This is very important because this treatment has been ongoing even before. So many workers have been fired( even I), quit because they can’t stand for themselves and for everyone.

There should be no obstacles to people staying away from work if they could possibly be COVID positive

Employees should not be fearful of management or Human Resources, otherwise what is the point of them? Employees should feel comfortable coming forward with sexual harassment or discrimination issues instead of being retaliated against, harassed, bullied, or singled out. Human Resources and management threatening employees jobs or giving verbal warnings unrelated to work performance due to reporting systemic issues within the bank is disgraceful. Our job is to provide customers the absolute best customer service. If our employer does not treat us right, how do they expect us to do our jobs successfully? Turnover is too high at Bank of the West and for good reasons. Management and Human Resources do not care about employees and corner employees into submission to keep their power. We cannot allow this to happen anymore. We should not feel powerless or hopeless. Our workplaces need to be open and inclusive to let the best possible work to come to fruition. Bank of the West needs to act fast to correct these issues and hire a third-party agency to review the corporate sexual harassment policy and diversity and inclusion policy. Additionally, all employees, especially Human Resources and management, need to go through in-depth bias training provided by an organization specializing in diversity and inclusiveness training, fire perpetrators of sexual harassment, and management/employees that blatantly discriminate against minorities and disabled employees.

Their choice is very wrong for the organization and all of us on many levels. It is with a deep concern and sincerity that we respectfully submit to you our concern regarding your choice of a new CEO. As you are aware, he had previously resigned from UAII. That in itself should be disqualifying. But something even more troublesome is that he is NOT Native American. According to a stipulation on page 3 of the Indian Preference Act, first choice should be given to qualified Indians. We don't believe this was followed and the BOD is NOT in compliance. We greatly appreciate the leadership of Gene Martinez as Interim CEO. guided us through the most difficult time in the history of UAII He has worked with the City and County of Los Angeles, the employees, our clients and the greater Native American Community these past several months to keep us safe. His leadership was thoughtful, heartfelt, professional and knowledgeable. He worked with a cultural awareness and sensitivity that comes from his background and ethnicity as a Native American man. He was raised in the very community he now serves and has a great allegiance to it. We believe he has PROVEN himself. And in taking on the incredible task of leading us through this pandemic, and making sure we secure a building for our move, he has EARNED the position of CEO. It is not in the best interestof UAII staff, clients and our Native American Community to change leadership now. Please make Gene Martinez's status permanent CEO. And we urge the BOD to work closely and respectfully with him.

This is important because i had never missed a day or been late and i feel like i am being mistreated

These policies are out dated, and archaic. They stem from the 1930s when Publix was originally founded. The social norm of the era was that it was considered polite for men to be well groomed with hair above the ear and not touching their collar. However this is 2018 and society has changed. We shouldn't have to abide by the social norms of 88 years ago in order to keep our jobs.

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.

Despite rising tuition costs, the majority of faculty continue to be underpaid, underrepresented, and lack any type of job security. At Point Park, we pay between $24,000 and $30,000 a year in tuition. Our adjunct professors on the other hand, receive $2,100 to $2,200 per course with NO benefits and no guarantee of future employment. As students we must ask ourselves where does the money go? If not to those working day-in and day-out to impart us with the necessary skills for our futures then where? 78% of our professors are adjuncts. An increased use of adjuncts lowers graduation rates. This is only because they are not receiving the benefits and compensation they deserve. By giving our adjuncts space on campus, bettering adjunct working conditions, increasing adjunct pay this can be remedied. This would free up adjunct schedules allowing more time for them to focus on a reasonable number of students, and provide the quality education they strive to give. Graduation rates would rise as students would be granted much needed one on one time to work with their professors. In respect to the treatment of our professors the University is not looking out for the students. By withholding from our professors the fair treatment, job security, proper benefits, and proper pay that they deserve not only are our chances of success during college hampered, but our futures as well. They are ignoring student needs and completely disregarding the values in which they espouse. [1] Point Park University. "Tuition." Accessed February 9, 2014. http://www.pointpark.edu/About/TuitionCosts/Tuition. [2] Schackner, Bill. "Colleges are hiring more adjunct professors." Pittsburgh Post-Gazette. Last modified April 5, 2013. http://www.post-gazette.com/education/2013/04/05/Colleges-are-hiring-more-adjunct-professors/stories/201304050117#ixzz2l3DZcF9n. [3] Erdley, Debra. "Adjunct teachers prop up higher education, seek rights." TribLIVE.com. Last modified March 31, 2013. http://triblive.com/x/pittsburghtrib/news/s_789221.html#axzz2kMocQdqO. [4] Kezar, Adrianna, Daniel Maxey, and Lara Badke. "The Imperative for Change." University of Southern California. Last modified 2012. http://imperative.thechangingfaculty.org/.

On December 19th, 2012, I was called at home and terminated. It was my day off and they had me come in. Walmart needs to show more empathy to those who have medical issues.