Buddy Passes many times are used when traveling with a friend or family member. In most instances, as the employee we wouldn't leave them behind. Many employees fly to another city to pick up their grandchild for a week, or a parent who is divorced can't guarantee that their step-child will still be able to travel with them when they could previously because the parents were married. We are now the largest airline in the world and the chances of our companion traveling with us are almost nil. It also causes havoc at the gate. An employee (D2) is #5 on the list and the buddy pass traveler (D3) is #13 on the list. The employee informs the gate that they won't go if they can't get their pass traveler with them. It adds undue pressure on the Gate Agent as they try to accommodate everyone while still waiting to check bags, release seats for no shows, get non-revs seated and get the plane out on time OR when no seats are available, unseat the employee and give the seat to #14 on the list. America West and US Airways always had this benefit, only to lose it in the merger with American Airlines. So many things were lost to the "AA way" and we feel it would be nice to have this one benefit back, not only for the employee but to alleviate undue stress while controlling a flight in an already hectic environment. In the airline industry we are all family, so shouldn't we be able to fly with our "real family," too?

It really just shouldn't even be an issue at Starbucks - Every other coffee shop allows blue jeans behind the bar - Why not Starbucks?

This is important because Starbucks has already taken away our 6month raises. Very high expectations and we all work our butts off at work! It is very discouraging!

This is important because long time partners such as myself have grown with and supported the company through all its many changes over the years. We have been faithful and worked hard to make the company what it is today.

Starbucks is positioned as a leader in the fast food/service industry, and consequently bears a responsibility to make fair decisions regarding compensation and benefits to its employees.

When partners don't show, it puts a lot of pressure on the present baristas to make every moment matter. If we have an incentive for working hard while a partner is missing, were more determined to push through and work hard.

Like so many of you out there, my store is my home away from home. Having worked at three different locations, I've been able to understand the ins and outs of different stores and the varying demands each store has based on its business and volume. Before I transferred to my current store, my last store earned on average $2,200-3,000 a day. The store I'm at currently makes anywhere from $7-9000 a day. To say that we should all be held to the same standard is wishful thinking. From a company standards perspective, yes this is true. From a monetary standpoint, absolutely not. Shift supervisors working at incredibly high volume stores are not currently being paid their worth. Being responsible for a team of 8 or 9 people at any given time, not to mention driving sales, and constantly having to call facilities because everything in the store keeps breaking is a daily occurrence for me and I'm sure for countless others out there. Free drinks and one free food item are nice, but they don't do anything for those of us who don't drink coffee or for those who bring their lunches to work. Most of the time, I'm lucky if I even get a break because something has broken or a computer has crashed or something has pulled me away from any sort of break I might need to keep my sanity. Feeling like I'm not going to work in vain is why I'm writing this letter. I know I'm not the only one who feels as though they are not appreciated, not paid enough, is overworked, and constantly chasing their tail while getting paid an amount that can barely cover rent. If our store managers earn a pay increase for managing higher volume stores as well as receiving a QUARTERLY bonus for the success of their store, then shouldn't the supervisors who help them achieve these goals be given bonuses or pay increases as well?

This is important because the mustache only look is not appealing for the guests. Also, beards can be a great look. It's important for the employees to feel good about themselves. Ones level of self-esteem, according to 'Simple Psychology' online, affects how you deal with people and situations. They went on to say, "people with high self-esteem focus on growth and improvement, whereas people with low self-esteem focus on not making mistakes in life."

It's more important that UberSelect drivers make money than receive more calls that don't give them the opportunity to make a profit. I understand Uber wants to keep UberSelect drivers busy driving but at who's cost?

With the latest rate cuts, the fares are so ridiculously low that many rides - especially the shorter ones - now only earn the driver only $2–$3. By reinstating the minimum fare, these rides will increase the drivers’ portion to a more reasonable amount to at least cover expenses.

Our schedules constantly change, many of us struggle to get enough work hours, we can't plan our lives around our jobs, and we find it difficult if not impossible to call out sick because of the difficulty of finding coverage. These things contribute to a stressful work environment and decrease morale at our stores. We've seen great, hardworking coworkers leave the company for these reasons. We, the baristas of Starbucks, experience these things firsthand, and we are the very people within the company who should be proposing solutions. We want to talk to Howard Schultz in person, and have a conversation about how we can move forward together to make Starbucks better. Please sign on in support!

We believe that moving to a CAP system will restore much of the lost and damaged AFL brand by increasing the respect and value of players, fans and sponsors. A CAP system helps teams to compete for talent in a way that drives all involved towards the best and most valuable market solution thereby delivering the highest probability of success with competition driving all involved to a higher standard.