I am a former employee of Papa John's Pizza. I was encouraged, then agreed to be promoted, as AGM last year. I realized through our personal payroll program that I was not getting paid my promised wage. This was brought to my manager’s attention, as well the Area Supervisor’s, eliciting the same response that they will “take care of it.” A few weeks of patiently waiting for a correction and following the chain of command, there was none and I eventually had to call the payroll department myself for retroactive pay. Earlier this year leading up to this from an extremely poor, hostile work environment not only from coworkers, but managers, I was sexually assaulted by my superior while working as an AGM. After being refused from my store manager to Human Resources, I was never offered any paperwork or advice to file my claim for this incident. Following the proper procedure(s) of bringing this to my superior's attention multiple times, I was fired in retaliation and informally transferred to another store location. As a young female, this is a completely different generation that we are bringing into the workforce, speaking up about these issues. For the millions too afraid to truly express themselves, I would like to bring awareness towards this issue to prevent this from becoming a precedent. This is about the laws that we can’t ignore and especially stay silent about. This is not just about me. This is other people. The Department of Human Resources needs to be called out. There are thousands of employees getting hurt from the blind eye of this department not doing anything about these types of claims. They don’t care. Something needs to be done. I am seeking stories from any current/former employees who have experienced discrimination, been fired for retaliation, or anything similar: please come forward, comment below sharing your story, help bring action and create awareness for better employee policy change(s) at Papa John’s Pizza.

Many employees do not like that fact that our travel system is based on FCFS vs. Seniority. In making the changes stated above it reduces the pool of people competing for a seat and also serves as somewhat of a compromise. As the system stands now it is a discouragement to those employees who are not married and have no dependants. This change will enable these employees a chance to travel with their pass user who may also be a underaged grandchild, for example. Employees work for the benefit and therefore should have preference over non employees to use said benefits.

Ending worker exploitation in America is the right thing to do. Join us on Twitter Rideshare America @ridesharepay

Can't afford to keep driving full time. Gas prices are driving us out of the rideshare industry. We need a rate increase! Photo credit: https://www.flickr.com/photos/m-i-k-e/

Being competitive in keeping trained associates and rewarding dedication. Role model work and service needs to be fairly compensated. Photo by CafeCredit (https://www.cafecredit.com) under Creative Commons 2.0

This promotes: 1. A sustainable wage for independent contractors working for ride-share companies. 2. Fewer C20 emissions in each city due to an extreme and unnecessary number of drivers in cities worldwide. 3. The integrity and respect of the drivers who do the majority of work for billion dollar companies. Overall, we all love our Rideshare companies. I, myself, have been both a driver and a passenger of Uber in particular. However, the work of these companies is not done, and this petition could help Rideshare companies prove that they not only care about their passengers well being, but the drivers well being as well, who help make their companies just what it is--awesome.

Security contractors, bus drivers, cafeteria and maintenance workers do their part to make Silicon Valley the most prosperous region in the world, yet they struggle every day to feed their families, live near their jobs, pay their rent, and take care of themselves and their children when they are sick. Although the region's top tech firms made a record $103 billion in profits in 2013, one in three Silicon Valley households do not make enough money to meet their most basic needs. Between 2009 and 2015, the average rent for an apartment jumped by 32.2%. Yet over that same time, adjusted median incomes for renters have actually declined 2.8%(Source: https://siliconvalleyrising.org/). This has forced families to cram together in small apartments, move far away from their jobs, make unhealthy trade-offs between rent and other essentials like food and prescriptions, or sleep on the streets. But things are changing. Last year over 3,000 security officers working for security contractors of many Silicon Valley tech companies including Facebook, Google, Oracle, Adobe and Cisco voted to form a union to gain a voice on the job, better pay and better working conditions. Today many are still in contract negotiations—it’s a critical time to voice our support as tech employees who are their colleagues. We have a lot learn from their efforts about how we can also come together for more democratic workplaces. Sign here to show your support for security officers fighting for fair wages in this lucrative industry, and help spread their story across Silicon Valley to ensure that all tech workers have a voice in our workplaces.

Health care is a human right. Accessible, affordable health care should be available for all, not just the rich. Yet Cummins, Inc. – the $20 billion global diesel engine company – is forcing its employees into health insurance plans that have deductibles as high as $6,000/year for family coverage and can leave families with tens of thousands of dollars in annual out-of-pocket costs. This is immoral. Our health insurance does anything but keep us healthy. In fact, many of us go without our prescription medicine, or don’t go to the doctor, or don’t get new glasses, because we fear the thought of potential medical bills. If we do seek medical attention, we can be overwhelmed with debt so large we are forced to work overtime, or negotiate monthly payments, or pay with credit cards that accrue interest, or battle with bill collectors. Even those who are healthy struggle, as young families are consumed with pregnancy and childbirth costs. Many Cummins retirees say they can’t afford to be part of Cummins’ retiree insurance despite devoting their lives to making Cummins successful. Cummins is a Fortune 500 company that reported $999 million in net profit in 2017. In 2016, the company built a primary care “LiveWell Center” at its headquarters in Columbus, Indiana. It is a state-of-the art facility that provides free and reduced-cost healthcare services such as primary care doctors, free lab work, and free x-rays. It’s convenient for Cummins executives and workers in the surrounding areas, but not for the thousands of employees who live in other states. Cummins should ensure that its employees can access needed medical care without wiping out their paychecks and their savings. No one should risk their health or their life because they’re afraid of the cost of care. Do the right thing and provide us with health insurance that covers the health care we need year-round, not insurance that doesn’t kick in until we spend thousands out of our own pockets each year.

My name is Mikey and I work at Toys R Us in Eugene, Oregon. This week, I found out from news reports that Toys R Us will shutdown and liquidate its entire U.S. operation. This news is devastating to say the least. My coworkers and I have no idea what’s going on or when our store will close – all of the updates we’re getting are from the news and corporate is keeping us in the dark. I love my job so much. I enjoy working at Toys R Us and helping kids find toys they love in the store. But I’ve heard that Toys R Us owners are Wall Street companies that don’t care about running a toy business – they just want a quick profit. Thousands of families counting on these jobs will be impacted by Toys R Us’ going out of business. We will lose our jobs. Meanwhile, the CEO of Toys R Us, David Brandon, makes a base salary of $3.7 million. Just days before filing for Chapter 11 bankruptcy protection last September, 5 of the top Toys 'R' Us executives received $8.2 million in retention bonuses. David Brandon received $2.8 million and asked for court approval of up to another $12 million in incentive bonuses. This corporate greed is hurting me and my family. And it’s unacceptable. We’re losing our jobs and our livelihoods while these executives gave themselves huge payoffs. We call on Toys R Us and Babies R Us to give all laid off employees severance pay. Thanks for standing with us.

The American economy thrives when American workers thrive. That's why President Trump passed the tax breaks--to invest in American workers and grow the American economy.

We take pride in providing stellar guest experiences, giving our all to make certain every person that visits has a pleasant and memorable time. We all love our jobs and the work we do is extremely important to us, but so is our time away. The amount of effort we put forth requires time for recharging. Many of us are transplants who moved here to work for the foundation, leaving our loved ones hours, states or in some cases countries away from us. We need our time to be able to visit them. Banking our holidays enables us to fill in the gaps when enough vacation time has not been accrued or sick time is not an option. This need has increased now that Emergency Leave has been done away with as well. We are grateful for every bonus we have received and hopeful that raises are in the not too distant future, but in the meantime continuing to allow us to bank our holidays will help to feed our spirits.

Martin Luther King Day currently is honored by schools & many businesses. It's a national holiday to honor a man who lead us to a better America in terms of race relations & freedom. First off, I love Holiday Inn; it’s a great company. Holiday Inn has always represented itself as a company that puts people first. It has supported many charities all over the globe. The company always send us notifications if there’s something in the community or the country that may need assistance. They email us donation forms to help support many causes. They sponsor food drives, help fire/ flood victims, and they assist impoverished kids get the food & school supplies they need. Another thing that’s great about the company is that it champions itself on its diversity (guests and staff). That’s also why I was so disappointed to learn that the company does not extend these same principles to their employees when it chooses not to provide Martin Luther King Jr. Day as a paid holiday for its employees. As Coretta Scott King wrote, “Martin Luther King, Jr. Day is not only for celebration and remembrance, education and tribute, but above all a day of service. It is a day of volunteering to… [build] the beloved community of his dream.” While Holiday Inn has generous vacation policies in many ways, as an industry leader, it can surely participate in this important historic holiday as well. By joining other companies in observing MLK Day, Holiday Inn will truly demonstrate its commitment to a diverse staff and customer base and to the achievements of the civil rights movement.