Why Is It Important? At Childfirst Service, Inc every employee deserves a safe, respectful, and fair workplace. When harassment, discrimination, retaliation, and wage violations go unaddressed, it not only harms individuals but also damages the integrity and reputation of the organization. Ignoring these issues perpetuates a toxic environment where abuse and injustice thrive. Addressing these problems is a matter of justice and accountability. It’s about ensuring that leadership respects the rights of all staff, complies with the law, and creates an environment where everyone can perform their best without fear. A healthy workplace benefits everyone—employees, management, and the organization as a whole. Why Should Others Join You in Your Campaign for Change? Together, our voices are stronger. When many speak out, it becomes impossible for leadership to ignore the issues or dismiss individual complaints.   Change is only possible with collective action. Mobilizing staff, allies, and community supporters increases pressure for meaningful reform.   Your participation helps protect others. Standing up now can prevent future harassment, retaliation, and wage violations for your colleagues and future employees.   It’s about justice and fairness. No one should have to endure unsafe or unjust working conditions alone. Supporting each other creates a united front for change. Join us to demand accountability, safety, and dignity in the workplace. Your voice matters. Together, we can create a workplace where everyone is treated with respect and fairness.

Mother Jones documented the story of Genesis, an Amazon warehouse worker who was pregnant in 2024 when she brought in a doctor’s note saying that she needed to take regular breaks, limit bending and twisting, and lift no more than 20 pounds. Despite the doctor’s note, her manager wrote her up for sitting down and taking breaks. She said, “They basically told me you can keep doing your job the way we want you to do it without the chair or without the breaks or you can go on unpaid leave.” The NJ filing documents many such similar cases, like Amazon immediately placing a pregnant employee on unpaid leave after she requested using a wheelchair as an accommodation. Amazon told another employee that she was being placed on unpaid leave after her disability accommodation request was denied. There are clear laws in place that require companies to provide reasonable accommodations to workers and protect them from this type of discrimination and retaliation.  The New Jersey Attorney General said, “There is no excuse for Amazon’s shameful treatment of pregnant workers and workers with disabilities. Amazon’s egregious conduct has caused enormous damage to pregnant workers and workers with disabilities in our state, and it must stop now.” It’s important for us to support Amazon workers and use our collective power to hold ultra-rich executives accountable for the unfair treatment of workers. Sign the petition: Tell Amazon to end discriminatory practices against pregnant and disabled workers!

Millie Lugo isn’t alone; her experience is representative of a larger trend at Trader Joe’s. Workers are losing their jobs with at an increased rate, through a disciplinary system that is neither transparent nor consistently applied. On May Day of 2025, founding Union president Jamie Edwards was fired in their Massachusetts Trader Joe’s after facing relentless retaliatory targeting by management. That was not an accident, it was a warning. Discussing workplace issues are clearly protected activities under the NLRA, no worker deserves to face repercussions for simply voicing concerns in the workplace. Workers need to stand together against unfairness, targeting and bullying we see at Essex Crossing and beyond. 

ICE sweeping through neighborhoods across the country are making immigrants, those who are undocumented and those with legal status, afraid to go to work. Deportations are tearing families apart and having a serious, negative impact on labor in America and the U.S. economy. Critical sectors are losing workers. Wages in key industries are falling. If carried to completion, mass deportations will destroy millions of jobs for both immigrants and U.S.-born workers. Job losses will impact every state, every community, every family, every worker, and the entire U.S. economy. Employers large and small need to take a stand for immigrant workers and the entire labor force. Sign the petition: Call on U.S. employers to protect workers and stand against the violent immigration crackdown.

💥 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.

We need to stop Sunil Pande and Versa Cloud ERP from destroying more humans.

The safety of employees should be all companies number one  priority. Unlawful termination is wrong 

Macy's in Tacoma has been a long standing institution that employs many. We have recently found out that our store may be closing in the near future. Over 100 Macy’s workers at the Tacoma Mall location including the Furniture Gallery have been bargaining for a fair contract since January. Please support us as we attempt to bargain for dignity and respect during this difficult time.

Being allowed to decorate our stores for Pride, and other holidays, is important to partners, many of whom are themselves part of the LGBT+ community. In a time where LGBT+ rights, transgender rights especially, are under attack, it's important that both customers and partners feel supported and welcomed. Partners and customers alike LOVE to come in and see a fun and positive environment with fun decorations. We receive lots of positive feedback from customers that they love seeing the creativity partners bring to the table, and likewise positive responses from partners who feel more involved with the store and free to express themselves. Why is the company backing away from supporting its LGBT partners? What is there to gain from making every store depressingly identical, with no personality? While Starbucks insists that Corporate policy has not changed, and that this is 'false information' the rule is still being enforced at a regional level in many stores.

Someone with 4 1/2 to 5 star reviews with impeccable customer reviews that has been on the site for many years. Should not face deactivation out of the blue for a lone client complaint/issue.

Sisters Brothers and Family, It's not complicated. The Union is the best tool for working people to unite together and win improved wages and working conditions. The labor movement allows us working people to join together against powerful adversaries and advance our shared values. Right now there is something that stinks within the Michigan AFL-CIO. Time is up for Jon Byrd, the longtime Michigan Laborers' District Council External Affairs Director, South Central Michigan Area Labor Council President and Secretary of the Michigan AFL-CIO Advocates 501c3. The story finally made it to the press. Read the articles. These rumors have been brewing for decades. Now is the time for leadership to act. There is no neutral. Which side are you on? Sign on to my letter to national AFL CIO President Liz Shuler and the AFL CIO Executive Council. Michigan AFL CIO Leadership failed to protect members and the public. Now I am calling on national leadership to step in and do their job. Join me. Which side are you on?

Public pressure is one of the key ways to force AEROTEK, WORKRISE & PEOPLEREADY to improve the policies and working conditions that affect workers. Bad publicity means less money in its pockets, which is the only thing we know the corporate entities care about. If you sign the petition, you can send a powerful message that you are with us in our fight. Join us in calling on AEROTEK, WORKRISE & PEOPLEREADY to make renewable jobs fair, safe, and sustainable, ensuring workers can have the respect and dignity we deserve at our workplaces. Thank you for speaking out.