Our goal is equitable pay for frontline workers. Our fellow crew members are now unshakably aware that NYC Parks will refuse to do what's right if we remain quiet. Let’s not forget We didn’t get masks until three months into the pandemic. Or sanitizer. And we were furloughed for a mandatory week. We must speak up. We are ending this campaign at 20,000 signatures to stand as a reminder for parkies that we are here and we will not back down. We are ending this campaign at 20,000 signatures to remind NYC Parks that we have broad public support and worker solidarity on our side – and we're only just getting started. Solidarity forever.

It’s important to have the same standard for everyone that has been there and is coming to join. Manager should be held respectful and reasonable when it come to learn new thing and coming in as a new manager. And if we the people can’t voice our opinions where is our rights. How can you be a good leader with out being a good follower. We work harder than most don’t get nothing but a 35 min break one 20 min and one 15 min it’s not fair that jobs doing way less hour Nd less work get more hour to eat than we do. We sign up for day shift ,night shift ,or weekend day or night but we have to come in every weekend and we don’t get time an a half, holiday pay ,weekend ,or night shift pay. We feel our jobs is being threatened Because if we don’t come in on our day off that’s 2 points or more. We done went through every step we needed to help with the concerns we the associate have.

Bright Horizons promised to respond to worker demands by September 30th but they have not done so. We must hold them accountable. We were recently informed that the Fedkids center at 26 Federal Plaza in Lower Manhattan will no longer be operated by Bright Horizons. On the company call that was held two weeks ago, Bright Horizons representatives did not let us ask questions or even speak in the meeting. It was brief and insulting to the many teachers who dedicated years to the company and left us with more questions than ever before. Many of us have been employees of Bright Horizons for years, some upwards of a decade. We have spent the past several months furloughed and awaiting communication but continuing to stay in touch with children and their families via Zoom, only to discover that in a matter of a couple of weeks we need to decide whether we are continuing with Bright Horizons or seeking employment at our own center. We are expected to make this decision with very little information and no guarantee of employment if we choose to stay with Bright Horizons or join with the new company at Federal Plaza.

We spend more time in the restaurant than we do in our own homes with our families and we love and take pride in what we do. For a lot of us restaurant workers, this is a profession, a career and a way of life that can not only support our families, but also pays our bills and maintains quality of life. We understand that the restaurant industry can be difficult, stressful and exhausting, but we look to our managers for guidance when that happens. A manager should protect and respect the staff, follow the guidelines and hold themselves to the same standards. A manager should never yell at a worker in front of guests and other staff members for any reason. As employees, it is our RIGHT under the National Labor Relations Act to speak out at the workplace with our co-workers. It is against federal labor law for an employer to retaliate for voicing workplace concerns. We deserve a fair trial. This is our opportunity to change the restaurant culture not only within The Cheesecake Factory but to also set a higher standard for restaurants across the country. By signing this petition to support Allen, he will have the opportunity to stay safe, support his family and put food back on the table. We ask for your support by signing this petition, sharing this with friends and joining our fight for what is right!

Per Planet Fitness policy, face masks have to be worn at all time covering mouth and nose while in our gyms. This is done to ensure the safety of our members and staff. As employees we have to address this policy if we see someone not properly wearing a mask while walking around the gym. That is not easy to do when we are being yelled at, thrown slurs, and called all kinds of horrible names in the process. Employees are the ones who have to clean up after members who come to the gym, we sanitize our clubs to ensure it is safe enough for our members to work out, we clean the restrooms, throw away hazardous trash and come into contact with all kinds of people throughout our shifts. All of these interactions put us in danger of coming into contact with respiratory droplets that could be infected with COVID-19. Many of us do not get paid a livable wage, we do not get paid enough to pay for healthcare and to afford medical costs if we were to contract this virus, many of us have health conditions that put us at a higher risk of dying from this virus. It is not fair that we risk our livelihood everyday to make sure members can come to a clean sanitized gym and release respiratory droplets because they didn't want to wear a mask and still not be compensated. All we get is a letter explaining how "thankful" and "grateful" our higher ups are for having us work and keeping our clubs clean. You can thank us by giving us hazard pay for exposing ourselves in the middle of a pandemic! Many people do not follow the policy and have given myself and my co-workers at Grand Prairie a hard time for enforcing this policy. We are just trying to do our jobs! Unfortunately, we do not have the luxury of waiting out this virus at home. We have to work to make ends meet even if that means risking our lives. As working class people we do not have a choice. But that does not mean we should have to put up with being verbally harassed and having our mental health be affected. The least Planet Fitness can do is pay us to work under these kinds of conditions. Our safety and health matters just as much as the members who come into our gyms. We do all of this for your members and for your company, you owe it to us Chris Rondaeu (CEO) , Bobbi Brant (Vice President of Human Resources), and Jeff Helfgott (COO) ! Give us the Hazard pay we should have gotten months ago. We deserve a livable wage. Sincerely, Marisol A.

During this time, mental health is essential to those who are feeling distress during the pandemic. We feel that workers need to be taken care of and their mental health is important as well as their physical health.

Here at the Seattle flagship we have a LOT of co-workers. We may not know everyone by name or their favorite place to be outside, but we genuinely care about each other. That’s why it was a hit to our whole community when we heard that many of us were laid off on July 15. We are now told it’s time to hire new employees, but we believe in order to uphold the Co-Op way we must rehire - at their rate and benefit status as of July 14th - any laid off employees who wish to return. It’s distressing to know our coworkers were laid off in the middle of a pandemic. REI claims to “feel it is important to take care of our employees” (foryourbenefit-REI.com). However, all of these coworkers could have been kept on an indefinite furlough until we found ourselves in a place to rehire, like we are now. Offering to rehire these employees will show Respect for those who dedicated so much of their time to REI. This will also promote the Integrity of our company. REI headquarters and management cited business needs as the reason for lay-offs; now, less than 2 months later, it seems as though our business needs more employees. Let’s bring back the people that already know the Co-op and how this store works. We are operating under unprecedented stress levels and regular daily call-outs. Having seasoned veterans to help the team would ease many worries and abate some of the problems that newer hires tend to have - lack of knowledge and awareness of processes, giving misinformation, etc. REI has long prided itself upon its quality Service and a vast employee knowledge base. Veteran employees are already familiar with the store demands, much of the product, and the local area. In order to provide quality service to the customers, who are risking their safety to be in the store, rehiring employees will allow us to feel confident that we are upholding the special standard of flagship service. With all sincerity, if REI chooses to espouse Authenticity as a core value, the company cannot merely say that it cares about its employees - the Co-Op must actually show up for them. REI built its reputation with these values as a cornerstone and it is now time to truly live them. Offering to rehire the employees, who were unjustly laid off, at their old rates and benefit status is a declaration of true intent by REI to live it's values. We, the undersigned employees of REI Store 11, believe we will all be better off if REI responds to this demand. image credit: https://poshmark.com/listing/REI-Coop-Adventure-Vest-5b35326545c8b3105a688334

Putnam Science Academy has publicly and consistently stated that the safety of its students and staff is its highest priority. Doubtless, the risk of transmission of COVID 19 is greatly increased by inviting students back into the classroom. It is therefore prudent to ask if anything is gained by this decision. Due to the unique challenges of instructing a student body which is divided between those present on campus and those attending classes remotely, it is unfortunately concluded that the answer is often, “No.” Regrettably, many classes simply do not benefit from the addition of in-person meetings. Since teachers are responsible for teaching online students in tandem with students in the classroom, they must often resort to using remote-learning techniques with all students simultaneously, regardless of their physical presence or absence in the classroom. Several teachers have found it necessary to conduct most or all of their classes through Zoom, even with the students present in the classroom. The result is instruction equivalent to online learning, with the only substantive difference being the greatly increased risk of the transmission of COVID 19. Let us be clear: this increased risk is not negligible. Within the very first days of in-person learning, when classroom policies were fresh in everybody's mind and enthusiasm was presumably at its zenith, students repeatedly removed their masks or failed to wear them correctly, ignored social distancing mandates, and congregated at choke points and foyers. The added stress this causes the teachers responsible for student safety (and, indeed, for their own safety) only exacerbates the myriad difficulties of managing a split online/in-person classroom. Having concluded that student instruction is often identical to that which they would receive online, and that student presence in the classroom increases the risk to both students and staff, it must be asked: should in-person classes be a mandatory policy? No. Not when there is a perfectly feasible alternative available. Rather than opting to strictly enforce a policy which offers high risk often without reward, teachers should be empowered to choose for themselves whether or not in-person classes are practical or profitable. If a teacher feels they or their students are experiencing an unnecessary risk, they should be given the option to teach online classes. These classes can follow the agreed-upon schedule, and could in every respect adhere to the guidelines for class times presented in the student handbook. This would not interfere with those classes or teachers who feel that in-person instruction is indispensable, and any teacher who wished to continue in-person or mixed in-person/online teaching would be able to do so. Desiring to teach online does not indicate a lack of enthusiasm for teaching, a lack of devotion to student progress, or a contrarian attitude towards the administration. It is evidence only that the teachers genuinely believe that they can best serve the students, and best keep them safe, by providing online instruction.

We are concerned about this issue because of the well-publicized damage DeJoy has done to the United States Postal Service and its employees since assuming the position of Postmaster General. His appointment was evidently a reward for his fundraising efforts, both legal and illegal, on behalf of the Republican Party. We know that such an investigation will take time, as will preferring charges against him. The sooner, the better, though. PMG DeJoy has already declared his intention to double down on his “Pivot” plan to degrade the capacity of the Postal Service and eliminate union jobs as soon as the election is over. Already, DeJoy’s directives have led to major delays in sorting the people’s mail and made it more difficult for postal workers to carry out their duties. We won't sit idly by as a man who appears to have purchased his title as Postmaster General undermines an essential public service, and the livelihoods of hundreds of thousands of American workers in the process. Maximum pressure, from you, from Congress, from the media, and most of all from all Americans who love the USPS, may well force him from office before that. At the very least, it promises to limit his capacity to continue damaging the People’s Service now--and beyond Election Day.

It is important because committing to sustainability is an important movement that Starbucks claims to be apart of and something they claim to do, when we don't even have recycling bins at the very least. We, as partners, create an absolute ridiculous amount of waste and even half effort could save so much waste from making it to the landfills.

We are the hardworking men and women who feed students day-in and day-out at West Chester University. We have a union contract that ensures we are paid fairly, treated with respect and provided with benefits that help us take care of our families. So do our brothers and sisters at 10 other PASSHE universities. Workers at one more, East Stroudsburg University, just won their union and will soon change their lives by negotiating for their union contract. We can't allow these protections to be threatened by the PA State System of Higher Education's (PASSHE) consolidation of food service operations across the state. In Western PA, one food service contractor will soon feed students at four different universities (Edinboro, IUP, Slippery Rock and Clarion) under one agreement. In Eastern PA, there will be one food service contractor serving six campuses (Bloomsburg, Cheyney, Mansfield, Lock Haven, East Stroudsburg and Kutztown) under one agreement. Food service companies are preparing their bids now. The winning companies will be chosen this fall. We call on Chancellor Greenstein to demand that the winning companies honor the existing union contract as well as the contracts of our union brothers and sisters across the State System. The winning company should also grant workers at Clarion University and Kutztown University a fair process for joining a union so that they too can negotiate for fair wages, benefits and working conditions. We are prepared to take action if this arrangement threatens our brothers and sisters’ union contracts, and by extension, our own union contract. We are well aware of how unfairly many nonunion food service workers are treated and how poorly they are compensated. We will do whatever it takes to preserve the fair treatment, pay and respect we have fought for!

Albertson’s flimsy excuse from doing this has been that we can’t require people who claim an ADA medical exemption from wearing a mask. What they fail to mention to employees is that the ADA does not cover exemptions that put others in danger. Not wearing a mask in public places others in direct harm and should not be allowed.