We all love Tesla and want to see the company do well but we need to be able to take care of ourselves as well. We have been told to be scrappy while watching our wages diminish, our work load increase, and continuous promises of a better future if we push though now. This future will not come at Tesla if we do not fight for it. The company is doing exceedingly well with stocks and sales but the amount we make has decreased. Our VPS' and TA's do not make a living wage and we are fighting to breathe life into a company that is not doing the same for us. We love Tesla and our teammates. Even though it is hard to fight for ourselves let's do our best to fight for each other. Tesla will be great and make a real change in this world but only if we hold it to what is right. Please join me in signing this petition and helping Tesla become sustainable not only in our products but how we treat our people. Let's dare to do more and be more.

H&M drives business to this mall. Our customers expect better. Our employees deserve better. Our routines in store have shifted entirely because a large portion of our Back Of House is unusable due to the heat. We are simply asking for a return to normalcy.

“Hey, do you know if I can block someone on Slack?” a friend texted me. Someone at her workplace had a crush on her, and he wouldn’t stop sending creepy messages over Slack—the platform she is required to use for many hours a day to do her job. She therefore couldn’t ignore it every time it pings her with messages, even though they were often from her harasser. Though she could attempt to avoid him physically in the office, as soon as she opened her computer, her dot would turn green. Because her coworkers need to know where she is, it meant he could see whenever she was online, too. He would immediately start messaging her; she felt like she had nowhere to hide. As it turns out, Slack does not have the functionality for a user to mute or block anyone. This is despite the fact nearly every social network now gives you the ability to block someone: Twitter, Facebook, and Instagram all offer easy ways to mute and block users, and they even have dedicated channels to help users through this process. But Slack technically isn’t a social network, even if it’s used socially. Slack views itself as a tool, an infrastructure for production and producing. From alumni organizations to conferences and meet ups, it helps businesses and employees plan, document, and work. The friend I mentioned earlier uses Slack as the main method of communication with her coworkers. Without it, she couldn’t plan meetings, share links, or document her progress for projects. You can’t simply choose not to use that tool without causing a significant workplace fallout. This is a scenario many women and marginalized groups suffer through: someone makes them feel uncomfortable, but if they raise the issue, it may reflect badly on them for overreacting. So they don’t say anything at all, and continue putting up with the microagressions. Online harassment can affect anyone, but it affects marginalized groups the most. On most social-media platforms, a victim can block a harasser and file a harassment report. But Slack doesn’t even mention harassment in their policies. In its “Acceptable Use Policy,” it only outlines that Slack cannot be used for inciting hatred or violence against individuals or groups. The company doesn’t have an official page—or even a blog post—on what to do when their product is used to harass people. Everyone should have the ability to mute, block, and generally augment their experiences online, because having the ability to tailor your privacy settings and how people can reach you creates safety. Ideally your workplace has a system in place to mitigate both online and offline harassment—but what happens if that person doesn’t stop? It’s time for Slack to catch up with other tech platforms and do more to protect victims of harassment.

Making these changes would help cut down on food waste costs and labor costs across the company. And would ensure each store had a consistent and inviting pastry case display.

On July 23, 2019 the FMCSA posted a request for comments to study what they called a “serious pattern of harassment and assault related crimes against female and minority male truckers.”. For over a decade, harassment and sexual assault in entry-level driver training programs has been well-documented and grossly overlooked by the trucking industry and the Federal Motor Carrier Safety Administration (FMCSA), the regulatory agency that is tasked with overseeing safety in the trucking industry. We need a plan of action to address this pattern of abuse and bring about meaningful change NOW! The FMCSA has ignored widely available public information and extensive reporting on rampant sexual assault and rape long-endemic to the trucking industry. The FMCSA should immediately place carriers where sexual assault and rape continue to occur on probation—and disallow repeat offenders from recruitment to their driver training programs until they clean up their act. Without a meaningful and urgent implementation plan, the FMCSA’s request for comments is without teeth—a simple stalling technique and a free pass for the trucking industry. My name is Desiree Wood and I am the President and Founder of REAL Women in Trucking, Inc. (RWIT), a 501 (c) (6) organization. I am also a truck driver myself that experienced sexual misconduct and several potentially violent situations during my truck driver training from 2007-2008 at Covenant Transport, based in Chattanooga, Tennessee. As a student truck driver, I was badgered to discuss sex with a co-driver and I also experienced intimidation, culminating in a violent altercation in which bleach was sprayed at my face. During this altercation, my wrist was badly injured while I tried to send an SOS message to the company over the Qualcomm, the only communication device available to me to seek assistance from my company. My co-driver forcefully yanked from my arms to prevent me from calling for help. I was left behind in New Mexico for several days, a place where I knew no one, while my violent co-driver that had sprayed me with bleach was permitted to continue driving the tractor-trailer. He was highly intoxicated after consuming five Long Island Ice teas and was permitted to operate the commercial motor vehicle on Interstate 40 while I was left behind. When I reported the incident to the Human Resources department at Covenant Transport, they told me they would investigate—but they never did. Even though the incident was likely captured by security cameras and I had filed a police report—the company instead turned their attention to me as a troublemaker. I formed REAL Women in Trucking, Inc. (RWIT) with other lady truck drivers as a protest movement and in a response to the ENABLERS IN THE TRUCKING INDUSTRY AND THE ABSENCE OF AUTHENTIC REPRESENTATION FOR WOMEN WHO WORK AS TRUCK DRIVERS. Our mission is to deliver highway safety through leadership, mentorship, education and advocacy. RWIT has formed into a growing community of women truck drivers that offers support to new truck drivers and we demand change in the trucking industry. RWIT is known as the “go to” organization when it comes to sexual assault and harassment in truck driver training; we offer support and resources to women entering the industry when they otherwise would have nowhere to turn, but it’s not enough. Over the past decade, I’ve personally received weekly distress calls and email from hundreds of women across the country who have had similar or worse experiences during their driver training. In just the past two years, distress calls to our organization have INCREASED at an alarming rate. SEPERATING GENDERS IS NOT THE ANSWER TO THIS PROBLEM SINCE WOMEN HAVE REPORTED BEING ASSAULTED BY WOMEN BOTH PHYSICALLY AND SEXUALLY! The solution to this issue begins with removing rapists and harassers from truck driver training fleets along with the enablers that allow them to thrive. The FMCSA is directly responsible for overseeing entry-level truck driver training programs and they have blatantly ignored this issue long enough. No more paper tiger advisory committees and comment collections that deliver nothing and end up appointing known industry enablers to oversee the issues in these training fleets. Please sign this petition from the REAL Women in Trucking to call on the FMCSA to take immediate action.

The mass shooting in El Paso, Texas was an act of white supremacy and domestic terrorism. Walmart associates returned to work afraid, angry, devastated, and confused. We don’t feel safe in our stores. We support gun control and universal background checks to get weapons of war out of the hands of white supremacists, but let’s be clear that mass shootings are the symptom of a society built on xenophobia, toxic masculinity, patriarchy, and white supremacy. We’re calling for: 1) Walmart to reject the racism & bigotry that’s the root cause of these hate crimes 2) Walmart to change their policy to disallow open carry in all stores and provide clear signs at all entryways of this change 3) Walmart to stop the sale of guns in all stores We can’t wait any longer. We deserve to feel safe and free of violence in our stores. If you are experiencing emotional distress related to incidents of mass violence, call 1-800-985-5990 or text TalkWithUs to 66746 to connect with a trained crisis counselor. By signing up, you are agreeing to receive updates from United for Respect. You can unsubscribe or update your preferences at any time. Message and data rates may apply. Text HELP for more information. Text STOP to stop receiving messages.

Many of our coworkers are becoming ill, overheating, and spending their time off with headaches due to the non-ventilated hoods. I have seen my co-workers continuously feeling faint/dizzy, having panic attacks, sweating profusely, and even vomiting. I’ve seen people have to leave the clean room for air because the unvented hoods are completely unbearable for the overwhelming majority of us. People are quitting their jobs over this. Those of us that are pregnant, susceptible to migraines, susceptible to vertigo, currently battling illness, etc. are at even more risk due to the implementation of non-ventilated hoods. Those of us who have no pre-existing conditions are experiencing symptoms of heat exhaustion as well. This is only day 3! What are the long term effects of working like this? What research has been done on the safety of working in these types of hoods? No one in our leadership has been able to answer these questions. It is up to us to tell them what is safe and healthy for us! We need ventilated hoods for ALL clean-room workers, starting right now! This issue is not just a matter of us being inconvenienced or slightly uncomfortable, we believe this is a human rights violation and a violation of our OSHA rights. Help me let our policy-writers know that we are NOT okay with this!

We work hard every night and day to make sure Amazon packages get delivered, but our working-conditions issues are never resolved. The issues speak for themselves. Our pay is inadequate. We need access to healthcare. And an "Excessive Heat Watch" is in effect this week, and the only step Amazon management has taken to combat heat exhaustion is to give us popsicles. We need real solutions. We need Domonic to meet with us now.

Because plastic bags and plastic, in general, are having a severely detrimental effect on the earth's ecosystems. We can all do our part of course in refusing plastic but our actions only go so far. We must demand businesses and corporations in leading the way to more clean energy and eco-friendly alternatives.

Next to members and residents, staff are the organization's most important asset and the key way the organization fulfills its mission. Like non-profit workers everywhere, we are committed to serving this mission, whether on the streets of Harlem or the halls of government, with great pride. But our current working environment is needlessly unsustainable. It is leading to high turnover and poor staff health, and impacting our programs and partnerships. As a staff made up of predominantly women, people of color, low-income, and residents of Northern Manhattan, we draw inspiration from our co-founders bold action on the West Side Highway in 1988. Their courageous example demonstrates that taking a stand for justice can sometimes be uncomfortable, but it is always the right thing to do. Through a union, we are reaffirming our commitment to WE ACT's mission. Together with management, we will find solutions to common challenges and reinvest in the organization's long-term success. More and more non-profit organizations are recognizing the value that a unionized workforce offers -- and we are confident that WE ACT will join this growing list soon. After all, New York City is a "Union Town." In view of our present climate crisis and the continued exclusion of low-income people of color from important political and environmental decisions, our members, supporters, and communities everywhere deserve only the best and strongest WE ACT we can build. WE are WE ACT and THIS is environmental justice!

We need a fair workweek so that when shifts get cancelled last minute we still have hours we can count on. That’s why we’re calling on some of the wealthiest corporations in our country like Starbucks, Walmart, Amazon and Target to provide disaster relief pay for employees who have had to miss work this week due to the cold. Our bills don’t stop just because it gets cold!

Times are changing and I believe Publix is far behind in certain terms. Revising the dresscode won't change the satisfaction of your customers, nor should it affect the quality of your business and products, with that in mind I think you should be taking another look at your dress code. Like I said before, in these modern times this type of self expression is VERY important to some people. There's no point anymore in drawing out the past, and conforming people to this poorly out-dated dress code. When someone refuses to change their hair/etc. for Publix you're thinking they must not want to work there badly, but the message you're truly sending is that unless you give up your individuality you cannot work for our company. If someone decides they want to do something different for themselves they should be able to with out fear of losing their jobs.