• Invest in Disability Services
    Because of a lack of funding many people with disabilities are not getting the Personal Assistant support they need, making some prisoners in their own home. PAs have also suffered cuts to their pay and conditions, making ends meet a real challenge for many. People with a disability deserve to live with dignity and workers deserve a living wage. We all have the right to own independence, it's time to make this a reality for all.
    546 of 600 Signatures
    Created by Darragh O'Connor
  • CSL workers demand secure jobs in the north
    CSL employees are skilled and hardworking. We need to stand with them to protect quality, secure jobs in the north.
    20 of 100 Signatures
    Created by National Union of Workers Picture
  • Pay support staff what they deserve!
    Tupelo Honey Cafe is synonymous with the idea of Southern hospitality. There are always biscuits on the table and your sweet tea glass is never empty. In fact, the restaurant is so hospitable that within 5 years it’s been able to open 10 new locations across the Southeast and has announced plans to expand beyond the region and double locations over the two years. However, patrons might not know that this growth has come at a personal cost for employees. Tupelo Honey Café employees know that with growth comes change. We have absorbed our fair share of change. From eliminating free food while working to scrapping incentive based pay raises for tipped employees, it’s getting harder and harder to feel like a valued member of the team. We have also watched as our company pads its profit margins and expands the brand on the backs of the lowest paid employees and their families. Over the past couple of years, corporate management decisions have diminished the reasons we loved working for this company. Support staff (bussers/back servers) are an essential part of any well-organized and profitable restaurant. They provide support and heightened efficiency, allowing wait staff to give personal and professional service. In the summer of 2014 the company chose to maximize profits and drastically cut wages for support staff -- who used to be called bussers -- by over $3/hour. Not only does this mean that some of these support staff can no longer pay the bills or keep food on the table, but servers themselves are having a harder time making sure the customers at the table are happy too. Alia, a bartender, is a working mom and the main breadwinner of her household. Halley, a server, is a college student supporting herself while working towards her degree. When support staff is not compensated fairly, it has the ripple effect of increasing the number of servers, thereby reducing earning potential for all front of the house staff. That’s hundreds of dollars each week that could go towards paying bills and buying groceries. We are tired of complaining within our location and wishing that the company would change. This wage cut was the last straw and we knew we had to take action. That’s why we started this petition. Right now, Tupelo Honey Cafe is growing at an astounding pace and they have a choice to make: do they want to stand by their original values as a company or do they want to drive down wages of those at the bottom? According to their own website Tupelo Honey Cafe says: “We commit to paying above the industry average in every job category.” According to a 2014 interview with the owner of Tupelo Honey, Steve Frabitore stated that “none of their employees are paid minimum wage; rather, they are a Living Wage Certified business and aim for their pay to be greater than the 75th percentile of the industry average.” All we are asking is that Tupelo Honey live up to their own standards and reinstate the wages of support staff (technically called back servers) to their original levels of $5.15 per hour. Right now it is a company wide wage policy for back servers to be paid a federal minimum meant for servers ($2.13 per hour). This base wage for support staff is below local and national industry standards. If you want to "hire the best people in every position", you have to be sure those people can earn a living. Good food shouldn’t just be about the bottom line — it’s about fellowship, service and always having a seat at the table. Join us if you would like to see Tupelo Honey put its own values into action by reinstating wages for support staff.
    1,285 of 2,000 Signatures
    Created by Alia Todd and Hayley Ingram
  • Overtime paid for all Starbucks Partners
    When I worked extra hours at Starbucks in California, I received overtime pay because of state laws. But when I transferred to another Starbucks in North Carolina, I no longer received overtime pay even though I have been working extra hours in my new location. As overtime pay regulations often vary by state, Starbucks partners in many locations don't receive the same compensation for working long hours. A lot of us put our personal lives on hold and for different reasons when we have to stay at work longer. We love the company and love what we do, but we're not paid equally across the United States. Please join me in asking Starbucks to address this disparity by providing overtime pay to all partners across the country regardless of where we live.
    271 of 300 Signatures
    Created by Antionette Westervelt
  • Pay Interns at the United Nations
    Young, amibtious professionals should not have to live in a tent in order to afford an unpaid internship. By failing to pay its interns, the United Nations are violating Article 23 of its very own Universal Declaration of Human Rights: “(2) Everyone, without any discrimination, has the right to equal pay for equal work. (3) Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection.” Connections and experience can't pay the bills. Sign this petition to stop the classist practice of allowing unpaid internships at the United Nations.
    45 of 100 Signatures
    Created by Christina Isnardi
  • Over worked and under paid supervisors
    We need an income to support our family. Living off of what they pay isn't enough to pay all the bills, buy food and buy our kids their necessitys. I am the soul provider for a family of 5 and its very hard to have a decent living with what I get paid. I know many supervisors who feel the same way. We need to be valued and be showed appreciation for everything we do. Getting change as a raise is ridiculous when Starbucks is a multi million dollar company.
    10 of 100 Signatures
    Created by Elisabet Ross
  • National Whistleblowers Center: Do Not Enforce Gag Clauses
    We thought that working for the National Whistleblower Center (NWC) meant that we would be free to question our employer. We were wrong. We, attorneys Richard Renner and Lindsey Williams, along with three of our co-workers, were fired after questioning our bosses about the NWC’s finances and trying to organize a union. It all started when the NWC announced the historic $104 million award granted to UBS whistleblower Bradley Birkenfeld. Shortly afterward, the NWC founders told us that despite our hard work and the influx of cash, they were unable to afford the raises they had repeatedly promised. This did not make any sense to us. After our questions were ignored, we attempted to organize a union as a way to force them to be more transparent with their finances. Retaliation was swift and harsh. We were all fired on November 5, 2012, one by voicemail. To add insult to injury, the severance agreements they offered included an appallingly broad gag clause. The proposed agreements said if we accepted the money we could “not, criticize, disparage, or say or do anything that casts [the employer] in a negative light” to “any other person.” There is huge financial pressure on employees to sign these types of gag clauses. In fact, The Whistleblower’s Handbook written by one of the NWC founders, Stephen M. Kohn, has an entire chapter encouraging employees not to sign gag clauses. Apparently, he did not mean that advice to apply to his own employees. Three of our co-workers signed the agreements. We refused because we believed that the gag clauses violated labor laws and NWC’s stated mission. We filed unfair labor practice charges with the National Labor Relations Board (NLRB) in January 2013. The NLRB investigated the charges and found enough evidence to proceed with prosecution against NWC for wrongful termination. We were finally able to reach a settlement shortly before the trial would have begun. As part of the settlement, the NWC agreed to remove all mention of our terminations from their records and post a notice to all employees that they would not be retaliated against for exercising their legal rights to work collectively to improve their wages and working conditions. We want the NWC Board of Directors to publicly state that gag clauses in severance agreements (or other employment agreements) are against the core mission of the organization, in violation of the National Labor Relations Act, and, therefore, will not be used by the NWC in the future. We also want NWC to commit that existing gag clauses will not be enforced. We don’t want what happened to us to happen again. Our case serves as a reminder that any worker can have his or her legal rights violated – even lawyers. It also reminds us that every employer should be held accountable when they break the law – even the National Whistleblowers Center. For more information visit: www.fearinghonesty.org.
    5,349 of 6,000 Signatures
    Created by Lindsey Williams Picture
  • Ben & Jerry's: Stand Up For Farmworkers’ Rights
    In the Vermont dairy industry, forty percent of dairy workers receive less than the VT minimum wage and twenty percent have their first wages withheld--this is wage theft. Thirty percent have to work seven or more hours without a break to eat, and the same number have had mostly preventable workplace injuries or illnesses. Many workers work 12-14 hour days without a day of rest, and significant numbers live in deplorable housing conditions. This is an unacceptable state of affairs for any supply chain, but it is particularly appalling to see this level of abuse in Ben and Jerry’s supply chain given the company's long standing commitment to social justice and corporate responsibility. The good news is we already know there is a solution that works and there are some farms that are demonstrating that dignified working conditions are possible. Migrant Justice is calling on Ben & Jerry's to create a worker-driven social responsibility program -- the Milk with Dignity Program -- fashioned after the globally acclaimed and highly effective Fair Food Program in Immokalee Florida. Many dairy farmers are also facing serious economic challenges and are in need of economic relief. The Milk with Dignity Program rewards those farms that have it right by having corporate participants pay more down the supply chain to both the farmer and the farmworker. We anticipate many farms to enthusiastically support this initiative. The Milk with Dignity program is in line with the mission of social responsibility on which Ben & Jerry’s has built its legacy, image, and financial success. Your customer base wants, and is already demanding, products that support dignified livelihoods for both farmworkers and farmers. The company has done this before for cows, consumers and the environment in its impressive work to eliminate RGBH from its supply chain. The company has done this for chickens with its commitment to cage-free eggs. Ben and Jerry's can do this for the workers facing inhumane workplace conditions while supplying the cream its company depends on. We urge Ben and Jerry's to sit at the table with VT dairy farmworkers to build a vibrant and much needed Milk with Dignity Program that respects workers leadership and ensures human rights in its dairy supply chain.
    2,767 of 3,000 Signatures
    Created by Enrique Balcazar Picture
  • Quiktrip break policy
    To have the employee feel like they're not being over worked, concentration work camp(quiktrip) or an equal rights work place ? If you're going to have us standing running around for 8 hours or more at least make up for it in pay .
    23 of 100 Signatures
    Created by Gabrielle Houston
  • MICROSOFT: Give Memorial Day as paid leave holiday to your supplier's employees
    Thousands of people have worked for years for Microsoft via contractors-vendors, without having any paid time off. We think Microsoft's new policy should be fully implemented as soon as possible and Memorial Day seems a perfect and very symbolic date to start providing paid leave. Considering the present compensation rate of the 37 or so Tier1 tester/reviewers working for Microsoft and paid via Lionbridge Technologies we estimate the cost for one paid leave day is $5204. In comparison, Lionbridge CEO, Rory Cowan made last year between $1.522.275 and $2.89 million (that's including part of his stock options). Taking into account his $1.5 million compensation, one paid leave day for the 37 employees represents less than one day of Cowan's income and less than 4 hours when choosing his $2.9 million income. For the first quarter of 2015, Lionbridge posted record earnings and bought back 254.000 shares of its common stock for $1.4 million. We don't see any technical or financial obstacle to providing Memorial Day as a holiday for all contract employees and it would be a tangible sign that Microsoft takes its commitment seriously and will implement it promptly.
    58 of 100 Signatures
    Created by Philippe Boucher
  • Hey Darden, #BringBackAutograt
    "I served a party of 30 guests with another server. We waited on them during the dinner rush for over 2 hours. The whole party left a total of $13.” -Janine, Louisiana “I am an excellent, fast, and friendly server and I love my job but sometimes I get big parties who tell me that I did a great job but they only leave $20 on a $600 check. I have to tip out my partners based on my sales so after we split the tip we only make roughly $2 each when we waited on them our whole shift.” -Suzanne, New York “Without the gratuity added to parties I receive very low or no tips at all even though the parties would be there for hours. Quite a few times I have walked home with less than ten dollars in my pocket because of the loss of the autograt. This is just not right. It's disheartening.” -Lauren, PA --- Up until late 2013 we, the front of the house employees at Darden Restaurants, were able to add an automatic 18% gratuity onto the check(s) of parties of 8 or more. The auto-grat was included in large party checks for several reasons including, but not limited to: 1.Guests often do not tip when they are in large parties because they either forget to or assume the host will take care of it. 2. Servers of large parties usually have the rest of their section taken by someone else so they can focus on the party. 3. Darden mandates a tip-share policy with bussers and bartenders (who are also paid sub-minimum wages) and FOH staff get left with little to nothing even though we may work one party for an entire shift. Several wage workers have a stake in the tip on large parties which is why it makes sense to have an auto-gratuity to ensure that both guests and employees are well treated. A host of restaurants around the country provide their servers with autograt to make sure that their employees don’t leave their shifts with less than when they came in. So, why did Darden really get rid of autograt? Did Darden eliminate auto-grat to avoid extra payroll taxes? Therefore, we, the front of the house workers of Darden Restaurants, demand that Darden reinstate autograt.
    6,922 of 7,000 Signatures
    Created by Estelle Becker Costanzo Picture
    14 of 100 Signatures
    Created by steven taylor