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.

As a long time fan and supporter of the USWNT, this cause is very near and dear to me. Watching the USWNT is an immense source of joy for me, as well as for my family. My mom and I have bonded over watching the USWNT and we know there are many others who share the same story and want to see these women be paid what they deserve. The USWNT has won 4 World Cup titles, and placed in either 2nd or 3rd in the rest (out of the 8 women’s World Cup tournaments.) Additionally, they have 4 Olympic Gold medals, while the men have won ZERO world cups despite the men’s World Cup being around since 1930 (about 60 years longer than the women’s) and ZERO Olympic gold medals. Additionally, the women’s game generates as much as and even more revenue and merchandise sales, from fiscal 2016 to 2018, the women’s games generated about $900,000 more revenue than the men’s games. In the year following the 2015 World Cup win, women’s games generated $1.9 million more than the men’s games, AND the USA women’s home jersey, in the midst of the 2019 world cup, had already become the #1 selling soccer jersey, for both men and women, ever sold on Nike’s website in one season, yet the women are being paid a mere fraction of the men’s team while the women continue to defy odds, face continuous criticism and sexism while still effortlessly winning world titles left and right. I'm hoping this petition continues to raise awareness about this issue, and not only show that the USWNT deserves equal pay for equal/superior play, but to show how the women's game in general needs more attention and funding to rise to the level of the men's game worldwide. The USWNT is a prime example of how women's sports can and will succeed and rise to the highest level of play, and it's up to us as fans to give our full support and make sure our voices are heard so all these phenomenal women athletes are given the opportunities and salaries they deserve.

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.