If you've ever stayed late to finish notes without getting paid, attended a mandatory training that never showed up on your paycheck, or felt that asking questions about your wages might cost you your hours or your job, you know why this matters. Labor exploitation in supervised mental health settings is widespread, normalized, and largely invisible. Associates and trainees are uniquely vulnerable: our hours toward licensure depend on maintaining a good relationship with our supervisors and employers. That dependency creates a power imbalance, and too often, it is exploited. The goal of this campaign is simple and non-negotiable. Associates and trainees deserve to be paid fairly and legally. Not approximately. Not eventually. Not after insurance pays. Legally. On time. For every hour worked. We are not asking CAMFT to do something beyond their capacity. We are asking them to do what they already know needs to be done: educate associates about their legal rights, document the scope of violations through a confidential survey, and create real consequences for certified supervisors who exploit the people they are entrusted to develop. It is time for CAMFT to act. Every associate and trainee who signs this petition sends a message: we know our legal rights, we know who has the power to protect us, and we are watching. The more of us who sign, the harder it becomes for CAMFT to stay silent.   If any of the wage violations named in this petition have happened to you, sign. If you're worried they might, sign. If you want to protect the associate who starts their supervised hours after you, sign and share.  This profession is built on the labor of associates and trainees. We deserve to be paid fairly and legally for it. CAMFT, it is time to act. 

Why Is It Important? At Childfirst Service, Inc every employee deserves a safe, respectful, and fair workplace. When harassment, discrimination, retaliation, and wage violations go unaddressed, it not only harms individuals but also damages the integrity and reputation of the organization. Ignoring these issues perpetuates a toxic environment where abuse and injustice thrive. Addressing these problems is a matter of justice and accountability. It’s about ensuring that leadership respects the rights of all staff, complies with the law, and creates an environment where everyone can perform their best without fear. A healthy workplace benefits everyone—employees, management, and the organization as a whole. Why Should Others Join You in Your Campaign for Change? Together, our voices are stronger. When many speak out, it becomes impossible for leadership to ignore the issues or dismiss individual complaints.   Change is only possible with collective action. Mobilizing staff, allies, and community supporters increases pressure for meaningful reform.   Your participation helps protect others. Standing up now can prevent future harassment, retaliation, and wage violations for your colleagues and future employees.   It’s about justice and fairness. No one should have to endure unsafe or unjust working conditions alone. Supporting each other creates a united front for change. Join us to demand accountability, safety, and dignity in the workplace. Your voice matters. Together, we can create a workplace where everyone is treated with respect and fairness.

Amazon’s union-busting is relentless. The Teamsters said the drivers in Kentucky “quietly organized” for more than a year to avoid Amazon’s anti-labor crackdown.  After thousands of Amazon workers voted to unionize in 2022 in New York City, Amazon unleashed a full court press of labor law violations to block contract negotiations. More than three years later, Amazon executives still won’t recognize the union that warehouse workers at the JFK8 facility in NYC voted for. Delivery drivers at DBK1 said the biggest issues are inconsistent scheduling, unrealistic delivery quotas and salaries that do not meet New York City’s cost-of-living. Workers also said that they are constantly worried about losing their jobs, citing former colleagues who have been fired for minor infractions. Amazon’s overwhelming corporate power has allowed it to get away with exploiting workers. The mega-corporation has spent millions on its union-busting campaigns. But workers have the power to fight back, and they’re showing that from New York to Kentucky and all across the country. We must join them today.   Sign the petition: Tell Amazon to end the union-busting! Recognize and bargain with unionized workers now.

Millie Lugo isn’t alone; her experience is representative of a larger trend at Trader Joe’s. Workers are losing their jobs with at an increased rate, through a disciplinary system that is neither transparent nor consistently applied. On May Day of 2025, founding Union president Jamie Edwards was fired in their Massachusetts Trader Joe’s after facing relentless retaliatory targeting by management. That was not an accident, it was a warning. Discussing workplace issues are clearly protected activities under the NLRA, no worker deserves to face repercussions for simply voicing concerns in the workplace. Workers need to stand together against unfairness, targeting and bullying we see at Essex Crossing and beyond. 

Wage theft, in the form of unpaid overtime and/or through other illegal time tracking/docking mechanisms is a frequent problem in the restaurant, construction, and services industries.   The Building Justice committee is organized by worker leaders in the Greater Boston Area to combat wage theft and secure the rights of all workers.  Business owners like Tao Chen, franchise operator of bb.q Chicken, must be held accountable. Our community stands against all forms of wage theft and worker exploitation and will support any group of workers experiencing workplace violations.

I wanted to take a moment to share why I believe unionizing is not only important—but necessary—right now. The reality is: we’re overworked, under-supported, and being treated as if we’re replaceable. Burnout is through the roof. Communication from leadership is unclear, policies change without warning, and management rarely takes responsibility when things go wrong. We’re left to carry the weight, while our voices go unheard. That’s exactly why a union matters. Unionizing gives us a collective voice—one that management can’t ignore. It allows us to negotiate fair wages, reasonable workloads, and better benefits. It protects us from retaliation, arbitrary discipline, and being left in the dark when decisions are made about our jobs. It’s a way to level the playing field, so we’re not just surviving—we’re finally being respected. We deserve job security. We deserve clarity. We deserve dignity at work.

If you live in New York City, you earn a little bit of sick leave every day you work. It’s part of the Earned Safe and Sick Time Act (ESSTA), a law that protects all of us. Those protections are being attacked by the top anti-worker law firm in the world, JacksonLewis, the guys who hold the secret meetings and literally wrote the book on union busting. Under the previous system, corporations had a pretty easy time avoiding accountability. Starbucks workers waited 3 years for their rights to be enforced, Amazon workers 4, and a JetBlue employee waited 8 years to be reinstated. Our rights disappeared the moment employers chose to violate them. That changed last year. In 2024, the New York City Council passed Local Law 22, creating a dual enforcement model, administrative and judicial, designed to protect workers from prolonged job loss and economic hardship. This means that when an employer breaks the law workers can go to court themselves and ask a judge to enforce their rights. It’s not about big payouts. It’s about getting your job back in days or weeks instead of months or years, stopping retaliation, and showing other workers it’s safe to stand up. There are two ways courts can quickly stop violations and reinstate workers who have been retaliated against—a temporary restraining order (TRO) and a preliminary injunction. These tools can stop employers from continuing to break the law. Without them New Yorkers can plan for their right of action to take 32 months to reach a verdict, possibly three years by the time judgment is enforced.  Hannah Lopez is a restaurant worker in New York City. She’s worked at Tao Group restaurants for 10 years. She cares about her coworkers and has done everything from picking up shifts for coworkers’ emergencies to securing legal help for a coworker taken from her restaurant by bounty hunters working for ICE. Months ago, she was fired after helping her coworkers exercise their sick leave rights. The Department of Consumer and Worker Protections (DCWP) issued four different charges against the company. Though they have continued to try, the company simply refuses reinstatement. Because they are getting away with it, the message to workers is clear, “exercise your rights and you’ll be fired”. To fight back, Hannah has moved to the courts. After filing for a temporary restraining order (TRO) and a preliminary injunction to end retaliation, to be returned to work, and end current violations against her and her coworkers at the restaurant, the judge said that she had “a very strong case”—but denied the request. And there’s the problem: If courts don’t have the ability to enforce ESSTA, to stop current violations and prevent future ones, we could be right back to waiting months or years for justice. And companies will know they can go back to violating ESSTA. The outcome of this case could determine the nature of everyone's access to our Earned Safe and Sick Time rights. We have two possible solutions: 1. Brandworkers and allies are organizing a Letter of Legislative Intent. We believe the council’s intention was to create a law that ensures New York City’s workers can use sick leave without being fired and this is how we can help them make it clear to the court and to all of us. We have until June 20th at 5:00pm.¹ 2. If city council’s support doesn’t materialize, ²we’ll keep organizing—pushing the council to ensure ESSTA enforcement is real, timely, and protects workers before they’ve lost everything. If Hannah wins, the court can affirm that the private right of action is created to enforce the provisions of the Earned Safe and Sick Time Act; to stop violations as they happen, instead of allowing workers to be harmed until the final closing of their case. If she loses, the court may signal that corporations can violate the law, ignore city enforcement, and run out the clock while workers lose everything. Hannah is a ‘pro se’ litigant. That means she is by herself and has been for months. She has made it so far but the next steps are critical and she needs our help. This is about more than one worker—it’s about whether the law actually protects all of us. Here’s how you can help: 1. Sign and Share this petition . If you work for a living and have never fought for your rights. We will show you how. 2. Donate - If you’ve ever been able to take sick leave, support the workers fighting for it. Stand with Hannah. Defend our rights. Protect NYC’s sick leave law. Contact us at: [email protected] See the growing list of organizations already standing with NYC workers. ---------------------------------------------- ¹ We will release the Letter of Legislative Intent as soon as we receive final confirmation from our early champions. Some City Council members have already requested a draft, which we’ve shared with them. The letter is still in the drafting phase. ² A Better Balance and the National Employment Law Project (two of the leading organizations behind Local Law 22 and sick leave legislation across the country) are working with Brandworkers and our campaign to help craft an additional appeal to the city council. * We’ll be hosting Zoom calls for petition signers to share what we’ve learned about the history of ESSTA and its role in the ongoing struggle for workers’ rights in New York City. These sessions are a chance to deepen our understanding, build strategy together, and stay connected in the fight. * Our campaign’s ultimate goal is to ensure ESSTA enforcement happens on a timeline that makes these rights real for workers. There may be multiple paths to get there. If we find it necessary to revise this petition, adjust our strategy, or shift course entirely, we will make changes transparently and notify all signers. United we bargain. Divided we beg.

We need to stop Sunil Pande and Versa Cloud ERP from destroying more humans.

The ultimate goal of PSH-LMC employees is to convert to an Employee Ownership model, either as an Employee Stock Ownership Plan (ESOP), Employee Ownership Trust (EOT), or more greatly a Workers Cooperative. El objetivo final de los empleados de PSH-LMC es convertirse en un modelo de propiedad de los empleados, ya sea como un plan de propiedad de acciones de los empleados (ESOP), un fideicomiso de propiedad de los empleados (EOT) o, en mayor medida, una cooperativa de trabajadores. In order to achieve this ultimate goal, it is necessary to unionize not only ourselves, but the Nurses as well. When all staff have advocacy and can negotiate the purchasing of the Hospital, we can remove the poor leadership and create a workplace for us, by us. With dedication and steadfastness we can not only make our work lives beneficial, but our lives in general will see betterment. This is not only our right, but our duty to make this place better for everyone. Para lograr este objetivo final, es necesario sindicalizarnos no sólo nosotros, sino también las Enfermeras. Cuando todo el personal tenga defensa y pueda negociar la compra del Hospital, podremos eliminar la mala dirección y crear un lugar de trabajo para nosotros, por nosotros. Con dedicación y constancia no sólo podremos hacer que nuestra vida laboral sea beneficiosa, sino que nuestra vida en general también mejorará. No es sólo nuestro derecho, sino nuestro deber hacer que este lugar sea mejor para todos. Through unity and strength we can make our lives better. Mediante la unidad y la fuerza podemos mejorar nuestras vidas.

On May 20, 2022, Drake Cooper zigged when everyone else zagged, and promised a flexible, hybrid workplace policy titled, "Your Choice, Hybrid." "Drake Cooper is Your Choice, Hybrid. What we mean is, it's your choice. We are not going to force anyone to come back into the office, but we are going to maintain an office space..." In the years since this announcement, many of us have moved further from downtown to save money on housing, become healthier than ever before because commuting time could be spent dog walking or exercising. Maybe you expanded your family, or added a furry friend into the mix. Maybe you passed up higher pay because you were so proud to work somewhere that broke trail and put its employee-owners first.  This flexibility is a paramount piece of Drake Cooper culture, and taking it away for the benefit of collaboration in office is capped when so many team members work remote across the country and client calls are near exclusively virtual.

This petition is crucial because it highlights the urgent need for fair wages and accountability at Glu Hospitality. Recently, we witnessed the closure of 1225 Raw due to their inability to pay chefs, leaving many workers without the wages they earned and still owed. This situation exemplifies a broader issue within our industry, where workers are often left vulnerable to wage theft and unfair pay practices. By uniting our voices through this petition, we demand transparency in wage distribution and assurance that all tips are handled fairly. Our call for accountability is not just about protecting our rights as current employees; it’s about preventing future workers from facing similar hardships. We want to ensure that all employees at Glu Hospitality receive the compensation they deserve, fostering a respectful and sustainable work environment. Together, we can create change that not only benefits us now but also sets a precedent for fair labor practices in the restaurant industry.

It's simple Publix Other cutters in other departments at Publix are paid a higher rate due to the fact that cutting is considered a skill and not everyone in the produce department can cut like a seasoned produce cutter. The fact remains we are being left out and I think this is a great platform to voice our option and reach the higher ups. We show up everyday and go through big bogos and big holidays at the same pay rate as other employees who are also extremely hard working. What we do is not easy and it does take skill so please pay us and treat us like everyone else who cuts at our stores.