Supporting a coworker's petition can be intimidating, but it’s often the only path to workplace change. With more and more employees supporting a campaign, an employer’s ability to deny the demands of the petition becomes more difficult. Firing an employee covered by the National Labor Relations Act (NLRA) for signing a petition to improve workplace conditions is illegal under section 8(a) (3) NLRA. The NLRA provides that an employer “may not, by reason of reason, terminate an employee or take any other disciplinary action against the employee for the exercise of the employee’s legal right to improve the conditions of the workplace.”

The ongoing payroll issues at Telus are not merely administrative glitches; they are eroding the fundamental trust between the company's management and its dedicated employees. Week after week, the frustration intensifies as affected employees grapple with the fallout of negative paychecks, underpayments, and persistent broken promises. This issue is crucial because it extends beyond financial discrepancies – it's about the erosion of morale and confidence within the workforce. The toll on employees' trust is reaching a critical point, impacting their overall job satisfaction and commitment to the company. The importance of resolving these payroll issues promptly cannot be overstated; failure to do so risks a significant decline in employee morale, productivity, and the overall health of the employer-employee relationship.

REI is a 'member-owned' co-op, which means something to many of us. Let us stand united in holding our board accountable and begin the process of forging a new path forward together where members' voices matter. To ensure our initiatives get on the ballot, we're asking co-op members from all over the country to join us in sending a loud and clear message to our Board that; "as members of REI Co-op, we demand to be be heard!"

Amazon is getting free labor out of our brick and mortar store, which is supposed to serve our town. Instead, we are now saving Amazon money, a company that is trying to put us out of business. We are now serving Amazon's customers at the expense of our own: Print and Marketing employees are deluged to the point they can't catch up on producing orders or train new associates. Role Clarity is a thing of the past if we can't do our pull lists, cycle counts, and work on our selling culture. We care about our stores. We want them to perform better. Morale is plummeting. If Staples will not stop Amazon returns or increase budgeted hours, employees will leave in droves. We carry the burden of greater workloads with less time for doing our actual jobs, skyrocketing our physical and mental health issues and emotional struggles as mere human beings as we seek to just go to work and maintain our store. We are people who matter. Our stress level matters. We need better strategies to bring customers into our stores. We don't need Amazon to do that.

Being a new parent, especially a nursing parent, is an incredibly vulnerable experience, both physically and emotionally. Workers in every industry deserve to be supported during this time. But at Trader Joe’s, that’s not happening. Julia’s story is not unusual. We’ve heard from crew members across the country, in both union and non-union stores, with experiences just like Julia’s. Trader Joe’s workers are expected to pump in dusty mechanical rooms, storage attics that are only accessible by ladders, and demo kitchens where they must vie for access with workers preparing food samples for customers. (The images above are actual pumping spaces submitted to us by crew members). Some crew members give up on pumping indoors altogether and pump in their car instead, if they have one. No nursing parent should have to pump in unsanitary, potentially exposed conditions like these. Sign our petition to tell Trader Joe’s to provide sanitary, secure, and comfortable lactation spaces for its workers!

Pharmacists and pharmacy staff are often the first point of access for healthcare in the community. And we are the final safety net before a prescription reaches the patient. As such, we must be accountable to the oath of the pharmacist and be constantly vigilant in the world of pharmacy to ensure patient safety is preserved.

Pharmacists and pharmacy staff are often the first point of access for healthcare in the community. And we are the final safety net before a prescription reaches the patient. As such, we must be accountable to the oath of pharmacist and be constantly vigilant in the pharmacy to ensure patient safety is preserved.

Flight Attendants at SkyWest have been organizing a union in the face of serious interference from management, and Shane and Tresa are leaders on the campaign. The Railway Labor Act prohibits interference, influence, or coercion by management over the flight attendants’ choice of representative. And it is unlawful for management to retaliate against any worker engaging in concerted activity over issues of mutual concern. But enforcement rests with the federal courts and management may hope it can get away with their illegal actions long enough to stop Flight Attendants from organizing and gaining the right to collectively bargain. All this does is give a bad name to the carriers who contract with SkyWest - Alaska, United, American, and Delta. Even the notorious union busting at Delta has never so blatantly crossed the legal line for firing activists or forming an illegal company union. And make no mistake, in uncovering a serious security flaw in the company-sponsored voting system used by the company union, Shane and Tresa heroically stood up for what was right to alert their coworkers to the issue while demonstrating how easily votes can be manipulated. SkyWest is using their whistleblowing as pretext to fire these two prominent leaders on the union drive. But the company shouldn’t be involved in “union voting” at all. Sign our petition to demand that SkyWest immediately rehire Shane and Tresa. This union busting demonstrates why Flight Attendants at SkyWest are organizing. Stand with Flight Attendants and demand justice for Shane and Tresa.

Pro-climate companies have an opportunity to lead the way when it comes to climate change. But first, they have to escape the influence of the U.S. Chamber of Commerce. The Chamber is one of the largest trade associations in the United States. Its members include corporations like Exxon, Shell, ConocoPhillips, and Chevron. It also has a long history of being anti-climate, spending millions lobbying against climate policy progress. Most recently, the Chamber worked to block the 2022 Inflation Reduction Act, which invested $369 billion in clean energy and policies to reduce carbon emissions by 40% by 2030. The Inflation Reduction Act is our best shot at avoiding the worst impacts of climate change. Several pro-climate companies, such as Amazon, Google, and Microsoft, are also members of the U.S. Chamber of Commerce. These companies are known for their climate forward initiatives, which conflict with the actions of the Chamber. Clearly, there’s a disconnect here. To be climate leaders, these companies must stop their support for the U.S. Chamber of Commerce’s obstruction. It’s time for pro-climate companies to LEAVE the U.S. Chamber of Commerce and LEAD by lobbying for bold and just climate policies at the federal, state and local levels, aligning political contributions with climate leadership and leading pro-climate coalitions in advocating strongly for pro-climate policies. Tell pro-climate companies it’s time to ESCAPE THE CHAMBER.

Working in Hollywood may seem like a glamorous life with fancy movie premiers, big fame and even bigger paychecks. But for many in the industry this is far from reality. The majority of working actors, voice actors and others on your favorite movies and shows are getting paid so little to perform that they struggle to pay for basic necessities. Streaming services like Netflix, Hulu, and Disney+ dominate the entertainment industry and these new business models push out actors who just want to make a living. With “traditional” entertainment media like cable, actors would continue to receive significant payout from shows and movies they’ve been in that play as reruns – these are known in the industry as “residuals.” But with the advent of streaming services, residual pay has dwindled so much that even actors on some of the most internationally acclaimed shows are unable to live a normal life. An actor from Netflix’s Emmy-Award winning show Orange is the New Black shared on social media that she earned only $27.00 in residuals from the show. Streaming has also meant shorter seasons of television shows, and longer breaks in between seasons making it difficult for actors and entertainers to have steady income. At any given time, unemployment among professional entertainers is around 90%. Just like striking writers, actors are fighting back against new technologies like AI that threaten to manipulate their image, including giving studios access to their “digital likeness” that could be used without their consent – and without compensation – forever. With the writers and actors on strike for the first time in decades, this is a flash point for the entertainment industry. As fans and workers ourselves, it’s important we stand up for the artists whose work we love. Sign the petition to stand in solidarity with the SAG-AFTRA union members and demand that production companies come to a fair agreement. Sources: https://www.nature.com/articles/s41467-019-10213-0 https://www.buzzfeed.com/mjs538/kimiko-glenn-pay https://www.theverge.com/2023/7/13/23794224/sag-aftra-actors-strike-ai-image-rights

Casa Bonita is a Denver institution, and we all have core memories of this fantastic establishment; and our community has a right to know what has been promised to us. Here are some quotes from Team Casa members! Michelle, bartender: I’ve been a loving fan of Casa Bonita since the early 90s, spent many years in the service industry since then. When I got this dream job as a bartender I was thrilled to be in a place of weird camp and wonder. However, with the changed pay structure and limited hours available on the 3 day schedule my dream is falling apart; I cannot afford to work at CB. The dollars don’t make sense. Our whole house deserves better for its hourly employees. I’d gladly take minimum wage with tips so that our kitchen can receive better pay, give them the $30 they deserve it! We also need to see more operating hours so that we can all be offered benefits, as originally promised to us. Park County needs to remember we (the hourly employees) are the ones who love this place and will take care of it with joyful enthusiasm. In return we ask them to see our humanity and let us earn a competitive wage with benefits. Russ, bartender: This is a bait-and-switch - our pay has been cut by up to 40%. We are truly disappointed by management’s continued disrespect. We’ve been waiting over four months to get regular hours, we’re still not fully open, we have no path to earn enough hours for benefits. We were excited about the possibility of reviving a Denver institution, but what was a really fun adventure has turned into a real-life nightmare…I’m really proud of the group #WeAreTeamCasa that we’ve created. Our team just wants an opportunity to work, and earn what we were promised when we started, and to have a dignified working environment. Cory, bartender: My name is Cory. I originally signed my first offer letter on March 13th. I was told that there would be zero blackout dates Casa would require me full time, and that I had to quit my other jobs by the end of April to ensure employment with Casa. Here we are four months later with still no sign of an opening date. I have been living off of credit cards and drained my savings. Rachel, Bartender: I took this position at Casa Bonita because I believed it was something special, and it is. The promises made throughout the hiring and training process were enticing. Full time hours, benefits and a high rate of pay. Not one of these has been met. Although worker happiness and well-being has fallen to the wayside, I believe there is room for change. Ownership and management alike are capable of meeting our needs and making this an amazing place to work for everyone! Gayle, Bartender: Upon hire at Casa Bonita, they requested I leave a full-time job in order to devote full-time hours to Casa Bonita. That was in March. It is now July and we have yet to come close to full time hours. On top of that, there was a promise of lucrative business which would bring an incredible opportunity monetarily. We have yet to see any of this lucrative business–despite people nationwide waiting patiently to finally see the inside of this Colorado landmark. We want to see Casa Bonita thrive, and if ownership/management cannot bring that about, then we will.

It is unfair for employers to flagrantly ignore labor laws and best practices, at the expense of workers who just want to support their families. Even if you don't work at Insomnia Cookies, you're still vulnerable to this kind of abuse in the workplace. If we stand in solidarity we can show all of our bosses how strong we are together. Please consider signing in support of our demands