• Dress code does not define work ethic
    The dress code policy at Loves Travel Stop is outdated. They need to change their policies about hair coloration. I’ve had several employees harassed and severely upset with the corporation due to these policies. Hard workers shouldn’t lose their jobs over the color of their hair.
    2 of 100 Signatures
    Created by Maddy Noe
  • Slack: Add a Block Button to Protect Victims of Harassment
    “Hey, do you know if I can block someone on Slack?” a friend texted me. Someone at her workplace had a crush on her, and he wouldn’t stop sending creepy messages over Slack—the platform she is required to use for many hours a day to do her job. She therefore couldn’t ignore it every time it pings her with messages, even though they were often from her harasser. Though she could attempt to avoid him physically in the office, as soon as she opened her computer, her dot would turn green. Because her coworkers need to know where she is, it meant he could see whenever she was online, too. He would immediately start messaging her; she felt like she had nowhere to hide. As it turns out, Slack does not have the functionality for a user to mute or block anyone. This is despite the fact nearly every social network now gives you the ability to block someone: Twitter, Facebook, and Instagram all offer easy ways to mute and block users, and they even have dedicated channels to help users through this process. But Slack technically isn’t a social network, even if it’s used socially. Slack views itself as a tool, an infrastructure for production and producing. From alumni organizations to conferences and meet ups, it helps businesses and employees plan, document, and work. The friend I mentioned earlier uses Slack as the main method of communication with her coworkers. Without it, she couldn’t plan meetings, share links, or document her progress for projects. You can’t simply choose not to use that tool without causing a significant workplace fallout. This is a scenario many women and marginalized groups suffer through: someone makes them feel uncomfortable, but if they raise the issue, it may reflect badly on them for overreacting. So they don’t say anything at all, and continue putting up with the microagressions. Online harassment can affect anyone, but it affects marginalized groups the most. On most social-media platforms, a victim can block a harasser and file a harassment report. But Slack doesn’t even mention harassment in their policies. In its “Acceptable Use Policy,” it only outlines that Slack cannot be used for inciting hatred or violence against individuals or groups. The company doesn’t have an official page—or even a blog post—on what to do when their product is used to harass people. Everyone should have the ability to mute, block, and generally augment their experiences online, because having the ability to tailor your privacy settings and how people can reach you creates safety. Ideally your workplace has a system in place to mitigate both online and offline harassment—but what happens if that person doesn’t stop? It’s time for Slack to catch up with other tech platforms and do more to protect victims of harassment.
    2,579 of 3,000 Signatures
    Created by Caroline sinders
  • iHeartMedia: Offer paid family leave to ALL your employees
    I’m a dad, and I’ve got another baby on the way (due in two months!) and while I’ve worked for iHeartMedia for eight months, I will not have access to a single day of paid parental leave when our newborn arrives. iHeartMedia, formerly Clear Channel, is the largest owner of radio stations in the country - reaching millions of listeners across the United States every day. But for a company that touches so many families and households, they are surprisingly behind the times when it comes to its paid leave for its employees. iHeartmedia only provides time for childbirth recovery, no time for dads like me to bond with a new baby or support a partner recovering from childbirth, no time to care for a seriously ill family member, and new mothers are forced to have to sign up for Short-Term Disability in order to reap the benefits of any type of leave towards childbirth. I love working for iHeartmedia. I’m both a Software Engineer and a DJ, so my work touches on both of my passions, technology and music. I am lucky enough to work on an AMAZING project where, for the most part, my team is very flexible when it comes to our work schedule, which is why I feel and believe that iHeartMedia can do MUCH better when it comes to paid family leave. I’m surprised that we are falling behind so many of our competitors when it comes to this benefit. I know that iHeartMedia is an awesome company, and I know they can do better for dads like me, and all new parents. That’s why I’m asking that the company show bold leadership in the industry and expand the paid family leave policy to include ALL parents.
    2,927 of 3,000 Signatures
    Created by Kevin and PL+US
  • Starbucks: It’s Time for a Pay Raise!
    Having higher wages will attract people who are looking to develop into higher positions. Right now we get college students or high school students who don’t plan on staying long-term and don’t take the job seriously. I also feel like it will help employees feel like the work is worth it. We deal with very high end customers who expect expensive service, but baristas feel overworked and under-paid so they don’t have the drive to work at their best or go out of their way for a customer. Higher wages will make a huge difference on the environment of the workplace because they will demonstrate to employees that their work is valued and appreciated. I know the perks that Starbucks offers are amazing and I’m not doubting that, but they just don’t suffice when you can’t afford to live. I’m here to make a difference and to improve the customer experience, employees’ livelihood, and the overall morale of the business.
    3,123 of 4,000 Signatures
    Created by Anonymous Movement
  • Starbucks Food Waste
    Making these changes would help cut down on food waste costs and labor costs across the company. And would ensure each store had a consistent and inviting pastry case display.
    7 of 100 Signatures
    Created by Alisa Shields
  • Bus Driver 77
    This is important to us as Katy Langford is a great bus driver who has always cared about the safety and well-being of our children. Our children loved riding Mrs Katy’s bus and I never had to worry! She has great communication skills and would regularly send updates with information regarding bus times, changes, or activities. Katy took pride in her job and she did it very well!
    1 of 100 Signatures
    Created by Jennifer Hufford
  • Zoom Denver - We Need Bicycle Accommodations!
    If you're like me, you are immensely proud of Zoom's mission to not only lead the charge on workplace happiness, but also to set a new standard for the impact we have on the community around us. This is evident in programs like our maternity/paternity benefits, in our grassroots nonprofit projects like Erin Kehoe's PB&J sandwich drive, and in our partnership with the Ronald McDonald House. Not to mention the incredible crew that makes it all happen (Thank you Emily Crane and Melissa Dorsch!). I am also just as proud of Denver's heart for being leaders in similar initiatives, like Denver's Housing First Program which has received $11 million from the city in the last 2 years and has an 89% retention rate among homeless recipients, to $447 million for 35 school construction projects across Colorado for 2018-2019. Zooms culture in Denver is the perfect storm, and we are constantly working towards setting new standards in responsible and forward-thinking community impact. One of the initiatives which Zoom has leaned into more recently is one around emissions/waste/environmental. From metal straws, to recycled plates and utensils, to public transportation benefits, Zoom has made a point of encouraging employees to reduce their environmental impact. Even our platform has massive benefit for customers via reduction in travel, which translates into unbelievable emissions savings (1 roundtrip flight from SF to London = 1 Ton of CO2). Where we currently lag far behind, especially in the Denver office of all places, is Bicycle accommodations. Bicycles are considered the most efficient form of transportation, and are widely accepted and accommodated for in the Tech industry, especially in Colorado. We know it may be an uphill battle with our building, but it is truly a small ask considering its impact, especially in the city where this is the standard.
    2 of 100 Signatures
    Created by Jay De Beer
  • 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.
    4,192 of 5,000 Signatures
    Created by Desiree Wood Picture
  • Walmart associates deserve to feel safe coming to work
    The mass shooting in El Paso, Texas was an act of white supremacy and domestic terrorism. Walmart associates returned to work afraid, angry, devastated, and confused. We don’t feel safe in our stores. We support gun control and universal background checks to get weapons of war out of the hands of white supremacists, but let’s be clear that mass shootings are the symptom of a society built on xenophobia, toxic masculinity, patriarchy, and white supremacy. We’re calling for: 1) Walmart to reject the racism & bigotry that’s the root cause of these hate crimes 2) Walmart to change their policy to disallow open carry in all stores and provide clear signs at all entryways of this change 3) Walmart to stop the sale of guns in all stores We can’t wait any longer. We deserve to feel safe and free of violence in our stores. If you are experiencing emotional distress related to incidents of mass violence, call 1-800-985-5990 or text TalkWithUs to 66746 to connect with a trained crisis counselor. By signing up, you are agreeing to receive updates from United for Respect. You can unsubscribe or update your preferences at any time. Message and data rates may apply. Text HELP for more information. Text STOP to stop receiving messages.
    3,666 of 4,000 Signatures
    Created by Gabby Enriquez Picture
  • Lowe’s employees deserve severance
    My name is Patricia Wilkerson and I worked at Lowe’s in Dayton, TX for over 15 years. I’m left without a job and without severance pay It has been very difficult not being given a permanent job and having been laid off twice from Lowe’s. I have had to work for cash as a design assistant and personal driver off and on to scrape by and even my grown children have had to help me . As a result, I'm behind on my mortgage and could lose my home. Lowe’s CEO Marvin Ellison has shut down stores across the country and fired thousands of employees in order to increase profits for top executives. This isn’t right. Ellison needs to take responsibility for destroying our jobs and offer support for struggling families like mine who have been serving this company for years. This is the same corporate greed that is hurting hundreds of thousands of working people and our families at other retailers – and it needs to end. We call on Lowe’s to pay severance to store employees whose jobs he destroyed. For every year worked, we call for a week’s worth of pay. We further call on him to take steps to protect the jobs that remain at Lowe’s, so that our former coworkers have more assurance that their lives won't be thrown into chaos, as mine has been. Thanks for standing with us. By signing up, you are agreeing to receive updates from United for Respect. You can unsubscribe or update your preferences at any time. Message and data rates may apply. Text HELP for more information. Text STOP to stop receiving messages.
    4,715 of 5,000 Signatures
    Created by Patricia Wilkerson Picture
  • Allow Beards for Super 1 Employees!!!
    As long as the beard looks neat, clean and professional-looking, has defined chin and neck lines, doesn't exceed 2 inches in length, and people working in food preparation areas wear beard guards, there really is no reason why employees at Super 1 shouldn’t be able to have beards.
    3 of 100 Signatures
    Created by Isaac Gondo
  • Concerned Equinox Employees
    Equinox & SoulCycle should not in any way contribute to the support or re-election of Donald Trump. As an employee contributing to the success of the company, which Stephen Ross profits from, our work is being sold to promote an agenda of hate. Instagram.com/2PeaceWarrior69
    6 of 100 Signatures
    Created by Peace Warrior69