they can continue to live, work and thrive. Following the devastating wildfires of 2017, 2019 and 2020, the organization established its Vineyard Employee Resiliency Fund, which has provided more than $2 million in support to more than 1,500 agricultural employees with temporary housing, rent support and gift cards to purchase household items, food and essential supplies. Today, the Foundation remains a committed employee resource but has focused its programming on initiatives that elevate the workforce including its nationally recognized Leadership Academy.

    Said Kruse, “I wish everyone could be here to witness the excitement There is so much joy and energy in the room as each employee is recognized on stage and the employee of the year is announced. This is what makes Sonoma County such a special place to live and work.”

    2024 Employees of the Month
    Each individual was honored at the seventh annual Fundación de la Voz de los Viñedos’ Employee Recognition Celebration on February 8, 2025.

    About the Sonoma County Fundación de la Voz de Los Viñedos:

    Originally called the Sonoma County Grape Growers Foundation (SCGGF), Sonoma County Fundación de la Voz de Los Viñedos was first established in 2002 as a 501(c)(3) organization to help fund educational workshops in Spanish for agricultural employees. Relaunched in January of 2016, the Fundación is focused on improving the lives of Sonoma County’s agricultural employees and their families, while ensuring Sonoma County remains a place where agricultural workers will continue to live, work, and thrive. In 2022, the first class of the Leadership Academy met to brainstorm names for the Foundation which would best represent them and the work they do. They selected Sonoma County Fundación de la Voz de Los Viñedos (Voice of the Vineyards). Since its relaunch in 2016, the Sonoma County Fundación de la Voz de Los Viñedos has continuously proven it has a unique model of outreach and support, recognizing and relying on the trusted relationship that farmers have with their employees. The Fundación is managed by the Sonoma County Winegrowers with a 16-member board of directors comprised of agricultural leaders, vineyard and winery owners, and Sonoma County community leaders.

  • Assistant Professor of Applied Viticulture Wanted

    The Department of Viticulture & Enology in the College of Agricultural and Environmental Sciences at UC Davis is recruiting an Assistant Professor with an emphasis in applied viticulture. This tenure-track Assistant Professor position has a majority appointment in the UC Agricultural Experiment Station at the Oakville Experimental Station in Napa Valley. The appointee will develop an externally funded viticulture research program to address the critical challenges facing the California wine grape industry.  Apply by March 15, 2025 HERE.

    POSITION OVERVIEW

    Salary range: The salary range for this position is $102,200 – $125,400 (annual). “Off-scale salaries” and other components of pay, i.e., a salary that is higher than the published system-wide salary at the designated rank and step, are offered when necessary to meet competitive conditions, qualifications, and experience.

    APPLICATION WINDOW

    Open date: December 31, 2024

    Next review date: Saturday, Mar 15, 2025 at 11:59pm (Pacific Time)
    Apply by this date to ensure full consideration by the committee.

    Final date: Thursday, May 15, 2025 at 11:59pm (Pacific Time)
    Applications will continue to be accepted until this date, but those received after the review date will only be considered if the position has not yet been filled.

    POSITION DESCRIPTION

    Assistant Professor of Applied Viticulture

    The Department of Viticulture & Enology in the College of Agricultural and Environmental Sciences at the University of California, Davis is recruiting an Assistant Professor with an emphasis in applied viticulture. This is an academic year (9-month), tenure track Assistant Professor position with a majority appointment in the University of California Agricultural Experiment Station (AES). Faculty members who hold an AES appointment conduct research and outreach relevant to the AES mission.

    The appointee will be based at the Oakville Experimental Station in Napa Valley, one of the world’s premier winegrowing regions. [https://wineserver.ucdavis.edu/about/facilities/oakville-station] From here, the appointee will be expected to develop an externally-funded field research program focused on applied viticulture to address the critical challenges facing the California winegrape industry. The winegrape industry, a key agricultural sector in the state, faces increasing threats from water scarcity, labor shortages, wildfires, pests, diseases, and climate change. To help address these challenges, the appointee’s research shall focus on the development of innovative and sustainable cultural practices in wine grape vineyards. Potential areas of research could include the development of: (1) mechanized and automated vineyard management practices; (2) advanced technologies and decision-support tools for precision viticulture; (3) vineyard management practices designed to increase resilience to extreme climate conditions, (4) strategies which conserve soil and water; (5) novel viticultural practices which mitigate existing and emerging pest and disease threats; (6) strategies for improving grape and wine quality, focusing on flavor, aroma, and texture; and (7) evaluations of grapevine varieties and clones. Collaboration with colleagues in viticulture, enology, chemistry, genetics, breeding, microbiology, and agricultural engineering is expected to further expand the scope and impact of the research.

    Beyond research, the appointee will develop a robust outreach program dedicated to advancing winegrape production by engaging industry stakeholders, including commodity groups, winegrape commissions, regional technical groups, the ag-technology sector, and commercial grape growers. Outreach activities could include field days, workshops, and short courses in collaboration with farm advisors and practitioners. The Oakville Station will serve as a potential hub for industry engagement, providing a venue for professionals to learn about the latest innovations and participate in demonstration projects. Other outreach efforts might include producing industry-relevant publications and electronic resources to broaden access to research insights. This position is expected to collaborate with Cooperative Extension specialists and advisors, partners in allied industries, and other appropriate public stakeholders.

    The appointee will be responsible for teaching at least one undergraduate course per year. This would include developing a virtual version of VEN 003 (Introduction to Winemaking) to expand access to this foundational course, with opportunity to also teach in-person at the UC Davis Campus VEN 002 (Introduction to Viticulture). In addition to undergraduate instruction, the appointee is expected to contribute to graduate-level education by teaching in courses aligned with their expertise and research interests, such as VEN 216 (Sustainable Vineyard Development), VEN 217 (Field & GIS Evaluation of Soils), or VEN 291 (Advanced Viticulture). As part of their academic responsibilities, the appointee will provide mentorship to undergraduate students, including advising on research projects, internships, and academic pathways. The appointee is also expected to serve as an advisor to graduate students, guiding thesis and dissertation research, fostering professional development, and supporting students in their progression through the graduate program. Additionally, the individual will contribute to departmental and university service as part of their overall responsibilities.

    This recruitment is conducted at the assistant rank. The resulting hire will be at the assistant rank, regardless of the proposed appointee’s qualifications.

    Initial review of applications will be conducted using anonymized versions of the Statement of Research Accomplishments and Interests and the Statement of Contributions to Diversity, Equity, and Inclusion. Applications demonstrating sufficient potential based on this review will be advanced to full review

    The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, discrimination, exploitation, or intimidation. With this commitment, UC Davis conducts a reference check on all first-choice candidates for Academic Senate Assistant Professor, Steps 4, 5, or 6 through Professor, Assistant Professor of Teaching, Steps 4, 5, or 6 through Professor of Teaching, and Acting Professor of Law through Professor of Law positions. The reference check involves contacting the administration of the applicant’s previous institution(s) to ask whether there have been substantiated findings of misconduct that would violate the University’s Faculty Code of Conduct. To implement this process, UC Davis requires all applicants for any open search for these faculty positions to complete, sign, and upload the form entitled “Authorization to Release Information” into UC RECRUIT as part of their application. If an applicant does not include the signed authorization with the application materials, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only finalists considered for these faculty positions will be subject to reference checks.

    UC Davis supports Family-friendly recruitments. UC Davis covers travel expenses for a second person to accompany an invited faculty recruitment candidate who is a mother (or single parent of either gender) of a breast or bottle-feeding child less than two years of age.
    {http://academicaffairs.ucdavis.edu/programs/work-life/index.html}

    UC Davis recognizes the necessity of supporting faculty with efforts to integrate work, family and other work-life considerations. To recruit and retain the best faculty, the campus sponsors a Work Life
    Program that provides programs and services that support faculty as they strive to honor their commitments to work, home and community. [http://academicaffairs.ucdavis.edu/programs/worklife/index.html]

    The UC Davis Partner Opportunities Program (POP) and Capital Resource Network (CRN) are services designed to support departments and Deans’ offices in the recruitment and retention of outstanding faculty. For information about POP, please visit [https://academicaffairs.ucdavis.edu/partner-opportunities-program-pop]. For information about the CRN, please visit [https://academicaffairs.ucdavis.edu/capital-resource-network]. Please note eligibility for these programs may be based on policy and funding availability.

    We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals’ with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community. For the complete University of California nondiscrimination and affirmative action policy see: [http://policy.ucop.edu/doc/4000376/NondiscrimAffirmAct]

    As a university employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

    The University of California, Davis (UC Davis) is committed to inclusive excellence by advancing equity, diversity and inclusion in all that we do. UC Davis celebrates the multi-cultural diversity of its community by creating a welcoming and inclusive environment demonstrated through a variety of resources and programs available to academics, staff, and students. Diversity, equity, inclusion, and belonging are core values of UC Davis that are embedded within our Principles of Community [https://diversity.ucdavis.edu/principles-community] and are tied with how to best serve our student population. Our excellence in research, teaching, and service can best be fully realized by members of our academic community who share our commitment to these values, which are included in our Diversity and Inclusion Strategic Vision our strategic plan:[https://diversity.ucdavis.edu/about/strategic-plan], “To Boldly Go,”[https://leadership.ucdavis.edu/strategic-plan] our Principles of Community, the Office of Academic Affairs’ Mission Statement[https://academicaffairs.ucdavis.edu/mission-statement] , and the UC Board of Regents Policy 4400: Policy on University of California Diversity Statement. [https://regents.universityofcalifornia.edu/governance/policies/4400.html] UC Davis is making important progress towards our goal of achieving federal designation as a Hispanic-Serving Institution and an Asian American, Native American, and Pacific Islander-Serving Institution.[https://diversity.ucdavis.edu/hsiThe Office of Diversity, Equity, and Inclusion [https://diversity.ucdavis.edu/] offers a plethora of resources on their website, and the Office of Health Equity, Diversity, and Inclusion (HEDI) [https://health.ucdavis.edu/diversity-inclusion/] has outlined similar goals in their Anti-Racism and DEI Action Plan.” There are a plethora of links available on the About Us webpage where you can learn more about our Administration, Diversity and Inclusion, Rankings, Locations, Native American Land Acknowledgement, Sustainability, Visiting UC Davis, UC Davis Health, and Campus Safety. [https://www.ucdavis.edu/about]

    The university is consistently ranked among the top institutions in the world for campus sustainability practices by the UI Green Metric World University Rankings. [https://greenmetric.ui.ac.id/about/welcome] UC Davis is focused on achieving net-zero greenhouse gas emissions and repeatedly shown its commitment to preserving a healthy and sustainable environment for generations to come. [https://climatechange.ucdavis.edu/]

    QUALIFICATIONS

    Basic qualifications (required at time of application)

    • Ph.D. or equivalent in viticulture, horticulture, plant science, crop science, agronomy, agricultural engineering, soil science, or a related field by the time of appointment.
    Preferred qualifications (other preferred, but not required, qualifications for the position)

    • Post doctoral experience preferred.
    • Evidence of leadership and organizational skills relevant to the development of a successful research, teaching, and outreach programs.
    • Evidence of scholarship during graduate and post-graduate activities.
    • Demonstrated ability or potential to obtain extramural support for research activities.
    • Interest, understanding, and commitment to contributing to diversity.
    • Demonstrated ability to contribute to diversity and inclusion of groups that are underrepresented in the academy through extension education, research, and/or service would be a plus. Statement of Contributions to Diversity, Equity, and Inclusion will be assessed by their general quality and the candidates’ awareness, contributions, and plans for future efforts related to diversity and inclusion.
    • Demonstrated ability or potential to develop and instruct undergraduate and graduate courses and to present information to scientific audiences.
    • Willingness and interest to advise undergraduates.
    • Demonstrated ability or potential and interest to mentor M.S. and Ph.D. students.
    • Evidence of communication skills and collegiality consistent with effective departmental, campus and professional citizenship.
    • Interest, understanding, and commitment to the objectives of a land-grant university and the Agricultural Experiment Station including mission-oriented research and a substantive outreach engagement programming.

    APPLICATION REQUIREMENTS

    Document requirements

    • Curriculum Vitae including publication list – Your most recently updated C.V.

    • Cover Letter (Optional)

    • Statement of Research Accomplishments and Future Research Plans Relevant to Applied Viticulture

    • Statement of Teaching Accomplishments and Philosophy

    • Statement of Contributions to Diversity, Equity, and Inclusion – Contributions to diversity, equity, and inclusion documented in the application file will be used to evaluate applicants. Visit https://academicaffairs.ucdavis.edu/faculty-equity-and-inclusion for guidelines about writing a statement and why one is requested.

    • Authorization to Release Form – A reference check will be completed only if you are
      selected as the first choice candidate. Download, complete, sign, and upload the form: https://recruit.ucdavis.edu/shortcuts/authorization_release_form

    • Transcripts-ifapplicable – You may include Transcripts if you are within five years
      of receiving your Ph.D. degree
      (Optional)

    • Publication #1

    • Publication #2 (Optional)

    • Publication #3 (Optional)

    Reference requirements
    • 4 required (contact information only)

    Apply link: https://recruit.ucdavis.edu/JPF06900

    Help contact: ansjacobs@ucdavis.edu

    ABOUT UC DAVIS

    As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

    To implement this process, UC Davis requires all applicants for any open search to complete, sign, and upload the form entitled, “Authorization to Release Information” into UC RECRUIT as part of their application. If an applicant does not include the signed authorization with the application materials, the application will be considered incomplete, and as with any incomplete application, will not receive further consideration.

    UC Davis is a smoke and tobacco-free campus (http://breathefree.ucdavis.edu/).

    We are an Affirmative Action/Equal Opportunity employer, and particularly encourage applications from members of historically underrepresented racial/ethnic groups, women, individuals with disabilities, veterans, LGBTQ community members, and others who demonstrate the ability to help us achieve our vision of a diverse and inclusive community.

    The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories covered by the UC nondiscrimination policy.

    For the University of California’s Affirmative Action Policy, please visit: https://policy.ucop.edu/doc/4010393/PPSM-20

    For the University of California’s Anti-Discrimination Policy, please visit: http://policy.ucop.edu/doc/1001004/Anti-Discrimination

    Under Federal law, the University of California may employ only individuals who are legally able to work in the United States as established by providing documents as specified in the Immigration Reform and Control Act of 1986. Certain UC Davis positions funded by federal contracts or sub-contracts require the selected candidate to pass an E-Verify check. More information is available at: http://www.uscis.gov/e-verify

    The University of California, Davis (UC Davis) is committed to inclusive excellence by advancing equity, diversity and inclusion in all that we do. UC Davis celebrates the multi-cultural diversity of its community by creating a welcoming and inclusive environment demonstrated through a variety of resources and programs available to academics, staff, and students. Diversity, equity, inclusion, and belonging are core values of UC Davis that are embedded within our Principles of Community and are tied with how to best serve our student population. Our excellence in research, teaching, and service can best be fully realized by members of our academic community who share our commitment to these values, which are included in our Diversity and Inclusion Strategic Vision, our strategic plan: “To Boldly Go,” our Principles of Community, the Office of Academic Affairs’ Mission Statement, and the UC Board of Regents Policy 4400: Policy on University of California Diversity Statement. UC Davis is making important progress towards our goal of achieving federal designation as a Hispanic-Serving Institution and an Asian American, Native American, and Pacific Islander-Serving Institution. The Office of Diversity, Equity, and Inclusion offers a plethora of resources on their website, and the Office of Health Equity, Diversity, and Inclusion (HEDI) has outlined similar goals in their “Anti-Racism and DEI Action Plan.” There are a plethora of links available on the About Us webpage where you can learn more about our Administration, Diversity and Inclusion, Rankings, Locations, Native American Land Acknowledgement, Sustainability, Visiting UC Davis, UC Davis Health, and Campus Safety.

    The university is consistently ranked among the top institutions in the world for campus sustainability practices by the UI Green Metric World University Rankings. UC Davis is focused on achieving net-zero greenhouse gas emissions and repeatedly shown its commitment to preserving a healthy and sustainable environment for generations to come.

    As a University employee, you will be required to comply with all applicable University policies and/or collective bargaining agreements, as may be amended from time to time. Federal, state, or local government directives may impose additional requirements.

  • New Marketing Directors Join the California Table Grape Commission

    The California Table Grape Commission welcomes Lisa Massie and Alexandra Merritt to the marketing team. As the director of international marketing for Asia, Massie will lead the marketing work in targeted export markets throughout Asia, focusing on building demand for California table grapes through the work of multiple in-country promotion teams. Massie served as the Global Marketing and Communications Specialist at Trillium Flow Technologies and brings a background in account management, business analysis, communications, and export promotion with her to the commission. As director of global marketing, Merritt will manage retail accounts in the U.S. and will lead the marketing work in the key export markets of Canada, Australia, and New Zealand. Additionally, Merritt will be responsible for directing category management research. Merritt joins the commission from Root Creative Marketing where she served as Account Director and was responsible for implementing marketing campaigns for a diverse set of agriculture, food product, and lifestyle product clients.

    “Both Lisa and Alexandra bring talent, drive, heart, and extensive backgrounds in account management and analysis to the commission marketing team,” said Ian LeMay, incoming commission president. “We are very pleased to welcome them to the team and look forward to the many contributions they will each make in the years to come,” said LeMay.

  • Who is the American Wine Industry? – Time to Reframe Tariff Messaging

    Open any one of the wine industry’s major news aggregator email blasts, and it won’t take long to see trade media flooded with opinions and editorials on wine tariffs and their potential harm to the “American wine industry.” The focus thus far has been exclusively on the loudest voices — the American importers and distribution companies, as well as the retailers they serve.

    But let’s be clear: these voices alone do NOT represent the heart or entirety of the “American” wine industry.

    The American wine industry is a diverse network of people rooted in their local communities—grape growers, winemakers, farm workers, and wineries (often family-run). Add to this list the countless restaurants and retailers whose livelihoods depend on the tourism dollars generated from domestic wine production, and you’ll find an industry that is as vast, as it is vulnerable.

    And while the focus of the discussion around tariffs has overwhelmingly centered on the ‘harm’ they might cause, domestic growers and wineries are fighting for survival —and they’re conspicuously left out of the conversation.

    Controlling the Narrative

    With the narrative being controlled by importers and distributors, a misconception has been created that lower import prices are fundamentally better for all segments of the industry. In reality, these low-cost imports have made, and continue to make, it more challenging for U.S. growers and wineries to survive.

    Now, it should hardly be surprising that importers and distributors have a vested interest in maintaining an unimpeded flow of low-cost foreign wines. Indeed, few would argue against their right to access these products. However, these wines land so cheaply on our shores for a reason. Current trade policy ignores the market distortions created by foreign production subsidies and unfairly undermines domestic producers, who are struggling to compete against these heavily subsidized imports and the lower costs of production abroad.

    Another argument that continues to circulate is the claim that ‘wine isn’t fungible’; suggesting consumers will never trade their Bordeaux or Sancerre for a local option. In my opinion, this argument is far overstated and diminishes the quality and array of varieties and flavor profiles being produced by the 17,000+ bonded U.S. wineries. It’s also worth noting that those who profess such inflexibility often have the means to adjust their habits without breaking the bank.

    The System is Broken

    Today, many American restaurant wine menus read like foreign trade catalogs. The lack of local options not only limits consumer choice, but also actively undermines the visibility and viability of American wines.

    The hypocrisy is glaring. We promote localism in our food chain but eagerly look to pair that food with a foreign wine. It’s particularly painful to see this in Sacramento, with its celebrated “Farm-to-Fork” narrative, or even in our nation’s capital where putting the interests of “America First”, now dominates the discourse. Remember, the Italian and French restaurants here likely aren’t serving food imported from Europe—they’re serving dishes inspired by those regions. So why not serve domestic wine inspired by these wine cultures, but made right here in our own backyard?

    It really is a simple equation: supporting your community ensures your community can support you.

    These issues of exposure and cultural hypocrisy are compounded by systemic inequities in distribution and production. As consolidation continues throughout the supply chain, wine growers and consumers will suffer from limited choice and narrow control of pricing. The recent announcement from the Federal Trade Commission (FTC) that they had filed a lawsuit alleging that a major distributor offered steep discounts to large chain retailers, while denying smaller grocery and convenience stores the same opportunities, is a timely example of just that.

    The effects of such practices ripple across the entire supply chain, as wineries rely on fair distribution practices to secure shelf and menu space to reach consumers. When small, independent retailers—often those who champion local wines—are disadvantaged, smaller domestic wineries face even greater challenges in an already competitive market dominated by subsidized imported wines and large-scale producers.

    As outgoing FTC Chair Lina M. Khan aptly put it, ‘When local businesses get squeezed because of unfair pricing practices that favor large chains, Americans see fewer choices and pay higher prices – and communities suffer.’

    In this environment, local producers are being squeezed out before they even have the chance to pour their first glass.

     

    Leveling the Playing Field

    Imposing tariffs is not always about harming competition, tariffs are meant to aid in leveling the playing field – to give domestic companies a fair shot at competing within their own markets. These hypothetical tariffs are not aimed at crippling industries or retaliating against countries for unrelated matters. They are modest and intend to address the competitive advantages created by foreign subsidies and lower production costs.

    Often overlooked in discussions on tariffs and trade, is the responsibility American growers and wineries bear in complying with stringent environmental and social policies. These regulations, designed to promote sustainability, worker protections, and environmental stewardship, reflect values that American voters have long prioritized. However, adhering to these high standards—especially for the 80% of U.S. wine produced in California—comes with very real, and very significant production costs, which inevitably impact wine pricing.

    Meanwhile, foreign competitors, who benefit from substantial government subsidies, such as crisis distillation programs, marketing and export support, and fewer regulatory burdens, continue to flood our market. This creates a deeply frustrating dynamic where American producers are burdened with the costs of meeting their social and environmental obligations, yet are left unsupported when those same costs leave them at a disadvantage in their own market.

    In the U.S., we produce less wine than we consume, yet today we are seeing vineyards being torn out en masse. Wineries are closing their doors, jobs are being lost, and communities are being weakened. Current estimates suggest that 30,000+ acres of grapes have been removed in California over the last 18 months. To use only one example of a single cultural task, the pruning of those lost acres would represent more than $10M in spending. That’s $10M no longer reaching the pockets of farm workers in many of our most vulnerable communities. So, instead of viewing tariffs as a purely punitive measure, what if they were viewed as a tool to ensure U.S. producers, growers, and farm workers, have the opportunity to be at the table?

    By focusing on measured, proportional tariffs, we can support California winegrape growers and wineries, while bringing focus to prioritizing local industries.

    Call to Action: Support Local

    The irony is stark: while importers and distributors fight to protect subsidized foreign wine imports, American grape growers and wineries are going out of business.

    We need policies that recognize the vulnerability of domestic producers, invest in their growth, and acknowledge the role they play in our agricultural and economic landscapes.

    And again, tariffs are not about pushing out international wines altogether—there’s room for everyone! But the narrative needs to shift. The imposition of reasonable tariffs will not prevent a consumer from buying the tariffed product, but it very well may encourage them to shop for alternatives, and in this case, those alternatives are likely to be locally grown and produced.

    So, the next time tariffs on foreign wine come up, let’s remember who we’re really advocating for: the grape growers, the winemakers, the farm workers, and the restaurants and grocery stores in your hometown who build their wine lists around local offerings.

    It’s time to explore what ‘leveling the playing field’ means and not get lost in amplified trade policy rhetoric. — By Natalie Collins, President, California Association of Winegrowers

  • Twenty Years of Groundbreaking Lodi Rules Sustainable Winegrowing Certification

    The Lodi Winegrape Commission proudly celebrates 20 years of certification under its pioneering LODI RULES for Sustainable Wine growing program. LODI RULES has led the way in promoting farming practices that respect the environment, support employee well-being, and ensure long-term economic viability. What originally began as an integrated pest management outreach program in 1992 grew into the infamous Lodi Winegrowers Workbook (1999), which formed the basis for LODI RULES. In 2005, 1,555 acres of Lodi vineyards owned by six growers were the first to become certified sustainable. Today, over 75,000 acres are certified across California, Washington, and Israel, and the influence of this groundbreaking program resonates across the globe.

    “Today, LODI RULES stands as an internationally recognized model for sustainable agriculture – emulated around the world – born from the dedication of Lodi growers who built this program from the ground up and the scientists who supported their courageous endeavor,” said Stuart Spencer, Executive Director of the Lodi Winegrape Commission.

    A Grassroots Program with a Global Reach

    Developed by growers for growers, LODI RULES is comprised of more than 150 rigorous farming practice standards, holistically addressing multiple facets of viticulture, including ecosystem enhancement, soil health, water conservation, community relations, human resources, pest management, and successful business policies. More than 70 of the program’s farming practices can measurably reduce the emission of greenhouse gases, helping to mitigate the negative effects of climate change.

    “It feels amazing to be part of a community dedicated to learning how we can do better and then implementing those changes in a meaningful way,” noted Dr. Stephanie Bolton, LODI RULES Sustainable Winegrowing Director. “Growers and wineries find immense value in LODI RULES, sharing with us that the program helps them farm in a more thoughtful manner, feel more connected, and communicate their story to the world.”

    Honoring the Sustainability Pioneers

    Recently, at the LODI RULES annual meeting, five of the original six growers were honored for achieving the milestone of 20 years of certification:

    • Mohr-Fry Ranches (Jerry Fry, Bruce Fry, and Mohrgan Fry)
    • Vino Farms, LLC. (John Ledbetter, Craig Ledbetter, and Kim Ledbetter-Bronson)
    • Watts Vineyards (Keith Watts)
    • Colligere Farm Management (Robert Pirie and Brandon Anderson)
    • Trinchero Family Estates (Chris Trinchero)

    Each of these five family farms has played a key role in shaping the foundation of LODI RULES, demonstrating how purposeful, science-based viticulture leads to better wine quality, healthier ecosystems, and thriving communities. Their leadership continues to elevate sustainability within Lodi and serves as an inspiration to growers around the world – encouraging others to adopt, adapt, and raise the bar on sustainable practices in their own operations.

    “These families represent the unwavering spirit of Lodi growers,” Spencer added. “They’ve proven that sustainability is far more than a buzzword. Their commitment sets the standard for winegrowers everywhere.”

    Robert Pirie reflects: “We take sustainability seriously. I am honored to have been a member of the original group who created the region’s LODI RULES for Sustainable Winegrowing program. It’s humbling to see how far the program has progressed and to see its influence on farming practices here in Lodi, throughout the entire state, and now, the world.”

    Looking Ahead

    As the Lodi Winegrape Commission celebrates two decades of sustainable leadership, it remains dedicated to continued innovation, grower education, and global collaboration. By evolving its standards and expanding its reach, LODI RULES will continue to champion winegrowing practices that protect the environment, benefit local communities, and ensure the legacy of vineyards for generations to come.

    About the Lodi Winegrape Commission

    Established in 1991, the Lodi Winegrape Commission represents the common interests of Lodi winegrowers with programs in marketing, education, research, and sustainable viticulture.  The Commission collectively and effectively promotes Lodi’s vibrant, multi-generational farming community and California’s most dynamic wine region. Comprised of nine commissioners and nine alternates, the board of directors provides direction and input on behalf of the region’s 750 winegrowers. For more information about the Lodi Winegrape Commission, visit lodigrowers.com.

    About the Lodi American Viticultural Area (AVA)

    A historic winegrowing region since the 1850s, Lodi is perfectly situated 40 miles south of Sacramento and 90 miles east of San Francisco. Lodi’s Mediterranean climate and distinct soils allow its growers to cultivate more than 130 winegrape varieties, making Lodi the most diverse winegrowing region in the United States. The region also serves as home to 80 boutique wineries specializing in small-lot, handmade wines that have garnered major awards at domestic and international wine competitions.

    Lodi is naturally a leader in sustainable viticulture. Created by California farmers and accredited by world-renowned scientists, LODI RULES is America’s original sustainable winegrowing program. Held to a high standard of scientific rigor and excellence, the program emphasizes environmentally and socially responsible practices, while keeping economic feasibility in mind for long-term business success. Today, there are more than 75,000 acres certified throughout California, in Washington, and Israel. For more information about the Lodi AVA or LODI RULES, visit lodiwine.com and lodirules.org.

  • Remembering Anita Oberholster, Celebration of Life on May 12

    It is with deep sadness that UC Davis announces the passing of Dr. Anita Oberholster, Professor of Cooperative Extension in Enology in the UC Davis Department of Viticulture and Enology, after a long and courageous battle with cancer. Her passing leaves an immeasurable void in our UC Davis V&E family. Above all, our thoughts are with Anita’s husband, Connie, and their two children during this difficult time.

    Anita grew up on a farm in Malmesbury in the Cape Region of South Africa with her parents and two older siblings prior to completing her BSc with Honors in chemistry at Stellenbosch University. She continued her education with a PhD in Wine Chemistry at the University of Adelaide in Australia, working on factors influencing wine mouthfeel. Upon completing her research in Australia, Anita returned to South Africa, where she joined the Department of Viticulture and Oenology at Stellenbosch University as a researcher and instructor. In 2011, Anita started in the Department of Viticulture and Enology at UC Davis as our CE Specialist in Enology.

    Anita was the ideal CE Specialist—she was smart, a warm person and terrific communicator, and a researcher who excelled at applied research that the industry valued to solve their most pressing problems. In recent years, she led a large group of researchers working on methods for assessing and mitigating the impact of wildfire smoke on wines, providing information that the California wine industry desperately needed in vintages like 2017, 2018, and 2020 when wildfires closed in on key growing regions. Anita was also the lead investigator on a USDA Specialty Crop Research Initiative grant that aimed to understand the impact of Grapevine Red Blotch Virus, a disease that has had an enormous economic impact on the California industry.

    Anita communicated extensively with growers and producers all over California, including through traditional on-campus educational extension programs, on the road seminars and winery visits in growing regions in all corners of the state, online Zoom programs, social media outlets, and via YouTube videos—any method to give our stakeholders the information they needed. Anita’s presentations were authoritative and informative but were delivered in a friendly and approachable manner. She clearly had a talent for explaining difficult concepts in an easy-to-understand (and apply) manner that our stakeholders valued so much.

    In addition, Anita was a terrific colleague, always ready to jump in when needed, whether as a research collaborator on basic research, a co-mentor for a student’s research project, chairing committees to make our facilities better, helping our VEN Graduate Group operate, or leading in the College of Agricultural and Environmental Sciences, the UC Davis campus, or UC ANR. Anita was giving of her time and talents off-campus as well, serving for multiple terms on the Board of the American Society for Enology and Viticulture.

    As much as she excelled in all these areas, perhaps Anita’s greatest passion was in mentoring a long line of trainees including postdoctoral fellows, graduate students, and undergraduate interns, guiding and inspiring them to find their common love of science while embracing them in an exciting and caring environment. Those Anita mentored have become leaders themselves in industry and in academia on at least four continents around the world.

    We were lucky to have had Anita with us for the past fourteen years. She has had a significant and long-lasting impact on the grape and wine sectors in California. For these efforts and their impact, Anita was recognized by many organizations. She received both the Extension Distinction Award from ASEV and the UC Davis Academic Federation Distinguished Service Award in Spring of 2021. Anita received the California Association of Winegrape Growers’ Leader Award of Excellence in April 2022, and she received a Wine Enthusiast Wine Star Award (with Tom Collins and Elizabeth Tomasino) in January 2023, a Northern California Public Media Food and Wine Award (Wine World Game Changer) in March 2023, and then in July 2023, Congressman Mike Thompson honored Anita with an American Dream Award for Yolo County. The American Dream Awards are presented to California’s Fourth District (Lake, Napa, Solano, Sonoma, and Yolo Counties) residents who have come to the United States and made outstanding contributions to our communities.

    On a more personal note, Anita was a wonderful friend and colleague. Even with the very busy life she lived, she always found time for warm hospitality with great wine and food, often introducing South African dishes to her guests from California and around the world, from meat and breads on the brai (barbecue) with her husband, to table-sized charcuterie boards and South African casseroles, salads, and desserts. We will miss her very much.

    The Department is planning a Celebration of Life for Anita on May 12th from 2 – 5 PM and will announce further details as they are available. The family requests that, in lieu of flowers, donations be sent to the UC Davis Comprehensive Cancer Center Research Fund in Anita’s memory. A UC Davis memorial fund has also been set up in her memory.

    The College of Agricultural and Environmental Sciences at UC Davis also published an article about Anita that can be viewed here.

    Finally, if you have memories, stories, photos or condolences to share, we invite you to do so via this website. Your words and photos will be collected and shared with Anita’s family and colleagues within the UC Davis and ANR communities.

  • Startups Get Help to Speed New Tech to California Farmers, Apply Today

    UCANR Innovate, the innovation arm of the University of California Agriculture and Natural Resources, has opened applications for its VINE Connect program. Developed in partnership with Farmhand Ventures, the program empowers startups and established companies to scale their technologies in California, addressing key challenges for the state’s farmers. Deadline to apply is Jan. 8, 2025.

    California farmers are at the heart of global food production, but staying ahead requires constant innovation. To meet this challenge, VINE Connect bridges the gap between innovation and application by helping entrepreneurs tailor proven technologies for farmers to ease weed control, harvest and other farming tasks.

    Each year, the VINE Connect program runs three cohorts, each centered on different focus areas within California agriculture. More than 20 solutions are selected annually to participate in a three-month cohort designed to accelerate market adaptation. Participants benefit from a workshop series on field trial readiness, opportunities to present their technologies during a field demonstration day, and extended network opportunities to connect with key stakeholders in California’s agrifood sector. Eligible participants may also qualify for future innovation grants to support technology development, field trials or relocation to California.

    “VINE Connect is all about bridging the gap between innovative ideas and the real-world challenges facing agriculture,” said Hannah Johnson, industry lead at UCANR Innovate. “We’re helping great technologies find their place in California’s farms and fields, creating solutions that work for farmers and the entire food system.”

    “Programs like VINE Connect are critical for supporting entrepreneurs as they adapt their technologies to the unique needs of California’s agriculture industry,” said Connie Bowen, founder of Farmhand Ventures. “It’s about building solutions that are both impactful and sustainable while ensuring they have the potential to grow and attract future investment.”

    The VINE Connect program is part of UCANR Innovate’s broader initiative, The VINE, which is dedicated to advancing agricultural innovation across California. Through a market-driven approach, The VINE collaborates with farmers, industry leaders and community groups to identify practical challenges and develop targeted solutions specifically for California.

    The initiative operates through two complementary tracks: VINE Build and VINE Connect. VINE Build focuses on transforming early-stage University of California prototypes into viable startups, while VINE Connect supports the market adaptation of any proven technologies to meet California’s unique agricultural needs. Together, these programs promote collaboration, sustainability and inclusive growth across one of the world’s most essential agricultural regions.

    “The VINE is about connecting the dots between innovation and agriculture,” said Gabe Youtsey, chief innovation officer at UC ANR and head of UCANR Innovate. “Together, these programs form a complete ecosystem for transforming agricultural challenges into opportunities, helping farmers, startups and communities thrive in California’s dynamic landscape.”

    Applications for the VINE Connect program are open now and will close on Jan. 8, 2025. For more information or to apply, visit https://thevine.io.

    UCANR Innovate is the innovation arm of University of California, Agriculture and Natural Resources, dedicated to driving agriculture, food and biotechnology innovation in California. We connect people, ideas, and resources to tackle real-world challenges and drive progress that empowers entrepreneurs, strengthens industries and secures a thriving, inclusive future for California’s agriculture, its workers and its communities.

    UC Agriculture and Natural Resources brings UC information and practices to all 58 California counties. Through research and Cooperative Extension in agriculture, natural resources, economic growth, nutrition and youth development, our mission is to improve the lives of all Californians. Learn more at ucanr.edu and support our work at donate.ucanr.edu.

  • Ag Workers Reduce Hours or Move Locations to Avoid Wildfire Smoke

    Millions of cell tower pings from dating, weather, messaging and other mobile apps that use location-sharing services are helping agricultural economists better understand how farmworkers respond to environmental hazards such as wildfire smoke.

    During California’s most destructive wildfire season in 2020, the number of farmworkers in a surveyed field fell by nearly 35% and the number of hours worked in that same location dropped by 37% on smoky days when elevated levels of particulate matter were in the air.

    On less smoky days, the number of workers in surveyed fields was nearly 18% below typical levels and the hours worked were 23% below normal, according to novel research from the University of California, Davis, to be published in the January edition of Journal of the Association of Environmental and Resource Economists.

    “When this smoke is really heavy there’s a large reduction in the amount of people in a field in day,” said Tim Beatty, chair of the Department of Agricultural and Resource Economics and the senior author on the research.

    The researchers also found that farmworkers tended to work more hours in the days leading up to smoke events and switched fields to avoid the worst conditions.

    “We could figure out very rich hourly information of where these farmworkers went and if they moved to another location,” said Goeun Lee, a postdoctoral scholar and lead author on the journal paper. “This is kind of the first application of this data to answer some important questions in agricultural economics.”

    A new resource

    The research represents a new way of gleaning information about one of California’s most elusive workforces – farmworkers who harvest crops that help feed the nation – that conventional sources cannot quantify.

    “The results are relevant for policy makers seeking to protect workers health, safety and well-being and to ensure the sustainability of one of the most productive agricultural regions in the world,” the authors wrote.

    Lee and Beatty used crop field boundaries to define agricultural crop locations, overlayed smoke plume and weather data to determine environmental conditions and accessed cell phone data from a company that collects location information from about 400 mobile applications.

    They identified time, place and movement data of cell phones at the field level from January to mid-October for 12,667 crop workers – representing 8% of the agricultural workforce in California – and a sample size 20 times that of the federal National Agricultural Worker Survey of 2020, which is a main but limited point-in-time resource for tracking this population.

    “We don’t do a good job of collecting data on these pretty marginalized groups who are very important, so it’s very hard for us to say anything about policies that affect them because they don’t turn up in the data,” Beatty said. “This mobility data is interesting and important to really answer questions about a group of people who are underrepresented in surveys.”

    Shocks on the horizon

    Major wildfires and other environmental shocks are projected to become more frequent and current protections may not be adequate to protect farmworkers and their financial health, the authors said.

    “Farmworkers primarily work outdoors and they’re exposed to many environmental shocks and factors that can affect their health and productivity negatively,” Lee said. “Climate change is expected to increase the frequency of wildfire smoke and California relies a lot on this labor force. They are essential for California agriculture.”

    Wildfire smoke can cause fatigue, dizziness, headaches, confusion and other symptoms that increase the risk of injury. The researchers defined high smoke days as those with 40 micrograms per cubic meter of particulate matter. California regulations require workers to wear protective gear like respirators, alter their schedule or work in an area with better air quality when particulate matter is 55.5 micrograms per cubic meter.

    The short harvest season coincides with more intense wildfire months, which means farmworkers could lose wages while avoiding smoke hazards. “We should worry about people’s health but also their ability to earn a living because that also impacts their health and wellbeing quite directly,” Beatty said.

    Future studies

    The research has some limitations related to who made decisions related to smoke.

    “It could be as simple as farmers have multiple fields and they just switch the field they’re harvesting that day. It could be they work for a farm labor contractor and they just basically change the client they are working for that day,” Beatty said. “That sets the table for a lot of future questions.”

    The methodology could be used to answer future labor, environmental and agricultural economics questions and the authors are using cell phone data to track farmworker movement and behavior during extreme heat events and after pesticide use.

    “This kind of new data set that we made can be a valuable resource to answer other questions about farmworkers,” Lee said.

    The research was funded by the USDA National Institute of Food and Agriculture. — By Emily C. Dooley, UC Davis

  • Sonoma Vintners Announce “Wine Is Us” Campaign Promoting Benefits of Wine

    Sonoma County Vintners (SCV) is excited to announce their new “Wine Is Us” multimedia campaign as part of their ongoing efforts to advocate for and promote Sonoma County wines to the world.

    The “Wine is Us” campaign is designed to increase awareness of the many comprehensive benefits of moderate wine consumption, as reported in reputable medical studies. It will also invite consumers to enjoy positive personal interactions that may result from sharing a glass of wine with friends and family, emphasizing the more positive social, mental and physical health impacts.

    SCV’s new campaign will begin over the 2024 holiday season and expand throughout 2025 on various media platforms including radio, social media, digital display, and more.  A dedicated web page will be created that will feature news articles and studies highlighting wine’s social engagement benefits.

    “Our ‘Wine Is Us’ campaign is designed to provide a positive and informed  narrative that highlights the cultural, social and well-being impacts of wine,”  stated Michael Haney, Executive Director of Sonoma County Vintners.

    To learn more about Sonoma County wine and stay updated on the rollout of the “Wine Is Us” campaign, visit sonomawine.com or follow @sonomacountyvintners.

    About Sonoma County Vintners
    Sonoma County Vintners (SCV) connects Sonoma County wine and the global marketplace for the sustainable growth and prosperity of our members and community. SCV represents over 250 wineries throughout the county. The organization actively promotes Sonoma County and its world-class wineries through educational programming and marketing initiatives; advocates for its members at local, state and federal levels; and contributes to the local communities through Sonoma County Vintners Foundation. Sonoma County Wine Celebration, its annual fundraiser, benefits non-profit organizations throughout the region. To learn more about Sonoma County Vintners, visit SonomaWine.com.