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.

The mass shooting in El Paso, Texas was an act of white supremacy and domestic terrorism. Walmart associates returned to work afraid, angry, devastated, and confused. We don’t feel safe in our stores. We support gun control and universal background checks to get weapons of war out of the hands of white supremacists, but let’s be clear that mass shootings are the symptom of a society built on xenophobia, toxic masculinity, patriarchy, and white supremacy. We’re calling for: 1) Walmart to reject the racism & bigotry that’s the root cause of these hate crimes 2) Walmart to change their policy to disallow open carry in all stores and provide clear signs at all entryways of this change 3) Walmart to stop the sale of guns in all stores We can’t wait any longer. We deserve to feel safe and free of violence in our stores. If you are experiencing emotional distress related to incidents of mass violence, call 1-800-985-5990 or text TalkWithUs to 66746 to connect with a trained crisis counselor. By signing up, you are agreeing to receive updates from United for Respect. You can unsubscribe or update your preferences at any time. Message and data rates may apply. Text HELP for more information. Text STOP to stop receiving messages.

My name is Patricia Wilkerson and I worked at Lowe’s in Dayton, TX for over 15 years. I’m left without a job and without severance pay It has been very difficult not being given a permanent job and having been laid off twice from Lowe’s. I have had to work for cash as a design assistant and personal driver off and on to scrape by and even my grown children have had to help me . As a result, I'm behind on my mortgage and could lose my home. Lowe’s CEO Marvin Ellison has shut down stores across the country and fired thousands of employees in order to increase profits for top executives. This isn’t right. Ellison needs to take responsibility for destroying our jobs and offer support for struggling families like mine who have been serving this company for years. This is the same corporate greed that is hurting hundreds of thousands of working people and our families at other retailers – and it needs to end. We call on Lowe’s to pay severance to store employees whose jobs he destroyed. For every year worked, we call for a week’s worth of pay. We further call on him to take steps to protect the jobs that remain at Lowe’s, so that our former coworkers have more assurance that their lives won't be thrown into chaos, as mine has been. Thanks for standing with us. By signing up, you are agreeing to receive updates from United for Respect. You can unsubscribe or update your preferences at any time. Message and data rates may apply. Text HELP for more information. Text STOP to stop receiving messages.

As long as the beard looks neat, clean and professional-looking, has defined chin and neck lines, doesn't exceed 2 inches in length, and people working in food preparation areas wear beard guards, there really is no reason why employees at Super 1 shouldn’t be able to have beards.

Equinox & SoulCycle should not in any way contribute to the support or re-election of Donald Trump. As an employee contributing to the success of the company, which Stephen Ross profits from, our work is being sold to promote an agenda of hate. Instagram.com/2PeaceWarrior69

Cordell Walker has been working the front desk at the Dorchester House for over 5 years. Last month, he was unceremoniously removed from his post at the Dorchester, effective immediately, with a thin, unsubstantiated justification. We are asking that he be reinstated immediately. Anyone who has walked by the Dorchester's front desk during Cordell's shift --typically 11pm-3pm on weekends-- is likely familiar with his warm and reassuring presence. Often, one or more residents is standing at the desk chatting with Cordell, staying longer than they need to pick up their package or readjust from the outside weather, and doing so because he is there. He is warm, funny, dedicated and professional to the residents and to his colleagues, often training new employees and/or picking up other shifts despite working difficult overnight hours. To many of us, he has become a, if not the, face of the Dorchester House, one that makes this place feel like a community and a home and who exemplifies why we would choose to live in this building. We, the residents, appreciate all the contributions Cordell has made to our community and urge his employer to do the same. We want Cordell back at the Dorchester!

Many of our coworkers are becoming ill, overheating, and spending their time off with headaches due to the non-ventilated hoods. I have seen my co-workers continuously feeling faint/dizzy, having panic attacks, sweating profusely, and even vomiting. I’ve seen people have to leave the clean room for air because the unvented hoods are completely unbearable for the overwhelming majority of us. People are quitting their jobs over this. Those of us that are pregnant, susceptible to migraines, susceptible to vertigo, currently battling illness, etc. are at even more risk due to the implementation of non-ventilated hoods. Those of us who have no pre-existing conditions are experiencing symptoms of heat exhaustion as well. This is only day 3! What are the long term effects of working like this? What research has been done on the safety of working in these types of hoods? No one in our leadership has been able to answer these questions. It is up to us to tell them what is safe and healthy for us! We need ventilated hoods for ALL clean-room workers, starting right now! This issue is not just a matter of us being inconvenienced or slightly uncomfortable, we believe this is a human rights violation and a violation of our OSHA rights. Help me let our policy-writers know that we are NOT okay with this!

In my store we throw out about 30 items of food at the end of the day but UK staff are not allowed to take some home without buying it and we are banned from giving it away to homeless shelters etc. In the US, Starbucks has implemented a 'Food Share' program that distributes leftover meals to food banks but what about the hundreds of Starbucks stores in the UK?

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.

We are a group of Luggers who want to help Lugg become a better workplace: Happy Luggers, happy customers, happy investors. Luggers are the marketers, ambassadors, and promoters of your company. We interphase with customers all day, and we want to do a good job every time. We are professional and hard workers. However, Lugg makes our lives unnecessarily miserable every day at work. Drivers and helpers sometimes get deactivated without knowing why, and Lugg has a practice of cancelling work shifts as punishment. When we ask for clarification, we get ignored, scolded, and belittled. We take working at Lugg seriously, and we are willing to put in all the energy and endless hours because we need the job, it is a main source of income for us and our families. When we are deactivated, we fall behind on our bills, and it hurts our livelihood, which is demoralizing. We invest so much of our time to working for Lugg, that we give up on other jobs, and other opportunities for making income. Sometimes there are no jobs provided during our scheduled shifts with Lugg, and we end up having to be on-call, waiting for jobs that never come, without pay. If we request to clock-out while waiting, we are told that we are the only crew available, and that we need to stop spamming with our request. If we insist, we get ignored. We don’t want to clock-out, we want to work, we need income! But we fear being kicked out of the platform for asking Lugg to free-up our time when they don’t give us work. Lugg has a policy of cancelling all future shifts as punishment for pausing or stopping work with no consideration for the circumstances, if we don’t do it 24 hours in advance. One Lugger had a family member in the hospital fighting for life, and needed to attend this emergency, so he notified Lugg asking to get the rest of that day off. Lugg deleted all future shifts and restricted him from scheduling work for a week, leaving him with no income in the middle of his medical emergency. Another Lugger suffered a small accident while on-the-job, hurting his foot. He finished his shift with his foot hurt, and asked Lugg for a couple days off to recover, but Lugg cancelled all of his future shifts as punishment, anyway. We have to beg Lugg for a couple minutes to use the bathroom or take a break, as they are tracking us at every moment and every place where we are. We always work in pairs. Customers are only able to review both workers together with the same ranking applying to both, even if one may have performed better or worse than the other. This ranking affects our opportunity for higher pay and better shifts. Lugg assigns work shifts based on a priority system. Workers with Priority 1 get the first pick on shifts and a higher pay. To escalate from priority 3 to 2 to 1, a worker must maintain a high customer ranking individually, but the ranking affects both Luggers. Our lives are full of uncertainty, not knowing when Lugg may terminate us on a whim, or when we may get a negative review because of someone else’s performance, and lose our job. We suffer high levels of stress, with no health insurance. Many of us are responsible for our children’s future. Jordan Brown, Lugg CEO, as a new parent would understand the importance of steady income to support our kids. We have to pay rent, take care of ourselves. We are very frustrated but we want to make it work. If these things are fixed, the quality of our lives can improve, and our happiness will increase: Happy Luggers, happy customers, happy investors. Whether you are a driver, a helper, a customer, or a member of the community, we invite you to support our effort to demand that Lugg improves the way it treats its workers. Thank you!

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.

Zodat we goede zorg kunnen blijven leveren.