IBMers to CEO Ginni Rometty: Affirm IBM values!Dear Ginni Rometty: In response to your open letter to Mr. Trump , we are disappointed that you did not reaffirm the core values which differentiate both IBM as a company and us collectively as IBMers. While we understand your willingness to engage in constructive dialogue with the president-elect, we believe our shared culture and values remain not only constant, but also central to our transformation underpinned by cloud and cognitive initiatives. As you know, more than 400,000 IBMers around the world work in environments where diversity—including diversity of thought—is the norm. IBM values this because our diversity helps create innovation that enhances every aspect of our business. Your internal memo to employees, advocating diversity and the open exchange of ideas, echoes IBM President Tom Watson’s Policy Letter #4 . Watson’s letter reaffirmed IBM’s moral leadership by refusing to discriminate on the basis of race, resisting the prevailing attitudes of governors in the southern United States. In this instance, Watson sacrificed short-term business interests in order to be on the right side of history, something IBM takes pride in today. IBM’s leadership in this domain is more essential than ever. If we cannot boldly and openly affirm our commitment to diversity, then who are we? The right thing to do for IBM workers and our stakeholders—which includes every person on the planet touched by our technology—is to emphasize this in writing to public officials. Yet writing is not enough. We have a moral and business imperative to uphold the pillars of a free society by declining any projects which undermine liberty, such as surveillance tools threatening freedom of speech, freedom of assembly, and freedom from unreasonable search and seizure. The kinds of moral decisions you and our senior executives make in the next four years will define our corporate character for our next century. This will be your legacy. Taking a conservative approach has grave implications. Our own founder’s experience and the rest of history teach us that accommodating those who unleash forces of aggressive nationalism, bigotry, racism, fear, and exclusion inevitably yields devastating outcomes for millions of innocents. IBMers are members of a global family without borders. Hostile rhetoric towards immigrants, Muslims, Latinos, LGBT people, and others impinge on our core values of tolerance, diversity, and open exchange of ideas that are essential for innovation and our ability to recruit top talent. In this present context of insecurity and unpredictability, we also share deep concerns about recent reductions in benefits programs. This has consequences on the morale, retention, and well-being of long-term IBMers, especially those affected by our company’s transformation. For our mutual aid and protection, we petition you to do what is right for IBMers, our business, and society, on the basis of equitable treatment and fairness: (1) Respect our right to refuse participation in any U.S. contracts that violate constitutional and civil liberties. (2) Expand our diversity recruitment programs specifically targeting women, people of color, and LGBT people with the goal of doubling recruitment of these groups in 2017 and steadily increasing the share of these groups as a proportion of new hiring in subsequent years. (3) Prohibit perceived influence-peddling of elected officials by restricting IBM and its employees from using any Trump owned or Trump branded properties for business purposes, in accordance with the IBM Business Conduct Guidelines. (4) Treat established workers with dignity by restoring the 2015 Individual Separation Allowance Plan that provided severance based on years of employment instead of the current one-month severance plan for all employees, regardless of time served. (5) Make IBM retirement plan contributions equitable by restoring company 401k match contributions to regular pay cycles instead of a one-time, year-end contribution that is contingent on being employed as of December 15 of the calendar year, which is not fair to employees who are laid off before that date. As IBMers, we strive to be engaged citizens of the world; innovating how we think and work; collaborating across cultures, time zones, and borders; and, in doing so, we make a positive impact locally and globally. While our differences shape who we are as individual IBMers, our shared corporate culture and values remain central to our success. We petition you to affirm this identity, and we thank you in advance for your leadership and courage in the years ahead. Respectfully, Your fellow IBMers, past and present  https://www.ibm.com/blogs/policy/ibm-ceo-ginni-romettys-letter-u-s-president-elect/  https://www.youtube.com/watch?v=PByaqDeBEzE
Retail Workers need $15 and full-timeAaron Lawson, Dollar General, Williamsburg, OH I’ve worked at Dollar General now for eight months. I make $8.15 an hour and struggle to scrape enough money together just to eat each week. Because my hours fluctuate from ten to 25 hours each week I can only worry just about basics, keeping a roof over my head, my bills and making sure I have a frozen dinner waiting for me at home when I get off work. I walk to work everyday but if I made $15 an hour with consistent, fulltime hours the first thing I would do is buy a car and get a driver’s license. The freedom of having a car and being able to go anywhere would be amazing. ---- Regina Mays, Walmart, High Point, NC My name is Regina Mays and I make $11.05 an hour after almost 6 years at Walmart. Often, I’m only scheduled for 32 hours each week but I’ve gone weeks with no hours. Not knowing what I’ll get from week to week makes it almost impossible to budget. What’s more, I have two children with special needs that are my world and inconsistent schedules make it a constant struggle to be able to provide for them. If I made $15 an hour with consistent, full-time hours I would be able to afford a more reliable vehicle. My van breaks down on the way to work but I can’t afford a new one. All I want to be able to do is serve my community by working at Walmart and be able to provide for my family. Is that too much to ask? ---- Becky Lam, Victoria’s Secret, Texas I’ve been with Victoria’s Secret for eight months and I make $10 an hour. I like my job but it’s tough to get consistent schedules. They are changing all the time and often last minute. If you miss a shift you get written up. If I made $15 an hour and had consistent, full-time hours I would be able to pay off more student loans. I just completed my first year of college and already have a lot.
UBER: Be fair; increase fares!Drivers have direct costs that include gas, repairs & maintenance, insurance as well as indirect costs. Some drivers have additional expenses that include vehicle loans as well as licenses and fees for larger vehicles. Most drivers are full-time and all rely on this income to pay for these and other expenses. Uber has been profiting from the work of these drivers for years to the point that may drivers feel Uber is taking advantage of their position. Drivers are classified as independent contractors; however, they have no control over pricing. Help send a message to Uber that the price manipulation needs to stop. Drivers should be paid more and Uber must raise fares.
Walmart: Extend your employee discount to cover ALL foodTo many, a 10% employee discount on ALL food may not seem like a lot. But, as Walmart associates, we know it could mean the difference between putting food on the table or going hungry. My name is Nancy Reynolds. I’m a Walmart associate from store 771 in Merritt Island, FL. For me, the food that I’m eligible for with my employee discount isn’t good for my diabetes. I need to eat healthy food multiple times throughout the day and, simply put: that is hard on Walmart pay and hours. If Walmart would extend its employee discount to cover ALL food items, like Target, Whole Foods, Trader Joes and many other grocery stores have done, it would help associates and their families across the country. What’s more, Walmart can afford it. This is a win – win. A ten percent discount would allow Walmart associates to spend more money on food at Walmart and in return, we would also be healthier workers. I've even talked to Walmart associates in Canada who said that they receive discounts on ALL of their food, so why not here in the United States too? In the past, Walmart has listened to our calls for change, but it takes associates and community standing together to call for change. The support is there. In our survey of over 3000 Walmart workers, 99% support a ten percent discount on all food. It’s time for Walmart to listen to its associates. The time to act on this is now. Thanksgiving and Christmas are right around the corner. If we can get enough support on this petition before the holiday season, Walmart could change its policy and more associates could have the food we need to provide for our families this holiday season.  https://corporate.target.com/careers/benefits/financial-benefits  http://www.buzzfeed.com/summeranne/which-retail-chains-have-the-best-employee-discoun#.ggyzDxyR
Service Charge and Tip TransparencyThis is important because most customers have said they thought the "service (10-%)" along with lack of verbiage meant it is a tip and goes to the shopper. Instacart has said it uses that "service (10%)" to pay the shoppers more competitively, when in fact our overall earnings have been reduced by at least 1/3 and commissions have been going decreasing on days that have forever been claimed to be high producing days.
Trip requests outside airport queue while in airportWe will receive random text alerts telling us to head over to airport staging area! Once we drive all the way over there, pay the toll, wait several minutes and just before we are next in line we get a trip request that causes us to leave the airport, lose the money we paid in tolls and the time we waited for our airport run is wasted, and if we do not accept the request, it ruins our acceptance rating and if you do not accept 2 in a row the system throws you off line for 10 minutes causing us to lose all that time and to get in the back of the rotation! If we accept the request and cancel it ruins our rating and keeps us from certain promotions! The fact that I drove to the airport demonstrates that I want an airport trip, if I wanted to pickup trips outside the airport I would leave the airport and turn on the app!
End Hardship at the REI Co-Op!We are part-time retail employees who work for one of the most reputable outdoor retailers and cooperatives in the country, Recreational Equipment, Inc. REI is known not only for its remarkable stewardship of the outdoors, but also for its down to earth image as a retailer that ‘authentically’ values its people—an image REI prides itself on and one which distinguishes the co-op from other large scale retailers. The truth of the matter is that a huge number of us are struggling with considerable hardship. We have tried to address our grim circumstances internally, but our corporate leaders and store mangers have turned a blind eye to our outcries. Although REI has enjoyed record profits for the last 3 years, hardship has become a way of life for most of us. While we comprise a vast majority of the retail positions at REI’s 145 and growing stores, none of us receive any real guarantees whatsoever. Such benefits are reserved for the very few full-time positions offered at REI. One of the primary causes for our hardship are the irregular hours we are subject to—ranging from 4 hours to 30 to 12 hours a week (or none at all)—making it nearly impossible for most of us to make ends meet. Another contributing factor is the lack of full-time opportunity that exists for REI’s retail employees. Very few store workers actually work full-time. For instance, in a store that is staffed with nearly 200 workers, only about 14 of these workers (outside of management positions) are guaranteed full-time hours. For the rest of us, we are at the mercy of REI’s frequent payroll cutbacks and its variable scheduling practices. None of REI’s part-time employees are guaranteed hours—not even 4 hours a week—because that is REI’s store policy. To exacerbate matters, employees are negatively impacted when REI hires more part-time workers during seasonal upswings in business, even though there are plenty of existing workers who are not getting enough hours. While REI claims that it has to hire more part-time employees to meet expected business demands, this is not true. There are many dedicated workers who desperately need to work more, but REI will not accommodate them. REI’s reluctance to make this commitment to its workforce, also impacts the few meaningful benefits that we could be eligible for, like health insurance. While REI boasts it offers health insurance to its part-time workforce, only employees who work a rolling average of 20 hours a week can receive it. Those employees who qualify for coverage can just as easily lose it, simply because of the frequent payroll cutbacks made at REI. Last year alone, we witnessed a large number of distressed colleagues who were fraught with panic, after they learned REI was dropping their coverage. As a united voice, we are demanding that REI make a commitment to its employees by giving us stable hours, offering us more full-time opportunity and putting an end to the practice of over-staffing its stores with so many part-time employees—that hardly any of us can get the hours we need to make ends meet. In addition, it is imperative that REI addresses our low wages. In light that we were told part-time employees would not be eligible for a Living Wage, our hardship is a testament that one is needed. When most REI part-time employees are starting at a wage of just over $10 an hour and it will take an estimated 20 years to earn a Living Wage, REI is not doing enough to provide for the well-being of its employees. Finally, part-time employees are requesting 3 weeks advance scheduling notice from the store managers who are responsible for scheduling. Typically employees receive a one weeks notice and this is not nearly enough time for those employees who need to plan for daycare, a second job, or school. We believe no REI employee should have to take desperate measures in order to survive their jobs at the REI Co-op. When employees are seeking emergency assistance from state and federal funded programs like food stamps, donating plasma to blood banks, participating in risky pharmaceutical experiments, living off credit cards and student loans, selling off their belongings or relying on loving parents to bail them out—REI is not doing enough to take care of its workforce. We’re tired of witnessing our colleagues in great despair at work (sometimes to the point of tears), after their hours have been reduced so drastically that they don’t know how they’re going to survive. To drive our message home, here’s a glimpse into what employees were saying after REI’s extraordinary #OptOutside campaign was announced last year. One employee stated, “I’m glad I’ll have at least one paid day in November (Black Friday).” Others exclaimed: “Are there any of us who can actually afford to get outside to our favorite outdoor spaces on Black Friday?” and “REI expects me to be stoked about #OptOutside, I can’t even afford a turkey for Thanksgiving!” That was our #OptOutside reality when REI’s amazing campaign took media by storm. With the support of our loyal members and the sympathetic guests who shop at REI, retail employees are demanding that REI authentically value us and treat us like the myth #OptOutside created. Hardship should not be a way of life for any of REI’s fiercely dedicated workers. Moreover, it was not the vision that our co-founders, Mary & Lloyd Anderson, had intended for us. It is time the REI Co-op revisit its roots as a true cooperative and value all its employees as much as the outdoors it is renown for preserving. #OptInChange for REI’s friendly green-vested ‘Inspired Guides’—The Andersons (the name we’ve adopted in honor of our co-founders, to represent all REI's working-class heroes). Thank you for your support!
Tip Transparency and HonestyThe livelihood of many workers is at stake. It is part of the somewhat loosely regulated gig economy and this move by Instacart is allowing unfair practices in labor and is affecting the lives of thousands of diligent workers who are unable to make nearly the wage they were previously before the change.
Coffee Tree: Stop Violating Basic Workers' RightsThis is a cry for workplace fairness at Coffee Tree. Employers have been utilizing intimidation tactics, shaming and manipulation, and retaliation to rob workers of their basic rights for too long, often taking advantage of employees' lack of familiarity with these work laws. Now is the time to cease these activities. Outlined below are the concerns and clear violations of workers' rights: STOP DENYING PAID REST BREAKS. (Under the ES.C.6 Meal and Rest Periods - Employees are entitled to a minimum 10 minute rest break for each 4 hours worked. The rest period of time must be scheduled as near as possible to the midpoint of the four hours of working time. No employee may be required to work more than three consecutive hours without a rest period). Employers have been exploiting the loophole ("if the nature of the work involves several intermittent rest periods equal to ten minutes, a rest break is not required") to deny workers a 10, even when workers have been working continuously. It's also important to note that the ES.C.6 specifies that a series of ten 1-minute breaks is not sufficient to meet this requirement. Many of us will experience shifts where we work longer hours than we were scheduled for, work continuously, and are entitled to a ten minute break but are either not made aware of this right, or are strongly discouraged from exercising this right. The restructuring of a workers' schedule into double 3.9 hr shifts as punishment for insisting on his or her 10 minute break, while not unlawful, is cheap and abominable. This redesigning not only limits the overall breaks for an employee during an entire workday, but also results in less employee satisfaction and production. Similarly, comparative shaming as a tool to discourage one or more employees from taking rest breaks creates a negative environment where employees don’t feel valued or secure. Employers must honor the work and time of an employee as evidenced in person or in surveillance which entitle the worker to his/her paid break. STOP TRYING TO RESTRICT BATHROOM ACCESS. According to DOSH, restroom breaks cannot be restricted (within reason) and do not count as a paid 10 minute rest break, though employees may choose to use the bathroom on their paid break. This is a basic health and safety right. Intimidating workers by recording length of bathroom breaks and using it as negative commentary in an employee file is despicable. STOP RETALIATING AGAINST EMPLOYEES ADVOCATING FOR THEIR RIGHTS. Concerted activity (activity done to address health/safety concerns or to improve the workplace conditions) is protected from acts of retaliation (firing, cutting of hours, creating unnecessary write-ups, wage/tip deduction). As an employee currently suffering a suspension from positive workplace actions, I am pushing for awareness that this action is not appropriate or legal. STOP UNLAWFUL WAGE DEDUCTIONS. In the training phase, we are told that cash drawer shortages, damage to the store, or excessive waste will result in our wages or tips being garnished to fill those losses. According to the Washington State Legislature (WAC 296-126-025): The only time a workers’ income (hourly wage and tips) should be garnished is with court orders, with a personal agreement with keeping a tab in the workplace, a loan, or some other extenuating circumstance. Cash shortages in tills, and accidental waste/breakage are specifically pointed out as being unlawful reasons for wage deduction. In addition, the employers have never been held accountable and continue to seize half of worker earned tips for themselves. Under FLSA, managerial and professional positions are not eligible to take a cut of tips from tipped employees. Coffee Tree employers must observe these laws, return money unlawfully taken from employees in the past, and cease this procedure altogether. Protecting quantifiable losses of the stores (time and money) at the expense of the businesses' most valuable commodity, the workers, is not lawful or virtuous. Let us strive not only for great coffee and customer care, but also great care of employees. Let us recognize when breaks are warranted. Let us thrive together.
Ask Kohl’s to follow the lead of Twin Cities retailers & implement a Responsible Contractor PolicyMy name is Esteban Miranda and I am a member of Centro de Trabajadores Unidos en Lucha (CTUL). I work for Kimco Services cleaning a Kohl’s store in the Twin Cities. I am fighting for retail janitors to have a fair wage so I can realize my dream of paying off my house. Right now, my wages are so low that I can just barely make my home payments. If I do not make a better wage, I will always live with the stress and fear of missing a day of work because of an illness or emergency. I do not have any paid sick days working for Kimco, so if I get sick I am at risk of missing a home payment and even losing my house. Retail janitors organizing with CTUL have won responsible contracting practices from most major retailers ensuring fair treatment for janitors. This will provide stability and security for roughly 600 retail janitors throughout the Twin Cities. Kohl’s is one of the last retail stores that is turning a blind eye to their janitorial subcontractors paying poverty wages and providing us with no benefits. In the Twin Cities, Target, Macy’s, and Best Buy have all decided to contract responsible contractors, but Kohl’s continues to ignore our requests. I am part of a group of workers fighting to raise standards in our industry because my family and I deserve to have safe and stable housing. Myself and other Kimco janitors have announced that we will be taking action during the holiday shopping season, online and in the streets on Cyber Monday and November 29th.
Pricecutter Lack Of Hours & Low WagesStarbucks Licensee stores inside of the the Pricecutters are given little to no hours. The employees usually end up hating their lives because they spend 6-10 hours a day alone with long lines for long periods of time. They are not given any extra help! Also Pricecutter doesn't hire people on high enough wages no one can survive in this day of age with the pay they give out.
Allow Tip Jars In Jimmy John's StoresIn-shoppers rely on a modest hourly wage, and at this point in time, corporate policy prohibits the placing of a tip jar at registers. The hourly wage currently at Miklin Enterprises is $9.00, the minimum wage in the state of Minnesota, and it similar at Jimmy John's franchises across the U.S. $9.00 does not even cover a full meal at Jimmy John's; considering the costs of housing, food, childcare, education, etc, and the fact that many in-shop employees are single parents, college students, and people working multiple jobs, $9.00 per hour is simply not enough to create a decent living. If Miklin and other Jimmy John's franchises are not willing at this point to increase their employee's wages, the very least they can do is allow them to take in a modest increase in income through voluntary tips by in-shop customers. Outright prohibiting employees to utilize a tip jar is a blatant disrespect to these workers.
Give Eat'n Park Employees a RaiseWhen I was seventeen years old, I got my first job at a local diner. I enjoyed the busy restaurant environment and could see myself working in this industry for years to come. Fast forward ten years later, management experience, a bit of college under my belt, and I'm still working in the restaurant industry. Sadly, my passion and love for the industry has faded rather quickly all due to my current employer: Eat'n Park. I was 36 weeks pregnant when I was hired at Eat'n Park. To their credit, they were very accommodating with my pregnancy needs and schedule, but I started to notice some things that had me question my employment there. After a typical eight hour shift, we're lucky if we walk out with twenty dollars in our pockets. That's because we're paid the petty wage of $2.83/hour - a wage that hasn't been raised in nearly twenty years, and rely exclusively on widely fluctuating customer tips. We are also often burdened with additional non-tipped work and sometimes forced to give up our tables if the shift supervisor (who makes four times the amount we do) decides that they want some extra money. As a result of the low pay and unfair working conditions, we can't keep staff. Since I started earlier this year, a majority of the people that I trained with have all quit. It's worth noting that the majority of Eat'n Park servers are women, many of them mothers. They're trying to raise a family off the tips and a $3.99 breakfast special. Let's do some math on that one; a 20% tip (considered what people typically tip for excellent service) is a paltry 80 cents. It should come as no surprise that when my coworkers have children (including myself), they can't afford to take much time off work. I managed to take two weeks off after having my son, Connor. Unfortunately, there are many others who can't afford that. The most infuriating part is that what I've shared is only half my story. Arguably the hardest job at Eat'n Park is working in the back of the house. Some of these hardworking guys and gals only make $7.25/hour and haven't seen a raise in YEARS. Let me finish by saying that we support and applaud Eat'n Park for making a genuine effort in being a good community partner, but they need to recognize that we, their employees, are also members of the community. They need to fairly compensate the staff before they run a sophisticated PR campaign to make themselves look good in Pittsburgh. Finding a decent job is tough, it's tougher when we're working full-time and not making any money. We can hustle our whole shift to make sure that our managers and customers are satisfied, but still only leave with a few dollars in our pockets. Something has to change and it has to change NOW. I want to see my fellow employees succeed in life and be secure in their financial and personal lives. I want our back of house employees to FINALLY be rewarded for their work with a raise. Help me bring equality to my fellow co-workers and get some much needed change to our restaurant industry.
Raise fares back to early-January 2015 levelsAside from the obvious impact to what we make as drivers, it seems to me that less drivers are on the road now due to the lower fares. This causes higher drive times to initial pick ups as well as in increase in surge rates. While the surge rates would seem to benefit us, the fact that we are travelling longer distances offsets that and more surges is not good for the consumer. Also, while not explicitly stated, it was implied when fares were cut that this was to combat the winter drop in usage.
The Uber application often doesn't workI am spending hours on the road in prime business location at ideal times and losing income in the moment b/c the uber app is failing to function normally. the uber app often loses fares and fails do disclose fares for my record keeping purposes. sometimes these failures are due to pending updates, sometimes uber knows but doesn't tell drivers that the app isn't working. all of this costs drivers in many ways. Uber should be responsible for these losses and should disclose the functional status of the app at any given time
WeWork Employees Deserve Lawful WagesWeWork is a network of shared work spaces with over 90 locations in 28 cities around the world. It’s a startup that has been valued at $16 billion. Its mission is, “to create a world where people work to create a life not just a living.” Yet this doesn’t include its employees. I worked as an Associate Community Manager for WeWork in the Bay Area from March to November 2015. I was given a salary of $42,000 per year, or $82 per day. My responsibilities included working the front desk, giving tours, hosting events and replacing office supplies and kegs -- among other activities. I loved my job, but noticed myself and my coworkers with similar positions were constantly short staffed, doing mostly menial tasks, and working an extra 10 or more hours a week. Eventually, I realized employees were misclassified as “salary exempt” in order to avoid key benefits like overtime pay, meal and rest breaks, and reimbursement of expenses, like using your personal cell phone for work. Myself and other employees consistently brought the issues to the attention of management, but were ignored. When my lawsuit was discovered, I was told by a manager my talk about wages with coworkers was negative to the work environment and I should stop talking to other employees about their rights because, “their path is their path” and I should let everyone discover it on their own. I was asked if I wanted to resign, and declined. A few weeks later, WeWork surprised employees with over 50 pages of new employment documents, including a 9-page arbitration agreement which waived employee’s rights to class action claims and waived a person’s right to a jury trial, individually or collectively. I refused to sign the papers and asked what would happen. I was informed that my “continued employment would count as [my] consent to the new agreements.” Since I already had an active complaint and did not want to waive my civil rights, I refused to sign the new papers. I was fired the following day. My lawsuit was filed against WeWork in December 2015. Sadly, the case was still forced into arbitration and out of the public eye. I am still determined to make this right and help others via this campaign. The company, valued at $16 billion, should not be allowed to make its profits at the expense of their employees. WeWork should not be allowed to hide behind unlawful arbitration agreements to avoid being held accountable to federal and state labor laws. Companies should never have the power to take away the rights of citizens. Please help and support this campaign. If you are a current or former employee we would love to talk to you.
#vapoRISE with Beyond Vape workers!We the workers of Beyond Vape enjoy the culture and community we work within. We respect our customers and take the quality and proper use of the products they purchase very seriously. We work to create an environment that is comfortable, dignified and respectful for Beyond Vape Customers. Unfortunately, we do not find ourselves treated in the same manner Beyond Vape is one of the largest and most profitable vaping company chains in New York City and we, its workers, provide consistent professionalism and quality service, helping to maintain loyal customers who are committed to purchasing their product. We deserve to be compensated for our hard work and should not have to face hardships while juggling the responsibilities between our everyday lives, families, school and our jobs. On August 1st Beyond Vape workers,frustrated with the lack of clarity, dignity and respect on the job, decided to collectively deliver a petition to the owner Chris Chuang, Since the petition delivery the company has retaliated with harsh neglect and little to no change in the store conditions. With your help we can raise awareness to these issues and have them changed. We ask that as Beyond Vape customers, you sign this petition to support us in our work to get the company to treat us with dignity, respect our personal lives and compensate us fairly. We want to continue to provide quality service at Beyond Vape and your support will help us do that.
Napa Valley RideshareRideshare business in the city areas of San Francisco is pretty constant - there are PLENTY of riders and drivers to keep business flowing smoothly. In the Napa & Sonoma Valleys, riders are farther away and drivers are not as plentiful. It is not uncommon to be asked to drive for 20 to 30 minutes to pick up a customer, who then requests a 3 minute drive......profit for drivers is next to nothing on trips like these. Customers ask drivers to wait for them at wineries in remote locations. After Uber 25% is deducted, drivers make $9.90 an hour while waiting - not a profitable choice. Many customers ask if they can hire me for the day to drive them from winery to winery - I believe there is a market in Napa for this sort of rideshare option. In addition, I get many requests to drive from Napa to the airports. It is a 75 mile drive from Calistoga to SFO - which is a respectable fare. BUT, I still have a 75 mile drive to get back home, plus the cost of gas, bridge tolls and the hour and a half of driving with an empty car. So the bottom line is that the original respectable fare is greatly diluted......
REI Employees Need a Living Wage"REI employees live in fear every week wondering if they will get 30 hours or 3 hours...It is impossible to live a stable life." Edward Peters, Sales Specialist, Greensboro, NC. "I am half a paycheck away from being homeless." -William Bass, Sales Specialist, Seattle. "We as employees need a voice." -Tia Kennedy, Admin Assistant, Seattle. "This treatment has gone on far too long, and must stop." Daniel Robinson, Outdoor Instructor, Portland, OR. At Seattle City Hall on July 11th, just under a dozen REI workers publically shared their stories of hardship while working for REI. These employees from across the country, reported erratic schedules, low pay, hunger, poverty, and homelessness. These conditions have been pervasive, despite REI having a well known reputation as an excellent company to work for. REI bosses have promised to improve conditions, but urged workers to keep quiet and only talk individually to their immediate supervisors. Why does REI want to keep improvements quiet? Workers want assurance that REI will make the changes that they so desperately need. By signing this petition, you are telling the CEO and Board that you want them to make the improvements that REI workers want, and that they need. With your help, we can make REI live up to its claims of being: a model leader in the retail industry, a democratic Cooperative not a greedy corporation, an employer that seeks "to maintain an excellent workplace for staff" with a "commitment to responsible corporate citizenship."
Starbucks, Lack of Labor is Killing MoraleThe labor situation has gone from tight to infuriating. Labor has been cut so much in corporate stores, that one call-off (an employee calling in sick) impacts the entire day, as managers are directed to cut shifts to save on labor costs. Baristas trying to work more than 25 hours a week (myself included) find that a near impossible task. You end up taking it personally, when corporate directs your stores to understaff, and under schedule. You wonder if they realize how difficult it is to pay your bills when you work 25 hours a week? Right now, the labor allowed to stores is so dire that it’s killing morale, companywide. Let it be stated that this job isn’t a hard one. It’s demanding, but it’s easy work, if trained properly. Customers want their coffee and they want it in a timely fashion. As labor continues to be cut, it creates an atmosphere where baristas are worn to the bone without being able to take a breath. Cleanliness suffers, speed of service suffers, partners suffer. Many baristas are twenty-something college students, living at home. Many more are people like myself, artists, writers, breadwinners, who depend on their income. The tip situation has also drastically changed. Before the implementation of a Starbucks Reward program (MSR), tips were higher. Now, with a growing percentage and majority of customers using the app, and their registered cards, tips are in major decline. When you factor that in with actual take home pay, it’s a scary place to be. The way Starbucks frames itself, is that it’s a company worth investing in, worth being loyal to. Because of the health care, the benefits, the 401K, the stock, on the outside, why wouldn’t you want to invest yourself, as an employee to a great company? (and it is a great company). Realistically, investing in starbucks, as an employee, is becoming more difficult. Hours are becoming more elusive as store managers hire 10-20 employees at 20-25 hours a week, sacrificing tenured employees. At Starbucks, tenure makes no difference. These days, a 7 year employee makes as much as a new hire. Experience is given no merit. Right now, the labor climate keeps most baristas regularly underemployed, enough to qualify for benefits, but not enough to afford to pay for them. The most frustrating aspect lately is the pay, and having to commute to work for a 4.5 hour shift, while spending over an hours worth of pay to get yourself there. Labor is the real bone of contention, in addition to the drinks that corporate continues to roll out, (absent the labor to support them, as in years past), baristas also continue to struggle in their stores, with more expectation, with less support staff. These days, baristas do the work for two to three people as labor isn’t just cut to save money, it’s under cut, so stores are intentionally understaffed. I love Starbucks. As an artist, and a fan of process, it’s a job that plays into that love (and to my strengths), and a genuine connection to people and customers of all ages, races, genders, and expressions. The Starbucks culture is singular. I haven’t experienced it anywhere else. What’s happening is a slow extinction of that culture. As less and less people are staffed in stores the pressure mounts. THIS is what needs to change.
Stop pay from being lowered when you transferAs a partner we work hard to earn our raises. We should not fear making changes in our lives based on our pay being drastically dropped. On top of the pay drop the new pay is determined by a computer that knows nothing about the partner or the work experience they possess.
Save Windsor Northwest School Staff JobsThe Bethel, Stockbridge and Rochester School Boards collected bids earlier this school year to hire private companies to run the food service programs and buses next year. In part citing state law (Act 153) and a need to cut costs, the school boards appear they may follow through and hire private companies next year instead of keeping the jobs employed by the school. Eliminating school-run programs to save a few dollars and in the process cutting the jobs of loyal food service and transportation employees is not fair. Act 153 does require individual school districts to move all transportation decisions for students from the districts to the Supervisory Union, but it does not require the hiring of a private company. Act 153 encourages Supervisory Unions to find ways to be as cost effective and efficient as possible with transportation expenses. Private companies cannot guarantee to offer to do the work for less than what the Supervisory Union pays as a direct employer without cutting corners, wages and benefits. Most of our school food service and transportation employees are long-term, loyal and committed employees. These staff members have played by the rules and worked hard for the districts. These employees often go above and beyond what they’re expected to do, especially for students in need. As members of the East Branch Education Association and Upper Valley Education Association, they’ve negotiated fairly with the school boards since a union formed over 15 years ago (Stockbridge 8 years ago). These employees are hourly workers. No one in these positions gets paid days they do not work during school year or receives unemployment over the summer. These people are our hard working neighbors with many not even making a livable wage. Farming out the work to a private company removes local control and authority over the hiring/supervision of employees who will be in our schools and driving our buses. Plus, using private companies to do the work currently done by the school districts does not guarantee that the work will be cheaper for the Supervisory Union. In fact, companies such as Butler Transportation, are in business to make money/profit. While a bid may come in lower to do the work, it usually means a cut in services or benefits/wages to the workers or both. Any short-term “deal” made with Butler or another company to hire current school-employed bus drivers (or food service workers) does not bind that employer long-term to keep the same wages/benefits for that individual. Again, these are businesses looking to make a profit, unlike our schools. If companies cut services or reduce the quality of school food program or transportation services, our students feel the impact. Private companies running food or transportation services in Vermont often offer no paid sick days or offer health insurance, making the jobs even less livable for working people, causing turn over in staff. High turnover in our kitchens and with our bus drivers hurts the relationships staff have with students. Ask the employees and/or parents of students in communities who use private companies like the Abbey Group or Butler Transportation. Low standards for the food program and transportation department and its employees are not consistent with our community’s values.
Higher hourly rate for supervisors of high volume storesLike so many of you out there, my store is my home away from home. Having worked at three different locations, I've been able to understand the ins and outs of different stores and the varying demands each store has based on its business and volume. Before I transferred to my current store, my last store earned on average $2,200-3,000 a day. The store I'm at currently makes anywhere from $7-9000 a day. To say that we should all be held to the same standard is wishful thinking. From a company standards perspective, yes this is true. From a monetary standpoint, absolutely not. Shift supervisors working at incredibly high volume stores are not currently being paid their worth. Being responsible for a team of 8 or 9 people at any given time, not to mention driving sales, and constantly having to call facilities because everything in the store keeps breaking is a daily occurrence for me and I'm sure for countless others out there. Free drinks and one free food item are nice, but they don't do anything for those of us who don't drink coffee or for those who bring their lunches to work. Most of the time, I'm lucky if I even get a break because something has broken or a computer has crashed or something has pulled me away from any sort of break I might need to keep my sanity. Feeling like I'm not going to work in vain is why I'm writing this letter. I know I'm not the only one who feels as though they are not appreciated, not paid enough, is overworked, and constantly chasing their tail while getting paid an amount that can barely cover rent. If our store managers earn a pay increase for managing higher volume stores as well as receiving a QUARTERLY bonus for the success of their store, then shouldn't the supervisors who help them achieve these goals be given bonuses or pay increases as well?
Reinstate the Minimum FareWith the latest rate cuts, the fares are so ridiculously low that many rides - especially the shorter ones - now only earn the driver only $2–$3. By reinstating the minimum fare, these rides will increase the drivers’ portion to a more reasonable amount to at least cover expenses.
Howard Schultz, Meet With Your Baristas!Our schedules constantly change, many of us struggle to get enough work hours, we can't plan our lives around our jobs, and we find it difficult if not impossible to call out sick because of the difficulty of finding coverage. These things contribute to a stressful work environment and decrease morale at our stores. We've seen great, hardworking coworkers leave the company for these reasons. We, the baristas of Starbucks, experience these things firsthand, and we are the very people within the company who should be proposing solutions. We want to talk to Howard Schultz in person, and have a conversation about how we can move forward together to make Starbucks better. Please sign on in support!
Bring Back The CAPWe believe that moving to a CAP system will restore much of the lost and damaged AFL brand by increasing the respect and value of players, fans and sponsors. A CAP system helps teams to compete for talent in a way that drives all involved towards the best and most valuable market solution thereby delivering the highest probability of success with competition driving all involved to a higher standard.
Massage establishments should stop keeping so much of the cutThe public doesn't realize just how little their therapist receives. What's worse is that as they try to stay competitive, they keep lowering the price of massages, which also lowers wages AND tip amount. People tend to follow the 15%-20% rule. But on a $60 massage, that's only $12, far short of the norm of $20 per each hour. The public should realize that 15%-20% is great for a server. In 60 minutes, your server might only spend about 10 minutes total with you between your order, bringing your food, cashing you out, while your therapist devotes the entire 60 minutes to JUST you!
Decrease The Service FeeUber, while being nearly 6 years old, is "still [young and] in it's infancy," as they like to say. The driver app, after all this time, is riddled with bugs and flaws. They are continually trying to meet a halfway point of satisfaction between the riders and drivers. Riders want to pay less, drivers want more money, and with the app as screwy as it has been, I personally, whom uber takes 20% as a service fee for uber X, think that even 20% is too much to pay for service, especially with how crappy the service is. The Uber Driver app currently has me thrown from one side of the city to the next, approximating 10-15 minutes to arrive to a pick up, even if I'm in an area that requires more attention, and when asked if this can be fixed, all uber could do is send me a reply claiming that they are trying to create a better cleaner system and to just sit tight and be patient. I'm sorry, but no. For the way things run, Uber honestly deserves only 5% of a service fee from all drivers. Recently, in September 2015, they announced that all new drivers would have a 28% service fee. That isn't fair to any new drivers, because they are using the same problematic system, and they have just the same reasons as everybody else who has joined uber in the past. It is imperative that Uber drop their service fee for ALL drivers, old and new, down to 5% until they can at least get their system in gear. If this is done, more veteran drivers would be more willing to drive, even if it wasn't surging, and uber would still be bringing millions of dollars to their wallets every year. Customers are still paying cheap for their rides, drivers wouldn't struggle so bad to make a living, and uber would still profit from their service fees. Everybody wins.
Adjusted sick/vacation pay for hourly managersHourly paid managers cannot take a sick day or a full weeks vacation without taking a hit of at least $100 on a paycheck. As an employee who is expected to work 45 hours a week, there shouldn't be a concern about missing pay because you are sick or taking a "paid" vacation. This leads to illness being brought to the stores because sick employees feel as though they cannot afford to take a sick day as well as vacations not being taken because they will not be fully paid.
I can't pay for my daughter's medical treatment on McDonald's wagesI’m facing a situation no parent should have to go through. My 3-year-old daughter Samiya suffers from frequent seizures due to epilepsy. She has as many as 6 seizures per week. My heart sinks every time my daughter has an attack. I cry a lot, have sleepless nights, and feel depressed. Samiya also has partial deafness, which has led to developmental learning disabilities. When she turned three, she became ineligible for subsidized early intervention therapy, which I just can’t pay for out of pocket. The worst part is that even though I work for McDonald’s, one of the richest companies in the world, I cannot pay the bills that have stacked up because of my daughter’s situation and cannot afford the treatment she needs to get better. I only make $10 an hour, and I’ve been a full-time employee at McDonald’s for five years. On top of that, McDonald’s doesn’t provide any benefits like health care, sick days, and maternity leave. I use food stamps and Medicaid, yet I still struggle to provide for my daughter. I can barely pay for my rent-assisted apartment in Hyde Park, and I struggle to pay my bills on time or get anything additional my daughter needs. This isn’t right. McDonald’s made $4.8 billion dollars in profit in 2014. I should be able to pay for my daughter’s treatment & medicine without government assistance. Taxpayers shouldn’t have to cover for McDonald’s greediness. Yet, all over the country, parents like me are struggling to pay for our kid’s childcare, food, and medicine. Please stand with me & demand that McDonald’s provide quality, affordable healthcare, raise pay to $15, and respect our union rights so that fast food workers and their families don’t have to struggle to survive. I know McDonald’s has enough money to pay their workers a decent wage. We need this so I can get Samiya the treatment she needs.
Bring gratuity back to Bubba GumpWe work hard to provide an excellent service. It hurts when we don't get protected for our money. We daily experience many people whom appreciate the service but don't understand the concept of tipping. We work in a location that has more tourists whose lack of understanding of tipping because of language or cultural barriers jeopardize what we work hard for.
Bring Auto Gratuity Back to the Cheesecake Factory!This is extremely important because servers who used to average say $1000 a month, are now averaging way less. Our guests shouldn't have a problem with auto gratuity , and the company we work for especially shouldn't have an issue with bringing back auto grat, a company that prides itself on being the best there is and treating eachother like family and having guests satisfaction be our ultimate goal. Help the servers continue this mission for our guests by helping them. Everyone gets paid regardless of what happens, besides servers. Bring Auto grat back everywhere! Real change happens when everyday people come together and stand up for what we believe in is right. I'm confident that if enough people speak out on this issue, we can win. After you've signed the petition, please take a moment to share it with others. It's super easy!
Pay front-of-house employees the credit card tips they earn!Jason's Deli is a fast-casual chain with hundreds of locations in 29 states. While the degree to which dine-in credit card slips present customers with a tip line varies from store to store, the option is universally presented to those who place carryout orders online. Many customers do in fact opt to add a tip when prompted, creating a significant source of revenue. The front-of-house employees at Jason's Deli work hard for a modest wage and could no doubt really use the extra income that comes from being allowed to keep the tips that one earns. At the same time, the current practice of gratuity retention is deceptive to customers, who reasonably assume when they include a tip in their credit card payment that they are helping out the staff--not just giving more money to the company.
Uber Drivers in Jacksonville want pay out minimum $5.00 per rideDrivers have direct costs that include gas, repairs & maintenance, insurance as well as indirect costs. Some drivers have additional expenses that include vehicle loans as well as licenses and fees for larger vehicles. Most drivers are full-time and all rely on this income to pay for these and other expenses. Uber has been profiting from the work of these drivers for years to the point that may drivers feel Uber is taking advantage of their position. Drivers are classified as independent contractors; however, they have no control over pricing. Help send a message to Uber that the price manipulation needs to stop. Drivers should be paid more and Uber must raise fares. While Uber is making at least a minimum of $ 2.74 for a ride, Uber Driver is making only $ 2.76 for the same ride. Therefore Uber is luring drivers promising drivers at least $35/hour. Uber is making 49% and drivers are making only 51%. Per example : Uber starts counting mileage when client is in the car, however, drivers can drive more than 20 miles to pick up a client who is going only 1.5 mile. In that case Driver is making only $2.76 for 21.5 miles in 40 minutes.
Fair pay for the existing employees!It's important to give the existing employees a fair pay raise considering we have worked really hard to receive our pay raises over the years. It's not fair to start an employee off at $8 something as a barista, change it to $9 last year and then your shift supervisors only making a little bit more! For example having an employee starting 10 years ago and working very hard to get her raises and moving up in management , just to be makin a little more now as a barista! It's not right! We older partners have worked extremely hard over these past few years just to be taken advantage of now for all our hard work and dedication to the company! I think it is fair to give employees that have been with the company for longer time the same benefits in raises as the new employees. Another example would be a barista starting two years ago at starting rate then working hard for thier raise, then statbucks decides that they need to pay more for starting employees and now they make the same amount of money. It's just not fair for the employee that worked so hard for the past year to get her raise just to have a new employee start at the same pay. What happened to her hard work that she did for her to earn her raise? It's important to make the older partners feel appreciated and that their hard work is worth it and has been! I've been with the company for 10 yrs now and I started at 6.75 minimum wage worked hard for every single raise, got promoted to shift supervisor,, continuted to work really hard! Now these new hires come in fresh and make $2 less than me! While I have dedicated 10 years and counting doubling my hourly over these years! I worked very hard for all my raises! I just feel like it's not fair for us older employees, I mean even the one that have been with the company only two years! All their hard work isn't compensated now. They get the same pay as a new hire. I think Starbucks need to think serious about this and how the past year with raising the starting pay has effected the employees that have been with the company for a long period of time!
Fight for FightersMMA is the fastest growing sport in the world. Mixed Martial Artists should be treated like professional athletes. Fighters should have the right to know how much money a promotion is making from an event. Fans should have the right to see the best possible fights through independent rankings. Extending the Ali Act to MMA would help professionalize the sport & stop the conflicts of interests that currently exist in the sport.
Auto gratuity on parties of six or moreWhen servers have to tip out for hostess and bartenders this tip comes out of their own tips based on their sales for the day, most of the time servers have to end up paying for guests to sit at their table and eat because they don't tip the proper amount according to their tap. In a place like Miami and other cities that are most of the time visited by tourists from other countries or just people that don't want to tip we are after shortened in our tips and our paychecks are not enough to even pay for our gas to go to work and back.
BJ's Brewhouse and Restaurant: Give Servers Auto-Gratuity for Large PartiesBJ's is a casual dining restaurant chain with 169 locations in 22 states. We're known especially for pizza and award-winning beer. It's a great restaurant to work for, but not providing auto-gratuity for large parties makes it hard for servers. Many customers don't realize gratuity isn't included or don't leave a fair tip when it's a large party. Plus, servers need to pay out a portion of whatever tip we reserve to support staff like busers and host/hostesses. Sometimes, when the restaurant isn't too busy and I'm serving just a few large parties, I won't even take home enough in tips to pay a bus fare. Other restaurants I've worked for include auto-gratuity and it's made a big difference. This issue is something that has plagued us all as employees of this wonderful company. We don't make as much as we should which, has made a lot of our staff contemplate leaving the company.
Tell Myer: clean up your act!My name is Susan* and I work as a cleaner at a Myer store in Melbourne. Cleaners like me work around the clock keeping Myer stores clean and hygienic. But dodgy subcontractors are underpaying us by up to $20 an hour. We are denied basic rights like sick pay, weekend rates and superannuation. If we complain we can be sacked at any time – many of us are too frightened to join our union and speak out. A few weeks ago a Myer cleaner was sacked when he asked about his rights. So was his sister – and his partner. And they weren’t even there! Myer threw out its last contractor earlier this year because cleaners were being exploited. Now it’s happening again. We should be paid properly, and be able to work without fear or intimidation. The system is unjust and is failing us. Please stand with me and my fellow cleaners and tell Myer it needs to clean up its act and demand we are directly employed and receive our full legal pay. *Not my real name.
TGI Fridays: Bring Back Auto GratServers are not able to support themselves or their families, if they don't start thinking of their employees too, families truly are going to be suffering more. There are tables who don't tip properly on parties. Many times, we have had parties of 10 or more whom did have great service -- they would even tell us -- but at the end when the bill is $250, they slip you a $10. But the government thinks hey you probably made at least 10% which would have been $25 but in all actuality you made $10.00 and still tip the bartender. So you made $5. Please help us make Fridays listen.
Starbucks: Tips for BarI feel it is important because some stores because of their location do NOT earn as much tips as other locations. Many customers are rushed away from register and forget or do not even think to leave tips, whereas workers on bar are frequently complimented on speed, style and some on latter art. Tips are vital to some of us when we've spent our check and all we need is a few bucks to buy metrocard or pay for our other necessities. $15 in tips is too little for those work too hard.