This letter is a Petition for Immediate Measures to be taken in order to protect and improve the lives of Fullbeauty fulfillment center workers during the COVID-19 crisis. At Fullbeauty we work hard, we look out for each other, and we are invested in the success of the company. We are Proud to work at Fullbeauty. However, Fullbeauty workers are currently subject to unfair, mandatory overtime that can leave us physically exhausted and more susceptible to Coronavirus infection. Furthermore, the excessive mandatory overtime is creating havoc in many of our households, as school schedules are in flux, and high quality, affordable, reliable child care is often difficult to find. Additionally, many of us without school aged children are feeling the pinch as we take on increased roles as caregivers for sick and elderly family members. In short, the current, unfair, mandatory overtime situation is hurting everybody. To make matters even worse, Fullbeauty has taken away our Hazard Pay despite the fact that contraction is again spiking in Indiana and all workers are at continued, serious risk of infection. With over $500 Million in annual revenue, Fullbeauty can certainly afford to reinstate Hazard Pay in recognition of our sacrifice to the company . Consequently, we the undersigned demand that Fullbeauty be a better corporate citizen during this health crisis by: Immediately suspending mandatory overtime for its distribution center employees and Immediately reinstating Hazard Pay for all workers We engage in this collective, concerted activity under the protection of Federal Law, specifically, Section 7 of the National Labor Relations Act. We are also prepared to engage in further actions that are also protected by the Act, as well as collective action designed to safeguard our immediate health and well-being from imminent danger as defined by OSHA, Standard number 1977.12 (b) (2). We anxiously await your response to our demand.

Acting in solidarity with the July 20th Strike for Black Lives, Googlers Against Racism call on Alphabet to take stronger action in dismantling racism and advancing equity across our company in solidarity with the communities that host our offices. Alphabet has an unprecedented opportunity to be a global leader in antiracist corporate action. Google’s recent commitments to racial equity are commendable and represent the first step, but Alphabet continues to build products, conduct employment practices, and impact communities in ways that increase racial disparities - actions that cause particular harm for Black+ workers and users. One of the demands of the Strike for Black Lives is that “Corporations take immediate action to dismantle racism, white supremacy, and economic exploitation wherever it exists, including in our workplaces.” We look forward to Google setting the standard for anti-racist corporate leadership. In addition to the demands in our other petition on ending police contracts, we believe there are meaningful ways that Google can respond to the pain many are expressing. The demands are common-sense actions that the company should take in the short term to show that it takes its responsibility in dismantling racism seriously. We are under no illusion that these demands are comprehensive or sufficient to dismantle our company’s role in continuing systemic racism. However, not to address these concerns represents a failure on the part of leadership to meet the moment. We have a long way to go to correct for centuries of harm, and we must seize every opportunity we can to build a society that is consistent with our values. Let’s start with a meeting to work together on this.

Starbucks admits to being "committed to caring for the health and well-being of [their] partners," yet is failing to do so by removing the premium pay. This pandemic is not over.

We're facing unexpected challenges and risks by working in long-term care during this pandemic. We do our jobs to make sure our residents receive the best possible care, and we want to make sure we're safe and cared for in the process.

Because of their classification of us, we do not qualify for regular unemployment benefits. We're not given the same benefits, we're not given the same paid time off, we're not even allowed in the union - at least not the way my district negotiated ESS's contract, I can imagine this is true elsewhere. It's ludicrous that I could work alongside district hired employees who have Union representatives to be their voice & hold the school accountable during this very uncertain time. Subcontracting teacher's aides, especially special education ones, like me, is bad for students, staff & the reputation of the school. It also entirely disenfranchises aspiring educators, like myself, who took a permanent position with a school to fund my way to teacher certification. Now, why would I even bother....? I'm sure many are in my position & that needs to change now for the future of education. Forbes named them a best largest employer for 3 years in a row, at the very least that needs to stop.

We have dedicated ourselves to growing and sustaining Crazy Mocha because we believe in the value it brings to Pittsburgh’s communities. Many of us have worked for years to serve our customers with a high standard of customer service and care. We are valuable members of the business and should be treated as such. Instead, we have been ignored and treated as if we were of no importance to Crazy Mocha whatsoever. We haven't heard anything from the Company since March 26. Any information we've gathered has been from public news reports and social media. Our personal appeals for information are disregarded. Our comments are deleted from social media posts. We've already reached out to the Corporate team who is still working and received total radio silence. Even before this pandemic, when we've reached out to HR in the past, we've been told our concerns are invalid and to stop contacting them about our issues. Many of us have been manipulated by the company: we've been falsely promised benefits for which we weren't actually eligible, we've been told we'd make a higher wage for a shift and never paid that rate, we've been lied to about the nature of regular raises. We've had safety and security issues in stores and been told to just call 911. We have felt extremely disrespected and dehumanized, as if we're completely replaceable. We are a big reason that regular customers keep coming back and, first and foremost, would like this fact to be acknowledged. We look forward to being able to return to our jobs. We care enough that we would like to see changes so that we can continue to provide an excellent product and exceptional service like we always have. We just ask that our concerns are taken seriously and with heart.

As healthcare workers, we are experts at providing care to others. To make it through the COVID-19 pandemic, we must also advocate for each other. If we are not safe and our voices are not respected, then our patients are not safe. Please join us in signing your name and encourage all your coworkers to do the same!

Contingent faculty members at Smith College face significant and disproportionate economic precarity. After you sign this petition, you'll have the option to leave us a message of support. In that message, please let us know what your relationship is to Smith College, such as: Smith contingent faculty Smith staff Smith administration Smith student Smith alum Smith tenure-track faculty Smith tenured faculty Five College contingent faculty Five College staff Five College student Five College alum Five College tenure-track faculty Five College tenured faculty Faculty or staff member at another college/university Community supporter

For the safety of all Taco Bell employees, customers and their families. We the undersigned workers of Taco Bell are concerned about the Covid 19 Health Crisis, and we are worried about how our current work situation is putting us and others directly in harm’s way. Taco Bell hasn’t even considered any sort of bonus or hazard pay raise during this COVID-19 outbreak. McDonald’s, Subway, Arby’s, and most other fast food restaurants that have now been deemed “essential” are getting $2-3 pay raises. Some jobs have given their employees hazard pay and they aren’t working either because the business closed. We’re put at risk and putting our families at risk every day that we go to work for Taco Bell. We are told to change gloves and wash hands between the customers. However, we aren’t given enough staffing to allow us to take these precautions and maintain the company’s desired drive through times without getting questioned about why we aren’t working fast enough. We asked our store manager if we can wear a face mask at work to protect ourselves and he said the regional general manager told him that if an employee feels uncomfortable enough to wear a face mask then that is on them and they need to go home. The regional general manager indicated this is because wearing masks “creates panic and fear”. We say NO! WE ARE IN THE MIDDLE OF A GLOBAL PANDEMIC right now and people are being advised by the CDC to wear masks to protect themselves. Finally, Taco Bell recently had a “Free taco for every customer (obviously in the car) WITHOUT PURCHASE NECESSARY”. Those of us that worked that day know it was the busiest we’ve seen the store since the Corona pandemic began and we have recently been informed they’re going to have another one on the 7th! Corporate is literally encouraging people to come to their store in the midst of the pandemic! April 2nd in the morning there was one case in Dixon, as of 4pm that day there were two and due to what we know about asymptomatic carriers there are likely many more than that. A business losing a few weeks to a month of business isn’t as important as endangering our lives and the lives of our children. By signing this petition we are standing together to demand management make changes before something happens to one of us. If one of us gets sick, we all get sick! Consequently, we respectfully and formally request that Taco Bell make immediate improvements to our paid time off and workplace health and safety policies. Specifically, we want to request: That, ideally, the store close until further notice and provide everyone paid leave until reopening. If the business would be existentially threatened by our first improvement then we request that management support employees and workplace safety by providing a month paid leave to stay home for any employees who have been exposed to COVID-19, show symptoms of COVID-19, test positive for COVID-19, have underlying conditions putting them at greater risk, or live with children or elderly individuals at greater risk. For those that continue to work we request proper personal protective equipment such as abundant latex gloves, face masks, and hand sanitizer in the store. We also request a $3 hazard pay increase for all those that choose to work during this crisis. We engage in this collective, concerted activity under the protection of Federal Law, specifically, Section 7 of the National Labor Relations Act. We are also prepared to engage in further actions that are also protected by the Act, as well as collective action designed to safeguard our immediate health and wellbeing from imminent danger as defined by OSHA, Standard number 1977.12 (b) (2).

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.

We are exposing ourselves (and our loved ones) to COVID-19. We aren’t being paid for the extra work we’re doing or the risk we’re undertaking. We are terrified. We need our company to have our back by introducing hazard pay at the rate of time and a half, plus guaranteeing forced closure pay. Workers who are typically scheduled a certain number of hours per week need to be guaranteed that if their store closes, they will continue receiving pay equal to their average scheduled wages. For example, someone scheduled full time would receive a biweekly check totalling how much they would earn for 70 hours of work — that is two weeks of 40-hours, minus ten 1-hour lunch breaks through those two weeks. Why is this important? 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. PetPeople — and any necessity supply stores at large — are ensuring our communities can safely and comfortably quarantine/self-isolate. But the workers stocking the shelves have not received any sort of security from PetPeople, that we can be compensated for the essential service we are providing. PetPeople is telling us to stay home if we have a fever. That is insufficient — it requires workers to work until they get sick before they can receive any compensation for putting their lives in danger, and it does nothing to answer concerns of part-time or new team members who don’t qualify for medical insurance should they become ill. Retail grocery/necessity stores and hospitals are on the frontlines right now, but retail 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 has our backs.

The world is experiencing a global pandemic. Countries around the globe are shutting their borders, enforcing curfews and imposing quarantines on their citizens in an attempt to quell the rise of this new virus. With estimates that 1 in 2 Americans will contract COVID-19 in the next year and the duration of enforced time off from work, Buddy Boy needs to adequately protect their employees that are putting themselves at risk for the company. All the responsibility now falls on us to adequately protect ourselves, which we cannot do if the company we work for will not provide for us. Hazard pay and guaranteed closure leave provide security, comfort and the increased morality of know our company has our backs during this global crisis.