First and foremost, Walmart with game it's happy customers back, and lose they griping and complaining coming from the customers now. Secondly, it would allow our Walmart cashiers, the time that they need to do their other responsibilities, that come with the job. And in third place.... It would keep management from holding the cashier accountable for not doing the included jobs that they cannot do due to the time constantly ringing up and bagging items for the customer, from the beginning of their shift straight up till the end of their shift. this one change would make everything else fall right back into place. Happy customer, happy employees, happy managers.

SAFETY! Several employees at facility have tested positive and facility ran out of mask

We, CapTel employees, work for this company night and day, everyday, and without us, the company would cease to exist. What we make now, barely allows us to exist. This is one reason why CapTel has trouble retaining the staff that is essential to the company. We deserve a living wage, $15/hour as a starting wage. We, CapTel employees, deserve to be treated with respect and dignity. As part of this, we deserved to be recognized with our true gender identity, not the one assigned to us by CapTel. We, CapTel employees, deserve good healthcare. We deserve to qualify for health insurance after three months, not seventeen.

Change

Employees should not be fearful of management or Human Resources, otherwise what is the point of them? Employees should feel comfortable coming forward with sexual harassment or discrimination issues instead of being retaliated against, harassed, bullied, or singled out. Human Resources and management threatening employees jobs or giving verbal warnings unrelated to work performance due to reporting systemic issues within the bank is disgraceful. Our job is to provide customers the absolute best customer service. If our employer does not treat us right, how do they expect us to do our jobs successfully? Turnover is too high at Bank of the West and for good reasons. Management and Human Resources do not care about employees and corner employees into submission to keep their power. We cannot allow this to happen anymore. We should not feel powerless or hopeless. Our workplaces need to be open and inclusive to let the best possible work to come to fruition. Bank of the West needs to act fast to correct these issues and hire a third-party agency to review the corporate sexual harassment policy and diversity and inclusion policy. Additionally, all employees, especially Human Resources and management, need to go through in-depth bias training provided by an organization specializing in diversity and inclusiveness training, fire perpetrators of sexual harassment, and management/employees that blatantly discriminate against minorities and disabled employees.

Their choice is very wrong for the organization and all of us on many levels. It is with a deep concern and sincerity that we respectfully submit to you our concern regarding your choice of a new CEO. As you are aware, he had previously resigned from UAII. That in itself should be disqualifying. But something even more troublesome is that he is NOT Native American. According to a stipulation on page 3 of the Indian Preference Act, first choice should be given to qualified Indians. We don't believe this was followed and the BOD is NOT in compliance. We greatly appreciate the leadership of Gene Martinez as Interim CEO. guided us through the most difficult time in the history of UAII He has worked with the City and County of Los Angeles, the employees, our clients and the greater Native American Community these past several months to keep us safe. His leadership was thoughtful, heartfelt, professional and knowledgeable. He worked with a cultural awareness and sensitivity that comes from his background and ethnicity as a Native American man. He was raised in the very community he now serves and has a great allegiance to it. We believe he has PROVEN himself. And in taking on the incredible task of leading us through this pandemic, and making sure we secure a building for our move, he has EARNED the position of CEO. It is not in the best interestof UAII staff, clients and our Native American Community to change leadership now. Please make Gene Martinez's status permanent CEO. And we urge the BOD to work closely and respectfully with him.

Lots of store’s hours are still reduced, and many partners can’t get the hours that they need to pay bills and live their lives. Partners cannot enforce that customers wear masks, and don’t know if they have been following proper health and safety protocol. Due to this fact, partners are risking their health and safety to serve coffee.

Workers are at risk of becoming infected with the virus from their coworkers.

This is important because allowing employees to express themselves more freely and have more lenient personal appearance policies will make employees much more happy to work at Publix overall and won't feel so controlled over every aspect of their appearance. Not only is it sexist for men being unable to wear earrings, it is unfair for employees to have tattoos but if you have gauges you need to put in flesh/skin tone. Also, why does it matter so much for employees to not have facial/a lot of jewelry/dyed hair anyhow? If the excuse is that "If you do that to yourself, you're not professional", this company is mistaken. Appearance has nothing to do with being professional, unless we are talking on terms on cleanliness and things of that nature. Personally, it is difficult to remember to change my gauges for work because it's such a small portion of my appearance it is easy to look over. But that's not exactly what all this is about. In conclusion, there are many aspects of appearance that this company focuses on, when that focus should be applied elsewhere, because as employees we already feel controlled enough as it is.

This is important because i had never missed a day or been late and i feel like i am being mistreated

Having one technician per unit (open and special care), instead of one for both units, will ultimately benefit the entire unit by increasing safety and creating a better environment for everyone. Furthermore, sufficient staffing will allow staff to have more time to assist and comfort patients and will let technicians also be able to greater assist nurses. With more assistance, nurses will be able to provide better care to their patients. Lastly, sufficient staffing will prevent burnout in all staff, therefore possibly decreasing overall call outs and turn over rates. For reference that Mcdermott is insufficiently staffed, Boys town has a ratio of 1 psychiatric technician per 6-8 patients (according to their psychiatric tech job application). On their website this number is stated to ensure a constant safe ratio of staff to patients and allows technicians to consistently provide the highest quality of care. According to California Law “(13) The licenses nurse-to-patient ratio in a psychiatric shall be 1:6 or fewer at all times. For purposes of psychiatric units only, “licensed nurses” also include psychiatric technicians in addition to licensed vocational nurses and registered nurses. Licensed vocational nurses, psychiatric technicians, or a combination of both, shall not exceed 50 percent of the licensed nurses on the unit.” At Mcdermott there is 1 tech for up to 21 patients and two psychiatric units. This number includes special care, a unit which has a higher acuity and requires significantly more attention. According to the job description of a Mental Health Technician at CHI our main job is described as to assist patients with their individuality, self-expression, acknowledging and accepting responsibility for psychological and behavioral patterns, participate in admission procedures, orient patient and family to unit, lastly, perform basic tasks such as vitals. Rounding is not listed, nor prioritized as the main job function in the description. Electronic rounding for two units is time consuming and only leaves a few minutes between each round. A few minutes is hardly enough time to get a patient necessary items, such as toiletries, let alone have a conversation with them and work on all the other factors described in the job explanation. The mission of CHI emphasizes human dignity and social justice while creating healthier communities. The core values include reverence, integrity, compassion and excellence, and the spiritual mission is to address each patients spiritual and emotional needs as well as physical. Working towards CHI’s mission while understaffed and in unsafe conditions is impracticable, unsustainable and unjust to patients and employees. https://www.boystownhospital.org/services/behavioral-health/psychiatric-inpatient-care https://govt.westlaw.com/calregs/Document/I8612C410941F11E29091E6B951DDF6CE?contextData=%28sc.Default%29&transitionType=Default

We, the undersigned workers of Jimmy John's are concerned about the COVID-19 Health Crisis, and are worried about how our current work situation is putting us and others directly in harm’s way. We do not feel it is safe to be allowing customers to continue coming into the lobby when the CDC and medical community agree that we have not yet even reached the peak of this crisis. Even with the precautions that management has taken to make things safer, the reality is that our stores are mostly small enclosed spaces, COVID-19 is highly contagious, and cases in Indiana are continuing to rise by the hundreds each day. Also, our state does not have regularly accessible testing so the actual number of confirmed cases and deaths are likely far higher than what they are reported as now. We understand that sales are down, but we believe that management must put the lives of its customers and staff over its own profit. If one of us gets sick and is unable to take paid time off or the lobby is opened then they have significantly greater risk of spreading the virus to the rest of the staff and to customers. We cannot in good conscience put ourselves, our families, and our customers at even greater risk by keeping the lobby open and increasing the amount of direct contact that could likely spread the virus further. The close contact at the register and in the lobby means that anyone taking orders and drivers returning from deliveries come well within six feet of many customers and put both parties at risk.