• Tech workers stand with our security officers
    Security contractors, bus drivers, cafeteria and maintenance workers do their part to make Silicon Valley the most prosperous region in the world, yet they struggle every day to feed their families, live near their jobs, pay their rent, and take care of themselves and their children when they are sick. Although the region's top tech firms made a record $103 billion in profits in 2013, one in three Silicon Valley households do not make enough money to meet their most basic needs. Between 2009 and 2015, the average rent for an apartment jumped by 32.2%. Yet over that same time, adjusted median incomes for renters have actually declined 2.8%(Source: https://siliconvalleyrising.org/). This has forced families to cram together in small apartments, move far away from their jobs, make unhealthy trade-offs between rent and other essentials like food and prescriptions, or sleep on the streets. But things are changing. Last year over 3,000 security officers working for security contractors of many Silicon Valley tech companies including Facebook, Google, Oracle, Adobe and Cisco voted to form a union to gain a voice on the job, better pay and better working conditions. Today many are still in contract negotiations—it’s a critical time to voice our support as tech employees who are their colleagues. We have a lot learn from their efforts about how we can also come together for more democratic workplaces. Sign here to show your support for security officers fighting for fair wages in this lucrative industry, and help spread their story across Silicon Valley to ensure that all tech workers have a voice in our workplaces.
    1,175 of 2,000 Signatures
    Created by Niloufar Salehi
  • Harvard Law School Calls to End the Secrecy on Harassment and Discrimination
    An Open Letter to the Harvard Law Community on Employer Mandatory Arbitration, Non-Disclosure, and Class-Action Waiver Agreements As students, faculty, and alumni, we are proud of Harvard Law School’s robust anti-discrimination policy and commitment to the pursuit of equity and justice. Today, we are calling on Harvard to honor this commitment. To do so, we ask that Harvard require all employers recruiting on campus protect the rights of their employees by ensuring that, should an employee experience harassment, discrimination, or workplace abuse, they are able to come forward and seek redress in court. As has been recently revealed, several prominent law firms that recruit at Harvard’s Early Interview Program (EIP) have been forcing incoming summer associates to sign a mandatory arbitration agreement, with an accompanying non-disclosure agreement (NDA), as a condition of employment. These secret arbitration agreements and non-disclosure provisions cover all employment-related claims between the employee and the firm, including complaints of sexual harassment and other forms of gender, race, color, religion, national origin, sexual orientation, gender identity, and disability discrimination prohibited by Title VII and other applicable civil rights laws. Fortunately, a group of law professors, including HLS Climenko Fellow Ian Samuel, focused attention and public pressure on these policies. In response to the public outcry, several firms announced their intention to drop the NDA and mandatory arbitration requirement not only for summer associates, but also for all associates and staff. [1][2] Along with similar student movements at peer institutions, including Berkeley Law School, Georgetown University Law Center, Yale Law School, we ask that Harvard protect its students as they begin their legal careers. No industry is free from sexual harassment, discrimination, or workplace abuse — and the legal profession is no exception. [3] Secret arbitration and overboard NDAs hinder our ability to end harassment and discrimination by silencing employees who experience it, forcing them into secretive proceedings that are stacked against victims, and effectively covering up workplace abuse. [4] Harvard Law’s Office of Career Services already prohibits “all employers using the facilities and services of the Office of Career Services” from discriminating “against any person on the basis of race, color, religion, creed, national or ethnic origin, age, sex, gender identity, sexual orientation, marital or parental status, disability, source of income, or status as a veteran." [5] However, HLS has no explicit policy requiring employers recruiting on campus to preserve the rights of students to bring harassment or discrimination claims in court and to publicly discuss these claims. The practice of silencing employees through coercive contracts has a disproportionate impact on those the anti-discrimination policy is intended to protect, defeating the purpose of our HLS policy and any commitment to solving the diversity pipeline problem. While each individual student lacks the necessary bargaining power to refuse such mandatory agreements, HLS could remedy this collective action problem by adopting the following policy. We respectfully request that the Office of Career Services require that all employers who recruit through the EIP, the Spring Interview Program (SIP), and the Public Interest Interview Program (PIIP) remove from their contracts conditions that require any employee, including associates, staff, or summer associates, to agree as a general condition of employment to: (1) a mandatory arbitration agreement, (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconduct, or (3) a class-action waiver. We further ask that Harvard issue an anonymous workplace climate survey to all students returning from summer employment, to gather key data about workplace sexual harassment that will inform our continuing efforts to end discrimination in the legal profession. By enforcing this measure, Harvard will take a clear stand for its students and alumni and will reinforce the law school’s commitment to the pursuit of justice for all. Merely disclosing which firms require employees to sign secret arbitration agreements will fail to achieve our shared goal of ending discrimination in the legal profession. Disclosure simply place the burden on students at risk of discrimination —principally women, people of color, members of the LGBTQ community, and people with disabilities—to opt out of important professional and intellectual opportunities. Mandatory disclosure would perpetuate the burden placed on women and others to select out of opportunities that provide pathways to the highest positions in the legal profession. Our aim is to eliminate the inequities in the legal profession, not to exacerbate them; for this reason, we believe that a clear set of standards for all organizations that recruit on campus is the only outcome that lives up to Harvard’s values of equity and access to justice. HLS has historically taken a leadership role in fighting discrimination in the legal profession. We call on Harvard to do so again, and adopt these policies in order to fulfill its mission “to educate leaders who contribute to the advancement of justice and the well-being of society.” [1] https://twitter.com/Orrick/status/978344236725735425 [2] https://takecareblog.com/blog/munger-tolles-proves-why-we-still-need-metoo [3] https://www.americanbar.org/content/dam/aba/administrative/house_of_delegates/2018_hod_midyear_302.docx [4] https://www.nytimes.com/2015/11/01/business/dealbook/arbitration-everywhere-stacking-the-deck-of-justice.html [5] https://hls.harvard.edu/dept/ocs/employers/employer-recruiting-policies-and-guidelines/ For more information, contact us at: [email protected]
    543 of 600 Signatures
    Created by Ryan Wheeler Picture
  • 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 ([email protected]), Rachel Lee ([email protected]), Nicholas Wertsch ([email protected])
    307 of 400 Signatures
    Created by Stephen Schultze Picture
  • A Petition for Affordable Health Care at Cummins, Inc.
    Health care is a human right. Accessible, affordable health care should be available for all, not just the rich. Yet Cummins, Inc. – the $20 billion global diesel engine company – is forcing its employees into health insurance plans that have deductibles as high as $6,000/year for family coverage and can leave families with tens of thousands of dollars in annual out-of-pocket costs. This is immoral. Our health insurance does anything but keep us healthy. In fact, many of us go without our prescription medicine, or don’t go to the doctor, or don’t get new glasses, because we fear the thought of potential medical bills. If we do seek medical attention, we can be overwhelmed with debt so large we are forced to work overtime, or negotiate monthly payments, or pay with credit cards that accrue interest, or battle with bill collectors. Even those who are healthy struggle, as young families are consumed with pregnancy and childbirth costs. Many Cummins retirees say they can’t afford to be part of Cummins’ retiree insurance despite devoting their lives to making Cummins successful. Cummins is a Fortune 500 company that reported $999 million in net profit in 2017. In 2016, the company built a primary care “LiveWell Center” at its headquarters in Columbus, Indiana. It is a state-of-the art facility that provides free and reduced-cost healthcare services such as primary care doctors, free lab work, and free x-rays. It’s convenient for Cummins executives and workers in the surrounding areas, but not for the thousands of employees who live in other states. Cummins should ensure that its employees can access needed medical care without wiping out their paychecks and their savings. No one should risk their health or their life because they’re afraid of the cost of care. Do the right thing and provide us with health insurance that covers the health care we need year-round, not insurance that doesn’t kick in until we spend thousands out of our own pockets each year.
    3,363 of 4,000 Signatures
    Created by Jim Wrenn
  • Target is worse than Walmart on paid parental leave?!
    I’m a super busy mom and have always chosen to shop at Target because I thought its policies towards employees were more humane than Walmart. But I just learned Target is worse than Walmart -- it only offers two weeks paid parental leave plus some short-term disability for people who give birth! This means that birthing moms have 8-10 weeks, while dads and other non-birthing parents only get 2 weeks. Leaving my tiny baby would be extremely painful, and yet 1 in 4 women in this country have to go back to work within 2 weeks of giving birth because of inadequate policies like Target's. When I gave birth to my son Oliver, I only had six weeks of paid parental leave, barely enough time to recover from my C-section. I can't imagine what it would have been like if me or my husband would have had to leave him after just two weeks. So when I see Target employees stocking shelves, working the check-out line or answering questions I can’t help but wonder whether they’ve got a tiny baby at home who they can’t be with. I believe being there and providing for those you love isn’t negotiable. That’s why I’d love for you to join me in calling on Target to provide 12 weeks fully paid parental leave to ALL employees.
    23 of 100 Signatures
    Created by PL+US: Paid Leave for the U.S.
  • Toys R Us: Employees Deserve Severance Pay
    My name is Mikey and I work at Toys R Us in Eugene, Oregon. This week, I found out from news reports that Toys R Us will shutdown and liquidate its entire U.S. operation. This news is devastating to say the least. My coworkers and I have no idea what’s going on or when our store will close – all of the updates we’re getting are from the news and corporate is keeping us in the dark. I love my job so much. I enjoy working at Toys R Us and helping kids find toys they love in the store. But I’ve heard that Toys R Us owners are Wall Street companies that don’t care about running a toy business – they just want a quick profit. Thousands of families counting on these jobs will be impacted by Toys R Us’ going out of business. We will lose our jobs. Meanwhile, the CEO of Toys R Us, David Brandon, makes a base salary of $3.7 million. Just days before filing for Chapter 11 bankruptcy protection last September, 5 of the top Toys 'R' Us executives received $8.2 million in retention bonuses. David Brandon received $2.8 million and asked for court approval of up to another $12 million in incentive bonuses. This corporate greed is hurting me and my family. And it’s unacceptable. We’re losing our jobs and our livelihoods while these executives gave themselves huge payoffs. We call on Toys R Us and Babies R Us to give all laid off employees severance pay. Thanks for standing with us.
    11,039 of 15,000 Signatures
    Created by Mikey Fox Picture
  • No one should get fired for speaking out
    My name is Shaheim Wright and I’ve been organizing with an amazing group of retail workers standing up for fair schedules in Philadelphia based on my own experience at PetSmart with last minute changes to shifts, no input on schedules from employees, not enough hours each week, and totally unpredictable and erratic hours every week. After I spoke to the press about my erratic work hours and why I support fair workweek legislation, I experienced retaliation for speaking out. My manager Kathy started to only schedule me for the 6:30AM shifts. There isn’t reliable public transportation available that early in the morning, so I had to take expensive cabs or leave at 5 AM to walk to work. I asked my manager if I could get any later shifts – and she told me she’d accept my “resignation.” I was nervous to lose my job but I knew I had an entire movement supporting me to continue speaking out for what’s right. That’s why I testified at the Philadelphia City Council about the impacts of these abusive scheduling practices on us and our community and why we need change. The day after the hearing, I showed up for my 6:30AM shift and I was not allowed to work. I’m completely devastated – I need this job. I support a household of seven. I did everything right, and I was fired simply because I stood up for what I believe in. I need my job back, but we also need a #FairWorkweekPHL because 130,000 fellow Philadelphians just like me shouldn’t be at the whims of our managers to get the hours we need. And I know we can win because we’re stronger together in a movement that’s unstoppable. Thank you for supporting our movement and continuing to speak out for what’s right. They can’t stop us.
    322 of 400 Signatures
    Created by Shaheim Wright Picture
  • Toyota, Share your Tax Breaks
    The American economy thrives when American workers thrive. That's why President Trump passed the tax breaks--to invest in American workers and grow the American economy.
    1,693 of 2,000 Signatures
    Created by Workers at the PDC Torrance Proudly Represented by Teamsters Local 848
  • Reinstate Banked Holidays
    We take pride in providing stellar guest experiences, giving our all to make certain every person that visits has a pleasant and memorable time. We all love our jobs and the work we do is extremely important to us, but so is our time away. The amount of effort we put forth requires time for recharging. Many of us are transplants who moved here to work for the foundation, leaving our loved ones hours, states or in some cases countries away from us. We need our time to be able to visit them. Banking our holidays enables us to fill in the gaps when enough vacation time has not been accrued or sick time is not an option. This need has increased now that Emergency Leave has been done away with as well. We are grateful for every bonus we have received and hopeful that raises are in the not too distant future, but in the meantime continuing to allow us to bank our holidays will help to feed our spirits.
    32 of 100 Signatures
    Created by Marjorie Southerland
  • Holiday Inn: Recognize MLK Day as a Holiday for Employees
    Martin Luther King Day currently is honored by schools & many businesses. It's a national holiday to honor a man who lead us to a better America in terms of race relations & freedom. First off, I love Holiday Inn; it’s a great company. Holiday Inn has always represented itself as a company that puts people first. It has supported many charities all over the globe. The company always send us notifications if there’s something in the community or the country that may need assistance. They email us donation forms to help support many causes. They sponsor food drives, help fire/ flood victims, and they assist impoverished kids get the food & school supplies they need. Another thing that’s great about the company is that it champions itself on its diversity (guests and staff). That’s also why I was so disappointed to learn that the company does not extend these same principles to their employees when it chooses not to provide Martin Luther King Jr. Day as a paid holiday for its employees. As Coretta Scott King wrote, “Martin Luther King, Jr. Day is not only for celebration and remembrance, education and tribute, but above all a day of service. It is a day of volunteering to… [build] the beloved community of his dream.” While Holiday Inn has generous vacation policies in many ways, as an industry leader, it can surely participate in this important historic holiday as well. By joining other companies in observing MLK Day, Holiday Inn will truly demonstrate its commitment to a diverse staff and customer base and to the achievements of the civil rights movement.
    2,294 of 3,000 Signatures
    Created by G. B.
  • Let GEO bargain a new contract
    Contract negotiations often drag out for such a long time that our members wind up working without a contract. We have the right to bargain at this time per our contract. It is important the University respect the collective bargaining agreement under which we operate. We also believe bargaining now (January 2018) is mutually beneficial to GEO and UIC. Starting the process sooner will lead to a quicker resolution and better learning conditions for students.
    457 of 500 Signatures
    Created by Anne Kirkner
  • Matchbox: Respect Your Workers Rights!
    We would like fellow restaurant professionals (front and back of house) regardless of nation of origin, status, race, gender, age, or identity to know that you are not alone. You deserve dignity and respect at work: the law is on your side. Stand together and make your voices heard. We stand with you. (Nos gustaría que los profesionales de los restaurantes (igual los de enfrente y los de la cocina) sin embargo de su nación de origen, estatus, raza, genero, edad o identidad que sepan: usted no está solo. Todos merecen dignidad y respeto en el trabajo: la ley está de su lado. Permanezcan unidos y levanten sus voces. Nosotros estamos unidos con ustedes.) The company has declined to hear us. Please read our testimonies, and sign and share our petition in support. Thank you. (La compañía se ha negado a escucharnos. Por favor lea nuestros testimonios, y firme y comparta nuestra petición en apoyo.) Testimonies (Testimonios) ---------------------------------------- Maria D. I worked for the company for two years as a busser. I was paid $5.00 per hour plus $15-$20 in tips. This was my compensation regardless of whether I worked half day or a full day. When I was four months pregnant I was asked to move heavy boxes. I spoke up to let them know that those boxes were too heavy for me that far along in my pregnancy. They responded forcing me to move them and by shortening my schedule to two hours a week. The entire time I worked there they never allowed me to have rest or food breaks. I was never granted a paid sick day. (Trabajé para la compañía durante dos años como busser. Me pagaron $5.00 por hora más $15- $20 en propinas por día. Esta fue mi compensación independientemente de si trabajé medio día o un día completo. Cuando tenía cuatro meses de embarazo, me pidieron que moviera unas cajas pesadas. Les hice saber que esas cajas eran demasiado pesadas para mí a esa altura de mi embarazo. Respondieron con obligarme a moverlas y cortaron mi horario a dos horas a la semana. Todo el tiempo que trabajé allí nunca me permitieron descanso ni tiempo de comer. Nunca me concedieron un día de enfermedad pagado.) ---------------------------------- Maria O. I experienced a lot of discrimination up to and including verbal and physical abuse. On one occasion, I was working on the line with one other coworker making pizzas. The chef joined us on the line to help us because it got busy all of the sudden. He put the pizza into the oven using the wooden pizza peel and proceeded to throw it at me. He was obviously upset, so I just moved into a corner and kept trying to work. He would refer to me as a useless. When I was pregnant and I asked for a day off they would give me an unpaid day off and then take an additional day off my schedule for the week. On another occasion I was reprimanded for something I hadn't done. Because I was pregnant my blood pressure got so high I ended up in the hospital. Not once during my entire pregnancy was I allowed a break to eat. I honestly believe that the company takes advantage of people's need to work and discriminates based on gender and nation of origin. I started earning $11.00 per hour. I worked there for six years and never saw a pay increase, nor had a paid sick day. (Experimenté mucha discriminación e incluso abuso verbal y físico. En una ocasión, estaba trabajando en la línea con otra compañera haciendo pizza y el chef ejecutivo se unió a nosotros porque se puso muy ocupado de repente. Despues de haber metido la pizza al horno él procedió a tirarme la tabla que se usa para meter la pizza al horno. Porque el estaba obviamente muy molesto yo solamente me mudé a una esquina y seguí intentando trabajar. Él rutinariamente se referiría a mí como una babosada. Cuando estaba embarazada, si pedía un día libre para una cita con el médico, me daban un día libre sin pagar. Luego tomarían un día adicional de mi horario para la semana. Lo que de hecho me dejó dos días sin trabajo y pago en una semana. En otra ocasión, fui reprendida por algo que no había hecho. Debido a que estaba embarazada, mi presión arterial se elevó tanto que terminé en el hospital. Ni una sola vez durante todo mi embarazo se me permitió tomarme un descanso. Sinceramente, creo que la empresa aprovecha la necesidad de las personas de trabajar y discrimina en función del género y la nación de origen. Empeze ganando $11.00. Trabajé allí durante seis años y nunca vi un aumento en salario, ni tuve un día de enfermedad pagado.) ------------------------------------------- Santos M. I suffer from a disease that occasionally makes my hands and feet swell and causes a lot of pain. They never understood that some days the pain and swelling was so great I could not walk or hold anything without excessive pain. Instead of allowing me the time to treat the swelling so I could work better, the chef would pressure me to work faster while insulting me for my symptoms. I worked there for five years. The last day I worked there was because the chef told me I was of no use to him because of my disease. He told me to go home and he never wanted to see me again. (Yo padezco de una enfermedad que ocasionalmente hincha las manos y los pies y causa mucho dolor. Nunca entendieron que algunos días la inflamación era tan grande que no podía caminar ni sostener nada sin un dolor excesivo. En lugar de darme el tiempo para tratar la inflamación para poder trabajar mejor, el chef me presionaría para que trabaje más rápido mientras me insultaba por mis síntomas. Trabajé allí cinco años. El último día que trabajé allí fue porque el chef me dijo que no le servía para nada debido a mi enfermedad. Me dijo que me fuera a casa y que nunca más me quería volver a ver.)
    4,975 of 5,000 Signatures
    Created by Felipe Martinez