Some of us love what we do and count on this for our income. We would love to continue working here after everything is done and over with but we have to survive it first. Please help us so we can continue doing what we love when things get back to normal.

These health care providers are risking their lives along with the loved ones they go home to each night, while providing life saving care to coronavirus victims. They are not expected to work from home, practice safe distancing, or put their concerns first; instead, it’s all hands on deck for this group of health care providers. With barely enough money to cover monthly expenses and student loan debts, if they become infected by a + patient, the hospital loses a set of caring hands, but the employee risks so much more. Offer hazard pay to nurses and techs. They are dealing with a crisis and should be paid accordingly

Closing Starbucks, during this pandemic of the coronavirus is crucial. The virus itself is airborne, and although washing your hands frequently, and disinfecting the store is helpful, that won’t prevent the spread of said virus. Both customers AND partners are at risk of catching and spreading the virus. At this point in time, there is no way to know who has the coronavirus, due to the limited number of tests. Suspending all business hours, until further notice, WHILE continuing to pay both hourly, and salary workers, would be beneficial to both customers & partners. Most Starbucks locations are strategically placed near hospitals and schools/universities. Although most schools have closed, most hospitals have not, and will not close. This leaves most partners exposed. While Starbucks have put new policies into play, that doesn’t mitigate the entire risk of catching the virus. Partners and Customers can display no symptoms, while still being able to transmit the virus to others. Instead of waiting until a partners has been exposed or catch the virus, closing all stores would prevent anyone from getting the virus. At this current time, partners are on the frontlines, potentially being exposed and spreading the virus, unknowingly. The moral thing to do, would be to suspend business, while paying partners, until there is a grip on the virus.

Sprouts Farmers Market is unusual that it offers healthy food for relatively low cost, setting itself a part from the larger organic grocery outlets like Trader Joes and Whole Foods. What Sprouts fails at is loyalty to their lowest paid hourly staff. With the larger grocers, employees are protected by unions and practices that ensure a better working atmosphere and better hours. Sprouts Farmers Market is focused on growth. While there are opportunities for employees to take advantage of health insurance as part-time workers, very few are given the hours to pay for health benefits, much less pay their bills. There are employees that have worked for Sprouts Farmers Market for two years or more that are scheduled 8 hours a week. There is next to no assurance of hours on a weekly basis. Hourly employees are subject to hap-hazard schedules. In California cost of living is sky high. As an hourly worker at Sprouts Farmers Market it's a joke to believe that you can get enough hours to live on or pay your bills because of hours are unpredictable week to week. Sprouts Farmers Market experiences very high turnover. Employees quit their jobs because they do not feel valued. This feeling of being undervalued stretches across pay scales and allocated hours. Sprouts Farmers Market is one of the very best of the best for its customers, and one of the very worst work environments, with morale that's consistently low. This must change. Sprouts Farmers Market averages a 2.9 rating out of 5 via Glassdoor. Most of the company reviews center around communication of executive staff, scattered scheduling and poor wages.

As Game Workers Unite co-founder and tech industry labor organizer Emma Kinema said in her recent XOXO speech, Kickstarter's mission to democratize the way in which people create art, music, games, tech, and writing is a noble and important pursuit, and it is only natural that it is at Kickstarter where we are seeing one of the first tangible signs of democratizing a tech industry workplace through unionization. Workers throughout tech, games, and many traditionally unorganized industries are watching, cheering on, and standing with the workers of Kickstarter in solidarity. Kickstarter United has sparked all of our imaginations and have our fullest support. Stand with them today!

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.

Estes Express Lines is one of the largest freight trucking companies in the U.S. They currently have about 16,000 employees, more than 6,700 tractors and 30,000 trailers, and a network of 200+ terminals. They continue to grow bigger and bigger which is a good thing but a lot of us feel like the dock workers should be getting compensated for any overtime that is needed of us. We've been taking on so much freight this year that we have been put on mandatory 6th days. The fact we are having to work extra days that should be spent with our families, and we don't get paid overtime after 40 hours is a real kick in the gut. Not getting paid overtime after 40 hours makes us feel like we're getting taken advantage of. Every other position besides the dock worker gets some kind of compensation for working either over 40hrs a week or having to work a mandatory 6th day. Jockeys get overtime after 40hrs, office staff get overtime after 40hrs, management get compensation days. Why are the dock workers left out? We, the undersigned, respectfully call upon CEO Rob Estes to put into effect that all dock workers from Estes Express Lines get paid overtime after 40 hours in a work week. Surely the time has now come to see that this issue needs to be changed because the dock workers are not being treated equally. We submit this plea for the following reasons: 1. Everyone eles is paid overtime or gets a compensation day for a mandatory work day. 2. It's not treating us as equals as everyone else. 3. It would make having to work extra time or mandatory days not as bad. 4. It would boost the morale of the shifts. 5. It would cause better shifts to get created, so that all shifts are working more closely to the same amount of hours.

My name is Adelaide Smith and I am a former barista and coffee equipment technician at Enrico’s Tazza D’Oro. I started working as a barista at the Highland Park location in April 2017 and have been with the company as it expanded from two cafes, to four cafes and a training lab. When I first started, it was clear that the management structure was somewhat disorganized and not totally functional, but as the new cafes opened, the situation became much worse. Stores have gone months at a time with no manager, so managing responsibilities were piled onto assistant manager and barista workloads. This resulted in day to day operations becoming increasingly stressful for baristas. When that trickled into bad experiences for customers, upper management would show up to hassle the staff about their performance and general attitude, leaving no opportunities for productive discourse. In the context of this managerial chaos, myself and other women consistently received lower scores on job evaluations compared to our few male coworkers, despite working for a company owned by a progressive woman. As a direct result of this disparity, men became eligible for higher raises then women at the barista level. This is a great example of how a well-intentioned feminist can perpetuate gender-based wage disparities in the workplace by failing to implement systems and structures that insure just and equitable working conditions. I don’t believe the owner wants gender-based discrimination to be happening anywhere, but the current structure of her own business makes the issue difficult to address. The owner, Amy Enrico, has a history of retaliating against workers who speak out. In one such instance, where two baristas were fired after bringing up concerns at a staff meeting, the National Labor Relations Board was prepared to back the workers in a federal suit, though Tazza and the employees settled out of court. Throughout the various locations staff have been intimidated and harassed by management in retaliation to collective concerns and issues that baristas had no power over. As the equipment tech and part of the coffee quality control team, I would look into any situations where coffee quality was below our standards. On three specific occasions at the Millvale cafe, management came down on the entire barista staff accusing them of making bad coffee, when the problem was out of their control. I pinpointed the equipment issues that compromised our standards and made the issues known to management, but management continued to hassle the baristas until I was able to fix the issues and show that with properly functioning machinery, the coffee was not just adequate, but better than the other locations. Workers at the Millvale location have been targeted and blamed for the poor performance of the store despite their earnest attempts to make that cafe thrive. When management got onto them about evening shifts taking too long, staff worked off the clock to make sure the cafe was stocked and clean for the morning shift. In April of this year, the Millvale staff was told their jobs had been eliminated and the store was closed with only a day’s notice. Later that day on their social media accounts, Tazza D’Oro claimed they would just be closing the Millvale cafe for only a week and reopening the following Tuesday. After the fired workers organized a picket, the plans to reopen the store were postponed. One of the workers was able to pick up part-time work at another location, while the other four are trying to make it by on unemployment. I know these kinds of issues are commonplace in the restaurant industry, but they don’t have to be! We’re calling on Tazza D’Oro to do the right thing and sit down with us, develop a plan to restructure the company, and pay severance to the laid-off Millvale workers.

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!

Graduate Tutors work closely with English Learner and Newcomer students — students who have recently arrived in the United States from another country. Cutting Graduate Tutor jobs would have a devastating impact on individual student achievement and would eliminate one of the only safety nets this demographic, and the other students who receive additional academic support from Graduate Tutors can consistently rely on for individualized, small group support. One thing is very clear: Without graduate tutors, students, parents, teachers — everyone loses. ¿Porque es importante? Los tutores graduados trabajan en estrecha colaboración con estudiantes de inglés, estudiantes nuevas a la comunidad, y estudiantes que han llegado recientemente a los Estados Unidos desde otro país. Recortar trabajos de tutores graduados tendría un impacto devastador en el rendimiento individual de los estudiantes y eliminaría una de las únicas redes de seguridad de este grupo demográfico, y otros estudiantes que reciben apoyo académico adicional de los tutores graduados que hoy en día pueden contar con el apoyo individualizado en grupos pequeños. Una cosa está muy clara: sin tutores graduados, estudiantes, padres, maestros: todos pierden.

We all deserve to be treated equally, whether no matter your gender, age, wherever you come from and more importantly: no matter what your employee status is.