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.

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.

Why Is It Important? This campaign is important because the current working conditions at Weis Markets are unsustainable and are causing serious harm to the well-being of employees across multiple departments. The drastic reduction in staffing hours, combined with an increase in workload, has led to burnout, health problems, and mass resignations. These conditions not only negatively impact the employees but also affect the overall performance of the store, leading to lower morale, poor customer service, and operational inefficiencies. The shift in hour allocation based on the number of items sold, rather than department revenue, is directly contributing to these issues. By advocating for a return to the previous system of hour allocation based on department revenue, we can help ensure that all departments receive the staffing hours they need to function properly, employees are not overworked, and workloads are reasonable and achievable. This change is essential to restoring a healthy, productive work environment where employees feel supported, valued, and able to perform their jobs effectively without risking their physical and mental health. Why Should Other People Join? Weis Markets employees across all stores are facing the same challenges: fewer hours, more work, and unreasonable expectations. If we don’t stand together to demand change, these issues will only worsen, driving more of us to burnout and pushing more of our coworkers to leave. By joining this campaign, you’re not only standing up for yourself but also for your coworkers who are experiencing the same struggles. Together, we can push for fairer hour allocation, improved working conditions, and a stronger commitment to employee well-being. This is an opportunity for all of us to ensure that Weis Markets recognizes the importance of its workforce and makes the necessary changes to support a healthy and sustainable workplace. Every voice counts, and by working together, we can achieve real, lasting change.

So our customers can shop comfortably. So we can work comfortably  So no person passes out. YOU ARE LOSING CUSTOMERS BECAUSE OF NO AIR IN THE STORES! (AT LEAST 5 STORES). HOW MANY EMPLOYEES ARE WORKING IN THE 90 DEGREE AND ABOVE HEAT??? HOW MUCH MONEY ARE YOU LOSING EACH DAY??

Many of us feel burnt out due to our high workloads combined with the stress of our daily lives. Mental health days for employees will allow us to take recognized time to care for ourselves without feeling guilty for needing some extra help to get back our 100%.

CVS Health claims to care for all of its workers, and constantly states that it has its employees health and wellness in mind, while treating its employees like robots. We shouldn’t have to beg to be allowed to leave our desks for a few minutes to use the bathroom or walk around for a few moments without worrying about going over our metrics, or worrying if we are going to be able to afford food and shelter because of skyrocketing inflation. Our representatives work incredibly hard to make sure our members are taken care of, also while sometimes dealing with abuse and anger from members, or situations that are emotionally difficult. We deserve to be treated with respect and dignity, and have compensation that can afford us a decent standard of living.

The North American Trucking Alliance (NATA) has found that the FMCSA does not recognize economic conditions prescribed by “Transportation Policy''. This leads to a deleterious effect on public safety. The FMCSA has allowed potentially unfair and destructive practices within the trucking industry. This causes financial strains on small independent carriers, which leads to supply chain issues. Drivers are working under increasingly unsafe conditions, and have struggled with the rising cost of living. Excessively long detention time at docks and poor hours of service rules cause more idle time, affecting drivers and consumers alike. Poor utilization of trucks leads to undercapacity for shipping demands, introducing more greenhouse gasses into the environment, and creating safety issues for all drivers. We find that former administrators and high-ranking employees accept post-government work. with autonomous vehicle truck manufacturers and other positions for lobbying. This raises concerns for a conflict of interest. How do we trust a regulatory agency when its former members work for private companies with special interests in that agency, or the U.S. DOT? These people established working relationships with agency employees, which must be stopped.  Many regulations created by the FMCSA favor corporate interests. Such as the hours of service rules, electronic logging device regulations, Speed Limiters, and claiming preemption over California’s “Meals and Rest Breaks” laws. The NATA believes that the FMCSA is acting like a captured agency. There are far too many issues to list. Your support in this action will help protect drivers' lives, create stronger economic growth in the United States, limit greenhouse gasses in the environment, and reduce the cost of living for American consumers.

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.

Supporting a coworker's petition can be intimidating, but it’s often the only path to workplace change. With more and more employees supporting a campaign, an employer’s ability to deny the demands of the petition becomes more difficult. Firing an employee covered by the National Labor Relations Act (NLRA) for signing a petition to improve workplace conditions is illegal under section 8(a) (3) NLRA. The NLRA provides that an employer “may not, by reason of reason, terminate an employee or take any other disciplinary action against the employee for the exercise of the employee’s legal right to improve the conditions of the workplace.”

Amazon is getting free labor out of our brick and mortar store, which is supposed to serve our town. Instead, we are now saving Amazon money, a company that is trying to put us out of business. We are now serving Amazon's customers at the expense of our own: Print and Marketing employees are deluged to the point they can't catch up on producing orders or train new associates. Role Clarity is a thing of the past if we can't do our pull lists, cycle counts, and work on our selling culture. We care about our stores. We want them to perform better. Morale is plummeting. If Staples will not stop Amazon returns or increase budgeted hours, employees will leave in droves. We carry the burden of greater workloads with less time for doing our actual jobs, skyrocketing our physical and mental health issues and emotional struggles as mere human beings as we seek to just go to work and maintain our store. We are people who matter. Our stress level matters. We need better strategies to bring customers into our stores. We don't need Amazon to do that.

Being a new parent, especially a nursing parent, is an incredibly vulnerable experience, both physically and emotionally. Workers in every industry deserve to be supported during this time. But at Trader Joe’s, that’s not happening. Julia’s story is not unusual. We’ve heard from crew members across the country, in both union and non-union stores, with experiences just like Julia’s. Trader Joe’s workers are expected to pump in dusty mechanical rooms, storage attics that are only accessible by ladders, and demo kitchens where they must vie for access with workers preparing food samples for customers. (The images above are actual pumping spaces submitted to us by crew members). Some crew members give up on pumping indoors altogether and pump in their car instead, if they have one. No nursing parent should have to pump in unsanitary, potentially exposed conditions like these. Sign our petition to tell Trader Joe’s to provide sanitary, secure, and comfortable lactation spaces for its workers!