We understand that it is retail, and employees understand that they have to work hours on holidays. However, Kmart’s unnecessary hours are forcing its employees to miss out on important time with their families. With lives that are continuously busier and busier, it is more important now than ever to put an end to this before we no longer have holidays. There are other stores who have decided to close on Thanksgiving to give their employees time with their families. Why not be in the news in a positive light? The sales can wait a few more hours. Kmart covers its shameless act of greed by stating that it is giving its employees more time to make money. Kmart: have you even talked to your employees about your holiday hours and what they will be required to work? The answer is no. We are almost 2 weeks away from Kmart stores being open 42 hours straight, and employees - even after asking management about what hours they will be required to work - still have not received information about their schedules during this time. Kmart - You should not open your stores at 6am on Thanksgiving Day nor should your stores remain open for the subsequent 42 hours. Furthermore, you should be honest and advise your employees on their schedules so they can plan when to spend time with their families when you put this burden on them. Kmart has said that it will staff its stores using volunteers and seasonal employees. I’m calling on Kmart to commit to respecting the schedules of employees who request not to work on Thanksgiving Day. Kmart should close their stores early, or, at the very least, allow flexibility with scheduling to give their employees time to spend with their families.

In the words of a former Bluestone worker, "we live from pay to pay, we depend on our wages to be in our account so that we are able to pay our bills and rent". Bluestone's collapse has left some workers missing out on rent and mortgage payments leaving them feeling "sick" and "anxious". When you put in a day's work you should get a fair day's pay.

UPDATE: Thanks to you, our efforts are starting to #ChangeZara! In December, Zara workers in NYC received a letter from the US Managing Director, Dilip Patel, saying that workers will receive raises of up to $3 an hour and access to full-time positions. This is a major victory for our campaign and demonstrates that when workers come together, we can make real changes! Our campaign is gaining great momentum, but we still need your support to help bring Dilip Patel to the table and hear our concerns. Please read our petition below and sign and share! ***** First off, let me introduce myself. I’m Jedidiah Labinjo and I work at Zara in New York City. Sharlene Santos, one of the original leaders of the campaign, recently moved out of state so I’ve been inspired to step up and help move the campaign along with my Zara coworkers -- and you! I’ve worked as a sales associate at the Zara store in SoHo for a year. I have been commended by my supervisor for my work ethic and customer service skills, but I’ve yet to see an increase in my pay of $10.50 an hour. I live with my mother and contribute to my family’s bills. I’m also in school full-time studying pre-law, which has helped me think about my rights at work. It’s hard to juggle my priorities of work, school, and family when I have a constantly changing schedule at Zara. Managers are full-time, but we sales associates have a very hard time getting more hours, even though Zara continues hiring more part-time associates. Many associates feel that there is a lot of favoritism in determining who gets the promotions that would make us full-time. Many of my coworkers are students or parents with young children. We all work hard to get by. We earn so little at Zara that many of us can’t even afford to buy the clothes that we sell. With these kinds of poverty schedules, we are forced to choose between bills, rent, and food. So my coworkers and I circulated a petition to address our issues at Zara: low wages, not enough hours, favoritism, and disrespect. When we presented our concerns to a store manager, she said there was nothing she could do. Since we first launched this petition, a delegation of Zara workers from the US traveled to Spain to take our concerns directly to the top company executives as US Management has not agreed to sit down with us collectively for substantive discussions. We’ve been told to discuss problems at work on a one-on-one basis with our managers. But these issues aren’t individual -- they are company-wide. We want Zara’s management to come to the table to hear our #ChangeZara committee’s collective concerns about scheduling, wages, and opportunities for advancement. Zara's hugely profitable parent company, Inditex, is proud of its reputation as a socially responsible business. Zara workers in Spain have a union that grants them a voice at the table -- don't we deserve the same respect here in the US? Join us in our fight to #ChangeZara.

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.

The MAC’s goal is to provide travelers at the Minneapolis-St. Paul International Airport “the best airport experience in North America,” and we are the workers who make that experience possible. We take pride in our work, doing important jobs like providing wheelchair and electric cart service to passengers with disabilities and senior passengers, yet we are struggling to survive on poverty wages with no benefits and little training or support. We are calling on the MAC to ensure the workers who provide essential services for rich corporations like Delta are allowed to form a union so they are can get proper training, increase staffing levels, and get paid a living wage and benefits. Please join with us in our fight to end poverty wages at MSP so we can make it an Airport that Works for ALL of Us.

Patient safety is a major concern. Registration is not medical staff, thus we are unable to perform basic first aid duties or CPR if need be. If we are unsure about a situation, the only option is to call a code medical response, which can take up time and resources for other patients who need critical care. We did not take this job on to do the duties of a nurse, nurses aid, or the like. We took on this job to provide accurate insurance information for billing and to confirm patient demographics. This is unable to be done efficiently when three shifts a day are doing a job that we are not meant to be doing, especially without clinical support. When patients come in and they need help and nurses are unavailable, we aren't able to help them. We can't do anything except sit and watch them in pain, bleeding, or vomiting. This looks bad on the emergency department and on the hospital as a whole.

It is the job of Facebook content moderators to try and make the platform safe. This means reviewing every post that is either reported by a user or flagged by Facebook’s automated tools from its 3 billion users. For context, around 130,000 images are uploaded to Facebook every minute. The work can be harrowing, with content moderators having to look at some of the worst material on the internet. This includes murder, gruesome violence, hate speech and the sexual exploitation of children. Outsourced content moderators don’t receive proper mental health support and many develop PTSD as a result of their experience. This year, TIME magazine (https://time.com/6147458/facebook-africa-content-moderation-employee-treatment/) revealed chilling abuse at Facebook's content moderation centre in Nairobi, Kenya. Workers reported exploitation and unlawful union-busting at the Nairobi office, run by Sama — the US company who Facebook use as its main provider of outsourced content moderation in Africa. For this harrowing and dangerous work, TIME revealed workers are paid as little as $2.20 per hour. Sign this petition today in solidarity with them and all Facebook content moderators around the world.

We are being treated unjustly for being loyal to the company and committing years of hard work. For using our own cars for delivery and not being paid mileage or any other compensation for years (recently, early ’22, they added $.56 per mile, which still doesn’t cover much). Furthermore, being written up for having car troubles because of the wear we have to put on them for work. Multiple employees have been terminated with no notice, and upon hearsay with no proof of reason. Constantly doing managerial tasks and responsibilities, with no manager pay. Finally, multiple employees unlawfully terminated for striking because of wanting to improve these conditions.

Our store deserves to operate smoothly a majority of the time. We want you to know that we love this store. We love Starbucks. We love each other. We are asking to be listened to and heard, and to find actual solutions to these problems. We are asking to be staffed so that we are not in tears on the floor. We are only asking that someone will work with us to make this store even better, so that we don’t need to transfer to other stores or leave the company we love and know can do better for us.

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Most of us need a second job to make ends meet, many of us are stressed about neverending lines ( one recent Sunday two cashier's called in sick and no replacements were called leaving two cashiers to handle lines halfway down the store), and noone can live on $12/hr.

Management is harassing employees by intimidation and fear of being written up for reasons that are unfair and unethical. Abuse of authority and lack of support during COVID pandemic.