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We Are More Than Secondary Staff, and We Deserve More For ItWE THE PSH AND SODEXO STAFF WILL BE WALKING OUT ON 05/01/2025, MAYDAY, OTHERWISE KNOWN AS INTERNATIONAL WORKERS DAY, UNLESS THE CONCESSIONS CAN BE DONE. NOSOTROS, EL PERSONAL DE PSH Y SODEXO, NOS IREMOS A LA CALLE EL 05/01/2025, DIA DE MAYO, TAMBIEN CONOCIDO COMO DIA INTERNACIONAL DE LOS TRABAJADORES, A MENOS QUE SE HAGAN CONCESIONES. THE HOSPITAL CANNOT RUN WITHOUT US, AND WE ARE NOT YOUR INDENTURED SERVANTS TO TAKE ADVANTAGE OF. EL HOSPITAL NO PUEDE FUNCIONAR SIN NOSOTROS, Y NO SOMOS SUS SIRVIENTES PARA APROVECHARSE DE NOSOTROS. These are our Concessions: Sodexo SHALL NOT employ staff separate from Penn State Health. • EVS and Dietary will become employees under PSH, sharing the same HR and policies maintained. • All staff will have benefits offered by PSH; contracted individuals will be considered separate from PSH and will maintain their contractors benefits and policies, while following PSH work policies. Policies will be directly related to work and be maintained across the entirety of the PSH system. • Policy changes and adjustments will be consulted with and agreed upon alongside councils. • Councils will have direct influence on changes necessary within LMC. Councils will involve members from ALL departments within LMC, unless a council is directly related to requirements outside of departmental/staff scope. Starting pay for all, non-certified employees will be $18 with <1 year experience. • Certified staff will start off at $21 per hour, with <1 year experience. • Courses to certify employees will be put in place, and will be paid for by PSH. • Multiple certifications outside of primary job will increase compensation appropriately. Pay will adjust based on expierence, with a cap at $30 with experience and primary certification alone. • Per year of experience, a $.50 increase will be applied, with experience pay increase capping at $9.00. This discludes hospital-wide annual raises. • ALL hospital-related raises will include all staff, not department or job position specific. • Certification increase will not be affected by experience cap. Councils will be reorganized and improved to allow for collaborative efforts among the multiple councils. • All job positions will have a council that specifically is created for them. • Standard councils (i.e. safety, education, etc.) will include members from all departments/positions. • Leadership’s involvement with the council is to act as advocates. No upper management will be directly affiliated with a specific council. Any time worked over the necessary time (36 hrs for full-time, 24 hrs for part time and PRN) will be considered overtime. • Overtime picked up on a holiday will not counteract the Holiday pay. Any floating of staff to a floor/department outside of their normal will receive the equivalent Float Pool differential. PRN Staff will have the same benefits as Part-time employees, so long as 144 hrs is worked within a 6-week time period, adjusting every 6 months. PRN Staff will have the same pay benefits as fulltime and part-time employees, and will receive all bonuses and differentials likewise. • Certifications/experience pay will be appropriately adjusted to the employee’s pay. Shift differentials will be applied as follows: 1500-2259, $2+; 2300-1059, $2.50+. • All weekend shifts will be an ADDITIONAL $2+. • Overtime with weekend shifts will reflect normal pay before differential. Understaffed departments/floors will receive an hourly $2+ differential for every day understaffed. Policies will be set in place that CLEARLY define positional roles/responsibilities and will only be expected to adjust based on individuals certifications. Education surrounding roles outside of general position will be reinforced through education and compentancy. • Competencies are not equivalent to certifications, but should be encouraged/provided to become certifications. • Competencies are reflected as OUTSIDE of the normal roles/responsibilities. Roles that require certifications will be provided to employees and paid for by PSH, so long as that role lies within the requirements to appropriately fulfill the job duties. • Certifications received that enhance capabilities but are not required will be paid for by employee, but reimbursed after certification is received.2,962 of 3,000 SignaturesCreated by Liam McShea -
Tesla: Stop Risking Workers' LivesFederal regulators recently cited Tesla for serious workplace safety violations after a worker was tragically electrocuted last summer at its Austin auto plant. A lawsuit brought by the worker’s family alleges he was told to inspect electrical panels before they were energized, but that one of the panels already had power which immediately electrocuted him and left him unconscious. This heartbreaking incident isn't isolated—it's the latest slap on the wrist for an alarming pattern of disregard for worker safety at Tesla. Tesla workers report being pressured into hazardous conditions, often without adequate training or safety measures. In Austin, a worker's hand was mangled by machinery, yet supervisors allegedly ignored the injury and continued operations as usual. These aren't mere accidents—they're symptoms of a systemic problem at Tesla. Tesla's board must act urgently to protect its workers. Sign this petition demanding they immediately implement rigorous safety standards at all Tesla facilities.4,356 of 5,000 SignaturesCreated by Tesla Safety Record -
Amazon Workers Deserve Safe WorkplacesIn August 2023 an Amazon warehouse worker was struck on the head by a falling computer desk. He was nauseous and dizzy, but the on-site medical unit only gave him aspirin and ice – so he had to visit an urgent care facility on his own. It’s an extreme example of a really common problem for Amazon workers. Amazon's warehouses have been reported to have injury rates nearly double those of similar facilities. In 2020, Amazon reported 6.5 injuries per 100 full-time employees, while Walmart reported only 3 per 100. Amazon’s profit in 2023 was $30,400,000,000. Their CEO was paid $29,200,000 for a single year’s work. These are profits built on the back of high risk workplaces, and it’s unacceptable that Amazon refuses to spend what’s needed to fix it.10,508 of 15,000 SignaturesCreated by Amazon Injury Watch -
Dollar General - Reverse the 4-day RTO Policy! Bring back remote work!Give us back our flexibility! Embrace remote work! Prior to implementing the 4-day RTO policy, Dollar General's executive team embraced remote work, and the company thrived! Employees had more time to spend with their families, less commute time/time spent in traffic, and it was much easier to hire good talent! Now, with the 4-day RTO policy, employee morale and productivity have collapsed. It is nearly impossible to hire good talent, especially in technical roles. Why are we all coming into the office 4 days per week to sit on virtual Teams meetings? This is absurd! Dollar General wages are already below market, and now you expect us to use our own time and money commuting in traffic 4 days per week? Sign this petition if you want to go back to the flexible arrangement we had from 2020-2022, which were also the best years DG ever had financially as a company. Todd and Kathy, you have an opportunity to be a progressive, innovative retailer! Reverse this mandate and instead encourage our SSC employees to be more involved in the actual stores where help is desperately needed. This 4-day RTO policy will backfire in a massive way because it will inflate SG&A costs and make it nearly impossible to hire any talent.2,343 of 3,000 SignaturesCreated by Sean Givett -
We Need Wage Increases in 2025A new report has put into stark numbers the reality so many workers are facing: 73% of us struggle to afford anything beyond basic living expenses. As housing costs, grocery prices, and healthcare expenses skyrocket, wages aren’t keeping up. It’s such a big gap that experts are now calling it the “Wage Crisis of 2025.” Financial stress is at an all-time high, and many workers are forced to make impossible choices. But here’s the good news: we are not powerless. Last year, in workplaces big and small, workers won wage increases by standing and fighting together. Now it’s time to call for massive wage increases for workers everywhere. The biggest companies in the country are right now reporting big profits to shareholders. We need to use this moment to demand these profits get passed on as wage increases to the workers who made them happen.7,401 of 8,000 SignaturesCreated by Wage Fight Team -
businesses can’t email employees after work hoursThey need to stop emailing and reminding what we have to do during holiday, weekends and after clock2,998 of 3,000 SignaturesCreated by Uyanga Parker
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Sign Anonymously to Make Your Voice Heard - What Ever Happened to "Your Office?"It's not too late for Drake Cooper leadership to do the right thing and remind its Employee-Owners that Employee-Ownership does come with benefits. It's stated in the company mission - DC's True North - "Build and foster the greatest place to work so that people are able to create the best, most effective marketing & advertising imaginable." We've seen record growth, client wins, and profitability in the years since "Your Office, Hybrid" was an established policy. To remove it breaks trust with EOs and goes back on prior promises.2,253 of 3,000 SignaturesCreated by Employee Owner -
Petition for more floating holidays.We are signing this petition because we would like to see Beacon Mobility increase the number of paid holidays it gives its employees. When school is closed because of a federal holiday, we lose out on work. The gaps in working days create an inconsistent paycheck which causes disruptions in our lives outside of work. Most of our competitors offer more if not all holidays paid. We think company should grant employees more paid holidays to stay competitive in the job market and decrease turnover. We ask for Beacon to negotiate the addition of more paid holidays to its drivers.2,022 of 3,000 SignaturesCreated by Cayla Dodd
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Demand UChicago HR keep their word and rehire Ishaan Anavkar without delay!When Ishaan Anavkar was terminated from his job as South Asian Cataloging Specialist in Technical Services at the library this past summer, UChicago HR gave a verbal promise to rehire him as soon as possible. Ishaan furnished all required documents on time, but the rehiring process has been drawn out beyond justification, and remains held up at central HR with no end in sight. Because of how the termination was handled, Ishaan lost his income, health insurance, and visa status—all of which has cost him over $15,000 in the hope that UChicago HR will keep its word. Faculty and students at UChicago and around the country understand the importance to their research and scholarship of the second-to-none South Asia holdings at UChicago library being properly classified. Those who have worked closely with Ishaan hold his work in the highest regard, and attest that he possesses the highly specialized skills and dedication worthy of this world-class collection. We urge UChicago central HR to keep their word, and rehire Ishaan without delay.2,309 of 3,000 SignaturesCreated by Jason Grunebaum -
Disney: CLOSE THE PARKSDisney, a BILLION dollar company, should be closed ASAP and remain closed so that all employees can safely evacuate areas that are projected to get hit by Hurricane Milton. Disney should provide emergency PAID leave to employees and commit to holding all of their positions if they are unable to return due to damage. As of Tuesday, October 8th, Disney World was planning to keep parks open (at least until 1pm Wednesday and possibly Thursday) as Florida is bracing for a historic, Category Five hurricane that is projected to hit most of the state. That means workers had next to no possibility to evacuate if they felt unsafe because they could only count on a half-day off, and could be called into work the same day that the hurricane is crossing the state.2,699 of 3,000 SignaturesCreated by Disney Watch -
I'm an Uber/ bolt driver from South Africa, we're having a problem with algorithm wageAs drivers we end up going home with less then discounts we offer to rider's and the algorithm wage system is affecting us drastically. Please help us guys, I'm one of the drivers and we're not safe at all the drivers are die everyday due to the owners who doesn't want to protect it works from rider's. Rider's should through face verification before they can request a ride. Thanks you155 of 200 SignaturesCreated by Mbongeleni Mpisane -
Publix produce cutters uniteDear Publix I am writing to formally request a company-wide raise increase for all produce cutter's Over the past years, our company has experienced significant [positive developments, e.g., growth, increased revenue, market expansion, etc.]. These achievements are a direct result of the hard work, dedication, and talent of our cutters. It is essential that we recognize and reward the contributions of our team members. A company-wide raise would demonstrate our appreciation for their efforts and help to maintain a positive and motivated work environment. I believe that this investment in our employees will not only boost morale but also enhance our ability to attract and retain top talent. Thank you for considering this request. I would be happy to discuss this further at your earliest convenience. Sincerely, Unknown2,048 of 3,000 SignaturesCreated by Home V
