• Mia Birk, Play Fair: Bikeshare Owes Backpay & Benefits
    Mia, do you remember when you shipped us free copies of your book, Joyride: Pedaling Toward a Healthier Planet? It was inspiring to read that we must, "See the bicycle as a tool for empowerment and social change, not just sport or transportation." We couldn't agree more. However, the title left some of us wondering where we fit into that “healthier planet” as we worked without healthcare, doing dangerous jobs on busy streets and in a filthy warehouse by the Superfund section of Southwest DC. Given our situation, we were surprised to discover that Alta repeatedly signed a Federal contract with DDOT, agreeing to pay specific prevailing wages and health & welfare benefits to all Capital Bikeshare workers in compliance with the McNamara-O'Hara Service Contract Act. These wages and benefits apply to all workers under the contract regardless of full or part-time status (29 C.F.R. § 4.176). We helped build Alta's flagship bikesharing program in DC and we're proud to see Alta landing big contracts all over the USA as a result of our hard work: Citi Bike in New York, Divvy in Chicago, Hubway in Boston; Puget Sound Bikeshare in Seattle; San Francisco, Columbus, Baltimore, Portland... It would be a shame to see bad labor practices pollute the growth of such a socially and environmentally important industry. Mia, it's time for Alta Bicycle Share to play fair and set an example as a leader in good green jobs. Here's how: 1) Honor the Alta-DDOT contracts and immediately pay full back-pay for all unpaid wages and unpaid health & welfare benefits. 2) Comply with the letter and the spirit of the Service Contract Act, from here on out. 3) Commit to paying strong living wages and benefits to Bikeshare workers at every Alta-operated Bikesharing program from New York City to the San Francisco Bay. We trust that you will take prompt action to address these challenges as we all pedal together towards a sustainable future. Capital Bikeshare Workers past & present, Samuel D. Swenson 9/2011-8/2012 Bernard F. Smith 8/2010-9/2012 Omar Estrada 10/2010-10/2012 Spencer Turner 10/2010-10/2012 Anibal Apunte 4/2011-7/2012 Scott Brumbaugh 11/2011-4/2013 Jamal Hicks 2011 Khalil Brown 2011 Jeff Bertolet 2012-present Fhar Miess 7/2011-present Greg Washington 2011-present Zeek Manago 3/2012-present John Farmer 6/2012-present Kermit Demus 8/2012-present Douglas Tyrone Jones 1/2012-present Robert Apunte 2011-present * 2 current long-time workers asked to sign anonymously Kevin Gordon, 4/2013-present Gerald Sinclair, 7/2012-present Veltrick Copeland, present Jason Frantz, Bike Checker, 2012-present Alejandro Fuentes
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    Created by Samuel Swenson
  • Deaconess: Give Us Our Paychecks
    My name is Edith Kimbrough, and I love being a home care worker. Believe it or not, I’ve had twelve kids of my own, so I know a thing or two about taking care of people! As a home care worker for Deaconess Home Health in Milwaukee, I travel to the homes of sick and elderly folks and make sure they have everything they need. I took excellent care of people for Deaconess. But Deaconess has not taken such good care of me. On April 30, my coworkers and I were abruptly told that Deaconess had lost state funding and that we should all go home and not come back. The state tells a different story: that Deaconess is under investigation for fraud. We were all shocked and upset by this news. In fact, some of us even kept taking care of our patients, because we knew that if we didn’t show up, no one else would. Things went from bad to worse. Deaconess did not pay us for the second half of April, so I wasn’t able to pay my rent for May and lost my apartment. Now my 3-year-old daughter and I are staying at a friend’s house, sleeping wherever we can find the space. My coworkers are in similar situations -- we were already paid so little that many of us were one paycheck away from homelessness, and that last paycheck still hasn’t come. We’re not going to stop fighting until Deaconess gives us the backpay we are rightfully owed. Last weekend, we held a rally at Deaconess headquarters that was taped for the news. Deaconess is feeling the public pressure to meet its commitment to its employees, and we know that if thousands of people sign our petition, Deaconess will realize that we’re going to keep that pressure on high until we get what we need. Please sign my petition demanding that Deaconess Home Health pay me and other home care workers the backpay we are owed.
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    Created by Edith Kimbrough
  • Stop Posting Illegal Unpaid Internships!
    *************UPDATE***************** In response to this petition, NYU has responded! After negotiating with NYU officials as a result of the petition, NYU has heightened its protections against illegal unpaid internships on its career site (all changes effective as of January 2014). Employers must now verify that their internship positions comply with the US Department of Labor guidelines before posting, among several other measures. (Read more here: http://college.usatoday.com/2014/02/20/nyus-new-internship-oversight-raises-questions-about-unpaid-internships/) Thank you for putting your signature on this petition and creating the first successful student-led movement against the university's involvement in contributing to illegal unpaid internships. More progress is on the way! To get involved in future campaigns on this issue, email [email protected] **************************************** Unpaid internships are illegal* and unfair; many violate federal and state labor laws. They deny people the pay they earn, the rights they are entitled to, and the opportunities they deserve. By posting illegal unpaid internships, the Wasserman Center is perpetuating issues in the following categories: --Economic: unpaid internships displace employees, take away jobs, and devalue work (unpaid interns at the average company receive only a 1% advantage in getting a job at that company than an applicant who has never worked there) --Legal: unpaid interns are not protected under Title VII of the Civil Rights Act, and therefore have no standing in court against discrimination or sexual harassment --Class: only those who can afford unpaid internships can have them --Race: minority groups are almost systematically at a disadvantage with lower economic support and face discrimination without legal protection --LGBTQ: face discrimination without legal protection --Gender: 77% of unpaid internships are held by women while more paid positions are awarded to men, which widens the gender income gap (women make $0.78 for every dollar a man makes) --Human Rights: if workers are treated as employees, they should be compensated fairly for their work. NYU’s Wasserman Career Center would never post positions that were not open to women, or LGBT people, or people of color. They should not post positions that are not open to people who cannot afford to work for free. Join us in our fight against illegal labor exploitation. Sign this petition to stop NYU’s Wasserman Career Center from posting ads for illegal unpaid internships. *Unpaid internships are illegal if the internship is FOR-PROFIT and does not follow the six criteria outlined by the Wage and Hour Division of the U.S. Department of Labor. Therefore, this campaign specifically targets unpaid internships in the for-profit sector that violate these provisions. The following six criteria must be applied when making this determination: 1.The internship, even though it includes actual operation of the facilities of the employer, is similar to training which would be given in an educational environment; 2.The internship experience is for the benefit of the intern; 3.The intern does not displace regular employees, but works under close supervision of existing staff; 4. The employer that provides the training derives no immediate advantage from the activities of the intern; and on occasion its operations may actually be impeded; 5.The intern is not necessarily entitled to a job at the conclusion of the internship; and 6.The employer and the intern understand that the intern is not entitled to wages for the time spent in the internship.
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    Created by Christina Isnardi
  • Juicy: Take Care of Your Workers
    My name is Duane, and I’m a proud father of my beautiful five-year-old daughter. I worked at Juicy Couture’s flagship store on 5th Avenue in New York City for almost four years in the stock department. I started this petition with my coworker Darrell, because while we stock & sell Juicy Couture’s $200 jeans and sweaters, the company decided they don’t want to take care of their workers. Darrell was a successful full-time sales associate for two and half years, until the company started pushing full-time workers out. When I started, I also got 40 hours a week, but I struggled along with my coworkers as our hours were cut. Eventually, I was down to 14 hours each week. When I asked for more hours, they said they couldn’t give them to me because I didn’t have open availability – because of my daughter. When we began working at Juicy Couture, many of us were full-time. Now, only 19 of the store’s 128 employees are full-time! Not only are they firing full-time workers and replacing us with a part-time workforce, just this month Juicy capped all part-time workers hours at 21 hours per week. We quickly realized that Juicy Couture is doing everything they can to not take care of its workers. See, it was hard enough for us to make ends meet in New York City as full-time retail workers. But by keeping hours under 30 per week, Juicy Couture will no longer be required to offer their workers affordable health care – part of the Affordable Health Care Act’s plan to make sure more working Americans have basic health care. Further, we were told we’re only eligible for paid time off in case we’re sick or have other responsibilities if we work 1400 hours in one year. We did the math, and realized part-time workers reach that at 21 hours per week. This means that the vast majority of Juicy Couture’s workers will not ever get one single paid sick day. Darrell and I are just two of the full-time employees that have been forced out of Juicy Couture by having our hours cut or being fired. Now we’re speaking out on behalf of my coworkers who remain at the store, because we all deserve Just Hours. We know from experience that Juicy has loyal customers and dedicated employees -- if enough of us speak out and demand Just Hours, they'll have no choice but to act.
    4,729 of 5,000 Signatures
    Created by Duane and Darrell
  • We Need a Pay Raise
    Workers in the economy deserve a break. With U.S. inflation hitting 9.1% in June, the cost of living has become more and more expensive. And while people are struggling, major companies are raking in more revenue than ever. But when employers refuse to increase wages to keep up with inflation families are forced to stretch their paycheck further and further. My coworkers and I deserve a pay raise from [Your Employer] in order to weather the changes in the economy.
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    Created by Adrian Garcia
  • Unfair Domino’s conditions and termination
    We are being treated unjustly for being loyal to the company and committing years of hard work. For using our own cars for delivery and not being paid mileage or any other compensation for years (recently, early ’22, they added $.56 per mile, which still doesn’t cover much). Furthermore, being written up for having car troubles because of the wear we have to put on them for work. Multiple employees have been terminated with no notice, and upon hearsay with no proof of reason. Constantly doing managerial tasks and responsibilities, with no manager pay. Finally, multiple employees unlawfully terminated for striking because of wanting to improve these conditions.
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    Created by Raina Millay
  • Large Party Gratuity
    This effects everyone in the restaurant. We have all had large parties that did not tip what they were supposed to, resulting in wasted time and a wasted shift. This ensures that it will not happen anymore and servers will be properly compensated.
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    Created by Rachel Siehr
  • Starbucks shift differential
    The expectations and standards employees are required to meet make working at Starbucks one of the most mentally and physically taxing retail work environments. It is not a stretch to assert that Starbucks is the hardest I’ve ever worked, while simultaneously being the least I’ve ever been paid. That disparity cannot continue to exist. In order to rectify this issue, Starbucks must implement a shift differential for their morning and weekend shifts to fairly compensate their staff.
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    Created by Steven Rizo
  • Better communication between mgt and staffnd staff
    Most of us need a second job to make ends meet, many of us are stressed about neverending lines ( one recent Sunday two cashier's called in sick and no replacements were called leaving two cashiers to handle lines halfway down the store), and noone can live on $12/hr.
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    Created by Jane Lehmkuhl
  • Unionize IYR 2021
    The only way our working conditions and wages will improve is if we all band together to tell our employers that they are not entitled to our labor until they treat us all much more fairly. Our current wages are barely enough to scrape by when considering that after taxes, there's still a struggle to cover rent, bills, groceries, vehicle maintenance, pets and any unexpected injuries or accidents. Our current working conditions are hostile almost daily, typically in the form of coworkers having disagreements and getting into screaming / yelling matches (often in front of donors and / or customers) that go largely unresolved by management; these disagreements also commonly end in "behind each other's backs" comments that often lead to further disagreements that, again, end in one of these two ways. When asked to help resolve many of these issues, management has commonly responded with some remark about or similar to being "unable" to do anything about it.
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  • Please Pay On A Schedule
    So we can finally get some order to the craziness! This is just a start to show everyone we DO have rights. We just have to know them and be willing to fight for them.
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    Created by Cortney Green