CSL employees are skilled and hardworking. We need to stand with them to protect quality, secure jobs in the north.

All workers deserve to be treated fairly. That's what we're asking for here.

Tupelo Honey Cafe is synonymous with the idea of Southern hospitality. There are always biscuits on the table and your sweet tea glass is never empty. In fact, the restaurant is so hospitable that within 5 years it’s been able to open 10 new locations across the Southeast and has announced plans to expand beyond the region and double locations over the two years. However, patrons might not know that this growth has come at a personal cost for employees. Tupelo Honey Café employees know that with growth comes change. We have absorbed our fair share of change. From eliminating free food while working to scrapping incentive based pay raises for tipped employees, it’s getting harder and harder to feel like a valued member of the team. We have also watched as our company pads its profit margins and expands the brand on the backs of the lowest paid employees and their families. Over the past couple of years, corporate management decisions have diminished the reasons we loved working for this company. Support staff (bussers/back servers) are an essential part of any well-organized and profitable restaurant. They provide support and heightened efficiency, allowing wait staff to give personal and professional service. In the summer of 2014 the company chose to maximize profits and drastically cut wages for support staff -- who used to be called bussers -- by over $3/hour. Not only does this mean that some of these support staff can no longer pay the bills or keep food on the table, but servers themselves are having a harder time making sure the customers at the table are happy too. Alia, a bartender, is a working mom and the main breadwinner of her household. Halley, a server, is a college student supporting herself while working towards her degree. When support staff is not compensated fairly, it has the ripple effect of increasing the number of servers, thereby reducing earning potential for all front of the house staff. That’s hundreds of dollars each week that could go towards paying bills and buying groceries. We are tired of complaining within our location and wishing that the company would change. This wage cut was the last straw and we knew we had to take action. That’s why we started this petition. Right now, Tupelo Honey Cafe is growing at an astounding pace and they have a choice to make: do they want to stand by their original values as a company or do they want to drive down wages of those at the bottom? According to their own website Tupelo Honey Cafe says: “We commit to paying above the industry average in every job category.” According to a 2014 interview with the owner of Tupelo Honey, Steve Frabitore stated that “none of their employees are paid minimum wage; rather, they are a Living Wage Certified business and aim for their pay to be greater than the 75th percentile of the industry average.” All we are asking is that Tupelo Honey live up to their own standards and reinstate the wages of support staff (technically called back servers) to their original levels of $5.15 per hour. Right now it is a company wide wage policy for back servers to be paid a federal minimum meant for servers ($2.13 per hour). This base wage for support staff is below local and national industry standards. If you want to "hire the best people in every position", you have to be sure those people can earn a living. Good food shouldn’t just be about the bottom line — it’s about fellowship, service and always having a seat at the table. Join us if you would like to see Tupelo Honey put its own values into action by reinstating wages for support staff.

Working a floor set shift is basically like coming in and setting up a brand new store. We need to fill under-stocked items with all remaining products we have (so that we don't have to constantly run to the back and search for product); box up old merchandise which will no longer be sold on the sales floor; clean (which takes a long time since it includes picking up extra props and all the empty boxes we're taking the new products out of); take out the trash several times; mop and sweep the floor; and more. Having been at B&BW for a year now, I've worked every floor set and we don't leave until 2-3 AM if we are lucky. Managers will send several people home in the middle of the floor set because they say they "have no more hours" they are allowed to use employees for. If we run out of time and the store still isn't in a condition that is ready to open to the public the next day, some of us basically have to volunteer to stay longer to finish the job. It is stressful and counterproductive to constantly be told to hurry and move faster when we want to do our task correctly. More often than not, during the next few days -- which should be productive sales days -- we spend time fixing what wasn't finished on the night of floor set since enough employees weren't given enough hours to do it right. This takes away from customer experience. This is important to not only me, but likely my fellow co-workers and managers because we need the extra time to use on detail and making sure we are doing what is fully expected of us.

Because I believe that we are all tired of the dress code....and the color white seems almost redundant since we are constantly getting dirty! When we get to work we do stock, constantly picking up and carrying boxes, as we are always moving. The color white should not even be considered for retail, especially when we spend more money for clothing than the company provides in labor.

BECAUSE IT ALLOW US EMPLOYEES TO LOOK AND EXPRESS OURSELVES FREELY OUTSIDE OF OUR WORK LIFE!

I worked 35 years at an Airport......working weekends, holidays, shift work through hot summers, cold & snowy winters. Lifting heavy passenger bags when there was little automation, bag belts & other amenities that Airports have today. Please understand that for US Air employees & new AA employees, you will all be retirees some day & I ask you all consider what lies ahead for your retirement when another carrier takes us over & restricts what you too have worked so hard for. As we all get older we enjoy our travel passes & to be able to travel with family members & have family members visit in time of need, especially during illness. I ask that all employees think ahead & not think for the short term. That's what the Company banks on to destroy our loyalty to each other.

We strongly request that Allysha Almada, RN and Vicki Lin, RN be reinstated to their positions immediately and that the rights of the nurses of Huntington Memorial Hospital to free speech be fully respected. We ask that Huntington administration immediately stop the culture of retaliation toward those RNs who collectively voice concerns about patient care and speak out about the Hospital’s treatment of Registered Nurses who seek Union representation.

I can still be kind and compassionate and do my job well with my tattoos showing. I KNOW my efficiency will IMPROVE with short sleeves as the hot summer months and being a female (change of life) is making my work days unberable. I have had many patients question why I am covered and could not believe that I HAVE to cover my beautiful flowers. I feel diversity should be embraced and not judged.

When I worked extra hours at Starbucks in California, I received overtime pay because of state laws. But when I transferred to another Starbucks in North Carolina, I no longer received overtime pay even though I have been working extra hours in my new location. As overtime pay regulations often vary by state, Starbucks partners in many locations don't receive the same compensation for working long hours. A lot of us put our personal lives on hold and for different reasons when we have to stay at work longer. We love the company and love what we do, but we're not paid equally across the United States. Please join me in asking Starbucks to address this disparity by providing overtime pay to all partners across the country regardless of where we live.

My name is Diana Beaumont and I am a teacher at a public High School in Broadmeadows. The recent announcement by Woolworths to close the Hume Distribution Centre and lay off 680 of their staff by 2018 has angered many teachers and parents in the area. Current and former students at our school have parents that work at the Hume Woolworths shed, and I hate to think about the strain this will place on their families. The outer Northern metropolitan suburbs of Melbourne are renowned for insecure jobs. Some families have to move suburbs to find stable work, and this has a massive impact on students both socially and academically. But parents don't have a choice as they must go where the work is. Broadmeadows is one of the most disadvantaged suburbs in Melbourne with 26.4% unemployment. But people want to work! At a recent public meeting at the Broadmeadows Town Hall, the local community pledged to support workers to keep the Hume Woolworths shed open. The Hume Woolworths shed is full of active, proud union members -- people Woolworths is no doubt hoping to silence.

Young, amibtious professionals should not have to live in a tent in order to afford an unpaid internship. By failing to pay its interns, the United Nations are violating Article 23 of its very own Universal Declaration of Human Rights: “(2) Everyone, without any discrimination, has the right to equal pay for equal work. (3) Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection.” Connections and experience can't pay the bills. Sign this petition to stop the classist practice of allowing unpaid internships at the United Nations.