This stuff matters because it’s starting to cross into our personal lives in a way that doesn’t feel right. We all get that Amazon is trying to cut down on theft,  nobody’s arguing with that. But the phone‑registration rule doesn’t take into account that a lot of us carry other devices for real health reasons, not because we’re trying to sneak anything out. Some people have glucose monitors. Some have medical alert devices or heart monitors. Some use smartwatches to track health stuff. Some people have seizure‑alert devices. And yeah, some people need noise‑cancelling headphones because the constant warehouse noise triggers migraines. These aren’t “extra gadgets.” They’re things people rely on to stay safe and healthy at work. And then there’s the break issue. Our 30‑minute breaks already feel short, and losing five or ten minutes in a security line is honestly exhausting. That’s time we need to eat, cool off, breathe, or just reset. When you’re on your feet all day, those minutes matter more than people realize. That’s why this is important. It’s not about complaining — it’s about asking for basic fairness and a little respect. We’re just asking for common‑sense solutions: options besides registering personal phones, a way to approve medical devices without hassle, and security lines that don’t eat into our breaks. People should join because this affects all of us. When we speak up together, Amazon is way more likely to actually listen. One person can’t change much, but a group of us saying the same thing? That’s how you get a compromise that works for everyone.

Three workers died at Amazon facilities in New Jersey in 2022. Another in Colorado Springs that same year. Sadly, the list goes on. There's no excuse for this to happen at Amazon. Analysis based on a 2024 federal report from the Occupational Safety and Health Administration (OSHA), showed that Amazon's fulfillment centers report injuries more than two times as much as the warehouse industry average. Amazon workers accounted for 39% of all warehouse workers in the United States but Amazon reported 56% of all serious injuries in the industry.   A Senate report at the end of 2024 revealed that these issues could be even worse than that. The report said, Amazon “manipulates its workplace injury data to portray its warehouses as safer than they actually are.” The PDX9 warehouse in Oregon where the worker died in early April has a reputation for harsh conditions. 26% of employees at the fulfillment center suffered from injuries, according to investigative reports. Amazon has no excuse for the rate of injuries, the unsafe working conditions, and outright neglect.  Sign this petition urging Amazon CEO Andy Jassy to take immediate action to improve safety standards in Amazon warehouses and improve working conditions for all Amazon workers.

  This matters because leadership in football federations isn’t just symbolic—it directly affects results on the field, player development, and even NATIONAL PRIDE.  Federations manage sponsorships, budgets, and partnerships. Ineffective leadership can lead to:  -Mismanaged funds  - Lost sponsorships  -Weak infrastructure  That ultimately holds the entire sport back Football is a major part of Jamaica’s global identity (think back to the excitement around the 1998 World Cup). Continued underperformance affects fan morale and the country’s reputation in international sport. Public pressure—like a petition—signals that fans and stakeholders are paying attention. Even if leadership doesn’t immediately change, it can push for: •  Greater transparency  •  Internal reviews  •  Future leadership reforms

 We are calling on our community to contact the University to express concern over the position they are taking with campus maintenance and trades workers. If the University is willing to treat union workers with this level of callousness prioritizing spreadsheets over human beings, we must consider how they might treat student employees who have far less leverage.  For parents considering sending their children to this University, it is important to ask how the administration will treat your children when they need to make future budget cuts. We ask that you please call or email the University to express your concerns and your support for our goals.  A rising tide lifts all boats, and our fight is your fight. Thank you for your SOLIDARITY and support. (Include contact information, public phone numbers, public emails, addresses for letters etc

If you've ever stayed late to finish notes without getting paid, attended a mandatory training that never showed up on your paycheck, or felt that asking questions about your wages might cost you your hours or your job, you know why this matters. Labor exploitation in supervised mental health settings is widespread, normalized, and largely invisible. Associates and trainees are uniquely vulnerable: our hours toward licensure depend on maintaining a good relationship with our supervisors and employers. That dependency creates a power imbalance, and too often, it is exploited. The goal of this campaign is simple and non-negotiable. Associates and trainees deserve to be paid fairly and legally. Not approximately. Not eventually. Not after insurance pays. Legally. On time. For every hour worked. We are not asking CAMFT to do something beyond their capacity. We are asking them to do what they already know needs to be done: educate associates about their legal rights, document the scope of violations through a confidential survey, and create real consequences for certified supervisors who exploit the people they are entrusted to develop. It is time for CAMFT to act. Every associate and trainee who signs this petition sends a message: we know our legal rights, we know who has the power to protect us, and we are watching. The more of us who sign, the harder it becomes for CAMFT to stay silent.   If any of the wage violations named in this petition have happened to you, sign. If you're worried they might, sign. If you want to protect the associate who starts their supervised hours after you, sign and share.  This profession is built on the labor of associates and trainees. We deserve to be paid fairly and legally for it. CAMFT, it is time to act. 

By joining this campaign, you are sending a clear message to Wolfgang Puck and Sony Facilities that we value local, founder-led businesses that actually "get" our community. Extending this contract ensures that we don’t have to settle for another temporary fix or a generic corporate chain. Supporting Brewser’s Coffee means supporting a "third space" on the lot where we can connect, collaborate, and recharge. Your signature helps guarantee that the high standard of service Kamryn has established remains a fixture of our professional home.

Starbucks has committed more than 500 labor law violations and still has hundreds of unresolved unfair labor practice charges against the corporation. Instead of negotiating a contract to pay workers fairly, address rampant staffing issues that hurt workers, and improve working conditions, Starbucks has engaged in union-busting and continued paying its CEO over $90 million. “Our fight is about actually making Starbucks jobs the best jobs in retail. Right now, it’s only the best job in retail for Brian Niccol,” said Jasmine Leli, a 3-year Starbucks barista and strike captain from Buffalo, NY. More than 100 lawmakers, including Senator Bernie Sanders, have written to Starbucks executives urging them to resume contract negotiations with unionized workers. Investors have even expressed concerns about the path of Starbucks under Niccol given the store closures and poor treatment of Starbucks Workers United under his watch.  Starbucks Workers United are asking people not to cross their picket lines while they’re on strike in order to show executives that customers stand with workers! Sign the petition: Stand in solidarity with Starbucks Workers United. Don’t cross Starbucks picket lines!

Mother Jones documented the story of Genesis, an Amazon warehouse worker who was pregnant in 2024 when she brought in a doctor’s note saying that she needed to take regular breaks, limit bending and twisting, and lift no more than 20 pounds. Despite the doctor’s note, her manager wrote her up for sitting down and taking breaks. She said, “They basically told me you can keep doing your job the way we want you to do it without the chair or without the breaks or you can go on unpaid leave.” The NJ filing documents many such similar cases, like Amazon immediately placing a pregnant employee on unpaid leave after she requested using a wheelchair as an accommodation. Amazon told another employee that she was being placed on unpaid leave after her disability accommodation request was denied. There are clear laws in place that require companies to provide reasonable accommodations to workers and protect them from this type of discrimination and retaliation.  The New Jersey Attorney General said, “There is no excuse for Amazon’s shameful treatment of pregnant workers and workers with disabilities. Amazon’s egregious conduct has caused enormous damage to pregnant workers and workers with disabilities in our state, and it must stop now.” It’s important for us to support Amazon workers and use our collective power to hold ultra-rich executives accountable for the unfair treatment of workers. Sign the petition: Tell Amazon to end discriminatory practices against pregnant and disabled workers!

The massive ICE raid of a Hyundai and LG factory under construction in Georgia is another arm of this federal terror. DHS arrested hundreds of workers, imprisoning many mostly South Korean workers for a week and putting the future of the factory and the 8,500 jobs it could have created in jeopardy. If America’s largest corporations and their powerful CEOs don’t use their influence to protect workers, cities across the country may fall under military occupation and the utter state of fear felt by so many in D.C. Racial profiling in D.C. has surged during the troop deployment, as immigrant workers face outsized threats of arrest, imprisonment, and deportations. 40% of the arrests in D.C. have been immigration related. The fear imposed by the federal government has hurt the D.C. economy, threatened labor across the metro D.C. area, and halted important daily operations. The ICE raid in Georgia harmed workers at the Hyundai-LG site AND threatened future jobs. Is that what powerful CEOs and America’s largest corporations want to see replicated in city after city?   America’s Fortune 500 companies and all U.S. employers must use their power now to end the militarization of America. Sign the petition: Protect the safety and well-being of workers, and free all workers from domestic military occupation!

Millie Lugo isn’t alone; her experience is representative of a larger trend at Trader Joe’s. Workers are losing their jobs with at an increased rate, through a disciplinary system that is neither transparent nor consistently applied. On May Day of 2025, founding Union president Jamie Edwards was fired in their Massachusetts Trader Joe’s after facing relentless retaliatory targeting by management. That was not an accident, it was a warning. Discussing workplace issues are clearly protected activities under the NLRA, no worker deserves to face repercussions for simply voicing concerns in the workplace. Workers need to stand together against unfairness, targeting and bullying we see at Essex Crossing and beyond. 

Wage theft, in the form of unpaid overtime and/or through other illegal time tracking/docking mechanisms is a frequent problem in the restaurant, construction, and services industries.   The Building Justice committee is organized by worker leaders in the Greater Boston Area to combat wage theft and secure the rights of all workers.  Business owners like Tao Chen, franchise operator of bb.q Chicken, must be held accountable. Our community stands against all forms of wage theft and worker exploitation and will support any group of workers experiencing workplace violations.

On-call managers keep our agencies running during nights, weekends, and emergencies — but the current system is unsustainable. We are expected to sacrifice sleep, family time, and even basic needs like cooking, showering, and childcare while earning pay that doesn’t reflect the responsibility we carry. In some cases, offices warn managers to only cover their own branch, yet the compensation (around $10,000 per office annually) is not enough to justify tying up an entire manager’s nights and weekends. By signing this petition, you are standing for: - Fair pay models that combine a flat stipend with hourly pay for active work - Answering service support to filter non-urgent calls overnight - Standardized handoff reports, app use, and transparency with aides/families - Optional scheduling models (split shifts, weekday/weekend rotations) that reduce burnout - Proper introductions so managers are integrated with the staff and offices they support This is about fairness, respect, and health. Managers deserve the ability to rest, care for their families, and live normal lives while continuing to provide high-quality support. Together, we can push for changes that protect both workers and clients.