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.

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.

The Arlington County Public Schools Career Center construction project is a $175 million dollar project yet the school board has no requirements that contractors pay decent wages, avoid wage theft, and provide decent jobs for our community.

This change will allow EV drivers from long distances to work without worrying about having enough charge to make it home. This will increase employee satisfaction for having charging spots specific to employees available to charge in, and will increase patient and visitor satisfaction as well as there will be far more than two spots to choose from. There will be no more fighting over charging spots when more are installed, first when access is granted to outlets, and especially when more level 2 chargers are installed. Furthermore, this will prevent employees that drive long distances (ie from Orlando) from being stranded or terminated for charging their car. In addition, this change will essentially future-proof St. Joseph hospital and bring it into the 21st century, and will solidify its position on "being green." All other major hospitals have far more chargers available: Tampa General has about 12 level 2 chargers, Advent Health Orlando and Orlando Health have about 20 each, and even smaller hospitals typically have at least 4. It's crazy to think that the flagship hospital of BayCare Health Systems only has 2 that must be shared between employees and visitors/patients.

Because it is our only recourse to combat the recent RTO mandate.

Screenwriters are under-recognized and under-rewarded for their contributions because the work happens early in the production process. Minority and female writers face the largest barriers to credit and pay. Fortunately, the Screenwriters Guild has collected and archived many years of data on contracts, earnings, and credit decisions. These data hold the answers to our questions! These data have the power to reveal what policies can improve the bargaining position of writers, and equity among writers! Have challenges to credit been handled fairly? Have our policies to limit executive credit increased pay for writers? Are credit reviews really anonymous and giving equal treatment to females, males and non-binary writers? Are minorities credited equally for equal work, and paid equally too? These data must be released to an expert to find out! A Harvard professor has offered to analyze the data and produce a high-profile report on the topics we ask for, but Tery Lopez must grant them permission to access the data securely. Please join us in a movement to release our data for answers!

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.

It is the job of Facebook content moderators to try and make the platform safe. This means reviewing every post that is either reported by a user or flagged by Facebook’s automated tools from its 3 billion users. For context, around 130,000 images are uploaded to Facebook every minute. The work can be harrowing, with content moderators having to look at some of the worst material on the internet. This includes murder, gruesome violence, hate speech and the sexual exploitation of children. Outsourced content moderators don’t receive proper mental health support and many develop PTSD as a result of their experience. This year, TIME magazine (https://time.com/6147458/facebook-africa-content-moderation-employee-treatment/) revealed chilling abuse at Facebook's content moderation centre in Nairobi, Kenya. Workers reported exploitation and unlawful union-busting at the Nairobi office, run by Sama — the US company who Facebook use as its main provider of outsourced content moderation in Africa. For this harrowing and dangerous work, TIME revealed workers are paid as little as $2.20 per hour. Sign this petition today in solidarity with them and all Facebook content moderators around the world.

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.

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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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.