Employment Services

Matsuda's Nursery Solves Labor Shortage with Innovative Workforce Initiative

Since 1957, Matsuda’s Nursery has been a staple of the Sacramento region’s horticultural landscape, supplying over 2.5 million plants annually to retailers like Green Acres Nursery and Supply (co-owner of Matsuda’s), Home Depot, and local contractors.

“At any given time, between propagation and the field, there are around 5 to 6 million plants—living organisms—we’re responsible for,” said Travis Gill, co-owner of Matsuda’s Nursery. “Our vegetable-growing greenhouse in Auburn alone sells 1.5 million vegetable and annual starts a year.”

Behind this massive operation is a team dedicated not only to growing exceptional plants, but to nurturing the people who help them thrive.

With approximately 150 full-time nursery workers and another 100 seasonal employees, Matsuda’s success relies on a committed workforce ready to meet the demanding challenges of greenhouse and field labor. From planting to weeding to harvesting under the sun, the job requires resilience, precision, and heart.

But even in an industry rooted in growth, Matsuda’s found itself facing a hiring drought.

“We went through a period when people were not looking for work,” said Ryan Wallace, General Manager at Matsuda’s. “It was a different pattern than we were used to.”

The Challenge: A Shortage of Seasonal Employees

Like many agricultural businesses, Matsuda’s traditionally depended on seasonal employees to supplement its full-time workforce. But the labor market began to tighten, with fewer people seeking these physically demanding roles. One challenge in particular, an overgrowth of weeds, highlighted the urgency of finding reliable full-time nursery workers.

“Two weeds turn into two thousand, then two hundred thousand, in about eight weeks,” said Gill. “If you can’t go through the field and get every last weed out, the job is not complete. Staying ahead of the weeds to maintain a clean nursery, in addition to all of the plant production work required, was affecting morale. When we brought on PRIDE Industries seven years ago, they showed up and did an incredible job. Now, you can’t find a weed in our fields.”

But it wasn’t just about weed control. Matsuda’s needed nursery workers who could integrate into their close-knit culture, where workers feel like a family and are dedicated to high standards.

The Solution: A Winning Partnership Takes Root

To address their staffing needs, Matsuda’s Nursery partnered with PRIDE Industries, a social enterprise creating employment opportunities for people with disabilities. PRIDE Industries provided supported work crews—teams of employees supported by embedded job coaches—who brought consistency, dedication, and enthusiasm to the nursery’s daily operations.

“What PRIDE Industries brought to the table is a consistent, solid crew that will show up and do any task you ask them to do—and do it day after day, correctly and efficiently, with a smile on their face,” said Gill.

The nursery quickly saw that this wasn’t just a staffing solution; it was a cultural fit. The PRIDE Industries job coaches played a crucial role, setting expectations, providing guidance, and ensuring that the PRIDE Industries employees worked seamlessly with the other nursery workers, so that together these two groups formed a single, productive workforce.

“The job coaches make the crew what they are,” said Irene Ramirez, Operations Manager. “They’re on time, they know what’s needed, they jump in. If something needs doing, they don’t wait—they take care of it. They’ve been doing an amazing job.”

Over time, with the weed issue resolved, the responsibilities of the PRIDE Industries crew expanded significantly.

“They started by tackling the weed issue,” said Wallace. “But now they’re helping us load flats for planting, supporting bare root production, and taking on more responsibilities every year. They’ve become a vital part of our operation.”

Many of the PRIDE Industries crew members have been with Matsuda’s since 2018, proof of both their dedication and the supportive environment Matsuda’s has cultivated.

The Results: A Stronger, More Inclusive Matsuda's

The impact of the partnership goes far beyond solving a shortage of nursery workers. It has elevated morale and supported the culture at Matsuda’s, while providing meaningful, stable employment for people with disabilities.

“These jobs mean everything for our PRIDE team members,” said Grant Murray, PRIDE Industries Workforce Inclusion Manager. “This means independence—being able to afford rent, groceries, and transportation. It gives our employees purpose and a deep connection to the work they do.”

For Matsuda’s, the benefits have been both personal and operational.

“The biggest thing from an ownership perspective is morale,” said Gill. “The energy that these employees bring every day is unmatched. They are so happy to be here and work alongside our other employees, and I did not see that as part of the equation when we decided to bring the PRIDE Industries crew in. It’s honestly been the greatest part of it all.”

From day one, the fit of this partnership was undeniable.

“What we have with PRIDE Industries is a partnership built on respect, trust, and shared values,” said Murray. “From the first meeting, it wasn’t just about getting a job done—it was about inclusion and believing in what’s possible when people are given the chance to thrive.”

Gill’s advice to other businesses is as straightforward as it is heartfelt.

“If you’re a business facing workforce challenges, I believe this kind of partnership is worth exploring,” he said. “What we’ve built with PRIDE Industries goes far beyond filling roles—it’s about finding people who care, who show up with purpose, and who lift the entire team. It’s been one of the most meaningful decisions we’ve made.”

“What PRIDE Industries brought to the table is a consistent, solid crew that will show up and do any task you ask them to do—and do it day after day, correctly and efficiently, with a smile on their face.”

— Travis Gill, co-owner of Matsuda’s Nursery

Legacy Resort Partners with PRIDE Industries for Reliable Housekeepers

Legacy Resort Hotel and Spa in San Diego, California, opened its doors in 2020 and has since hosted hundreds of thousands of guests from across the U.S. and the world. With a footprint that includes a 126-room hotel, conference facilities, and multiple event spaces spread across more than 17 acres, Legacy is one of the largest hospitality venues in the region offering guests a full luxury experience. To maintain this high level of service and ensure that every guest has a memorable stay, the resort relies on a dedicated team of employees, including housekeepers, who keep Legacy’s reputation sparkling.

The Challenge: Staffing Housekeepers

From the start, Legacy Resort Hotel and Spa has been committed to delivering outstanding services to its guests, which is why hiring the most qualified, reliable, and dedicated staff, including housekeepers, has always been a priority. However, like many businesses in the hospitality industry, Legacy Resort has felt the impact of staffing shortages.

According to the American Hotel and Lodging Association, 76% of hotels are experiencing staffing shortages, with 13% describing themselves as severely understaffed. Additionally, the survey revealed that 50% of hotels identified housekeepers as their top hiring need.

With the pressure of a labor shortage and high standards for staffing, the hotel faced the challenge of finding qualified candidates.

The Solution: Partnering to Provide Housekeepers

For Legacy, being understaffed and relying on underqualified employees was simply not an option. Committed to finding the right team members, they turned to PRIDE Industries.

PRIDE Industries, a social enterprise dedicated to creating employment opportunities for people with disabilities, provided just what Legacy needed. Through this partnership, Legacy was able to hire skilled housekeepers and custodial staff, filling critical positions in their operations. This collaboration allowed the resort to maintain its cleanliness standards while providing meaningful employment opportunities for people with disabilities.

The Results: A Reliable, Dedicated Staff

Today, housekeeping teams provided by PRIDE Industries not only keep Legacy spotless, but they also bring a positive attitude to work every day. A standout example of this is Ben Godown, who was hired in a custodial role through PRIDE Industries. Ben has become an integral part of the Legacy Resort team, and his impact can be seen and felt by everyone on staff.

“Ben, in a lot of ways is the shining star that sets the example for everyone in the hotel. He’s one of the most conscientious employees and he has a very strong work ethic. We always know that he has a keen attention to detail and will do a fantastic job,” said General Manager Brad Naucler.

Housekeeping Manager Irma Ruiz agrees.

“It is a pleasure to have Ben on our housekeeping team,” she said. “He understands what we do and goes the extra mile every time he is assigned a task.”

“Ben, in a lot of ways is the shining star that sets the example for everyone in the hotel. He’s one of the most conscientious employees and he has a very strong work ethic. We always know that he has a keen attention to detail and will do a fantastic job.”

— Brad Naucler, General Manager

Manchester Grand Hyatt Finds Hotel Staffing Solutions with PRIDE Industries

The Manchester Grand Hyatt Hotel, located in sunny San Diego, is the largest hotel in Southern California. Boasting two towering high-rises with 1,628 guest rooms, a rooftop pool, multiple restaurants, bars, and a spa, it stands as a key player in the region’s hospitality industry. As a major employer in the area, the hotel relies on a skilled and dedicated workforce across all departments and requires reliable hotel staffing solutions. Today, the Manchester Grand Hyatt boasts a skilled and dedicated workforce that delivers top-notch customer service. But the hotel considered a number of hotel staffing solutions before choosing a winner.

The Problem: Hospitality Industry Labor Shortage

In a city where tourism is one of the top economic drivers, the Manchester Grand Hyatt plays a pivotal role in San Diego’s economy. However, as demand grew post-pandemic, the property faced a pressing need for hotel staffing solutions to fill vital roles and maintain its high service standards.

When the COVID-19 pandemic hit in 2020, the hospitality industry faced unprecedented challenges. Like many others, the Manchester Grand Hyatt had to close its doors. Later, when restrictions lifted and the industry began to recover, the hotel was eager to bring back employees and expand its workforce. With demand surging and business picking up, reliable hotel staffing solutions became critical to maintaining exceptional service. However, in addition to the uncertainties of the post-pandemic landscape, the hotel was confronted with an industry-wide staffing shortage.

According to the Bureau of Labor Statistics, in 2024 there were 196,000 fewer workers in the hotel industry than in 2020, with positions unfilled despite higher wages and improved benefits.

The Solution: Hardworking Employees with Disabilities

In search of an answer to their growing demand for employees, the Manchester Grand Hyatt reinstated their partnership with PRIDE Industries. Having previously worked with employees from PRIDE Industries, Hyatt recognized that this partnership would not only help the hotel meet its demand for qualified employees but also provide meaningful employment opportunities for individuals with disabilities. This collaboration became the ideal staffing solution, allowing the hotel to fill key positions efficiently while supporting a diverse workforce.

“The support we needed as our business reopened and grew was crucial, and we knew that the PRIDE Industries associates could deliver exceptional service and offer an extra level of support for the rest of our team,” said Matt Farnsworth, assistant director of food and beverage.

“When asked about renewing the partnership with PRIDE Industries, it was an immediate yes for us,” Farnsworth added. “Seeing the smiling faces of the Hyatt associates when they saw the PRIDE Industries employees return was incredible. They were so happy.”

This partnership aligns well with Hyatt’s commitment to empowering people. “We always make sure not to lose sight of what’s most important: the people. Partnering with organizations like PRIDE Industries, who do great work in the community, is truly rewarding and reflects our core values as a company,” Farnsworth emphasized.

Through PRIDE Industries work groups, the Manchester Grand Hyatt has successfully filled key food service roles, including stewards. In these work groups, three employees with disabilities are paired with a job coach who supports them directly, ensuring they succeed in their positions and meet the hotel’s expectations. PRIDE Industries serves as the employer of record, taking on the recruiting, hiring, training, payroll, supervision, and quality control work—eliminating management overhead for Hyatt.

“As a coach, my main responsibility is to make sure employees are safe and that I can watch out for them as they each meet certain goals,” said Employment Coach Tina Bowman. “Being at work with them, it makes me happy to see them as they grow in their work ethic. Employment means everything to them, not just financially, but mentally, physically, emotionally. I’m proud to be a part of making that happen for them.”

The Results: Reliable Hotel Staffing Solutions

The results of the partnership with PRIDE Industries have been clear and impactful for the Manchester Grand Hyatt. Employee retention has been exceptional, with some PRIDE Industries associates celebrating five and even ten-year anniversaries.

Eric, a steward at the hotel, is one such long-term employee. He’s been with the Grand Hyatt for over 13 years.

“Everyone in the building knows Eric, whether it’s housekeeping, the front desk, or our laundry team. Just seeing him interact with the team daily is very rewarding, and you can really feel the difference,” Farnsworth said.

Morale has also seen a significant boost—across the entire workforce—since the PRIDE Industries employees returned to their jobs at the hotel. “Seeing the associates interact with the PRIDE Industries employees is incredible. They create a better working environment for everyone,” Farnsworth added.

Most importantly, the hotel has once again found a dependable and dedicated workforce. As Bowman put it, “PRIDE Industries employees want to work. They love to come in, always show up on time, and when it’s time to start, they’re ready. They are hardworking.” Of all the hotel staffing solutions available, this one has gone beyond providing a reliable workforce. It has also fostered a positive, supportive workplace culture that benefits everyone.

“Partnering with organizations like PRIDE Industries, who do great work in the community, is truly rewarding and reflects our core values as a company.”

—Matt Farnsworth, Assistant Director of Food and Beverage

Higher employee retention and lower absenteeism are two well-established benefits of hiring people with disabilities. But they’re not the only ones. Businesses that invest in an inclusive workforce are also eligible for tax credits. And while these incentives can vary from state to state, one tax credit is available no matter where in the U.S. a business is located—the Work Opportunity Tax Credit (WOTC).

What is the Work Opportunity Tax Credit?

The Work Opportunity Tax Credit is a federal program that provides employers with tax credits for hiring individuals from certain target groups that have faced barriers to employment, including people with disabilities.

Created as a part of the 1996 Small Business Job Act, the WOTC began as a temporary tax credit designed to promote employment, empowering individuals to become members of the workforce and attain self-sufficiency while earning a steady income. Since its initial enactment, the WOTC has been extended several times—most recently through 2025—with legislation on the table to enhance it.

How Does the Work Opportunity Tax Credit Work?

In a nutshell, the WOTC is equal to 40 percent of an individual employee’s incurred wages, up to $6,000 for an individual who:

Is in their first year of employment.
Is certified as being a member of a target group.
Performs at least 400 hours of services for that employer.

Individuals working fewer than 400 hours but at least 120 hours for an employer are subject to a reduced credit (25 percent). Rehired employees are not eligible for the WOTC. Eligible employers can apply any unused WOTC from the current year to the previous year and carry it forward. The maximum tax credit is generally $2,400.

How Does an Employer Claim This Credit?

According to the U.S. Department of Labor (DOL) and the Internal Revenue Service (IRS), employers must follow a three-step process to claim the WOTC.

1. Prescreening and Filing Certification Request

Within 28 days of a new hire, employers must apply for certification that the employee is a member of a target group. To do so, the employer and the newly hired employee must complete and submit the following pre-screening paperwork to the designated state agency:

IRS Form 8850, the Pre-Screening Notice and Certification Request for the Work Opportunity Credit.
DOL Form 9061, the Individual Characteristics Form.

2. Certification Approval

After the forms have been submitted to the state agency, the employer will receive a determination from the certifying agency. The determination will detail why an employee does or does not qualify. The WOTC certification will be included if the individual qualifies for it, or the agency may request additional information.

3. Claiming the Work Opportunity Tax Credit

After certification by the designated local agency, and after the employee has worked a minimum of 120 hours, employers can proceed to file the WOTC with the IRS. Taxable organizations will file IRS Form 5884, while tax-exempt organizations will file IRS Form 5884-C.

It’s crucial to complete and submit the required forms accurately. Refer to the IRS and U.S. Department of Labor websites for these forms and for detailed instructions.

Additional Tax Credits for Employers Who Hire People with Disabilities

In addition to the Work Opportunity Tax Credit, employers who hire people with disabilities may be eligible for additional tax incentives that relate to physical accessibility.

Disabled Access Credit

To encourage businesses to improve accessibility for both employees and customers with disabilities, the Disabled Access Credit provides tax incentives for making establishments more accessible. Small businesses that incur expenses for architectural adaptations, equipment purchases, or services aimed at facilitating accessibility may qualify for a tax credit of up to $5,000 per year. A business can claim a tax credit once annually for qualifying access expenditures.

Architectural Barrier Removal Tax Deduction

The Architectural Barrier Removal Tax Deduction is another incentive aimed at encouraging businesses to make their facilities more accessible. Specifically, it allows a deduction of up to $15,000 per year for qualified expenses related to removing physical barriers in the workplace.

State Tax Credits

Several states offer their own tax credits related to hiring people with disabilities and creating accessible workplaces. More information about these credits is available on state tax board websites.

The Benefits of Hiring People with Disabilities

In addition to the direct financial benefit of tax breaks like the WOTC, hiring people with disabilities offers several other proven benefits for businesses. Here are just a handful:

High Retention Rates reduce turnover and foster continuity, maximizing organizational stability and success.

Low Absenteeism fosters a healthy work environment, enhancing productivity and minimizing disruptions to workflow.

High Productivity translates into increased operational success and competitiveness in the market.

Boosted Workplace Morale encourages a positive workplace culture that enhances motivation and promotes collaboration.

Positive Social Impact appeals to socially conscious investors.

Increased Profits result from improved employee performance, reduced turnover costs, and heightened customer satisfaction.

How to Connect with a Stellar Workforce

State agencies, such as the California Department of Rehabilitation, and partnering organizations like PRIDE Industries, can put employers in touch with this stellar workforce so they can make use of the Work Opportunity Tax Credit in the coming year.

Partner with Us to Solve Your Labor Shortage

The U.S. Chamber of Commerce recommends that businesses turn to experienced partners to tap the many benefits—including tax incentives—of employing people with disabilities. PRIDE Industries has enabled hundreds of companies to do just that, helping recruit, hire, train, and support this reliable talent pool—free of charge to employers.

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Liquidation Company Finds Staffing Solution for Warehouse Positions

RL Liquidators is one of the largest liquidation companies in the western United States, but still had trouble filling warehouse positions. The company processes thousands of overstocked and returned products from retailers every day, receiving over eight thousand truckloads of products annually across four national distribution centers, and selling the products through its own retail channels.

The Challenge: Filling Critical Warehouse Positions

In 2024, RL Liquidators was experiencing rapid growth, opening warehouses and retail outlets throughout California. But it had a hard time filling and retaining warehouse positions in the face of an industry-wide labor shortage.

A recent survey by logistics software provider Descartes found that 76% of supply chain and logistics leaders in North America and Europe are experiencing notable workforce shortages, with 37% characterizing the shortage as high to extreme.

“Warehouse positions can be hard to fill. I have many people that come in here and already don’t want to be here,” said Michael Pizarro, Vice President of Operations at RL Liquidators. “We would have employees show up late or already be looking for their next job, with no investment in the work.”

Pizzaro and his team felt the effects of high turnover and the impact on productivity.

“Turnover is expensive. Searching for that labor affects the bottom line and that is money we’ll never get back,” he said.

Turning to temp agencies and exploring other traditional hiring channels proved to be ineffective. Despite its efforts, the company had trouble finding employees who had the drive and motivation to fill open warehouse positions.

The Solution: Finding a Productive and Reliable Team in People with Disabilities

At the core of RL Liquidators’ business model lies a commitment to helping others, demonstrated by its mission to make essential goods affordable to those who need them most.

Recognizing an opportunity to align their staffing needs with their values, RL Liquidators saw potential in partnering with PRIDE Industries, an organization with the mission to create employment opportunities for people with disabilities.

“Our recruiter made the connection with PRIDE Industries, and we couldn’t have been more thrilled, because that’s always been what the company is built on—helping others,” said Pizarro.

PRIDE Industries offers a specialized workforce solution that proved to be a great fit for RL Liquidators: supported work groups. These groups, which are strategically placed within a business, are comprised of three employees with disabilities and an employment coach. As the employer of record, PRIDE Industries manages all critical employment functions—including recruitment, hiring, training, payroll, supervision, and quality control—which effectively reduces the administrative burden for partner companies like RL Liquidators.

At RL Liquidators, the PRIDE Industries work groups are responsible for sorting, inspecting, and organizing products to help maintain the integrity of the liquidation process. Employing people with disabilities in partnership with PRIDE Industries has strengthened RL Liquidators’ workforce and made many of these processes more efficient.

“Some of the most productive employees are people with disabilities,” says Vladimir Fonsi, a PRIDE Industries Employment Coach working at RL Liquidators. “They work hard. They go out of their way to show that they are productive and hardworking. They don’t have to prove it to us for long because their work ethic is clear from the start.”

The work groups have proven to be an ideal staffing solution, enabling RL Liquidators to fill its vacant warehouse positions with skilled, productive employees.

Izzy Yiznitsky, another PRIDE Industries Employment Coach at the site, has witnessed the impact.

“I have seen how my team alone has increased productivity, and I know that’s what many companies like RL Liquidators are looking for,” she said.

The Results: Inclusive Hiring Eases Warehouse Labor Shortage

RL Liquidators has experienced the positive impact of inclusive employment practices. By offering employment opportunities to individuals with disabilities, it has built a reliable team, increased productivity, and decreased turnover.

“I love how particular PRIDE Industries employees are. They care about everything, and they want it done correctly,” said Pizarro. “It’s exciting for us to see these teams of people with disabilities who want to be here, work hard, and do great at their jobs.”

As its operations have grown, RL Liquidators has expanded its partnership with PRIDE Industries to keep up. Today, a collaboration that began with a single work group has expanded to include four work groups, with a total of 12 employees and four dedicated coaches. Having this reliable labor solution has enhanced the company’s operational capacity and enabled its growth.

Services Provided

Receiving merchandise
Sorting products
Palletizing for distribution

“I love how particular PRIDE Industries employees are. They care about everything, and they want it done correctly. It’s exciting for us to see these teams of people with disabilities who want to be here, work hard, and do great at their jobs.”

— Michael Pizarro, Vice President of Operations at RL Liquidators

Can a person who is deaf and blind excel as a cleaning professional?

Yes.

“We need 10 Beths!”

That’s what Trent Thomas, a custodial supervisor for the Little Rock Arkansas Federal Building, said when asked about the work of his top employee, Elizabeth “Beth” Cole-Pope.

Cole-Pope is both deaf and blind.

“I was born deaf and was diagnosed with Usher Syndrome when I was 15 and started losing my vision at age 25,” she said. Throughout her life, Cole-Pope has been determined to be independent. She earned a college degree and set out to join the workforce.

But Beth quickly discovered a hard employment reality faced by many individuals who are both deaf and blind. According to the National Deaf Center, only 38% of deafblind people are employed. Stigmas, biases, and other barriers often stand in the way of qualified job candidates who happen to have a disability.

“I searched and searched for a job for a very long time,” Cole-Pope said. “After I got a college degree, I still searched for the right job, but I couldn’t find it,” she said.

Ashley Beatty, Cole-Pope’s employment specialist and interpreter, witnessed these obstacles firsthand.

“I watched the barriers that we would face,” she said. “As the employment specialist, I would go everywhere and ask if they would even just interview her. It was so hard to convince people to let us even come in, because when you start using the words ‘deaf’ and ‘blind,’ people get super scared.

Navigating the Path to Meaningful Employment While Deaf and Blind

Fortunately, change was on the horizon for Cole-Pope. After relocating to Arkansas, a vocational rehabilitation counselor connected her with PRIDE Industries. PRIDE Industries was awarded a contract to clean the Little Rock Federal Building through SourceAmerica and the AbilityOne® Program, organizations dedicated to delivering high-quality products and services to federal agencies while supporting quality employment for people with disabilities.

PRIDE Industries hired Cole-Pope as a janitor on the contract.

To ease her transition into the new role, Cole-Pope worked with an employment coach who specialized in American Sign Language (ASL). The coach helped her navigate the workspace, meet employer expectations, and communicate with colleagues, most of whom did not know ASL.

As Cole-Pope pointed out, resources like coaches give people with disabilities the tools they need to find and thrive in employment.

“The job coach also knows sign language and so that’s very helpful and they can help me do my job better and I can be more familiar with the area and work with my team better,” she said.

Beth Cole-Pope tells her employment story

Inclusive Hiring Leads to Innovation

Since Cole-Pope is both deaf and blind, many conventional cleaning methods do not work for her. Cole-Pope has learned to adapt her own method of cleaning that relies entirely on touch, feeling her way around the rooms and surfaces she needs to clean.

“I watch her work, and her method is amazing,” Trent Thomas said. “We’ve actually started using her methods to train other people on the way she cleans everything she touches.”

Diverse hiring practices have long proven to lead to innovations in the workplace. It’s something that Beatty has seen play out in her role as an interpreter. “The only thing that I’ve ever heard from people who have hired blind individuals, deaf individuals, or deafblind individuals is that they wish there were more employees just like them.”

Breaking Down Barriers

Despite facing challenges in her job search, Cole-Pope was able to find a career that brings her pride and a sense of purpose. Her story demonstrates the potential of employees with disabilities.

“I know that there are many deafblind people out in the world, and I don’t know if they’re happy with their lives or happy at their jobs,” Cole-Pope said. “But I know that I’m deaf and blind, and I’m so happy working here.”

Through PRIDE Industries, she has found the independence she was looking for. And by modeling new cleaning techniques, she has made a positive impact in her workplace. That impact was recognized by the state when Arkansas Rehabilitation Services (ARS) honored her during their National Disability Employment Awareness Month 2024 kick-off celebration in October.

“I want people to know that people who are deaf and blind can do things,” she said. “Just break those barriers down and just let us in. Let us work.”