Child labor is a pervasive problem, especially in the service industry, and there’s no one holding these greedy corporations accountable. That is why we are bringing light to this issue and speaking up. Popeyes has the power and the money to improve working conditions and ensure that we can all make our ends meet without making any sacrifices. That is why my coworkers and I are organizing, fighting for, and won in 2022 AB 257, The Fast Recovery Act, to protect our health and safety, bring ourselves out of poverty, and improve the lives of ourselves and our families. Now the industry is pouring millions of dollars into a deceitful referendum campaign to kill the law. These are the following demands we’ve petitioned at our store: 1) Allow us to take legally required rest breaks, including our second 10-minute rest break. 2) Provide a healthy and safe work environment, including training workers and managers on preventing burn injuries and responding quickly when injuries occur, including calling 911 when appropriate. 3) Provide an adequate first aid kit on-site.

Uber marked a record $31.8 billion in revenue in 2022 and has the resources to make these changes. Uber is responsible for the dangerous conditions we are facing on the job, and Uber is responsible for the policies that make it hard to protect ourselves from these conditions. According to “Driving Danger,” a new report from the Strategic Organizing Center, nearly three quarters of Black, indigenous and people of color driving rideshare and responding to a national survey reported that they accepted rides they sensed were potentially dangerous to them for fear of being deactivated for bad customer reviews (2). Uber undermines our safety when they penalize us for declining rides we feel could put us at risk. By keeping our pay low, Uber forces us to work long hours, taking ride after ride, just to make ends meet. By paying us more for our time and our labor, Uber can make it easier to protect ourselves on the job, and make the risks we face everyday feel more worth taking. Uber’s policies are hurting drivers and passengers alike. When drivers have better protections, riders will be safer, too. When drivers know what we earn from each drive, riders will know what cut Uber is taking from each drive. (1) - https://www.nytimes.com/2023/02/08/business/uber-revenue.html (2) - https://thesoc.org/what-we-do/driving-danger/ ---- Los conductores de Uber demandan seguridad en el trabajo, sueldos más altos y un final a los despidos injustos Mientras Uber se prepara para celebrar un récord de ganancias en su reunión anual de accionistas del 20231, conductores de viaje compartido en el país se están uniendo para actuar directamente y demandar que Uber mejore la seguridad al terminar con los despidos injustos de conductores y pagando a los conductores una tarifa justa por nuestro trabajo. Mientras nosotros luchamos para sobrevivir, estamos siendo amenazados, asaltados, robados o peor. Uber nos fuerza a tomar los riesgos y costos involucrados en el trabajo del viaje compartido. Nosotros pagamos por nuestros autos, gasolina, teléfonos, mantenimientos y reparaciones y la mayoría de los conductores que son heridos en el trabajo deben cubrir todos sus gastos médicos de sus propios bolsillos. Mientras tanto, Uber no ha tomado suficientes medidas para mantenernos seguros mientras hacemos nuestros trabajos. Los bajos sueldos y la constante amenaza de despido nos empujan a trabajar en condiciones de trabajo inseguras. Uber puede desactivar nuestras cuentas, despidiéndonos de inmediato, según las quejas infundadas de los clientes o por ser selectivos al momento de aceptar viajes. La posibilidad de perder nuestros trabajos, con pocos recursos para recuperarlos, nos hacen aceptar viajes que consideramos inseguros y servir a pasajeros que pueden ponernos en riesgo para poder mantener a nuestras familias. Al mismo tiempo, muchos de nosotros vemos que Uber está tomando una porción cada vez más grande de nuestras tarifas. Muchos de nosotros estamos ganando sueldos mucho menores de los mínimos locales y estatales e incluso menores a un sueldo apto para vivir, mientras que Uber está reportando ganancias récord. Sin importar dónde vivimos o dónde conducimos, todos estamos enfrentando los mismos problemas que Uber podría resolver hoy, si quisiera hacerlo. Por eso estamos demandando lo siguiente: -Sueldos aumentados para todos los conductores y un límite en la parte de ganancias de Uber de nuestras tarifas. -Transparencia sobre la compensación y cuánto de nuestras tarifas Uber se está quedando. -Un proceso de despido “justo” que nos dé el derecho de saber por qué estamos sufriendo la desactivación y el derecho a un proceso de apelación justo y consistente. -Una actualización de las políticas de Uber para prevenir que los pasajeros utilicen nombres falsos e imposibles de rastrear y dar a los conductores el derecho a cancelar o rechazar viajes cuando nos sentimos inseguros, sin castigo alguno. Uber registró un récord de $31.8 billones de dólares en ingresos en el 2022 y tiene los recursos para realizar estos cambios. Uber es responsable por las condiciones peligrosas que estamos enfrentando en el trabajo y Uber es responsable por las políticas que dificultan protegernos a nosotros mismos de estas condiciones. Según “Driving Danger”, un nuevo reporte de Strategic Organizing Center, casi tres cuartos de afroamericanos, indígenas o personas de color conduciendo en viajes compartidos y que respondieron a una encuesta nacional, reportaron que aceptaron viajes que sintieron que eran potencialmente peligrosos para ellos por temor a ser desactivados por malas reseñas de los clientes2. Uber socava nuestra seguridad cuando nos penaliza por rechazar viajes que sentimos que pueden ponernos en riesgo. Al mantener baja nuestra paga, Uber nos fuerza a trabajar largas horas, tomando viaje tras viaje, solo para poder sobrevivir. Al pagarnos más por nuestro tiempo y nuestro trabajo, Uber facilitaría que pudiéramos protegernos a nosotros mismos en el trabajo y haría que valiera más la pena enfrentar los riesgos que enfrentamos a diario. Las políticas de Uber están lastimando a los conductores y a los pasajeros. Cuando los conductores tengan mejor protección, los pasajeros también estarán más seguros. Cuando los conductores sepan lo que ganamos de cada viaje, los pasajeros sabrán la parte que se lleva Uber de cada viaje.

Sisters Brothers and Family, It's not complicated. The Union is the best tool for working people to unite together and win improved wages and working conditions. The labor movement allows us working people to join together against powerful adversaries and advance our shared values. Right now there is something that stinks within the Michigan AFL-CIO. Time is up for Jon Byrd, the longtime Michigan Laborers' District Council External Affairs Director, South Central Michigan Area Labor Council President and Secretary of the Michigan AFL-CIO Advocates 501c3. The story finally made it to the press. Read the articles. These rumors have been brewing for decades. Now is the time for leadership to act. There is no neutral. Which side are you on? Sign on to my letter to national AFL CIO President Liz Shuler and the AFL CIO Executive Council. Michigan AFL CIO Leadership failed to protect members and the public. Now I am calling on national leadership to step in and do their job. Join me. Which side are you on?

We love what we do and want Cardinal Health to practice what they preach since they create an image promoting accountability, essential to care, integrity, inclusive, and innovation. We are essential to care and it's essential that Cardinal Health employees to be cared for. Our company has more than enough income to take care of their employees. Cardinal Health currently is facing an Opioid Settlement agreement of 6 billion dollars, 13 million dollars to resolve allegations of kickbacks to physicians and still have the audacity to hold a townhall meeting with Deland, Florida employees on Wednesday March 1 of 2023 informing us we have a $4 billion + budget of investing in our facility but we will not be getting any raises this year. There's Cardinal Health locations that have sign on bonuses, higher pay for less job duties and we still get the shorter end of the stick for working more. We are essential to care and it's time for Cardinal Health to make it a priority to keep their employees happy and remind everyone in the company that our work is not being taken for granted due to greed and that we are all essential to care. Join us in calling Cardinal Health to invest more into their employees and ensure workers they have the respect and dignity we deserve at our workplace. Thank you for speaking out!

Public pressure is one of the key ways to force AEROTEK, WORKRISE & PEOPLEREADY to improve the policies and working conditions that affect workers. Bad publicity means less money in its pockets, which is the only thing we know the corporate entities care about. If you sign the petition, you can send a powerful message that you are with us in our fight. Join us in calling on AEROTEK, WORKRISE & PEOPLEREADY to make renewable jobs fair, safe, and sustainable, ensuring workers can have the respect and dignity we deserve at our workplaces. Thank you for speaking out.

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.

Tell me if this sounds familiar: "X is sick? Yeah, I heard there's something going around the store..." "I heard that almost the entire X department is sick.. " "I'm sick but I really can't afford the steps for calling in..." How often have you seen someone at work who was definitely too sick to be there? For me, I know it's been far too often. Time after time, our teammates come into work sick because they know they would be ⅓ of the way to termination if they called out. That's why I started this petition — to give us a voice in this policy. We deserve to be heard and to be taken care of. I'm sure you remember our training where they said "Don't come to work sick! We'll work with you." It seems almost funny now. 2 steps for calling out sick, when you probably got sick from a teammate who couldn't afford the steps to call out, or an old dude wearing a political shirt who decided to make his cough your problem. On top of that, now according to the HEB Executive Medical Officer, COVID-19 isn't contagious if you don't have a fever. So all of the CDC guidelines about asymptomatic transmission and self-isolation are just being tossed out the window by corporate. In order to avoid a 40 rating, I had to come into work with a positive test in my hands, coughing and wheezing, and still got a step for leaving early because they *wouldn't send me home*. Help fight to keep ourselves, our teammates, and our customers safe. Let your voice be heard, and sign today.

Real freedom is about more than making a living while hoping today is a good one; it's also about having the freedom to negotiate a fair return on our work, affordable health care and good benefits we can rely on, and paid time off to care for loved ones and retire in dignity. By standing together across race and place, we can ensure working people have the freedom to join together in union and live a good life, no exceptions.

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.

Philadelphia’s Restaurant Industry Professionals must stand up to predatory business owners. They cannot continue to do business in Philadelphia. Employers should not be benefiting off a thriving and supportive community while providing the community negligent work environments. It is unacceptable. Business owners should not be willing to steal from its staff, obfuscate responsibilities and create financial disasters for employees and community members. Workers across the country are still recovering from a historic economic crisis and now must face having to fight for wages they earned.