• 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.
    947 of 1,000 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)
    2,198 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.
    4,653 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.
    4,184 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.
    5,019 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
    91 of 100 Signatures
    Created by J Marshall
  • Tech should not be in the business of war
    Over three thousand employees at Google recently wrote a letter to their CEO explaining their opposition to Project Maven [1], after learning that their work was part of a US Department of Defense contract being considered. We are employees of the tech industry who invite all supporters to join us in amplifying their demand to break these contracts across the industry. The DoD contracts under consideration by Google, and similar contracts at IBM, Microsoft [2] and Amazon [3] break user trust, and signal a dangerous alliance between the US military and the tech industry. Tech companies that have vast quantities of sensitive data from users across the globe shouldn’t build offensive technology for one country’s military. Google says its technology will only be used to “non-offensive” ends. Our last few years working in the tech industry has issued reminder after painful reminder of the unintended outcomes of even benignly-designed tech. We can no longer ignore our industry’s and our technologies’ harmful biases, large scale breaches of trust, and lack of ethical safeguards. These are life and death stakes. We risk potentially catastrophic outcomes if we continue to deploy global technical systems without care, deliberation, and a clear understanding of our significant responsibility. In signing this petition, we represent a growing network of tech workers who commit to never “just follow orders”, but to hold ourselves, each other, and the industry accountable. Sign on and join us as we demand that Google break its contract with the DoD, urge our employers at IBM, Microsoft, and Amazon to stay out of the business of war, and call upon our peers to adopt binding ethical standards for the use of AI. 1. "‘The Business of War’: Google Employees Protest Work for the Pentagon" https://www.nytimes.com/2018/04/04/technology/google-letter-ceo-pentagon-project.html 2. "Ungrateful Google Plebes Somehow Not Excited to Work on Military Industrial Complex Death Machines" https://futurism.com/google-maven-drones-military-contract/ 3. "Google is Pursuing the Pentagon’s Giant Cloud Contract Quietly, Fearing An Employee Revolt" https://www.defenseone.com/technology/2018/04/google-pursuing-pentagons-giant-cloud-contract-quietly-fearing-employee-revolt/147407/ *No names will be visible on the petition until the petition reaches 100 signatures. At that point your first name and last initial only will appear, not your workplace. Tech Workers Coalition may reach out to you on the basis of your workplace.*
    370 of 400 Signatures
  • Arbitration and Nondisclosure Requirements by Law Firms
    These types of agreements may be legal, but they cut against core Georgetown values. Our community is grounded in a Jesuit tradition that supports the well-being of the whole person—the “cura personalis.” And the law school’s motto is, “Law is but the means; justice is the end.” In order to live up to these values, Georgetown must do its part to end the use of mandatory arbitration and NDAs in ways that silence the victims of sexual harassment and workplace abuses. [1] https://takecareblog.com/blog/munger-tolles-proves-why-we-still-need-metoo [2] https://twitter.com/Orrick/status/978344236725735425 [3] https://twitter.com/isamuel/status/979375191175450625 [4] https://goo.gl/FYujGs Contacts: Stephen Schultze (sjs280@law.georgetown.edu), Rachel Lee (sp497@law.georgetown.edu), Nicholas Wertsch (nmw9@law.georgetown.edu)
    305 of 400 Signatures
    Created by Stephen Schultze Picture
  • I’m fighting sexual harassment at Comcast
    We can no longer be silent about the sexual harassment that may be occurring in Comcast locations. I worked at Comcast call centers in Washington, DC, then Silver Spring, MD, and finally Millersville, MD from 2007 through 2012. At the Millersville location, I felt so uncomfortable around certain male coworkers that I often used the restroom on the other side of the building just so I could avoid being in their presence. When I finally had the courage to report these incidents to our human resources department, I felt that my managers and the colleagues that I had reported retaliated against me. I received threats walking down the call center hallways and was likely singled out during the then upcoming mid-year review. I felt afraid and trapped. I loved my job and I was good at it. My goal was to give customers a positive experience with Comcast and the company’s services, reversing the negative image many have associated with cable companies. But this became increasingly difficult for me to fulfill in Comcast’s toxic work environment. Comcast must act swiftly to address this problem, by conducting an independent third party review of its sexual harassment policies and employee experiences. In conjunction with solutions from this review, I believe the following changes will help employees like me who may still be dealing with harassment at Comcast: 1. HR representatives should be present at call centers and large Comcast workplaces 2. Protect Comcast employees from retaliation for reporting sexual harassment to HR 3. Fire perpetrators of sexual harassment in Comcast workplaces We all deserve a workplace where we can come in and do good work without distraction. We deserve a workplace where we feel safe and empowered to make positive contributions to the company. I believe Comcast’s lax implementation of its sexual harassment policies creates a tremendous amount of stress and anxiety for many employees, especially women employees. At the end of the day, the pervasive culture of sexual harassment I experienced at Comcast is bad for business. As an employee of Comcast, my work performance suffered as a result of consistent experiences of sexual harassment. While working at the call center, Comcast customers likely could even hear the sexual and inappropriate comments being made in the background. Most importantly, acts of sexual harassment violate employees’ dignity as human beings. Many Comcast employees may have felt powerless to speak up for themselves and address the situation because HR was not doing enough to protect us from workplace harm. Comcast must be held accountable for its sexual harassment problem and create a safe, respectful work environment.
    5,121 of 6,000 Signatures
    Created by Rylinda Rhodes Picture
  • Uber/Lyft Corporate: STOP ABUSING DRIVERS!
    Labor Laws, protecting workers rights, were hard fought for and established long ago by organized labor workers - Many of whom gave their lives to establish the workers rights of today - However, despite the mistreatment of Drivers as LESS THAN EMPLOYEES and that legally UBER/LYFT should not be able to "dictate the manner in which we perform our services" - Despite all this, according to UBER/LYFT, Drivers are considered to be "Independent Contractors" if this is so then UBER/LYFT at minimal, must disclose to Drivers the full terms and conditions of each ride request, prior to ride acceptance by Drivers - A reasonable time period must be provided for Drivers to evaluate the details for each ride request being offered before deciding to accept (Offer & Acceptance -in contract law). If ride request is not acceptable to Driver then Driver has the right, as a true independent contractor, to refuse the ride request offered by tapping a REJECT button - To be included in the Driver App - with NO retaliatory threats of deactivation of Driver by UBER/LYFT. This REJECT feature would MAXIMIZE EFFICIENCY & PUBLIC SAFETY of App. BENEFITS - Saves valuable time for both Drivers and Riders by passing ride request IMMEDIATELY to next potential Driver. NO need to wait for ride request clock to timeout: • DRIVERS: IMMEDIATELY receive their next ride request much faster - Time is money - Practically eliminates cancellations - Better matching to desired Rider creates excellent ride experience - Reduced distracted driving & possible accidents by eliminating time delay to view their GPS • RIDER: - Greatly reduces wait time frustration and cancellations. - Better matching to READY, WILLING & ABLE Driver creates excellent ride experience It's a NO BRAINER how a simple REJECT BUTTON in App contributes to overall App Efficiency and Public Safety - Greatly reducing distracted driving and physically exhausted drivers causing accidents is a WIN-WIN-WIN situation for everyone! Implementing a smoother App platform functionality even benefits the environment by decreasing the overwhelming traffic congestion and resulting carbon footprint caused by inefficient operations of Rideshare vehicles.
    761 of 800 Signatures
    Created by Edward (founder) The ALLIANCE for Independent Workers Picture
  • Matchbox: Respect Your Workers' Rights to Organize!
    Background: Ana Hernandez, Altagracia Reyes, Alejandro Roman, Lucas Efrain, and Angel Morales were all fired from their jobs at Matchbox throughout March, 2017. They believe that they were fired in retaliation for taking concerted action to protest unfair working conditions and have organized to take community and legal action. Read their testimonies below and add your signature in support! (Ana Hernandez, Altagracia Reyes, Alejandro Roman, Lucas Efrain, y Angel Morales salieron despedidos de sus trabajos en Matchbox en varias fechas en Marzo, 2017. Creen que han sido despedidos en represalia organizarse para protestar condiciones laborales injustas, y se han organizado para tomar acción comunitaria y acción legal. Lean sus testimonios aquí y agregue su firma en apoyo!) TESTIMONIES: Ana Hernandez: "I had been working for Matchbox in the kitchen for nearly 8 years when I was fired. I worked at Matchbox Chinatown for the majority of the time, until March 1, 2017, when they told me that I had to accept a transfer to Pentagon City or I would not have any more work. As soon as I started at Pentagon City, I saw the amount of abuses that there were there. There was no break, we didn’t eat all day, we didn’t even want to drink water because there wasn’t any time to go to the bathroom. The list of tasks for the prep workers is so long that I was never allowed me to leave on time to go to my English classes at night. I started a petition and asking my coworkers to sign to demand better working conditions. I had gotten eight signatures, when the sous chef asked my coworker Alta why I was asking for signatures. Three days later, the chef called me and said that he wanted to talk to me. The next day, after my shift, the chef called me over and fired me." Altagracia Reyes: "I have worked in the kitchen at Matchbox on various occasions since 2006, in Chinatown and Pentagon City. When I started at Pentagon City, they increased the amount of work and started being disrespectful. I signed Ana’s petition because I agreed with the goals. The day after Ana was fired, I had to defend my coworker, because she was being given too much work and she is a pregnant woman. I asked the chef to give us more staff to help us with the prep work. My coworker started to cry and explained to the chef that her doctor says the baby is underweight and that she isn’t allowed to eat all day. I stood up for her, but the chef said that it didn’t matter to him neither if anyone is pregnant or if we use the bathroom. The next day, I went with three coworkers from Matchbox to the corporate office. We told the president of the company about the abuses that we were experiencing in his restaurant. But the next day the chef sent me a text that just said, 'No más trabajo (no more work).'" Alejandro Roman: "I have worked in the kitchen at Matchbox Chinatown for seven years, without a break and without a vacation. In January, they started changing us around to different stations, without training us or asking us, and they started to fire people, reducing the amount of staff working at each station and increasing our total amount of work. On the Day Without Immigrants, on February 16, we all agreed to participate in the strike. The chef called us to him individually and asked us if we were going to work that day. It was my day off, and when he asked me to work that day I told him I couldn’t. Two weeks later, the chef changed our stations around again. He put my coworker, Angel, on the station making dough and on the oven. I helped Angel tell the chef in English that he couldn’t work at that station, because he didn’t have the necessary training and because the heat from the oven hurts his eyes. The chef said, “I don’t care.” I told him that he needed to be respectful of his people. I told him that I was going to go and speak with his superior, and he immediately gave me a punch card, and told Angel and I, and our coworker Efrain, that we were fired." Angel Morales: "I’d worked about two years in Matchbox before I was fired. When I heard about the general strike on February 16, I decided to participate with my coworkers. When the chef asked me if I was going to work that day, I told him that I couldn’t because I was participating in the Day Without Immigrants. Two weeks after the strike, they moved me to a different station, they sent me to make the dough and to put the pizzas in the oven. Besides that I don’t know that station, I also have a problem with my eyes and it’s damaging to them to be in front of the oven. I asked my coworker Alejandro to help me explain to the chef my problem in English, and the chef said that it didn’t matter and that I had to do it. I told him again that I couldn’t, and he fired me. That was when Alejandro argued with the chef, and they ended up firing all three of us." Lucas Efrain: "I started to work at Matchbox in 2012, left in June, 2014, and started to work there again in December, 2016. Before the Day Without Immigrants, the chef asked us individually if we could work that day, and I told him that I couldn’t. He asked me why, and I told him because I was going to support the Day Without Immigrants. “If you don’t work, I will take other measures,” he said. About two weeks later, when I got to work in the morning the chef sent me to work on the salad station, although I am always on the fry station. I told him that I didn’t know how to prep the things for the station, but that when all the ingredients were filled, I could take the tickets because I knew how to make the salads. He said that it didn't matter, that I had to work there. I can’t, I said. While this was happening, the chef was also arguing with Alejandro. He said “bye” to all three of us, and were were all fired together. We aren’t the first nor the last people suddenly fired unjustly. They have a pattern of firing people without any justification. Many people have been fired."
    1,723 of 2,000 Signatures
    Created by Ana Hernandez
  • Starbucks: Stop being part of the plastic pollution problem
    Starbucks paper cups exact a huge toll on the global plastic pollution problem -- and the majority of coffee-addicts and baristas still don't know it's happening! I've been a barista for 5 years and sustainability is important to me -- and I bet other partners agree. I'm working with Stand.earth, an environmental organization, to show Starbucks that partners want to see them do more for the environment by using sustainable cups. Starbucks has emerged as the industry leader in caffeinating the world, and therefore has a duty to its customers, as well as past and present partners, to do be more responsible with their trash!
    1,190 of 2,000 Signatures
    Created by S. B.
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