💥 Why This Is So Important The job market is not a level playing field — especially for people who are marginalized by race, gender identity, sexuality, class, disability, age, or nontraditional work history. What makes this worse is that companies are now hiding behind artificial intelligence and algorithmic screening tools to excuse or even automate that bias. When you’re job hunting and keep getting ghosted, rejected instantly, or filtered out before a human even looks at your name — that’s not just frustrating. It’s dehumanizing. And it’s by design. ⚠️ The Truth About AI in Hiring Companies are increasingly using tools like: • AI resume screeners • Chatbot interviews • Voice and video emotion analysis • Cultural fit prediction software • Automated reference checkers • AI-written rejection emails These tools are marketed as “efficient” and “unbiased.” But the reality? 🔎 AI replicates the  exact same patterns of discrimination we see in human systems — only faster, at greater scale, and without accountability. Here’s what’s really happening: 🔒 1. Black box screening = no transparency You can apply to hundreds of jobs and never know why you were rejected — because the algorithm decided you’re “not a fit.” There’s no feedback, no appeal, and no clarity. It’s a digital wall. 🧬 2. AI learns bias from past discrimination If a company historically hires mostly white men from Ivy League schools, guess what the AI is trained to look for? More of them. It flags “nontraditional” resumes, gaps in employment, different-sounding names, or people who don’t follow conventional career paths. Even if you’re brilliant — the algorithm can’t see that. It can only see what has already been rewarded. 😶 3. Companies can dodge accountability HR departments can claim: “It wasn’t us, it was the algorithm.” But they’re the ones buying, implementing, and feeding data to these tools. Using AI doesn’t eliminate bias — it just gives companies plausible deniability while quietly maintaining the status quo. 📉 4. Human expertise is being replaced with automation Instead of trained recruiters who understand context, empathy, and potential — job applicants are being filtered by machine logic that can’t recognize growth, grit, or nuance. People become data points, not individuals. 🧪 5. People are being experimented on without consent Many AI tools haven’t been tested rigorously or ethically. Applicants aren’t told they’re being scored on their facial expressions, tone of voice, or social media presence. That’s surveillance — not recruitment. 🧨 6. Marginalized people get hit hardest If you’re: • Black or Brown • Trans or gender nonconforming • Neurodivergent • Disabled (especially if your voice or mannerisms don’t conform) • Low-income or have job gaps  You’re way more likely to be flagged, filtered out, or erased. That’s not innovation — it’s discrimination dressed up as tech. 🧭 This Is Bigger Than Jobs — It’s About Power AI is being used to systematically erase people from opportunity — and because the process is invisible, it’s hard to fight back This campaign is about forcing transparency. It’s about putting real human beings back at the center of the hiring process. And it’s about demanding justice in the systems that claim to offer opportunity. You’re not just “complaining.” You’re doing what so many can’t — calling it out by name.

The string of disastrous air travel crashes, accidents, outages, and mass delays over the last few years show that these system-wide challenges aren’t going away anytime soon — and that’s bad news for controllers. Many doing the tough, and critical, job of air traffic control are pushed to work overtime due to shortages, leading to many reporting that they feel “fatigued and demoralized.” Many worry that all of these conditions could lead to a “catastrophic mistake.” At Newark Airport, just 22 controllers are employed instead of the recommended 38. And after the trauma suffered during the equipment breakdown at the airport, available controllers have dropped even more. There’s growing concern about air safety across the board, and that includes the workplace conditions, health, and well-being of air traffic controllers — who keep air travel moving in the U.S. and can often act as the last line of defense against crashes.  Sign the petition to stand with air traffic controllers to improve workplace conditions and ensure air travel is safe.

If you live in New York City, you earn a little bit of sick leave every day you work. It’s part of the Earned Safe and Sick Time Act (ESSTA), a law that protects all of us. Those protections are being attacked by the top anti-worker law firm in the world, JacksonLewis, the guys who hold the secret meetings and literally wrote the book on union busting. Under the previous system, corporations had a pretty easy time avoiding accountability. Starbucks workers waited 3 years for their rights to be enforced, Amazon workers 4, and a JetBlue employee waited 8 years to be reinstated. Our rights disappeared the moment employers chose to violate them. That changed last year. In 2024, the New York City Council passed Local Law 22, creating a dual enforcement model, administrative and judicial, designed to protect workers from prolonged job loss and economic hardship. This means that when an employer breaks the law workers can go to court themselves and ask a judge to enforce their rights. It’s not about big payouts. It’s about getting your job back in days or weeks instead of months or years, stopping retaliation, and showing other workers it’s safe to stand up. There are two ways courts can quickly stop violations and reinstate workers who have been retaliated against—a temporary restraining order (TRO) and a preliminary injunction. These tools can stop employers from continuing to break the law. Without them New Yorkers can plan for their right of action to take 32 months to reach a verdict, possibly three years by the time judgment is enforced.  Hannah Lopez is a restaurant worker in New York City. She’s worked at Tao Group restaurants for 10 years. She cares about her coworkers and has done everything from picking up shifts for coworkers’ emergencies to securing legal help for a coworker taken from her restaurant by bounty hunters working for ICE. Months ago, she was fired after helping her coworkers exercise their sick leave rights. The Department of Consumer and Worker Protections (DCWP) issued four different charges against the company. Though they have continued to try, the company simply refuses reinstatement. Because they are getting away with it, the message to workers is clear, “exercise your rights and you’ll be fired”. To fight back, Hannah has moved to the courts. After filing for a temporary restraining order (TRO) and a preliminary injunction to end retaliation, to be returned to work, and end current violations against her and her coworkers at the restaurant, the judge said that she had “a very strong case”—but denied the request. And there’s the problem: If courts don’t have the ability to enforce ESSTA, to stop current violations and prevent future ones, we could be right back to waiting months or years for justice. And companies will know they can go back to violating ESSTA. The outcome of this case could determine the nature of everyone's access to our Earned Safe and Sick Time rights. We have two possible solutions: 1. Brandworkers and allies are organizing a Letter of Legislative Intent. We believe the council’s intention was to create a law that ensures New York City’s workers can use sick leave without being fired and this is how we can help them make it clear to the court and to all of us. We have until June 20th at 5:00pm.¹ 2. If city council’s support doesn’t materialize, ²we’ll keep organizing—pushing the council to ensure ESSTA enforcement is real, timely, and protects workers before they’ve lost everything. If Hannah wins, the court can affirm that the private right of action is created to enforce the provisions of the Earned Safe and Sick Time Act; to stop violations as they happen, instead of allowing workers to be harmed until the final closing of their case. If she loses, the court may signal that corporations can violate the law, ignore city enforcement, and run out the clock while workers lose everything. Hannah is a ‘pro se’ litigant. That means she is by herself and has been for months. She has made it so far but the next steps are critical and she needs our help. This is about more than one worker—it’s about whether the law actually protects all of us. Here’s how you can help: 1. Sign and Share this petition . If you work for a living and have never fought for your rights. We will show you how. 2. Donate - If you’ve ever been able to take sick leave, support the workers fighting for it. Stand with Hannah. Defend our rights. Protect NYC’s sick leave law. Contact us at: [email protected] See the growing list of organizations already standing with NYC workers. ---------------------------------------------- ¹ We will release the Letter of Legislative Intent as soon as we receive final confirmation from our early champions. Some City Council members have already requested a draft, which we’ve shared with them. The letter is still in the drafting phase. ² A Better Balance and the National Employment Law Project (two of the leading organizations behind Local Law 22 and sick leave legislation across the country) are working with Brandworkers and our campaign to help craft an additional appeal to the city council. * We’ll be hosting Zoom calls for petition signers to share what we’ve learned about the history of ESSTA and its role in the ongoing struggle for workers’ rights in New York City. These sessions are a chance to deepen our understanding, build strategy together, and stay connected in the fight. * Our campaign’s ultimate goal is to ensure ESSTA enforcement happens on a timeline that makes these rights real for workers. There may be multiple paths to get there. If we find it necessary to revise this petition, adjust our strategy, or shift course entirely, we will make changes transparently and notify all signers. United we bargain. Divided we beg.

Together, we are shaping a healthcare system that honors the contributions of all health professionals and promotes a healthier, more just future for everyone.

One of the cornerstones of the USPS is its universal service mandate — no matter where you live in the country, the postal service will deliver to you. Postal workers will get people their prescription medications, mail from loved ones, and everything in between. The same is not true of private companies like FedEx.  If the new Postmaster General pushes to privatize the Post Office, routes for mail carriers could be cut, local post offices shut down, and people in rural areas may not receive essential mail and packages. The ultra-rich and corporations stand to gain the most from a Post Office that becomes privatized. Executives will come in to make massive profits, while workers suffer layoffs and worse workplace conditions, and consumers face higher prices and worse service. And companies like FedEx and UPS can grow their market share and corporate profits. It would be a clear win for billionaires, and a loss for workers and consumers. Sign the petition to stand with USPS workers and reject the privatization of the Post Office. Postal workers are under threat as corporate executives move in to take over.

I urge Lularoe to reconsider these recent changes and reinstate the previous bonus structure. By doing so, the company will reassure its leaders that their work is valued and that their financial stability is a priority. Please join me in calling for Lularoe to make these necessary adjustments for the good of its community and the countless families who rely on it. Sign this petition to urge Lularoe to listen to its leaders and protect their livelihoods.

The ultimate goal of PSH-LMC employees is to convert to an Employee Ownership model, either as an Employee Stock Ownership Plan (ESOP), Employee Ownership Trust (EOT), or more greatly a Workers Cooperative. El objetivo final de los empleados de PSH-LMC es convertirse en un modelo de propiedad de los empleados, ya sea como un plan de propiedad de acciones de los empleados (ESOP), un fideicomiso de propiedad de los empleados (EOT) o, en mayor medida, una cooperativa de trabajadores. In order to achieve this ultimate goal, it is necessary to unionize not only ourselves, but the Nurses as well. When all staff have advocacy and can negotiate the purchasing of the Hospital, we can remove the poor leadership and create a workplace for us, by us. With dedication and steadfastness we can not only make our work lives beneficial, but our lives in general will see betterment. This is not only our right, but our duty to make this place better for everyone. Para lograr este objetivo final, es necesario sindicalizarnos no sólo nosotros, sino también las Enfermeras. Cuando todo el personal tenga defensa y pueda negociar la compra del Hospital, podremos eliminar la mala dirección y crear un lugar de trabajo para nosotros, por nosotros. Con dedicación y constancia no sólo podremos hacer que nuestra vida laboral sea beneficiosa, sino que nuestra vida en general también mejorará. No es sólo nuestro derecho, sino nuestro deber hacer que este lugar sea mejor para todos. Through unity and strength we can make our lives better. Mediante la unidad y la fuerza podemos mejorar nuestras vidas.

Tesla CEO Elon Musk has repeatedly shown disregard for worker well-being.  Last year thousands of Tesla workers faced sudden layoffs after grueling conditions, despite the company reaping millions in tax incentives meant to create secure, safe jobs.  In his other role as CEO of SpaceX, Elon Musk has pushed to undo worker protections and get rid of the National Labor Relations Board (NLRB), the federal agency in charge of worker and union protections. Research shows Tesla routinely neglects mandatory safety procedures. In November 2024, OSHA penalized Tesla close to $7,000 after discovering four employees at the Austin Gigafactory had been exposed to dangerous chemicals without the appropriate training or safety precautions. Earlier last year workers came forward with alarming stories of falsified safety documentation and inadequate training.  It's time Tesla is held accountable. Workers deserve workplaces free from preventable harm, and corporate negligence must not be tolerated.  Tell the Tesla board to prioritize worker safety now and call on them to make immediate improvements in workplace safety standards.

More than 40% of Amazon workers reported being injured on the job in a survey the same year those profits were made, with the number increasing to over 50% for those employed more than three years. A Senate investigation even found that Amazon workers were nearly twice as likely to be injured compared to workers at other warehouses in the industry! These statistics reveal a damning pattern of workplace injuries at Amazon facilities. The high frequency of lifting heavy items, long hours, and awkward bending and twisting contribute to significant risks of low back injuries and musculoskeletal disorders. We cannot stand by while workers face such hazardous conditions. It's imperative that Amazon's leadership addresses these safety concerns.​ Sign this petition urging Amazon CEO Andy Jassy to take immediate action to improve safety standards in Amazon warehouses and improve working conditions for all Amazon employees.

This is important because if we don't push back, companies like DG will continue to exploit employees and take away our enhanced quality of life that we experienced since 2020. Remember: People had to protest in the streets many years ago just to get a 5-day work week! We have the power to stand up to these mandates. If we don't do anything about it, companies like DG will only make our quality of life worse.     If you love being present in your kids' lives, having more work-life-balance, and you don't like sitting in traffic for an hour every day, sign this petition!

CEOs at the biggest companies in the country have been earning 268 times what their workers are paid on average. Since 2001 profits of the retail sector have increased SIX TIMES what they were, while wages have only risen by HALF of what they were. Meanwhile, these same corporations continue to manufacture inflation, raising prices while denying fair pay to their employees. Workers deserve better - and last year there were some big wins. 500,000 fast food workers in California are now paid $20 an hour after a landmark fight for a fast-food minimum wage. Workers at a Volkswagen plant in Tennessee won a 14% wage increase and profit-sharing by standing together for months. These are the kinds of changes workers need EVERYWHERE so that families don’t fall apart from financial stress and people don’t go bankrupt from a single visit to the hospital.

It's very important for my mental health and family