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.

A vast majority of the staff scrape by living check to check. Their sudden closure of Country Inn has left many workers, most with young children and families, with nothing for the upcoming holiday season. Most, if not all, these workers gave their all for JANCO for years and years only to be tossed aside 12 days before Thanksgiving. A lot, if not all, workers are facing a really difficult time through no fault of their own

Lives we’re effected

It's not right that the rich corporate just shut down businesses without warning and putting so many people without jobs. This is an issue that's been going on for so long and there has to be an end to this. It's before the holidays and people are out of work in a time where right now jobs are hard to find. While the corporate people are sitting comfortable cutting peoples' jobs, the people he cut out of jobs are worrying about how they're going to feed their families, pay their bills, live. Justice is due.

“When Uber deactivated me, I had been driving for them for 2 years. One day, I woke up and couldn’t log in to the app. Uber deactivated me because of a glitch in their system. In my case, the deactivation was Uber’s fault, but drivers get unfairly deactivated every day for all sorts of reasons. Uber kept me out of work for 3 weeks and I fell behind on my car payment. A car payment that I was making to Uber, because I had been leasing a car from them for 18 months. Once my account was reactivated, I worked 12-13 hours a day to catch up on my car payment. It didn’t matter. Uber repossessed my car - taking the thing that I rely on to make a living and something that I was leasing from them. Even though I’ve been reactivated, I live in constant fear that I could be deactivated again for some unknown reason. We shouldn't have to live like this.” -Eleisha R. Every day, Uber and Lyft drivers work under a constant fear of having their accounts deactivated. Deactivation is the equivalent of an immediate firing. Drivers are frequently deactivated with little to no warning, and they are often given no explanation of why they were deactivated, or how they can remedy the situation. The constant threat of termination, in addition to limited opportunity for recourse, means drivers are constantly in a state of fear. Drivers’ stability at work is entirely out of their hands. Instead, their future is decided by the whims of passengers and the companies. It is almost impossible for drivers to advocate for themselves once deactivated, or to fight for reactivation. If you aren't an Uber or Lyft driver, can you imagine working in these conditions? There are numerous things that trigger deactivations including car accidents, background checks, passenger complaints and driver personal safety concerns. Clear policies on why deactivations occur must be developed for each of these issues and more. Drivers need a voice at Uber and Lyft in shaping these policies to better protect both drivers and passengers alike. Drivers deserve a seat at the table. Gig Workers Rising has decided that it is time to take action against Uber and Lyft’s unfair deactivation practices and the devastating impacts they have on drivers. This petition will be delivered in person to Uber and Lyft by drivers. Join us by taking action and signing our petition.

During my time at Washington Reagan National Airport (DCA) the culture was extremely tolerant of a sexual environment and acceptable harassment. Many employees across the company in all different departments have expressed similar situations and environments. Several employees including supervisors attempted to report incidents to the Station Manager and human resource department. After reporting incidents, employees were fired, harassed and/or retaliated against. When this action by Delta was acceptable, other employees have felt powerless to speak up for themselves and address the situation. HR does not do enough to protect employees from workplace harm. One employee cannot fight against these big bullies alone. Employees cannot be afraid to speak up. I personally have lost my career and my life stopped once I was subjected to sexual assault at work. This should not have to happen to one more person! Delta must be held accountable for its harassment problem and create a safe, respectful work environment. (these are views and opinions of the author based on personal experience)

This is important because employees are not clear on what they're signing and are also not expecting to be harassed or discriminated against. Employees are completely unaware that they are signing away their rights to justice if ever they have negative experiences. Companies aren't creating an environment that will hold perpetrators for sexual harassment accountable for their actions, which makes them bold and fearless in their pursuits. I was an employee for 5 months at Longhorn Steakhouse. There were multiple of my coworkers that touched me inappropriately and spoke to me inappropriately. I was disgusted. But I was also not in a position to lose my job. There were times that I would be really aggravated with their continuous actions and speak up and I would be sent home early. Eventually my hours became shorter and shorter, to the point that I would be scheduled for only one or two days a week. If I would've known that when I signed those papers during orientation that I would not be able to get an attorney to represent me in court, and it exempts them from all legal responsibilities in such a case, I would have never signed. And I think anyone applying for a position at this company needs to know what they're signing.

I am a former employee of Papa John's Pizza. I was encouraged, then agreed to be promoted, as AGM last year. I realized through our personal payroll program that I was not getting paid my promised wage. This was brought to my manager’s attention, as well the Area Supervisor’s, eliciting the same response that they will “take care of it.” A few weeks of patiently waiting for a correction and following the chain of command, there was none and I eventually had to call the payroll department myself for retroactive pay. Earlier this year leading up to this from an extremely poor, hostile work environment not only from coworkers, but managers, I was sexually assaulted by my superior while working as an AGM. After being refused from my store manager to Human Resources, I was never offered any paperwork or advice to file my claim for this incident. Following the proper procedure(s) of bringing this to my superior's attention multiple times, I was fired in retaliation and informally transferred to another store location. As a young female, this is a completely different generation that we are bringing into the workforce, speaking up about these issues. For the millions too afraid to truly express themselves, I would like to bring awareness towards this issue to prevent this from becoming a precedent. This is about the laws that we can’t ignore and especially stay silent about. This is not just about me. This is other people. The Department of Human Resources needs to be called out. There are thousands of employees getting hurt from the blind eye of this department not doing anything about these types of claims. They don’t care. Something needs to be done. I am seeking stories from any current/former employees who have experienced discrimination, been fired for retaliation, or anything similar: please come forward, comment below sharing your story, help bring action and create awareness for better employee policy change(s) at Papa John’s Pizza.

This promotes: 1. A sustainable wage for independent contractors working for ride-share companies. 2. Fewer C20 emissions in each city due to an extreme and unnecessary number of drivers in cities worldwide. 3. The integrity and respect of the drivers who do the majority of work for billion dollar companies. Overall, we all love our Rideshare companies. I, myself, have been both a driver and a passenger of Uber in particular. However, the work of these companies is not done, and this petition could help Rideshare companies prove that they not only care about their passengers well being, but the drivers well being as well, who help make their companies just what it is--awesome.

These types of agreements may be legal, but they cut against core Georgetown values. Our community is grounded in a Jesuit tradition that supports the well-being of the whole person—the “cura personalis.” And the law school’s motto is, “Law is but the means; justice is the end.” In order to live up to these values, Georgetown must do its part to end the use of mandatory arbitration and NDAs in ways that silence the victims of sexual harassment and workplace abuses. [1] https://takecareblog.com/blog/munger-tolles-proves-why-we-still-need-metoo [2] https://twitter.com/Orrick/status/978344236725735425 [3] https://twitter.com/isamuel/status/979375191175450625 [4] https://goo.gl/FYujGs Contacts: Stephen Schultze ([email protected]), Rachel Lee ([email protected]), Nicholas Wertsch ([email protected])

My name is Mikey and I work at Toys R Us in Eugene, Oregon. This week, I found out from news reports that Toys R Us will shutdown and liquidate its entire U.S. operation. This news is devastating to say the least. My coworkers and I have no idea what’s going on or when our store will close – all of the updates we’re getting are from the news and corporate is keeping us in the dark. I love my job so much. I enjoy working at Toys R Us and helping kids find toys they love in the store. But I’ve heard that Toys R Us owners are Wall Street companies that don’t care about running a toy business – they just want a quick profit. Thousands of families counting on these jobs will be impacted by Toys R Us’ going out of business. We will lose our jobs. Meanwhile, the CEO of Toys R Us, David Brandon, makes a base salary of $3.7 million. Just days before filing for Chapter 11 bankruptcy protection last September, 5 of the top Toys 'R' Us executives received $8.2 million in retention bonuses. David Brandon received $2.8 million and asked for court approval of up to another $12 million in incentive bonuses. This corporate greed is hurting me and my family. And it’s unacceptable. We’re losing our jobs and our livelihoods while these executives gave themselves huge payoffs. We call on Toys R Us and Babies R Us to give all laid off employees severance pay. Thanks for standing with us.

My name is Shaheim Wright and I’ve been organizing with an amazing group of retail workers standing up for fair schedules in Philadelphia based on my own experience at PetSmart with last minute changes to shifts, no input on schedules from employees, not enough hours each week, and totally unpredictable and erratic hours every week. After I spoke to the press about my erratic work hours and why I support fair workweek legislation, I experienced retaliation for speaking out. My manager Kathy started to only schedule me for the 6:30AM shifts. There isn’t reliable public transportation available that early in the morning, so I had to take expensive cabs or leave at 5 AM to walk to work. I asked my manager if I could get any later shifts – and she told me she’d accept my “resignation.” I was nervous to lose my job but I knew I had an entire movement supporting me to continue speaking out for what’s right. That’s why I testified at the Philadelphia City Council about the impacts of these abusive scheduling practices on us and our community and why we need change. The day after the hearing, I showed up for my 6:30AM shift and I was not allowed to work. I’m completely devastated – I need this job. I support a household of seven. I did everything right, and I was fired simply because I stood up for what I believe in. I need my job back, but we also need a #FairWorkweekPHL because 130,000 fellow Philadelphians just like me shouldn’t be at the whims of our managers to get the hours we need. And I know we can win because we’re stronger together in a movement that’s unstoppable. Thank you for supporting our movement and continuing to speak out for what’s right. They can’t stop us.