Every single time you see a posting for an unpaid internship, you’re seeing a posting that’s only open to people who can afford to work for free. These unpaid and unregulated positions drive down wages across the whole economy, and prevent anyone without economic privilege from getting ahead. — Mikey Franklin The Democratic Party can't fight for a living wage on one hand and expect people to work for free on the other. Enough is enough.

I’m a huge fan of Apple products. Growing up, I didn't have access to technology at home but the first computer I ever used was an Apple computer at school. When I was finally able to purchase my first personal computer, I chose Apple not just for its intuitive design features but also because I believed that the brand represented values that I also hold-- values like innovation, individuality, and-- what I've always found singular and inspiring in a tech company-- humanity. For me, Apple has always represented a brand that puts people first. It's why I have always chosen Apple at home and why I am proud to use the company’s technology to advocate for civil rights every day at work. That’s also why I was disappointed to learn that the company does not extend these same principles to their employees and chooses not to provide Martin Luther King Jr. Day as a paid holiday for its employees. Despite its incredible reputation for innovation -- and despite using MLK’s image in its advertising -- Apple does not appear to “think different” when it comes to honoring Dr. King’s legacy. Many top Silicon Valley tech companies including Facebook, Google, Twitter, Yahoo, Ebay, Glassdoor, HP, LinkedIn, Square, and Uber observe this important federal holiday according to reports, but not Apple. In fact, a Bloomberg survey found that 37% of all US employers plan to observe MLK Day as a paid day off in 2015 -- the highest percentage yet. Apple has reportedly agreed to offer a donation of $50 to charity for each hour an employee volunteers for MLK Day of Service, but the company can and should do more by providing a day off for employees so that even more can fully participate and give back to their communities. As Coretta Scott King wrote, “Martin Luther King, Jr. Day is not only for celebration and remembrance, education and tribute, but above all a day of service. It is a day of volunteering to… [build] the beloved community of his dream.” While Apple has generous vacation policies in many ways, as a leader in this area, Apple can surely participate in this important historic holiday as well. By joining other companies in observing MLK Day, Apple will demonstrate its commitment to a diverse staff and customer base and to the achievements of the civil rights movement. Please join me in asking Apple to “think different” on its stance on this policy and provide employees with a paid day off to observe MLK Day.

The problem of long-term, full-time workers being stuck in second class temporary status isn’t just a problem on the Santa Monica beach. Employers shifting jobs from permanent positions to temporary positions is now so common that it’s created a whole new section of permanent temporary workers in the economy - the ‘permatemp’ economy. Employers often do this to avoid things like unions, benefits, tougher labor laws - things that for us workers mean the difference between a job that allows us to get somewhere in life and a job that just keeps us barely surviving to the next day. We can do better. Santa Monica can lead the way.

Lisa's story: My name is Lisa Austin and I work in Apple Valley, MN at Walmart #2642. On December 28, 2014 I was disciplined for staying home to take care of my seven-month-old child while my husband was away training with the National Guard.* The training was on the weekend of December 7, 2014. Per Walmart policy, I requested the days off close to two months in advance but was still written up for the days missed. Now I am close to being terminated and am afraid I will lose my job if I have to miss work if Walmart doesn’t approve future dates that my husband is away. The store manager told me that “my absence was inexcusable and everyone has kids.” I was told that I cannot have another absence until June 14, 2015. Military families sacrifice on a daily basis when their spouse is deployed or away from their loved ones. Should a Military spouse sacrifice her child or her job for just needing a day off to care for their baby? Walmart can help associates like Lisa and show its respect for military families by amending its leave policy today. Please join us in showing your support by signing this petition for a national policy that helps all our military families who work at Walmart across the country. *Since I started working at Walmart in October 2014, I had not been working there long enough to qualify for leave under the Family and Medical Leave Act. LEGAL DISCLAIMER: UFCW and OUR Walmart have the purpose of helping Wal-Mart employees as individuals or groups in their dealings with Wal-Mart over labor rights and standards and their efforts to have Wal-Mart publically commit to adhering to labor rights and standards. UFCW and OUR Walmart have no intent to have Walmart recognize or bargain with UFCW or OUR Walmart as the representative of Walmart employees.

Over the course of 2014, Starbucks Coffee was in the news on a regular basis. Whether it was a partner (aka, a Starbucks employee) that was struggling with her wages and hours, or a strangely uneven HBO Starbucks-produced tribute to America’s veterans, there’s been no shortage of media attention thrown the way of the coffee siren. Most notably Starbucks turned heads by changing its tattoo policy, finally allowing its employees the ability to show off their ink without having to cover them all day, every day. Much rejoicing was heard, it was an exciting time for many employees as most believed the archaic policy would never move. It did. Further steps were announced by Starbucks corporate. Pay would be changing. In the middle of the hype over the tattoo policy changes, and some calling for higher wages, Starbucks took the lead announcing that pay would increase for a large portion of its US employees. Excitement began to boil again. At a time in US history when stagnant worker wages are at an all time high, and protests are happening from coast to coast, the powers that be at Starbucks headquarters realized [and wisely so] that they had to move first. Move they did. At the end of January, news began to trickle out about these wages. Many Starbucks partners believed and hoped that wages would be raised significantly. Some defended the current wages as being enough. Reading through unofficial Starbucks partner Facebook pages, it became evident that for very few, the initial wage would be substantial, but for partners that have been employed for 1-3 years, they would be put at the new wage base level [which is different per state, per region]. Much of the work many partners put in for their wages would be wiped clean, even starting partners would be paid the same as they would, a gross inequality in a growing number of voices as seen through social media. THE BREAK DOWN (How it used to work) Typically, Starbucks employees were eligible for raises every six months, something no other company was doing up until that point. This system worked. What wasn't working were starting wages and wage caps. Starbucks as a company, like many other companies, falls far behind in paying their workers a livable wage. Many of its employees, struggle to pay their bills week to week. Many live with family or in roommate situations. (How it works now) Now, Starbucks baristas and shift supervisors are eligible for one raise a year, slowing down their rate of pay. The starting wages being reported are a good beginning for the multi-billion dollar company, but in their decision making process, they have failed to account for what will probably amount to tens of thousands of their employees who are now placed at the beginning of the wage system, just to get one raise a year. Tempers are hot. In the scheme of things, Starbucks gets most things right. They offer their employees health benefits, free drinks, a pound of coffee a week, stock options, and a competitive 401k among other things. Most American businesses should be looking at Starbucks as an example of how you treat the people who are actually responsible for the customer connection which brings in the record earnings every quarter. The new wage benefits are promising, a step in the right direction. It would be wise for the decision makers on a corporate level to not throw their mid-term or mid-tenure employees under the bus when premiering new wages. There was a lot of hype around the wage increase, but as you would see if you joined certain Starbucks barista social media groups, a bill of goods was sold and hyped that actually ended up slowing the pace of wage earning, and starting off experienced workers as if they were new. Starbucks now has a worker relations mess on their hands. This petition is to Starbucks for a fair wage increase for partners tenured one year or more. You do not have to be a barista to sign this petition. Although, if you are, I recommend that you share this with your fellow baristas, family and friends. You can share this petition by copying and pasting the link below. http://www.coworker.org/p/fairwageincrease A special thanks to Jill Deblasio!

If you check in for non revenue travel online, you can see if you stand a chance of getting on the flight. My cousin works for another airline and I have to give her mom buddy passes because she cant get on her own daughters airline. The problem is other senior non revs show up and keep knocking her down the list. I commute to work and that would frustrate me not knowing if I will make it. I dont think its fare to allow non revs to walkup 30 minutes before the flight and skip a junior non rev after they've been sitting there all day...I DONT THINK SO!

We, the undersigned, support the Willy St. Co-op workers' efforts to organize a union. All workers deserve well-paid, satisfying jobs and opportunities for career development. We believe that honoring workers' collective voice is the best way to ensure these goals are met. As stated in the Purpose of the Bylaws, Willy St. Co-op stated it will, "Manage the business in an open, democratic manner that respects employees' rights to a humane work environment and participation in decision-making." We think workers' efforts to organize a union are part of this Purpose. We are community members and shoppers at Willy St. Co-op, and we support the workers who make our Co-op great.

My name is Courtnee Dean. For the past 10 years, I have been a loyal employee of Olive Garden store 1370 in Bala Cynwyd, PA. I am also a mother, currently seven months pregnant with my second child. On October 1st, 2014, I was unfairly terminated from my employment at Darden Restaurants for a lost coupon. I offered to compensate for the coupon, but the manager, Lily, refused the money. Instead of following the customary procedure of writing me up or taking the money, she called corporate and had me terminated. Even after working at Darden for 10 years, not only was I treated as disposable but so was my growing family. That’s why I am demanding that Darden Restaurants make this right by: 1) restoring my employment, 2) fully compensate me for all the time I have missed from work as a result of this unjust termination, and 3) meet with me and members of the Restaurant Opportunities Center United to address my case and the issues that workers face from Darden management all over the country, like being discriminated against for being pregnant and being forced to work while sick. Please join me in asking Darden Restaurants, the largest full-service restaurant company in the world, to do the right thing so that I can support my family and prevent similar situations from happening to the rest of Darden’s employees.

The timing of Kip’s termination on December 2nd is no accident. It came in the midst of a national week of action for “$15 and a Union,” and just as three different union drives at Delta, and their subcontractor AirServ, kick into high gear. Over 200 rallied on December 5th at MSP Airport, blocking traffic, to demand $15 and a Union and that Delta re-hire Kip. Delta thinks firing Kip, a leading 15 Now and union activist, will silence other airport workers from standing up for their rights. They couldn’t be more wrong. With your support, and the mobilization of the wider labor movement, Delta’s blatantly illegal and unjust actions will only deepen workers’ resolve to fight for $15/hour and union rights. We call on Delta and the Metropolitan Airport Commission, which governs operations at MSP Airport, to immediately reinstate Kip Hedges and to make clear that these intimidation tactics will not continue. We stand in solidarity with Kip and with all workers fighting for $15 and a union!

We’re fighting for a fair deal for all Smiths Chips workers in Tingalpa, Queensland, especially the casual workers who get paid less than me and other permanent workers. We think all workers should be treated equally and paid equally for the work that they do. That's why we are all sitting-in the lunchroom until we get equality and respect. #OccupyTingalpa Brett Thomas, Smiths worker and union delegate.

Gives people more time to spend with family. Working from 12pm to 8pm is not a good way to spend most of Thanksgiving. If I could work from 9am to 2pm or even 12pm to 5pm I think your associates would be way more happier. This is coming from someone who you would call "irrelevant" but what I'm stating is how everyone feels.

The Starbucks mission statement is: "Our mission: to inspire and nurture the human spirit – one person, one cup and one neighborhood at a time." Starbucks is place where partners are unique and should be able to show their true selves. How are they going to do it if they can't color their hair how they want? Sometimes color shows the person's true self. Allowing tattoos and nose piercings was a good first step but now let's allow unnatural hair color. Variety in a workplace is always great! Wouldn't you want to have some red, purple, green, or maybe pink in your hair?