• Protect MVU Jobs
    Last fall, rumors of privatizing (also called sub-contracting) the MVU cafeteria to The Abbey Group circulated. The MVU cafeteria staff and many other staff are concerned that the school-run program may simply be “eliminated” to save a few dollars. This is not fair. The food service employees are long-term, loyal and committed employees. They have a collective 66 years of service to the school, performed high quality work, and often go above and beyond what they are expected to do, especially for students. All the staff at MVU bring the same level of commitment to the school and the students. The MVU cafeteria workers are being proactive and are asking the MVU Board for something very simple – to adopt a policy that it will not privatize the food service jobs at MVU or any of the work currently being performed by its staff. This is perfectly legal. It doesn’t violate the existing union contract. It doesn’t violate the Municipal Employees Labor Relations Act. It is well within the rights of the Board to pass such a policy. The policy wording we propose would be as follows: “It will be the policy of the Missisquoi Valley Union School Board of Directors to not sub-contract any work currently being performed by employees of the Board.” Contractors, like the Abbey Group, are in business to make money/profit. If they’re going to make money from the school, they will have to cut corners somewhere. Either they will cut services, or the wages they pay to workers, or both. If they cut services, the quality of school food program, in this case, goes down. And if they cut wages, they will get people in to work who are not very qualified, or who will leave as soon as they get a better job. Contractors like Abbey Group often offer no paid sick days or benefits, making the jobs even less livable for working people, causing more turn over in staff. High turnover hurts quality of the food program and it hurts the relationships staff have with the students. Low standards for the food program and its employees are not consistent with the MVU’s values. We encourage you to add your name to encourage the board to adopt this policy. Thank you.
    434 of 500 Signatures
    Created by Vermont NEA Picture
  • Elgin Community College Staff, Students, and Community Members say NO OUTSOURCING of Our Custodians
    We want the college to maintain dedicated employees and community members. Outsourcing our custodians threatens the quality of the work and the safety of our campus community.
    374 of 400 Signatures
    Created by SSECCA IEA
  • No One Should get Fired for Stubbing A Toe
    Apple Valley, MN OUR Walmart member, Gabe Teneyuque was instrumental in getting the state's minimum wage passed. Gabe spoke at the State Capitol, collected and delivered petitions and marched to end poverty wages in Minnesota. His courage to speak out and improve lives of Minnesotans across the state should be encouraged. Instead, Walmart fired Gabe for stubbing his toe at work and reporting the injury. Walmart managers claim that Gabe violated Walmart policy by not reporting the injury that same day even thought it didn't start hurting Gabe til days later. No one should be afraid to report a work related injury. Walmart do the right thing and give Gabe his job back. LEGAL DISCLAIMER: OUR Walmart's purpose is to help Walmart employees as individuals or groups in their dealings with Walmart over labor rights and standards and their efforts to have Walmart publicly commit to adhering to labor rights and standards. OUR Walmart has no intent to have Walmart recognize or bargain with it as the representative of Walmart employees.
    166 of 200 Signatures
    Created by Gabriel Teneyuque
  • Wells Fargo: End the Obsession with Sales Goals
    The LA Times recently reported that roughly 30 Wells Fargo branch employees in the L.A. area tried to meet sales goals by opening accounts that were never used. Lying and cheating should never be tolerated in the workplace -- especially at a financial institution. But the situation also suggests that Wells Fargo take stock of its community banking program and the sales goals employees are pressured to meet each week. According to the Times, the pressure to meet sales goals can be intense. Managers have required sales agents to stay late and call their friends and family members to open accounts in order to meet sales objectives. Sales at all costs is no way to build trust with our communities. Everyone has unique banking needs, and Wells Fargo employees pride themselves on being able to deliver quality products to individuals and community businesses. But when aggressive sales goals compete with customers' needs, one side always wins. We're calling on Wells Fargo to immediately review its community banking program and lower excessive sales targets for team members. Photo credit: http://bit.ly/16vf2lK
    11,735 of 15,000 Signatures
    Created by Khalid Taha
  • Walmart stop bullying Louisiana workers for speaking out!
    Stand with us -- Brandon Garrett & Tavarus Yates -- and other Walmart workers from Baker, LA who've been illegally fired for speaking out. For years Walmart has been taking advantage of us, their workers. Inconsistent scheduling and pay that gives us 30 hours one week and 12 the next leaves us no way to support our family, pay rent, buy food or even gas to make it to work the next day. Even worse, when we speak out about these problems, Walmart tries to bully and silence us. So earlier this year, we went on an unfair labor practice strike. Under federal law it was our right to do so. Now, Walmart is firing and disciplining those of us who stood up. We have filed charges with the National Labor Relations Board but Walmart needs to hear from its customers that this behavior is not ok. WE need everyone in the Baton Rouge community to speak with one voice on the rights of Walmart workers to engage in federally-protected strikes. We don’t want to hurt Walmart, we just want them to be better! By signing this petition you are supporting us to make sure that Walmart associates who were disciplined or fired are returned to work and their records cleared.
    262 of 300 Signatures
    Created by Brandon and Tavarus
  • Help Employees Save the Tabard Inn
    The Tabard Inn was established in 1922 in the Dupont Circle neighborhood of Washington, DC. Neighbors and employees have played a major role in the survival and success of the Tabard Inn. Today, it's seen by many as a DC institution. Its infancy survived the Great Depression. During WWII, the Tabard served as a boardinghouse for Navy Women Accepted Volunteer Service (WAVES). In the 1970's, neighbors lobbied the zoning board and purchased minority shares to save the Tabard from demolition. And in 1975 Edward and Fritzi Cohen purchased the Tabard Inn, and it's been a beloved family-run business ever since. In 1993, the Tabard's owners (Edward and Fritzi Cohen) recognized the employee role in Tabard's success and created an Employee Stock Ownership Plan (ESOP) that granted employees 30% ownership. At that time (and as recently as spring 2013), they stated a desire for employees to eventually have 100% ownership of the Tabard. Unfortunately, a significant change in philosophy is threatening the Tabard's legacy, character, and very existence. In one month, the Tabard Inn lost eight hardworking career employees from its leadership team. * General Manager (20 years at the Tabard) * Hotel Manager (7.5 years at the Tabard) * Accounts Payable Clerk & Floor Manager (20 years at the Tabard) * Design & Project Manager (32 years at the Tabard) * Restaurant Manager (5.5 years at the Tabard) * Special Events Manager & Wedding Director (10.5 years at the Tabard) * Housekeeping Manager (13.5 years at the Tabard) * Special Events Coordinator (3 years at the Tabard) More than 110 years worth of institutional knowledge, experience, and vendor and patron relationships have been drained from the Tabard in just one month. This loss has left a significant void in Tabard's employee leadership. We, the employees, are proud to work at the Tabard Inn. However, we are deeply concerned with the decisions being made during this internal restructuring. Many of us go to work at Tabard every day in fear of losing our jobs. The new manager described firing as, "a favorite part of my job." We have expressed our concern, but received no reassurance. We have proposed a solution, which would increase employee ownership and allow the employees who treasure the Tabard to serve as its protectors, but for over one month we have not received a response. There has been no communication. Meanwhile, policy changes and terminations put the Tabard in an increasingly vulnerable position. Despite being shareholders in the company, the employees no longer have a voice. This is a dramatic change for a business known for valuing its employees. Employees believe the Tabard belongs in the hands of those who know it and love it. As employees who love the Tabard, it is with great consternation that we share this story. We seek to increase employee ownership to a majority in order to preserve the Tabard's character and reinstate the values as described by Tabard's mission statement: "The Tabard Inn provides attentive service in a relaxed environment where guests can feel comfortable in casual or formal attire. We strive to make every guest either a repeat customer or someone who will still recommend us heartily as a restaurant with great food, excellent service, and a romantic and charming atmosphere. We want to be everyone's favorite place to go in Washington, DC. We achieve this objective by working as a team whose primary interest is our customers' satisfaction. Rather than be interested solely in how much money we can make today or tonight, our team members actively determine whether their actions will help everyone profit in the long run. We take actions which nourish and clean the environment, and we support local businesses and charitable causes. Tabard Inn employees are career employees who strive for continuous improvement. We're proud and protective of our diversity, and we treat employees and guests with respect. We demand excellence from our employees and vendors, and we have fun at what we do." Already signed by the following current, recent, and former Tabard Inn employees: Erin Claxton Carolyn E. DeWitt Stephanie Granger Veronica Hunter Holly Learmouth Shannon MacDonald Irene Mayer Paul Michel Travis Miller Camille Smiley Janelle Treibitz Jared Wilyato We truly appreciate all your support! Thank you for joining our effort to preserve the Tabard. Sincerely, The Tabard Inn Employee Committee
    2,266 of 3,000 Signatures
    Created by Carolyn DeWitt
  • Juicy: Take Care of Your Workers
    My name is Duane, and I’m a proud father of my beautiful five-year-old daughter. I worked at Juicy Couture’s flagship store on 5th Avenue in New York City for almost four years in the stock department. I started this petition with my coworker Darrell, because while we stock & sell Juicy Couture’s $200 jeans and sweaters, the company decided they don’t want to take care of their workers. Darrell was a successful full-time sales associate for two and half years, until the company started pushing full-time workers out. When I started, I also got 40 hours a week, but I struggled along with my coworkers as our hours were cut. Eventually, I was down to 14 hours each week. When I asked for more hours, they said they couldn’t give them to me because I didn’t have open availability – because of my daughter. When we began working at Juicy Couture, many of us were full-time. Now, only 19 of the store’s 128 employees are full-time! Not only are they firing full-time workers and replacing us with a part-time workforce, just this month Juicy capped all part-time workers hours at 21 hours per week. We quickly realized that Juicy Couture is doing everything they can to not take care of its workers. See, it was hard enough for us to make ends meet in New York City as full-time retail workers. But by keeping hours under 30 per week, Juicy Couture will no longer be required to offer their workers affordable health care – part of the Affordable Health Care Act’s plan to make sure more working Americans have basic health care. Further, we were told we’re only eligible for paid time off in case we’re sick or have other responsibilities if we work 1400 hours in one year. We did the math, and realized part-time workers reach that at 21 hours per week. This means that the vast majority of Juicy Couture’s workers will not ever get one single paid sick day. Darrell and I are just two of the full-time employees that have been forced out of Juicy Couture by having our hours cut or being fired. Now we’re speaking out on behalf of my coworkers who remain at the store, because we all deserve Just Hours. We know from experience that Juicy has loyal customers and dedicated employees -- if enough of us speak out and demand Just Hours, they'll have no choice but to act.
    4,727 of 5,000 Signatures
    Created by Duane and Darrell
  • KEEPING CURRENT PLANT MANAGER
    Our current plant manager knows his stuff and when you go to him with work related problem he will at least take time to listen!
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    Created by Michael Ewing
  • Harassment,Retaliation, Unfair treatment of Employees
    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.
    2 of 100 Signatures
    Created by Janice Carothers
  • Health Care Committee Petition for a New Quarantine Policy
    There should be no obstacles to people staying away from work if they could possibly be COVID positive
    1 of 100 Signatures
    Created by Aamir Deen
  • Bank of the West: Stop Sexual Harassment and Discrimination
    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.
    7 of 100 Signatures
    Created by Anon Emp
  • Board of Director's choice of new CEO
    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.
    153 of 200 Signatures
    Created by pat lopez