• IWG ACT NOW: Close your Centres! (Regus, Spaces, HQ & other IWG centres)
    After the government announcement on the 23rd of March, unprecedented measures were announced that no one should be leaving their homes unless for exercise, essential travels, shopping or if they are Key Workers going to work. Today, IWG centres remains open; Profiteering from companies during this global pandemic whilst asking their landlord for a 3 months grace period. IWG has not only decided to profit before staff’s welfare, they also gone against their Exceptional Service Statement” – “We exist to help modern, ambitious business work where, when and how they want.” – www.regus.com. During this pandemic, small & medium size companies are making loss and struggling financially whilst locked into a long-term contract unable to leave with no relief or discounts. IWG employees are also forced to decide between working, or to taking holiday leave to get paid. Despite the UK government announcing that they will cover 80% salaries for those who must stay home. IWG employees are not key workers and should be forced to stay home. IWG centres are open 24/7 for members with private office spaces, with the front help-desk open Monday-Friday 8am to 6pm. During this pandemic, IWG can close their front help-desk and centres, but leaving it open to clients who are key-workers which is showing their support to key-workers during these tough times. We ask that IWG reconsiders their situation and provide support to their employees and clients.
    632 of 800 Signatures
    Created by Rory Macdonald
  • Sign The Petition: At Risk Drivers Deserve Sick Pay, All Drivers Do!!!
    Us drivers have been left alone, sitting for weeks in quarantine to save our lives with no pay and unable to work. We get cussed, hit, called names, guns in our faces and treated badly for you, so why arent you now there for us? We are losing homes, cars, all we worked for. Many dont have food, a safe place to stay. We for sure cant get the tests you require, many states there are none! As for a doctors note....we are quarantined and doctors are overwhelmed, and we shouldn't have to! We've toiled to make you billions! Please check out this amazing article to hear about other drivers in this difficult time: https://thehustle.co/coronavirus-uber-lyft-drivers/amp/?__twitter_impression=true
    28 of 100 Signatures
    Created by Kimberly James Picture
  • Hey Google: Stop Retaliation and Scare Tactics Against Workers
    If Google can't be trusted to support workers who speak out against illegal and unethical activities at the company, how can it be trusted to hold the world's information in a responsible, unbiased, and ethical way? Illegal retaliation also hurts us all in promoting homogeneous workplaces, which stifles workplace inclusivity and diversity.
    308 of 400 Signatures
  • H&M workers deserve good schedules and free speech in the workplace without retaliation
    In August 2019, H&M management terminated sales associate Nick Gallant after he began exposing safety violations in the workplace and started educating his co-workers on their rights under the new fair work week laws in San Francisco and Emeryville, California. That’s why we need you to sign this petition and call on H&M to Bring Nick Back, to stop retaliating against workers, and to give all California H&M associates a Fair Workweek. **United for Respect (UFR) is a national non-profit organization. UFR is a multiracial movement of working people throughout the U.S. advancing a vision of an economy where our work is respected and our humanity recognized. UFR is not a labor union and does not intend or seek to represent retail employees over terms and conditions of employment, or to bargain with retail employers.
    213 of 300 Signatures
    Created by Nickolas Gallant Picture
  • Waymo must address sexual harassment and retaliation in the workplace
    Waymo (Google) silences and retaliates against workers who report sexual harassment. Waymo (Google) is teaching women to be afraid to report when they experience something sexually problematic, inequitable or discriminatory in fear of retaliation and being fired. Waymo (Google) has pending claims against them with the EEOC for failing to act responsibly to protect a woman who experienced sexual assault and harassment by other employees. This woman reported it and was fired in retaliation — the men kept their jobs and one was promoted. This petition is one way to say “not okay Waymo (Google).”
    23 of 100 Signatures
    Created by Dylan Wilder
  • Demand the FMCSA take immediate action on Sexual Misconduct in Truck Driver Training Fleets
    On July 23, 2019 the FMCSA posted a request for comments to study what they called a “serious pattern of harassment and assault related crimes against female and minority male truckers.”. For over a decade, harassment and sexual assault in entry-level driver training programs has been well-documented and grossly overlooked by the trucking industry and the Federal Motor Carrier Safety Administration (FMCSA), the regulatory agency that is tasked with overseeing safety in the trucking industry. We need a plan of action to address this pattern of abuse and bring about meaningful change NOW! The FMCSA has ignored widely available public information and extensive reporting on rampant sexual assault and rape long-endemic to the trucking industry. The FMCSA should immediately place carriers where sexual assault and rape continue to occur on probation—and disallow repeat offenders from recruitment to their driver training programs until they clean up their act. Without a meaningful and urgent implementation plan, the FMCSA’s request for comments is without teeth—a simple stalling technique and a free pass for the trucking industry. My name is Desiree Wood and I am the President and Founder of REAL Women in Trucking, Inc. (RWIT), a 501 (c) (6) organization. I am also a truck driver myself that experienced sexual misconduct and several potentially violent situations during my truck driver training from 2007-2008 at Covenant Transport, based in Chattanooga, Tennessee. As a student truck driver, I was badgered to discuss sex with a co-driver and I also experienced intimidation, culminating in a violent altercation in which bleach was sprayed at my face. During this altercation, my wrist was badly injured while I tried to send an SOS message to the company over the Qualcomm, the only communication device available to me to seek assistance from my company. My co-driver forcefully yanked from my arms to prevent me from calling for help. I was left behind in New Mexico for several days, a place where I knew no one, while my violent co-driver that had sprayed me with bleach was permitted to continue driving the tractor-trailer. He was highly intoxicated after consuming five Long Island Ice teas and was permitted to operate the commercial motor vehicle on Interstate 40 while I was left behind. When I reported the incident to the Human Resources department at Covenant Transport, they told me they would investigate—but they never did. Even though the incident was likely captured by security cameras and I had filed a police report—the company instead turned their attention to me as a troublemaker. I formed REAL Women in Trucking, Inc. (RWIT) with other lady truck drivers as a protest movement and in a response to the ENABLERS IN THE TRUCKING INDUSTRY AND THE ABSENCE OF AUTHENTIC REPRESENTATION FOR WOMEN WHO WORK AS TRUCK DRIVERS. Our mission is to deliver highway safety through leadership, mentorship, education and advocacy. RWIT has formed into a growing community of women truck drivers that offers support to new truck drivers and we demand change in the trucking industry. RWIT is known as the “go to” organization when it comes to sexual assault and harassment in truck driver training; we offer support and resources to women entering the industry when they otherwise would have nowhere to turn, but it’s not enough. Over the past decade, I’ve personally received weekly distress calls and email from hundreds of women across the country who have had similar or worse experiences during their driver training. In just the past two years, distress calls to our organization have INCREASED at an alarming rate. SEPERATING GENDERS IS NOT THE ANSWER TO THIS PROBLEM SINCE WOMEN HAVE REPORTED BEING ASSAULTED BY WOMEN BOTH PHYSICALLY AND SEXUALLY! The solution to this issue begins with removing rapists and harassers from truck driver training fleets along with the enablers that allow them to thrive. The FMCSA is directly responsible for overseeing entry-level truck driver training programs and they have blatantly ignored this issue long enough. No more paper tiger advisory committees and comment collections that deliver nothing and end up appointing known industry enablers to oversee the issues in these training fleets. Please sign this petition from the REAL Women in Trucking to call on the FMCSA to take immediate action.
    4,212 of 5,000 Signatures
    Created by Desiree Wood Picture
  • Don't Let Law Firms Hide Harassment and Discrimination
    We believe these contracts are harmful because they shift claims related to mistreatment at work, such as discrimination, sexual harassment, or denials of family leave, out of court and into secretive proceedings that often unfairly favor the employer. Students who are expected to sign these agreements may have no notice of these policies until after they have accepted their offers. As a result, they have no meaningful power to negotiate these terms or seek alternative employment. NALP is uniquely positioned to gather and distribute this information to law students. We hope that NALP will use its influence to collect and disseminate this information, which is critical to us as we make important decisions about our futures. Specifically, we urge NALP to adopt the following questions: 1: Does your firm require any employees (including summer associates, first-year associates, paralegals, or other non-lawyer staff) to sign a mandatory arbitration contract, regarding certain or any types of disputes, as a condition of employment? 2: If yes, does this mandatory arbitration agreement include a non-disclosure or confidentiality agreement which encompasses workplace misconduct? As the dominant organization in legal recruiting and career development, NALP’s leadership in this matter can effect meaningful change because it will empower students to make career choices that align more closely with their values. Thank you for your consideration and we look forward to hearing your thoughts on this issue.
    1,011 of 2,000 Signatures
    Created by Pipeline Parity Project Picture
  • Voices are louder together - Stop all harassment at Delta Air Lines, Inc.
    During my time at Washington Reagan National Airport (DCA) the culture was extremely tolerant of a sexual environment and acceptable harassment. Many employees across the company in all different departments have expressed similar situations and environments. Several employees including supervisors attempted to report incidents to the Station Manager and human resource department. After reporting incidents, employees were fired, harassed and/or retaliated against. When this action by Delta was acceptable, other employees have felt powerless to speak up for themselves and address the situation. HR does not do enough to protect employees from workplace harm. One employee cannot fight against these big bullies alone. Employees cannot be afraid to speak up. I personally have lost my career and my life stopped once I was subjected to sexual assault at work. This should not have to happen to one more person! Delta must be held accountable for its harassment problem and create a safe, respectful work environment. (these are views and opinions of the author based on personal experience)
    2,204 of 3,000 Signatures
    Created by Jenny Dawson
  • Darden: Stop requiring employees to sign arbitration forms
    This is important because employees are not clear on what they're signing and are also not expecting to be harassed or discriminated against. Employees are completely unaware that they are signing away their rights to justice if ever they have negative experiences. Companies aren't creating an environment that will hold perpetrators for sexual harassment accountable for their actions, which makes them bold and fearless in their pursuits. I was an employee for 5 months at Longhorn Steakhouse. There were multiple of my coworkers that touched me inappropriately and spoke to me inappropriately. I was disgusted. But I was also not in a position to lose my job. There were times that I would be really aggravated with their continuous actions and speak up and I would be sent home early. Eventually my hours became shorter and shorter, to the point that I would be scheduled for only one or two days a week. If I would've known that when I signed those papers during orientation that I would not be able to get an attorney to represent me in court, and it exempts them from all legal responsibilities in such a case, I would have never signed. And I think anyone applying for a position at this company needs to know what they're signing.
    4,660 of 5,000 Signatures
    Created by Former Longhorn Server
  • Papa John's: Address sexual harassment
    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.
    4,200 of 5,000 Signatures
    Created by Scared Acanthisitta
  • Protect Employees And Customers By Placing Needle Disposal Boxes In High-Risk Bathrooms
    *Added 1/21/19 The author of this petition ended up getting poked by a dirty needle themselves, after two other coworkers were poked in the same cafe, not long after starting this petition. Since then, the author went to local Seattle news crews, and only after their story aired did Starbucks put safe sharps disposals in six cafes in Seattle, but they were only the cafes that already had an L&I complaint and fine about this issue before. The author still has yet to hear directly from anyone at Starbucks Corporate. The author still fully intends on hand-delivering this petition to Starbucks HQ. The author is obnoxiously tenacious like that. Exposure to HIV/AIDS, Hep C, Hep B, etc. is a risk in Seattle where there is a heroin/hep c crisis--and an HIV outbreak in at the same time and in the same area that baristas were getting poked by used drug needles while at work. There is no vaccine for Hep C, the available treatment is not a 100% assured cure, and Starbucks refuses to comment to employees when employees mention this risk. Employees risk getting poked, and DO get poked, even when following "protocol" of using gloves and tongs to dispose of used needles left in bathrooms, tampon disposal boxes, and diaper changing stations. It costs almost two thousand dollars just for one round of after-exposure shots, not including other tests, shots, medications, etc. Employees have to pay out-of-pocket for this before being reimbursed until Starbucks's company insurance kicks in. Many baristas cannot afford that, instead resorting to loans and credit cards. Employees who are pregnant or already immuno-compromised have an added risk if poked by a used needle. Employees also have to then use added protection with their sexual partners/spouses for six months minimum/risk exposing them, too. Starbucks makes various excuses from "it looks bad" to "drug users will just take the boxes off the walls and steal the needles." Employees cannot legally be forced to remove needles, but when they ask to call hazmat, they're told "hazmat cost comes from the individual store budget" (a veiled threat of even less staff coverage on an already short-staffed floor because no money to pay them if it is used for hazmat). Making coffee should not come with this kind of easily detoured risk.
    5,052 of 6,000 Signatures
    Created by Citizen Z
  • Higher Pay for Uber and Lyft Drivers (join us on Twitter)
    Ending worker exploitation in America is the right thing to do. Join us on Twitter Rideshare America @ridesharepay
    93 of 100 Signatures
    Created by J Marshall