California is steadily raising the minimum, with it set to reach $15 an hour by January 1st of 2022 (at least for large corporations, like Starbucks). Los Angeles County is raising their minimum even faster, with it set to reach $15 by July 1st of this year. It’s expensive to live in Los Angeles County - and they need the wage increase fast. However, it’s even more expensive to live in Orange County and we aren’t due to see $15 until the rest of the state gets it in 2023. The trouble is that even if at a wage of $15 right now, many of us would still be below state definitions of poverty for our county. We need the raise to $15 by 2021, and we need the $17 an hour that will finally put us out of poverty by at least 2023. At $15 an hour and 30 hours a week, an Orange County Starbucks partner that is single earner would currently still be $1,500 dollars below the Extreme Low Income line as defined by the California Department of Housing and Community Development, a line that the agency considers equal to poverty (the majority of successful applications for section 8 housing in California come from people making less than this limit). In 2023, only accounting for inflation, this difference will be even more significant. In 2023 a Orange County Starbucks partner will need to make at least $17 an hour to be just outside the Extreme Low Income limit. Why are we using a single household earner at thirty hours for our numbers? Because this represents the 'worst off' possible newly hired partner. This is a partner trying to support just themselves, and trying to get as many hours as they can in a new store. This is a partner trying to get through college while working. This is a single parent trying their best to pay the bills and take care of their child. It is this petition's stance that Starbucks should guarantee that even our 'worst off' partners are paid enough to be above the state’s official definitions of poverty. In Orange County, we don't have the minimum wage we need, or the path to one. We ask that Starbucks lead the way.

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.

We've had nurses on maternity or sick leave receive no pay. We've had staff missing thousands of dollars of wages, accumulated over multiple paychecks with multiple errors, who took months to be reimbursed. Some nurses and staff are still working to correct their pay, and there are new issues each pay cycle. Managers are being obligated to fix pay versus dealing with issues on their unit. The payroll department is offsite from each hospital and have taken weeks to get back to local HR about pay problems. This situation is untenable and deserves to be spotlighted. My name is Adam P. Witt and I'm an emergency department nurse at Jersey Shore University Medical Center in Neptune, NJ and President of HPAE Local 5058. I write this along with Anna Pona, interventional radiology and cath lab nurse at Southern Ocean Medical Center and President of HPAE Local 5138, Lorna "Mickie" Miquiabas, same day recovery nurse at Palisades Medical Center and President of HPAE Local 5030, and Sandra White, certified nurse assistant at The Harborage, and President of HPAE Local 5097. We stand with one another and will all staff throughout the hospital system on this very important issue.

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.

Amazon is denying DSM1 warehouse workers the same benefits given to regular part-time employees. According to our own employee handbook, regular part time Amazon employees working 20-29 hours a week receive a minimum of 12 paid days off a year in accrued Paid Time Off (PTO) and Paid Floating Holidays. At DSM1, we receive 0 paid days off a year. We believe that DSM1 workers should get the same benefits for working the same number of hours as other Amazonians. To make this point, Amazonians United Sacramento (AUS) collected a petition signed by 218 co-workers demanding we receive PTO. We turned that petition in on December 1st 2019 and in response Amazon management has refused to acknowledge receipt of the petition, refused to meet with AUS, and told us we have to transfer jobs to get PTO. We're not going to let Amazon dodge the real issue. The fact is that Amazon is a trillion dollar company run by the richest man in the world and they intentionally give all class q part-time workers less benefits than regular part-time workers so that they grow the company at our expense. We've had enough. Paid Time Off is not an individual issue but one that affects all employees at DSM1 and across the Amazon Logistics network. Most DSM1 workers have second jobs, childcare responsibilities, or elder care responsibilities that prevent us from transferring jobs to get the benefits we already deserve. For this reason, ensuring equitable PTO benefits to employees cannot be handled through individual meetings, job transfers, or supposedly "open communication." Resolving this issue requires that Amazon management meet with DSM1 workers as a organized group. Please sign this petition if you believe that Amazon management should meet with AUS representatives about PTO and that Amazon should give all of its part-time workers PTO.

We respect the rights and autonomy of freelancers and gig workers to be paid a fair and living wage. Transcriptionists are the heart and soul of Rev.com and decreasing pay abruptly and without announcement or community input puts undue strain on workers, who deserve to be treated as vital participants in any company success.

A living wage is the most urgent concern for all workers. It reflects how much a company values its employees and their dignity as human beings. With the cost of living rising ever higher and wages continuing to stagnate, the working class continues to deteriorate and if this goes on there will be nothing left to salvage. These current circumstances are already unsustainable, it is past time that we are rewarded for all of our continued hard work. Individual states have already started to introduce $15 minimum wages and those states are flourishing. Publix is a pleasure to shop and work at, we provide better service than our contemporaries and yet they have raised their wages (Aldi's, Whole Foods, Target, and Walmart ). I believe that if we provide the best service that our wages should reflect that. If you agree then please sign, it's not too late to regain our dignities back. (I'm using a pseudonym)

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!

Having higher wages will attract people who are looking to develop into higher positions. Right now we get college students or high school students who don’t plan on staying long-term and don’t take the job seriously. I also feel like it will help employees feel like the work is worth it. We deal with very high end customers who expect expensive service, but baristas feel overworked and under-paid so they don’t have the drive to work at their best or go out of their way for a customer. Higher wages will make a huge difference on the environment of the workplace because they will demonstrate to employees that their work is valued and appreciated. I know the perks that Starbucks offers are amazing and I’m not doubting that, but they just don’t suffice when you can’t afford to live. I’m here to make a difference and to improve the customer experience, employees’ livelihood, and the overall morale of the business.

If you're like me, you are immensely proud of Zoom's mission to not only lead the charge on workplace happiness, but also to set a new standard for the impact we have on the community around us. This is evident in programs like our maternity/paternity benefits, in our grassroots nonprofit projects like Erin Kehoe's PB&J sandwich drive, and in our partnership with the Ronald McDonald House. Not to mention the incredible crew that makes it all happen (Thank you Emily Crane and Melissa Dorsch!). I am also just as proud of Denver's heart for being leaders in similar initiatives, like Denver's Housing First Program which has received $11 million from the city in the last 2 years and has an 89% retention rate among homeless recipients, to $447 million for 35 school construction projects across Colorado for 2018-2019. Zooms culture in Denver is the perfect storm, and we are constantly working towards setting new standards in responsible and forward-thinking community impact. One of the initiatives which Zoom has leaned into more recently is one around emissions/waste/environmental. From metal straws, to recycled plates and utensils, to public transportation benefits, Zoom has made a point of encouraging employees to reduce their environmental impact. Even our platform has massive benefit for customers via reduction in travel, which translates into unbelievable emissions savings (1 roundtrip flight from SF to London = 1 Ton of CO2). Where we currently lag far behind, especially in the Denver office of all places, is Bicycle accommodations. Bicycles are considered the most efficient form of transportation, and are widely accepted and accommodated for in the Tech industry, especially in Colorado. We know it may be an uphill battle with our building, but it is truly a small ask considering its impact, especially in the city where this is the standard.

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.

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.