Uber needs to start paying its fair share to the drivers and to the government counting that money as income for drivers when they never see a penny of it is cheesy to say the least even if it's legal it shouldn't be

· These measures are extremely important to reduce idle time and to distribute available cars more evenly across served area and throughout 24-hour periods, and to compensate drivers more fairly--in particular those who drive the graveyard shift putting their lives in danger and sacrificing important family time. · These measures will increase Uber's total billings and profit margins, increase drivers' net take, and dramatically reduce riders' waiting time. · I have asked many riders how they would feel about higher-than-normal set prices at high-demand times, thus eliminating the loathed Surge Pricing system. Riders LOVE the idea, are in total agreement.

Many drivers, like me, provide really superior and above average service. (Like most Uber drivers did in the 'old days') Water, mints, chargers, and a real knowledge of the cities in which we drive. Often my passengers get what amounts to a bonus of a narrated tour as well as transport to their destination and concierge services like restaurant suggestions and assisting w reservations.

Because people are different and if they have a personality conflict it shouldn't effect their work life. I also think that if a driver works in a distressed neighborhood they will not have as high a rating as if they work in a privileged area

Labor Laws, protecting workers rights, were hard fought for and established long ago by organized labor workers - Many of whom gave their lives to establish the workers rights of today - However, despite the mistreatment of Drivers as LESS THAN EMPLOYEES and that legally UBER/LYFT should not be able to "dictate the manner in which we perform our services" - Despite all this, according to UBER/LYFT, Drivers are considered to be "Independent Contractors" if this is so then UBER/LYFT at minimal, must disclose to Drivers the full terms and conditions of each ride request, prior to ride acceptance by Drivers - A reasonable time period must be provided for Drivers to evaluate the details for each ride request being offered before deciding to accept (Offer & Acceptance -in contract law). If ride request is not acceptable to Driver then Driver has the right, as a true independent contractor, to refuse the ride request offered by tapping a REJECT button - To be included in the Driver App - with NO retaliatory threats of deactivation of Driver by UBER/LYFT. This REJECT feature would MAXIMIZE EFFICIENCY & PUBLIC SAFETY of App. BENEFITS - Saves valuable time for both Drivers and Riders by passing ride request IMMEDIATELY to next potential Driver. NO need to wait for ride request clock to timeout: • DRIVERS: IMMEDIATELY receive their next ride request much faster - Time is money - Practically eliminates cancellations - Better matching to desired Rider creates excellent ride experience - Reduced distracted driving & possible accidents by eliminating time delay to view their GPS • RIDER: - Greatly reduces wait time frustration and cancellations. - Better matching to READY, WILLING & ABLE Driver creates excellent ride experience It's a NO BRAINER how a simple REJECT BUTTON in App contributes to overall App Efficiency and Public Safety - Greatly reducing distracted driving and physically exhausted drivers causing accidents is a WIN-WIN-WIN situation for everyone! Implementing a smoother App platform functionality even benefits the environment by decreasing the overwhelming traffic congestion and resulting carbon footprint caused by inefficient operations of Rideshare vehicles.

Publix gives already huge quantities of food. The customers feel harassed. This is stressful to cashiers who are living paycheck to paycheck and can't even have a bruised apple, Publix would rather dump in in a locked garbage bin. These are your customers and employees. If people want to give, they have that opportunity but less pressure PLEASE.

One of things I love about working at Pizza Hut is the out-of-box mentality. We encourage our employees to bring their own creative and unique personalities to the table. To express themselves in their work. I feel this should also apply to the way they choose to present themselves. It is time for Pizza Hut to update their outdated dress code standards to reflect the colorful and unique generation we cater to, and join other food chain giants like Starbucks who have allowed their employees to freely express themselves at work.

Lyft, Inc. is placing its drivers in difficult and dangerous situations by allowing our passengers to request pickups or dropoffs at illegal locations. 1. Allowing passengers to make illegal requests subjects us to being stopped and fined by the police. These city fines are steep and cost us 1 or 2 days worth of work. 2. Expecting Lyft drivers to inform passengers that we cannot pick them up or drop them off at their location of choice is a recipe for driver-passenger conflict, lower ratings, less tips and distracted driving. 3. As long as Lyft allows illegal pickup/dropoff requests via the Lyft App, drivers will continue accepting the requests and passengers will expect to be picked up where they requested. This is causing even more congestion and accidents on our busy streets -- be a better corporate citizen!

Background: Ana Hernandez, Altagracia Reyes, Alejandro Roman, Lucas Efrain, and Angel Morales were all fired from their jobs at Matchbox throughout March, 2017. They believe that they were fired in retaliation for taking concerted action to protest unfair working conditions and have organized to take community and legal action. Read their testimonies below and add your signature in support! (Ana Hernandez, Altagracia Reyes, Alejandro Roman, Lucas Efrain, y Angel Morales salieron despedidos de sus trabajos en Matchbox en varias fechas en Marzo, 2017. Creen que han sido despedidos en represalia organizarse para protestar condiciones laborales injustas, y se han organizado para tomar acción comunitaria y acción legal. Lean sus testimonios aquí y agregue su firma en apoyo!) TESTIMONIES: Ana Hernandez: "I had been working for Matchbox in the kitchen for nearly 8 years when I was fired. I worked at Matchbox Chinatown for the majority of the time, until March 1, 2017, when they told me that I had to accept a transfer to Pentagon City or I would not have any more work. As soon as I started at Pentagon City, I saw the amount of abuses that there were there. There was no break, we didn’t eat all day, we didn’t even want to drink water because there wasn’t any time to go to the bathroom. The list of tasks for the prep workers is so long that I was never allowed me to leave on time to go to my English classes at night. I started a petition and asking my coworkers to sign to demand better working conditions. I had gotten eight signatures, when the sous chef asked my coworker Alta why I was asking for signatures. Three days later, the chef called me and said that he wanted to talk to me. The next day, after my shift, the chef called me over and fired me." Altagracia Reyes: "I have worked in the kitchen at Matchbox on various occasions since 2006, in Chinatown and Pentagon City. When I started at Pentagon City, they increased the amount of work and started being disrespectful. I signed Ana’s petition because I agreed with the goals. The day after Ana was fired, I had to defend my coworker, because she was being given too much work and she is a pregnant woman. I asked the chef to give us more staff to help us with the prep work. My coworker started to cry and explained to the chef that her doctor says the baby is underweight and that she isn’t allowed to eat all day. I stood up for her, but the chef said that it didn’t matter to him neither if anyone is pregnant or if we use the bathroom. The next day, I went with three coworkers from Matchbox to the corporate office. We told the president of the company about the abuses that we were experiencing in his restaurant. But the next day the chef sent me a text that just said, 'No más trabajo (no more work).'" Alejandro Roman: "I have worked in the kitchen at Matchbox Chinatown for seven years, without a break and without a vacation. In January, they started changing us around to different stations, without training us or asking us, and they started to fire people, reducing the amount of staff working at each station and increasing our total amount of work. On the Day Without Immigrants, on February 16, we all agreed to participate in the strike. The chef called us to him individually and asked us if we were going to work that day. It was my day off, and when he asked me to work that day I told him I couldn’t. Two weeks later, the chef changed our stations around again. He put my coworker, Angel, on the station making dough and on the oven. I helped Angel tell the chef in English that he couldn’t work at that station, because he didn’t have the necessary training and because the heat from the oven hurts his eyes. The chef said, “I don’t care.” I told him that he needed to be respectful of his people. I told him that I was going to go and speak with his superior, and he immediately gave me a punch card, and told Angel and I, and our coworker Efrain, that we were fired." Angel Morales: "I’d worked about two years in Matchbox before I was fired. When I heard about the general strike on February 16, I decided to participate with my coworkers. When the chef asked me if I was going to work that day, I told him that I couldn’t because I was participating in the Day Without Immigrants. Two weeks after the strike, they moved me to a different station, they sent me to make the dough and to put the pizzas in the oven. Besides that I don’t know that station, I also have a problem with my eyes and it’s damaging to them to be in front of the oven. I asked my coworker Alejandro to help me explain to the chef my problem in English, and the chef said that it didn’t matter and that I had to do it. I told him again that I couldn’t, and he fired me. That was when Alejandro argued with the chef, and they ended up firing all three of us." Lucas Efrain: "I started to work at Matchbox in 2012, left in June, 2014, and started to work there again in December, 2016. Before the Day Without Immigrants, the chef asked us individually if we could work that day, and I told him that I couldn’t. He asked me why, and I told him because I was going to support the Day Without Immigrants. “If you don’t work, I will take other measures,” he said. About two weeks later, when I got to work in the morning the chef sent me to work on the salad station, although I am always on the fry station. I told him that I didn’t know how to prep the things for the station, but that when all the ingredients were filled, I could take the tickets because I knew how to make the salads. He said that it didn't matter, that I had to work there. I can’t, I said. While this was happening, the chef was also arguing with Alejandro. He said “bye” to all three of us, and were were all fired together. We aren’t the first nor the last people suddenly fired unjustly. They have a pattern of firing people without any justification. Many people have been fired."

I try to shop responsibly when I can. As a very pregnant mother-to-be, I felt good about shopping at The Gap for my maternity clothes because of their recent ad campaign around closing the wage gap facing women in the workplace. That’s why I was shocked to find out that The Gap offers only the bare minimum of paid leave to new moms, and nothing to dads or adoptive parents. If The Gap wants to support working women and the issue of equal pay, then this is a critical gap in its workplace that needs to be addressed. Women make 77 cents on the dollar (even less if they are women of color) compared to every dollar an equally qualified man makes. One of the main causes of wage inequality at the workplace is corporations’ shameful track record when it comes to parental leave. Providing quality paid family leave that is available to moms AND dads is one of the first, most critical steps a company can do to help to close the wage gap. When both women and men have equal access to quality paid family leave, women have more equal footing in the workplace. It’s just that simple. Recently, a number of other major retail companies have announced far-reaching paid family leave policies for both moms and dads -- companies like Levis, Nike, even Ikea. Launching an advertising campaign designed to appeal to working women when in reality The Gap leaves too many working women hanging in the balance is nothing more than window-dressing. Women deserve more than a hashtag. It’s time for The Gap to put their policies where their ad campaign is: help #CloseThePayGap by providing quality paid family leave to ALL Gap employees.

Variety in a workplace is always great! Wouldn't you want to have some red, purple, green, or maybe pink in your hair? From my personal Barista experience I have had countless others be let down by the new code not being taken into action since it was passed last summer within the USA. Countless other Barista roles in other companies (Costa, Nero etc.) have allowed unnatural hair for years, so why shouldn't Starbucks? To keep with the changing times this should be a no-brainer for the company to appeal to it's customers and keep its loyal employees happy and be able to show their uniqueness.

The US Cellular Center hosts amazing performers that draw big crowds of drinking patrons. Annual events like Warren Haynes Christmas Jam and the SoCon Basketball Tournament bring returning patrons. These visitors develop lasting memories based on their yearly trips to our scenic mountain town. The City of Asheville runs the US Cellular Center and the Thomas Wolfe Auditorium. Patrons of both arenas can order food, soda, cocktails, beer and wine at concession stands located throughout each venue. Alcohol sales are high during these big events and require responsible alcohol service and bartenders that know how to hustle. Ok, so imagine you’re at one of these shows and you find yourself thirsty for a cold one. You pay for your awesome, local craft beer. You leave $1 or $2 a for the person who poured your beverage. Do you assume your $1 is for the person who served you? Workers that are busy pouring beer, making change and managing the crowds are forced to tell you they can’t accept your kind tip. This holds up the line for service and patrons are often confused and annoyed. Sometimes guests insist and walk away. Workers were made to sign a document acknowledging that if they were caught accepting any tip, they could be fired. Of course, we know good folks still leave tips for direct service. Sometimes there are tip jars out, sometimes not. At the launch of this campaign, workers report they receive NO CASH TIPS even as they are being collected. It’s bad customer service if patrons want to tip and can’t. It is also a combative policy to workers that fear job loss if they accept a tip. We need tip transparency at the US Cellular Center/Thomas Wolfe Auditorium and these workers deserve their tips. Join our campaign by signing this petition for change. Thanks for your support!!