The definition of hazard pay by the UN is: "Hazard pay is a form of compensation granted to staff members who have been requested to remain and report for work in duty stations where very hazardous conditions, such as war or active hostilities, prevailed and where the evacuation of families and nonessential staff had taken place." Murphy USA is currently open to the public during this time to provide customers with a much needed service of providing gas, groceries and many other items. Many Murphy USA employees are worried and scared that during these hard times of a pandemic that they or their families will likely contract COVID-19 due to being in contact with customers during their shifts. Thus Murphy USA should be providing employees with hazard pay to compensate them for their extra work and exposure to COVID-19

It is important because we are going to work every day mandatory dealing with 100+ residents and have to risk bringing something back to our families, furthermore this is like playing Russian roulette because we are risking our lives every shift this is terrifying and we are stressed and experiencing anxiety and lack of sleep due to a fear of contracting the caronavirus. We should qualify for hazardous pay to continue to work during these terrifying conditions.

While states can designate what qualifies as essential, the standard definition of an essential employee is someone that performs work involving the safety of human life and the protection of property, according to the 2013 Essential Services Act, but Mapco employees come in contact ALL day long with potentially infected people whom are spreading the virus. Not only has the number of cases increased in most areas but the number of sales have increased Tremendously!

Trader Joe’s has a reputation as a store that treats its employees well. However, during the COVID-19 crisis Crew Members have not been treated with the respect and care that we expect from our company. Other companies with worse reputations have done more to protect and compensate and communicate with their employees. The center of the crisis has moved to New York City, and as front-line essential employees who are partly responsible for keeping NYC fed and healthy, we deserve to be treated with respect and protected from illness.

Because our health is at risk.

My girlfriend works for Dollar General and since this pandemic started they haven't done or said anything to their employees. Except getting on to my girlfriend and the other employees for getting overtime. I work for Krogers and they have done more than what Dollar General has -- that's kinda shitty, honestly.

Many of us live paycheck to paycheck and are dependent on tips. Without the pay that is owed us, we are struggling to make ends meet. Our families and our children are suffering because of this #WageTheft. We, the employees of Home Restaurants LLC, demand to be paid what we are owed! Please sign our petition to help us and our families receive the pay we are owed.

RRMS needs to be transparent about the heightened risks of an in office work model during a pandemic and offer employees an opportunity to decline these working conditions. I am sincerely trying to offer suggestions on how this company can be resilient.

Hazard pay is a form of extra compensation given to employees for performing dangerous duties. We here on the frontlines of this pandemic are putting our lives at risk as well as our families. It is physically, mentally and emotionally taxing on staff members.

According to the UN, hazard pay is “a form of compensation granted to staff members who have been requested to remain and report for work in duty stations where very hazardous conditions, such as war or active hostilities, prevailed and where the evacuation of families and nonessential staff had taken place.” We are in the middle of a global crisis. Instacart — and grocery stores at large — are ensuring our communities can safely and comfortably quarantine/self-isolate. The workers shopping in the stores have not received fair compensation for the essential service we are providing. Instacart has offered to reimburse sick time for any worker who becomes ill for up to two weeks. That is insufficient — it requires workers to work until they get sick before they can receive any compensation for putting their health in danger, and it does nothing to answer concerns of the underinsured should they become ill. Grocery stores and hospitals are on the frontlines right now, but grocery store workers don’t have access to the same precautions and resources as hospital workers. Hazard pay and guaranteed closure pay provides security, comfort, and increased morale knowing our company supports us.

Employees continue to work at the risk of their own health during a global pandemic in an environment that does not follow social distancing protocol and has a rotation of staff from several surrounding counties that come and leave the facility as frequently as daily. This leaves clients and employees in a vulnerable position as Covid-19 is very contagious and potentially deadly. Employees of Mountain Valley Child and Family Services are asking that the following requests be reviewed and considered as compensation for the risk they are posing to their own health for the benefit of a company that was built on the foundation of Welfare, Safety, Security, and Care for All. MVCFS providing employees with compensation for their extra work and exposure to COVID-19 also provides security, comfort, and increased morale knowing our company has our backs.

CORT has not provided our New Jersey warehouse with adequate protections from the spread of COVID-19. We did not receive gloves or eye protection until March 20, 2020, and closing business on Wednesdays will not reduce transmission among employees. Contracted trucks are not reducing our risk of exposure as the furniture they are unloading may carry coronavirus. Many of our requests are practices recommended by the CDC. We trust that you will do the right thing to protect the health of CORT employees, our families, and our customers.