We are being treated unjustly for being loyal to the company and committing years of hard work. For using our own cars for delivery and not being paid mileage or any other compensation for years (recently, early ’22, they added $.56 per mile, which still doesn’t cover much). Furthermore, being written up for having car troubles because of the wear we have to put on them for work. Multiple employees have been terminated with no notice, and upon hearsay with no proof of reason. Constantly doing managerial tasks and responsibilities, with no manager pay. Finally, multiple employees unlawfully terminated for striking because of wanting to improve these conditions.

Our store deserves to operate smoothly a majority of the time. We want you to know that we love this store. We love Starbucks. We love each other. We are asking to be listened to and heard, and to find actual solutions to these problems. We are asking to be staffed so that we are not in tears on the floor. We are only asking that someone will work with us to make this store even better, so that we don’t need to transfer to other stores or leave the company we love and know can do better for us.

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Most of us need a second job to make ends meet, many of us are stressed about neverending lines ( one recent Sunday two cashier's called in sick and no replacements were called leaving two cashiers to handle lines halfway down the store), and noone can live on $12/hr.

Management is harassing employees by intimidation and fear of being written up for reasons that are unfair and unethical. Abuse of authority and lack of support during COVID pandemic.

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

Publix has taken drastic steps to cut costs and hours among the already low-paid, low-hour store level employees. This was completed unilaterally and without input from the associates. Meanwhile, the corporate officers continue to get paid at a much higher rate, and are never asked to cut their pay or benefits. Allowing a labor union to represent you would establish a process in which Publix must follow before they are allowed to do this. It provides a disciplinary process that is fair and equal to everyone, which will eliminate favoritism. It would establish an universal pay scale. It is also important to know that Publix, by federal law (Chapter 5 United States Code) CANNOT fire or otherwise discipline you for attempting to form or join a union.

To improve working quality of the employees and provide incentives for better quality work.