On May 20, 2022, Drake Cooper zigged when everyone else zagged, and promised a flexible, hybrid workplace policy titled, "Your Choice, Hybrid." "Drake Cooper is Your Choice, Hybrid. What we mean is, it's your choice. We are not going to force anyone to come back into the office, but we are going to maintain an office space..." In the years since this announcement, many of us have moved further from downtown to save money on housing, become healthier than ever before because commuting time could be spent dog walking or exercising. Maybe you expanded your family, or added a furry friend into the mix. Maybe you passed up higher pay because you were so proud to work somewhere that broke trail and put its employee-owners first.  This flexibility is a paramount piece of Drake Cooper culture, and taking it away for the benefit of collaboration in office is capped when so many team members work remote across the country and client calls are near exclusively virtual.

It's simple Publix Other cutters in other departments at Publix are paid a higher rate due to the fact that cutting is considered a skill and not everyone in the produce department can cut like a seasoned produce cutter. The fact remains we are being left out and I think this is a great platform to voice our option and reach the higher ups. We show up everyday and go through big bogos and big holidays at the same pay rate as other employees who are also extremely hard working. What we do is not easy and it does take skill so please pay us and treat us like everyone else who cuts at our stores.

Why Is It Important? This campaign is important because the current working conditions at Weis Markets are unsustainable and are causing serious harm to the well-being of employees across multiple departments. The drastic reduction in staffing hours, combined with an increase in workload, has led to burnout, health problems, and mass resignations. These conditions not only negatively impact the employees but also affect the overall performance of the store, leading to lower morale, poor customer service, and operational inefficiencies. The shift in hour allocation based on the number of items sold, rather than department revenue, is directly contributing to these issues. By advocating for a return to the previous system of hour allocation based on department revenue, we can help ensure that all departments receive the staffing hours they need to function properly, employees are not overworked, and workloads are reasonable and achievable. This change is essential to restoring a healthy, productive work environment where employees feel supported, valued, and able to perform their jobs effectively without risking their physical and mental health. Why Should Other People Join? Weis Markets employees across all stores are facing the same challenges: fewer hours, more work, and unreasonable expectations. If we don’t stand together to demand change, these issues will only worsen, driving more of us to burnout and pushing more of our coworkers to leave. By joining this campaign, you’re not only standing up for yourself but also for your coworkers who are experiencing the same struggles. Together, we can push for fairer hour allocation, improved working conditions, and a stronger commitment to employee well-being. This is an opportunity for all of us to ensure that Weis Markets recognizes the importance of its workforce and makes the necessary changes to support a healthy and sustainable workplace. Every voice counts, and by working together, we can achieve real, lasting change.

So our customers can shop comfortably. So we can work comfortably  So no person passes out. YOU ARE LOSING CUSTOMERS BECAUSE OF NO AIR IN THE STORES! (AT LEAST 5 STORES). HOW MANY EMPLOYEES ARE WORKING IN THE 90 DEGREE AND ABOVE HEAT??? HOW MUCH MONEY ARE YOU LOSING EACH DAY??

Amazon is getting free labor out of our brick and mortar store, which is supposed to serve our town. Instead, we are now saving Amazon money, a company that is trying to put us out of business. We are now serving Amazon's customers at the expense of our own: Print and Marketing employees are deluged to the point they can't catch up on producing orders or train new associates. Role Clarity is a thing of the past if we can't do our pull lists, cycle counts, and work on our selling culture. We care about our stores. We want them to perform better. Morale is plummeting. If Staples will not stop Amazon returns or increase budgeted hours, employees will leave in droves. We carry the burden of greater workloads with less time for doing our actual jobs, skyrocketing our physical and mental health issues and emotional struggles as mere human beings as we seek to just go to work and maintain our store. We are people who matter. Our stress level matters. We need better strategies to bring customers into our stores. We don't need Amazon to do that.

Pharmacists and pharmacy staff are often the first point of access for healthcare in the community. And we are the final safety net before a prescription reaches the patient. As such, we must be accountable to the oath of pharmacist and be constantly vigilant in the pharmacy to ensure patient safety is preserved.

The workers of Mom's are striving to create a better work environment but have been summarily ignored by the owners. Our staff has created a letter and has been attempting to organize a meeting, but attempts have been stonewalled from ownership. We are asking for your support for a good-faith meeting between ourselves and Sukanya, where we can bring our issues to the table.

When working for any full-time company one should be provided with time to perform natural bodily functions while on the clock. If we were physically in the office we would probably not have to clock out to use the restroom and it should be an expectation when working for a company for 40 + hours a week. Holding in bodily functions is not good for anyone especially post-partum moms for example.

We are losing our right to a fair trial and jury. It is not a matter of if, but when. While there are exceptions to arbitration, there is nothing stopping that from being changed in the future. After this change, the focus will shift, and Ikea may have an easier time changing the terms without anyone noticing. A jury and fair trial is more fair to the employees, and the company is acting to prevent employees from ever seeing their day in court. If we do not stand up now, this will go into action, and it will get worse. We must stand in solidarity to protect current and future workers.

This change has caused unnecessary stress as some employees are now barely making it in on time or are forced to show up excessively early, and others post work obligations are also facing interference. The local community is dealing with a huge inconvenience since this change has heavily congested the roads surrounding the plant, in turn this has the potential to lead to an unsafe environment for its residents. By reverting the start times, the company would also be reinforcing its pledge to be a green facility by reducing unnecessary emissions as a result of the abundance of vehicles sitting at idle.

We believe that Ally should encourage, not prohibit, flexible work to build a more diverse and successful company where we can feel comfortable to “be an open, diverse, and inclusive culture” together.

We all have families and mouths to feed, bills to pay, and we all know prices are skyrocketing because of inflation. Why wouldn't we want to be set up for success and able to make lots of money for our organization and employees. Our guests are very loyal, and deserve better, and so does this crew!! We don't want to risk getting our guests sick or get sick ourselves.