• No Tech For ICE
    We are demanding that Amazon sever their relationship with ICE. As long as Amazon refuses to comply, we call on other AWS clients to cancel their contracts. As tech workers we stand together to say we condemn a company that chooses to be complicit in fueling the deportation crisis. Why target Amazon? Amazon's cloud services, known as Amazon Web Services (AWS), are a crucial component of ICE's technical infrastructure. AWS is also the backbone of Palantir, a digital surveillance company that provides ICE (and others) with software that helps them track, detain, and deport immigrants. These connections aren't passive—Amazon has actively lobbied ICE (and CBP: Customs and Border Protection) to use its Rekognition software, controversial surveillance technology that performs real-time facial scanning. Although Amazon isn't the only tech company in bed with ICE, it has the largest role—as the computing engine of the federal government's immigration and law enforcement dragnet. It's time to hold Amazon accountable. Amazon is one of the world's largest, richest, and most powerful companies. They don't need these contracts. If we as tech workers withhold our labor from Amazon, if we demand our CTOs stop working with Amazon, if AWS clients cancel their contracts and move to other providers, Amazon will be forced to end its collaboration with ICE. We demand that Amazon stop profiting off of imperialism, racism, family separation, and human suffering. #NoTech4ICE Cosponsored by Tech Workers Coalition NYC and NYC-DSA Tech Action --- 1. https://mijente.net/notechforice/ 2. https://www.geekwire.com/2018/amazon-web-services-pitched-ice-using-rekognition-face-recognition-cloud-service/ 3. https://www.thedailybeast.com/amazon-pushes-ice-to-buy-its-face-recognition-surveillance-tech 4. https://www.cnet.com/features/amazons-helping-police-build-a-surveillance-network-with-ring-doorbells/ 5. https://www.technologyreview.com/s/612335/amazon-is-the-invisible-backbone-behind-ices-immigration-crackdown/ 6. https://www.washingtonpost.com/technology/2018/10/23/amazon-met-with-ice-officials-over-facial-recognition-system-that-could-identify-immigrants 7. https://www.washingtonpost.com/news/the-switch/wp/2018/06/22/amazon-employees-demand-company-cut-ties-with-ice
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    Created by Tech Action Picture
  • Treat Luggers with Dignity and Respect
    We are a group of Luggers who want to help Lugg become a better workplace: Happy Luggers, happy customers, happy investors. Luggers are the marketers, ambassadors, and promoters of your company. We interphase with customers all day, and we want to do a good job every time. We are professional and hard workers. However, Lugg makes our lives unnecessarily miserable every day at work. Drivers and helpers sometimes get deactivated without knowing why, and Lugg has a practice of cancelling work shifts as punishment. When we ask for clarification, we get ignored, scolded, and belittled. We take working at Lugg seriously, and we are willing to put in all the energy and endless hours because we need the job, it is a main source of income for us and our families. When we are deactivated, we fall behind on our bills, and it hurts our livelihood, which is demoralizing. We invest so much of our time to working for Lugg, that we give up on other jobs, and other opportunities for making income. Sometimes there are no jobs provided during our scheduled shifts with Lugg, and we end up having to be on-call, waiting for jobs that never come, without pay. If we request to clock-out while waiting, we are told that we are the only crew available, and that we need to stop spamming with our request. If we insist, we get ignored. We don’t want to clock-out, we want to work, we need income! But we fear being kicked out of the platform for asking Lugg to free-up our time when they don’t give us work. Lugg has a policy of cancelling all future shifts as punishment for pausing or stopping work with no consideration for the circumstances, if we don’t do it 24 hours in advance. One Lugger had a family member in the hospital fighting for life, and needed to attend this emergency, so he notified Lugg asking to get the rest of that day off. Lugg deleted all future shifts and restricted him from scheduling work for a week, leaving him with no income in the middle of his medical emergency. Another Lugger suffered a small accident while on-the-job, hurting his foot. He finished his shift with his foot hurt, and asked Lugg for a couple days off to recover, but Lugg cancelled all of his future shifts as punishment, anyway. We have to beg Lugg for a couple minutes to use the bathroom or take a break, as they are tracking us at every moment and every place where we are. We always work in pairs. Customers are only able to review both workers together with the same ranking applying to both, even if one may have performed better or worse than the other. This ranking affects our opportunity for higher pay and better shifts. Lugg assigns work shifts based on a priority system. Workers with Priority 1 get the first pick on shifts and a higher pay. To escalate from priority 3 to 2 to 1, a worker must maintain a high customer ranking individually, but the ranking affects both Luggers. Our lives are full of uncertainty, not knowing when Lugg may terminate us on a whim, or when we may get a negative review because of someone else’s performance, and lose our job. We suffer high levels of stress, with no health insurance. Many of us are responsible for our children’s future. Jordan Brown, Lugg CEO, as a new parent would understand the importance of steady income to support our kids. We have to pay rent, take care of ourselves. We are very frustrated but we want to make it work. If these things are fixed, the quality of our lives can improve, and our happiness will increase: Happy Luggers, happy customers, happy investors. Whether you are a driver, a helper, a customer, or a member of the community, we invite you to support our effort to demand that Lugg improves the way it treats its workers. Thank you!
    5 of 100 Signatures
    Created by Luggers Make a Move
  • Equal Pay for USWNT
    As a long time fan and supporter of the USWNT, this cause is very near and dear to me. Watching the USWNT is an immense source of joy for me, as well as for my family. My mom and I have bonded over watching the USWNT and we know there are many others who share the same story and want to see these women be paid what they deserve. The USWNT has won 4 World Cup titles, and placed in either 2nd or 3rd in the rest (out of the 8 women’s World Cup tournaments.) Additionally, they have 4 Olympic Gold medals, while the men have won ZERO world cups despite the men’s World Cup being around since 1930 (about 60 years longer than the women’s) and ZERO Olympic gold medals. Additionally, the women’s game generates as much as and even more revenue and merchandise sales, from fiscal 2016 to 2018, the women’s games generated about $900,000 more revenue than the men’s games. In the year following the 2015 World Cup win, women’s games generated $1.9 million more than the men’s games, AND the USA women’s home jersey, in the midst of the 2019 world cup, had already become the #1 selling soccer jersey, for both men and women, ever sold on Nike’s website in one season, yet the women are being paid a mere fraction of the men’s team while the women continue to defy odds, face continuous criticism and sexism while still effortlessly winning world titles left and right. I'm hoping this petition continues to raise awareness about this issue, and not only show that the USWNT deserves equal pay for equal/superior play, but to show how the women's game in general needs more attention and funding to rise to the level of the men's game worldwide. The USWNT is a prime example of how women's sports can and will succeed and rise to the highest level of play, and it's up to us as fans to give our full support and make sure our voices are heard so all these phenomenal women athletes are given the opportunities and salaries they deserve.
    3,533 of 4,000 Signatures
    Created by Niki Shadoan
  • Goede CAO = Goede Zorg
    Zodat we goede zorg kunnen blijven leveren.
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    Created by Tara O'Dowd
  • Estes Express Lines: Pay Dock Workers Overtime After 40hrs
    Estes Express Lines is one of the largest freight trucking companies in the U.S. They currently have about 16,000 employees, more than 6,700 tractors and 30,000 trailers, and a network of 200+ terminals. They continue to grow bigger and bigger which is a good thing but a lot of us feel like the dock workers should be getting compensated for any overtime that is needed of us. We've been taking on so much freight this year that we have been put on mandatory 6th days. The fact we are having to work extra days that should be spent with our families, and we don't get paid overtime after 40 hours is a real kick in the gut. Not getting paid overtime after 40 hours makes us feel like we're getting taken advantage of. Every other position besides the dock worker gets some kind of compensation for working either over 40hrs a week or having to work a mandatory 6th day. Jockeys get overtime after 40hrs, office staff get overtime after 40hrs, management get compensation days. Why are the dock workers left out? We, the undersigned, respectfully call upon CEO Rob Estes to put into effect that all dock workers from Estes Express Lines get paid overtime after 40 hours in a work week. Surely the time has now come to see that this issue needs to be changed because the dock workers are not being treated equally. We submit this plea for the following reasons: 1. Everyone eles is paid overtime or gets a compensation day for a mandatory work day. 2. It's not treating us as equals as everyone else. 3. It would make having to work extra time or mandatory days not as bad. 4. It would boost the morale of the shifts. 5. It would cause better shifts to get created, so that all shifts are working more closely to the same amount of hours.
    349 of 400 Signatures
    Created by Alan Watts Picture
  • Werk is Work! SF Bay Drag Employers: Pay a Minimum Booking Fee
    Drag performers attract paying customers, and keep the San Francisco Bay Area weird and amazing. Often our community incurs high costs with little return for our labor. We’re amazing people to work with and we support a slew of other paid roles in our event production. If this isn’t enough to convince you, keep reading. ------------------------------------------------------------------------------------------------ We want that San Francisco Bay Area bars, clubs, and other employers of drag entertainment ensure that each drag performer and staff receive AT LEAST $40 per show: $40 = 2 numbers max, no more than 2 hours at the venue. *Tips only agreements: the employer must close the gap if $40 minimum is not made in tips. **Open spots (i.e. Club Poppers): technically, no one is “booked.” Participation is at the promoters’ and performers’ discretion. ----------------------------------------------------------------------------------------------- My name is Alexis Atauri and I am a drag queen in San Francisco. For the past 3 years, I have cried, laughed, lived, and loved with a community of performers, DJ’s, lighting designers, wig makers, and other talented artists in the Bay Area. A true labor of love, I’ve seen my community sacrifice so much to continue to push the boundaries of gender expression, art, and weirdness while still advocating and creating space for everyone. It’s never going to be easy, and we wouldn’t want it to be. However, despite the ongoing conversation about dignified pay in our community, we are not organizing action around this conversation. Some venues pay well; some don’t. Regardless of our skill and experience, don’t we all deserve to expect a minimum booking fee if we are asked to share our drag? I believe we do and I want to fight for better pay for us all. We want a fair return on our Labor. This is no different from dancers, makeup artists, hair stylists, and other artists. We want employers to take us just as seriously when requesting our services so that we can establish and sustain good working relationships, and quality performances for customers to keep coming back. Knowing that the venues where we work support fair treatment and dignified paid for all workers, including us, can only improve our art. It can’t hurt. A minimum of $40/performer is more than a reasonable cost for anyone booking drag in the Bay Area. It doesn’t make performers who get paid more suddenly receive less compensation. It doesn’t force newer queens to hustle or have a traumatic experience starting out in drag. It will discourage performers from price gouging each other. Ultimately, it will allow our community to continue to exist and thrive in a financially tumultuous city. Awareness is an important part of this conversation. Audience members, employers, and corporations (i.e. people who don’t do drag) don’t know firsthand what it takes to produce a look, a performance, or even just a face. Encouraging transparency about the cost and compensation of drag may encourage audience members and employers to better value our productions with tips, increased budgets, or even perks like free drinks, VIP access, or free guest entry. Bay Area drag is diverse, so I expect the opinions surrounding this conversation to also be dissonant, but constructive. The important part - or “Why?” - is that we have this conversation and take action. The cost of sustaining drag is no joke. Most of the time a night’s pay (including tips) doesn’t cover the cost of the makeup, costume, and transportation to support the event. I admire Bay Area Drag performers’ ability to be creative about reusing content, sourcing cheap materials, and working side gigs while still delivering top-notch performances. A minimum booking fee will only help us continue to thrive in performances and other hustles. The more money invested into us, the more fabulosity we can put out, and the more customers we can attract for bars/clubs. Making sure this conversation is inclusive of other roles and performers in our drag scene is important, too. We wouldn’t shine as bright without our DJ’s, handlers, door staff, and stage managers, for example. Fighting for pay for all can only increase the quality of the entertainment we produce, increasing the patronage to the bar/club as well. It also stands to mention I feel that pole dancers, voguers, burlesque, puppet masters, and anyone who is on stage with us deserve fair compensation and the audience’s attention; they are included in this conversation about drag compensation. I believe anyone who is asked to spend their time and talent to be a part of a drag production should be included in the budget, and employers should also value them alongside drag performers. Everyone’s work deserves to be dignified and should be compensated fairly. What is the importance of drag in the community, anyway? Hopefully, you scoffed at this rhetorical question. The first largely recognized social rights movement for LGBTQIA was started by a black, transgender drag queen in New York City. We provide spaces for those in the community that are often cast aside, celebrating their queerness and providing the means for them to thrive in the bay. Look no further than the Sisters of Perpetual Indulgence to see that donning a look and exaggerating your personality is an effective way to serve our community where they are most in need. We keep San Francisco Bay Area weird. We support other artists. We give you something sparkly to look at when you’re out. We sustain safe spaces. Drag has always been there for our community, and we are the best version of ourselves when the community is there for us, too. I hope you can stand beside us and support our efforts! XOXO Alexis Atauri
    1,954 of 2,000 Signatures
    Created by Alexis Atauri Picture
  • Park Slope Food Coop: Coop Values are Union Values
    We’re excited that staff are exploring unionizing. The right to have, build, and support a union is an essential human right. Many other food cooperatives in the U.S. are unionized and, at their core, cooperative values are union values. Unions are an organizational tool that can help maintain accountability and serve as a vehicle for workplace democracy and social justice. Unionized workplaces are safer, more fair and transparent workplaces where it is possible to preserve and improve working conditions over many years, regardless of changes in administration and management.
    3,270 of 4,000 Signatures
    Created by HanaKyle Moranz
  • Better Work Conditions
    It can get very hot in the factory in the summer. We all have very active roles and tend to overheat when hard at work. It is to the point of having to stop what you're doing to take a breather, chug water, and wipe all the sweat off your face so you can see. It may not be as bad for some, but especially by the machines that give off extra heat, it can be unbearable at times. According to United States Department of Labor, "As the body continues to store heat, the person begins to lose concentration and has difficulty focusing on a task, may become irritable or sick, and often loses the desire to drink." and "Exposure to heat can also increase the risk of injuries because of sweaty palms, fogged-up safety glasses, dizziness, and burns from hot surfaces or steam."(www.osha.gov/SLTC/heatstress/.) These are some of the risks associated with not having proper cooling in the factory and I have personally experienced and witnessed others with all those symptoms. If there was a way to at least cool down the factory a little, it would create a better work environment and productivity would increase exponentially. Please consider making a change for the better. “UNITED STATES DEPARTMENT OF LABOR.” Occupational Safety and Health Administration, www.osha.gov/SLTC/heatstress/.
    1 of 100 Signatures
    Created by Taylor Barnes
  • Allow doctors' notes to remove demerit-points from employee records.
    1) We're Not Trying To Re-Create The Wheel: During one of the East side's Attendance Policy meetings just a few days ago, two different co-op employees mentioned their experiences with prior employers who, in fact, used demerit-points systems which allowed employees to clear their respective record(s) of earned sick-time demerit-points when they provided a note from a doctor. Logical. Reasonable. Cooperative. 2) Our Request Is Very Minimal: Let's not get the specific medical-related argument which I'm making here, convoluted and intertwined with the minutia of hypotheticals that could be used as rationales to avoid such a reasonable request. (Such as: Missed plane flights, car trouble, an ill-timed train, etc.) No, what we are talking about here is an incredibly specific situation whereby an hourly employee's doctor has determined that they are not well enough to be in the workplace. Nothing more, and nothing less. Logical. Reasonable. Cooperative. 3) A Demerit System: Our new attendance policy is indeed a demerit system. Using the terminology "no fault" has its value; however, in this instance it is semantics. AND HERE'S WHY: Every point we earn---every single point---ushers us closer to termination. This, in fact, is an objectively perfect example of a demerit-based system. Issuing demerits for doctor-authorized illnesses is essentially blaming employees for something that is not their fault. No one wants to be blamed and held accountable for something that isn't their fault. (If we held our new leadership accountable for the mistakes of previous leadership, that would absolutely not be logical, reasonable, or cooperative.) 4) The Doctor's Note System: In speaking with Willy Street leadership on multiple occasions, it has been alluded to that the GHC doctor's note system (currently in effect) is not reliable in certain capacities. If this is the case, let's simply create a FORM or SET OF CRITERIA which---when completed by the GHC doctor---will satiate our leadership's logistical needs, so that employees can remove demerit-points from their record when possible. This solution is certainly more logical, reasonable, and cooperative than the broadsword approach of forcing demerits onto every hourly employee---regardless of the reason---which ultimately threatens the livelihood of the hourly employee at no-fault of their own. And, once again, we're only talking about doctor-approved illnesses. Nothing more. 5) Sick Work-Force: We've all signed an agreement that said we would not come to work if we were sick. Now, we are told that we will be demerited for calling-in sick. Thus, when we employees signed that agreement, a Catch 22 was created whereby we unknowingly consented to being demerited for being sick. (This is not logical, reasonable, or cooperative.) It seems reasonable to predict that some employees will feel pressured to work when feeling sick under this new attendance policy in order to avoid receiving demerit-points. 6) Minority VS. Majority: It seems as though this specific element to the new attendance policy was created out of frustration in response to our prior lack of a policy. I would simply argue that this frustration—understandable though it is—is not a wholesome platform from which to create new policy. Rather than trying to create a policy that is determined to punitively locate and dismiss the employees who’ve sought to take advantage in the past (i.e., the vast minority), perhaps we could create a system which seeks to protect those employees who’ve served honorably and honestly (i.e. the vast majority). That said, removing the demerit-points with the properly formatted doctor’s note would do just that! WIN—WIN!
    498 of 500 Signatures
    Created by Noah Hittner Picture
  • Severance for laid-off Tazza D'Oro staff
    My name is Adelaide Smith and I am a former barista and coffee equipment technician at Enrico’s Tazza D’Oro. I started working as a barista at the Highland Park location in April 2017 and have been with the company as it expanded from two cafes, to four cafes and a training lab. When I first started, it was clear that the management structure was somewhat disorganized and not totally functional, but as the new cafes opened, the situation became much worse. Stores have gone months at a time with no manager, so managing responsibilities were piled onto assistant manager and barista workloads. This resulted in day to day operations becoming increasingly stressful for baristas. When that trickled into bad experiences for customers, upper management would show up to hassle the staff about their performance and general attitude, leaving no opportunities for productive discourse. In the context of this managerial chaos, myself and other women consistently received lower scores on job evaluations compared to our few male coworkers, despite working for a company owned by a progressive woman. As a direct result of this disparity, men became eligible for higher raises then women at the barista level. This is a great example of how a well-intentioned feminist can perpetuate gender-based wage disparities in the workplace by failing to implement systems and structures that insure just and equitable working conditions. I don’t believe the owner wants gender-based discrimination to be happening anywhere, but the current structure of her own business makes the issue difficult to address. The owner, Amy Enrico, has a history of retaliating against workers who speak out. In one such instance, where two baristas were fired after bringing up concerns at a staff meeting, the National Labor Relations Board was prepared to back the workers in a federal suit, though Tazza and the employees settled out of court. Throughout the various locations staff have been intimidated and harassed by management in retaliation to collective concerns and issues that baristas had no power over. As the equipment tech and part of the coffee quality control team, I would look into any situations where coffee quality was below our standards. On three specific occasions at the Millvale cafe, management came down on the entire barista staff accusing them of making bad coffee, when the problem was out of their control. I pinpointed the equipment issues that compromised our standards and made the issues known to management, but management continued to hassle the baristas until I was able to fix the issues and show that with properly functioning machinery, the coffee was not just adequate, but better than the other locations. Workers at the Millvale location have been targeted and blamed for the poor performance of the store despite their earnest attempts to make that cafe thrive. When management got onto them about evening shifts taking too long, staff worked off the clock to make sure the cafe was stocked and clean for the morning shift. In April of this year, the Millvale staff was told their jobs had been eliminated and the store was closed with only a day’s notice. Later that day on their social media accounts, Tazza D’Oro claimed they would just be closing the Millvale cafe for only a week and reopening the following Tuesday. After the fired workers organized a picket, the plans to reopen the store were postponed. One of the workers was able to pick up part-time work at another location, while the other four are trying to make it by on unemployment. I know these kinds of issues are commonplace in the restaurant industry, but they don’t have to be! We’re calling on Tazza D’Oro to do the right thing and sit down with us, develop a plan to restructure the company, and pay severance to the laid-off Millvale workers.
    3,341 of 4,000 Signatures
    Created by Adelaide Smith
  • Allow Baristas To Wear Purple And Green
    To Allow More Freedom Of Dresscode Choice. Also, To Allow Us To Express Ourselves With A Little More Color At Work.
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    Created by Krista Rogers Picture
  • Gender Neutral Dress Code
    1. ensures that there’s fair and equal dress code expectations between men and women. 2. prevents unfair discrimination of LGBTQIA employees, especially those whose sex or gender does not fall on the male/ female binary. (Ie: trans, non-binary, and intersex individuals). 3. promotes equal workplace expression for all
    39 of 100 Signatures
    Created by Max Adler Picture
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