To 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[1], Whole Foods, Trader Joes[2] 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. [1] https://corporate.target.com/careers/benefits/financial-benefits [2] http://www.buzzfeed.com/summeranne/which-retail-chains-have-the-best-employee-discoun#.ggyzDxyR

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.

Servers 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.

I 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.

Uber has been treating their drivers worse and worse as time goes by. Enough is enough. Just because they label drivers as independent contractors, doesn't mean they can take advantage of them and completely ignore labor laws. Nobody is standing up for Uber drivers. Its time drivers stand up for themselves!

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.

CSL employees are skilled and hardworking. We need to stand with them to protect quality, secure jobs in the north.

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.

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.

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.

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.

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.