• Allow body mods at dominos
    Cuz people have tattoos they have to cover like me
    3 of 100 Signatures
    Created by Alex Ostrander Picture
  • ALL Retail stores should close on Thanksgiving Day
    This year, some retailers are opening as early as 6am on Thanksgiving Day. Every year these companies take more and more family time away from hardworking employees. This is yet another example of retail companies completely disregarding our lives. We are being pushed to work harder, longer hours for the same measly paychecks that don’t support our families, while retail executives and CEOs sit at home with their families and collect millions from our work. Thanksgiving is a day everyone should get to spend with our families. We are calling on all retail stores to close on Thanksgiving, as a fully paid holiday, so retail workers across the country can spend time with our families.
    3,403 of 4,000 Signatures
    Created by Trish Rose Picture
  • Tip Transparency and Honesty
    The livelihood of many workers is at stake. It is part of the somewhat loosely regulated gig economy and this move by Instacart is allowing unfair practices in labor and is affecting the lives of thousands of diligent workers who are unable to make nearly the wage they were previously before the change.
    118 of 200 Signatures
    Created by Instacart Alliance
  • Ask Kohl’s to follow the lead of Twin Cities retailers & implement a Responsible Contractor Policy
    My name is Esteban Miranda and I am a member of Centro de Trabajadores Unidos en Lucha (CTUL). I work for Kimco Services cleaning a Kohl’s store in the Twin Cities. I am fighting for retail janitors to have a fair wage so I can realize my dream of paying off my house. Right now, my wages are so low that I can just barely make my home payments. If I do not make a better wage, I will always live with the stress and fear of missing a day of work because of an illness or emergency. I do not have any paid sick days working for Kimco, so if I get sick I am at risk of missing a home payment and even losing my house. Retail janitors organizing with CTUL have won responsible contracting practices from most major retailers ensuring fair treatment for janitors. This will provide stability and security for roughly 600 retail janitors throughout the Twin Cities. Kohl’s is one of the last retail stores that is turning a blind eye to their janitorial subcontractors paying poverty wages and providing us with no benefits. In the Twin Cities, Target, Macy’s, and Best Buy have all decided to contract responsible contractors, but Kohl’s continues to ignore our requests. I am part of a group of workers fighting to raise standards in our industry because my family and I deserve to have safe and stable housing. Myself and other Kimco janitors have announced that we will be taking action during the holiday shopping season, online and in the streets on Cyber Monday and November 29th.
    235 of 300 Signatures
    Created by Esteban Miranda
  • Trip requests outside airport queue while in airport
    We will receive random text alerts telling us to head over to airport staging area! Once we drive all the way over there, pay the toll, wait several minutes and just before we are next in line we get a trip request that causes us to leave the airport, lose the money we paid in tolls and the time we waited for our airport run is wasted, and if we do not accept the request, it ruins our acceptance rating and if you do not accept 2 in a row the system throws you off line for 10 minutes causing us to lose all that time and to get in the back of the rotation! If we accept the request and cancel it ruins our rating and keeps us from certain promotions! The fact that I drove to the airport demonstrates that I want an airport trip, if I wanted to pickup trips outside the airport I would leave the airport and turn on the app!
    33 of 100 Signatures
    Created by Jeff Forsyth
  • Give Eat'n Park Employees a Raise
    When I was seventeen years old, I got my first job at a local diner. I enjoyed the busy restaurant environment and could see myself working in this industry for years to come. Fast forward ten years later, management experience, a bit of college under my belt, and I'm still working in the restaurant industry. Sadly, my passion and love for the industry has faded rather quickly all due to my current employer: Eat'n Park. I was 36 weeks pregnant when I was hired at Eat'n Park. To their credit, they were very accommodating with my pregnancy needs and schedule, but I started to notice some things that had me question my employment there. After a typical eight hour shift, we're lucky if we walk out with twenty dollars in our pockets. That's because we're paid the petty wage of $2.83/hour - a wage that hasn't been raised in nearly twenty years, and rely exclusively on widely fluctuating customer tips. We are also often burdened with additional non-tipped work and sometimes forced to give up our tables if the shift supervisor (who makes four times the amount we do) decides that they want some extra money. As a result of the low pay and unfair working conditions, we can't keep staff. Since I started earlier this year, a majority of the people that I trained with have all quit. It's worth noting that the majority of Eat'n Park servers are women, many of them mothers. They're trying to raise a family off the tips and a $3.99 breakfast special. Let's do some math on that one; a 20% tip (considered what people typically tip for excellent service) is a paltry 80 cents. It should come as no surprise that when my coworkers have children (including myself), they can't afford to take much time off work. I managed to take two weeks off after having my son, Connor. Unfortunately, there are many others who can't afford that. The most infuriating part is that what I've shared is only half my story. Arguably the hardest job at Eat'n Park is working in the back of the house. Some of these hardworking guys and gals only make $7.25/hour and haven't seen a raise in YEARS. Let me finish by saying that we support and applaud Eat'n Park for making a genuine effort in being a good community partner, but they need to recognize that we, their employees, are also members of the community. They need to fairly compensate the staff before they run a sophisticated PR campaign to make themselves look good in Pittsburgh. Finding a decent job is tough, it's tougher when we're working full-time and not making any money. We can hustle our whole shift to make sure that our managers and customers are satisfied, but still only leave with a few dollars in our pockets. Something has to change and it has to change NOW. I want to see my fellow employees succeed in life and be secure in their financial and personal lives. I want our back of house employees to FINALLY be rewarded for their work with a raise. Help me bring equality to my fellow co-workers and get some much needed change to our restaurant industry.
    4,118 of 5,000 Signatures
    Created by Jenn Ozechoski Picture
  • PMM Companies: Reinstate Me To My Job!
    My name is Deisy Velasquez, and I am a mother of three children originally from El Salvador. I was working at PMM Companies for a year and a half, cleaning classrooms at KIPP DC's Douglass campus. I was one of only two women working in the building who have children. They were very discriminatory towards us. If we asked for permission to take a day off to take our children to a doctor’s appointment, they would make us take off for a whole week in retaliation, without pay. The supervisor, Geovany, said many times that employees with children caused too many problems - and that he was no longer interested in hearing that we could not work when we couldn’t find childcare or for a doctor’s appointment. What interested him was the work, he acted like he didn't care about our families. Over the summer, I worked from 8am to 4pm. One day, I was told that they would immediately be changing my schedule to 12pm to 9pm. I told Geovany that he had to give me time to coordinate with my babysitter. He told me that if I didn’t like it, that I shouldn’t come back the rest of the week, or the next week. I called him the next Friday, and he didn’t answer. Geovany never answered my call - he told someone else to tell me that if he needed me that he would call me, and if he didn’t call me, then he didn’t need me anymore. He never called me, so I ended up being fired. I have tried to communicate with the central office of PMM Companies, but they told me that my complaints were childish and not important enough for them to handle. I tried to set up an appointment with them, and they canceled it without explanation and without any follow-up. It was devastating to lose my job right before my children went back to school. I did not have the money to buy them back to school supplies. My son's birthday is coming up and he is sad because I don't have money to celebrate. Now we are struggling to get by. I want PMM Companies to reinstate me to my position with my full time schedule, or for them to pay me a severance of two weeks’ wages for the harmful discrimination that I have faced. I also want PMM Companies to fully comply with DC’s Accrued Sick and Safe Leave Act and not make employees take off for a whole week in retaliation for taking a sick day. I don’t want anything bad for the company, I just want my job back. I’m not asking a lot, just my job back for the well-being of my children and my family. --------- Mi nombre es Deisy Velasquez, y soy madre de tres niños y originalmente soy del Salvador. Yo estuve trabajando en PMM Companies por año y medio, limpiando las aulas en la escuela KIPP DC Douglass. Era una de dos trabajadoras no más en el edificio que tengo hijos. Nos agarraron una discriminación contra nosotras. Si pidiéramos permiso para llevar a los hijos a una cita, nos mandaron a descansar una semana completa como represalia, y sin pago. Dijo el supervisor, Geovany, varias veces que las trabajadoras con niños causaron muchos problemas - que a él no le interesaba más que dijéramos que no podemos trabajar cuando no tenemos babysitting o para una cita. Lo que a él le interesaba era el trabajo, que no le importaba asuntos familiares. Durante el verano, yo trabaje de 8am a 4pm. Un día, me avisaron que iban a cambiar mi horario, de 12pm a 9pm. Yo le dije al Geovany que me tenía que decir con tiempo para hablar con mi babysitter que cuidaba los niños. De allí, el mandó a decirme que si no me gustaba, que no me preocupara en venir toda la semana, ni la semana que venia. Yo le llame el viernes, y no me contestó. A través de otra persona, Geovany me dijo que si me necesitaba que me iba a llamar, y si no que ya no me necesitaba. Nunca me llamo, asi que salí despedida. He tratado de comunicarme con la oficina central de PMM Companies, pero me han dicho que mis quejas son cosas de niñerias y no tan importantes como los asuntos que ellos atienden. Yo puse una cita con ellos y me la cancelaron sin explicación y sin darme seguimiento. Fue un desastre para mi perder mi trabajo justo antes de que los niños regresaran a la escuela. No tuve el dinero para comprarles sus materiales de la escuela. Y ahorita mi hijo va a cumplir años y no tengo para celebrarlo. Es bien tristoso para mi hijo. Ahora no tenemos para sobrevivir. Yo quiero que me devuelvan a mi trabajo con mi horario de full time, o que me paguen una indemnización igual a dos semanas de pago por la discriminación y el daño que me han hecho. Tambien quiero que PMM Companies cumpla totalmente con la Acta de Días de Enfermedad Pagadas y no tomar represalias contra los trabajadores que toman un día de enfermedad. No quiero un mal para la compañía - quiero nada más que me devuelvan al trabajo. No es mucho que pido, sino que necesito mi trabajo de vuelta para el bienestar de mis hijos y mi familia.
    145 of 200 Signatures
    Created by Julia Flores
  • Fix the 7 South Staffing Crisis
    Last May, you asked the nurses of USC to complete a nursing satisfaction survey. As you are aware, 7 South had lower scores in all areas of the survey. We are now asking you to make changes that will not only improve the satisfaction of our nurses, but will also fix the patient safety crisis that is being faced in 7 South. We have struggled with a staffing shortage for over a year, and have been asking you to address the situation since Huron was hired and the nursing restructuring occurred. The deplorable conditions under which we have been working has caused mental and physical stress. We exhibit signs of nursing burnout, yet we are told that we are the cause, and that we need to create a solution in order to be able to have new staff hired into our unit. No consideration has been made into the cause of our fatigue; no thought pondered for the immense amount of pressure under which we work. We have just been told to wait. As patient advocates, this petition is informing you that it is in our professional opinion that we can wait no longer. The staffing crisis is unsafe, and is placing patients and nurses at risk. These demands are what are necessary to increase morale, improve satisfaction scores, increase nurse retention, and prepare us for achieving Magnet status. How bad does the staffing crisis have to be; how many more patients are going to be negatively impacted by not receiving the proper care they need and deserve; and how many more work-related injuries will there be before you recognize the unique needs of 7 South and our patients? You are now notified that in our professional judgments the staffing situation is unsafe and places our patients and staff at risk. Under protest, we will attempt to care for our patients to the best of our ability, but it is you who are now responsible for any adverse effects on patient care due to the staffing crisis. We would like to meet with you and our union representative to discuss a plan of implementation within the next two weeks.
    41 of 100 Signatures
    Created by Tiffany Kuehl
  • I Support A Salary Increase for Environmental Compliance Specialists.
    This is important because there is a hiring and retention issue of quality Environmental Compliance Specialists at MDE.
    2 of 100 Signatures
    Created by Katy Annulli
  • Let Your Employees Show Their Tattoos
    Why is it important? Sleeves get in the way of everything, doesn't matter if we are stocking or helping a customer get their perfect fit. We are your shoe experts and I don't see any other shoe company that I have been into other than Skechers that makes their employees cover up their tattoos. So why treats us differently when we are your experts when we chose your store, your company to work at. One thing I learned from when I worked at Gamestop is that the company is a family. I have that same feeling with Skechers, but why would you force family to cover up something that is who they are when it's not offensive that makes kids smile and that helps connect with the customers so much more? I know with the tattoo policy being looked at and done away with, as long as the tattoos aren't offensive, will being more customers in, will help employee moral, and will help us be over all better. Let us Show our Tattoos
    472 of 500 Signatures
    Created by Walter Burnie
  • Coffee Tree: Stop Violating Basic Workers' Rights
    This is a cry for workplace fairness at Coffee Tree. Employers have been utilizing intimidation tactics, shaming and manipulation, and retaliation to rob workers of their basic rights for too long, often taking advantage of employees' lack of familiarity with these work laws. Now is the time to cease these activities. Outlined below are the concerns and clear violations of workers' rights: STOP DENYING PAID REST BREAKS. (Under the ES.C.6 Meal and Rest Periods - Employees are entitled to a minimum 10 minute rest break for each 4 hours worked. The rest period of time must be scheduled as near as possible to the midpoint of the four hours of working time. No employee may be required to work more than three consecutive hours without a rest period). Employers have been exploiting the loophole ("if the nature of the work involves several intermittent rest periods equal to ten minutes, a rest break is not required") to deny workers a 10, even when workers have been working continuously. It's also important to note that the ES.C.6 specifies that a series of ten 1-minute breaks is not sufficient to meet this requirement. Many of us will experience shifts where we work longer hours than we were scheduled for, work continuously, and are entitled to a ten minute break but are either not made aware of this right, or are strongly discouraged from exercising this right. The restructuring of a workers' schedule into double 3.9 hr shifts as punishment for insisting on his or her 10 minute break, while not unlawful, is cheap and abominable. This redesigning not only limits the overall breaks for an employee during an entire workday, but also results in less employee satisfaction and production. Similarly, comparative shaming as a tool to discourage one or more employees from taking rest breaks creates a negative environment where employees don’t feel valued or secure. Employers must honor the work and time of an employee as evidenced in person or in surveillance which entitle the worker to his/her paid break. STOP TRYING TO RESTRICT BATHROOM ACCESS. According to DOSH, restroom breaks cannot be restricted (within reason) and do not count as a paid 10 minute rest break, though employees may choose to use the bathroom on their paid break. This is a basic health and safety right. Intimidating workers by recording length of bathroom breaks and using it as negative commentary in an employee file is despicable. STOP RETALIATING AGAINST EMPLOYEES ADVOCATING FOR THEIR RIGHTS. Concerted activity (activity done to address health/safety concerns or to improve the workplace conditions) is protected from acts of retaliation (firing, cutting of hours, creating unnecessary write-ups, wage/tip deduction). As an employee currently suffering a suspension from positive workplace actions, I am pushing for awareness that this action is not appropriate or legal. STOP UNLAWFUL WAGE DEDUCTIONS. In the training phase, we are told that cash drawer shortages, damage to the store, or excessive waste will result in our wages or tips being garnished to fill those losses. According to the Washington State Legislature (WAC 296-126-025): The only time a workers’ income (hourly wage and tips) should be garnished is with court orders, with a personal agreement with keeping a tab in the workplace, a loan, or some other extenuating circumstance. Cash shortages in tills, and accidental waste/breakage are specifically pointed out as being unlawful reasons for wage deduction. In addition, the employers have never been held accountable and continue to seize half of worker earned tips for themselves. Under FLSA, managerial and professional positions are not eligible to take a cut of tips from tipped employees. Coffee Tree employers must observe these laws, return money unlawfully taken from employees in the past, and cease this procedure altogether. Protecting quantifiable losses of the stores (time and money) at the expense of the businesses' most valuable commodity, the workers, is not lawful or virtuous. Let us strive not only for great coffee and customer care, but also great care of employees. Let us recognize when breaks are warranted. Let us thrive together.
    300 of 400 Signatures
    Created by Jhenn Whalen Picture
  • Raise fares back to early-January 2015 levels
    Aside from the obvious impact to what we make as drivers, it seems to me that less drivers are on the road now due to the lower fares. This causes higher drive times to initial pick ups as well as in increase in surge rates. While the surge rates would seem to benefit us, the fact that we are travelling longer distances offsets that and more surges is not good for the consumer. Also, while not explicitly stated, it was implied when fares were cut that this was to combat the winter drop in usage.
    152 of 200 Signatures
    Created by Walt Guzman Picture