As hard working employees of Wells Fargo and expecting parents, we were thrilled to learn that the company has announced a new paid maternity and paternity leave policy which will guarantee employees 16 weeks of fully paid leave for mothers and 4 weeks paid for fathers. However, we were shocked and saddened to learn that the policy would not apply to a large portion of us, because currently pregnant women as of April 6, 2016 are not eligible unless they give birth on or after June 1st. For those who give birth prior to June 1st, we must file for short term disability with a max of 6-8 weeks (6 weeks for natural birth and 8 weeks for C-section) at 65% pay. This announcement affects hundreds of families who will not get the much needed bonding time with families. We are hoping those currently pregnant can be grandfathered into the new wonderful benefits. Women should not be risking their health or their children's health trying to stay pregnant longer. This is only adding more stress to these expecting mothers. We urge the company entities in charge to consider making some changes to the policy. While it is possible for some of the expecting mothers to deliver late, this is not the case for all of us. Some must deliver early or schedule C-sections in order to keep their baby and themselves safe and healthy. We as parents do not always call the shots when it comes to when our children enter this world. And healing time for some can extend pass the 8 week mark when they are expected to go back to work. Not only are they then sitting at their desk trying to concentrate on work, but they could be suffering from the pain of unhealed incisions on top of constantly thinking of their babies at home or in daycare. It is very disappointing to hear we will not get this much needed time to heal or bond with our new babies just because we are due earlier than this pre-released change date. Our health is more important and for a company that claims to be ‘One Wells Fargo’ and ‘Together we’ll go far’ is making us seem like we are not part of their mission of unity. Some of us are single parents and the partial disability pay will not support us during this time when we should be most concerned of the care of our new babies. Since this announcement, we have been told a number of different things and not one of those things is that the company wants to figure out a way to help us. This situation is very disappointing and stressful and during a time when we should be excited for our new arrivals. We feel the successful company that Wells Fargo is has the ability to implement this in a different manner so more employees can not only bond with their new babies and heal, but to also have peace of mind. All employees matter.

Taxi drivers have their income limited by the county’s decisions regarding meter charges and flat rates for trips. However, the taxi companies that charge drivers for leasing their medallions and/or vehicles are able to increase their prices without restriction. At the same time, customers are paying almost 3x what Uber or Lyft are charging, and yet taxi drivers are still barely able to take home money in their pockets after a full day’s work because they are saddled with a lease payment for the medallion. This is unfair. County authorities should seriously consider our proposal since, if implemented, it would fundamentally benefit the people of Miami-Dade, and assure the highest-quality taxi service at the airport and on the streets. When taxi drivers are finally able to work in dignified conditions, free from the yoke of taxi companies, services and quality of transport are sure to markedly improve and be far more efficient. We believe there are many other benefits that will come from reforming the current system, some of which may not even be apparent at the moment. Miami-Dade’s commissioners and the mayor have a crucial decision to make regarding our local taxi industry. This important decision will greatly affect the cities and county we call home and the ability of all us to build a truly cosmopolitan and inviting metropolitan area in which we can all live in peace and happiness. We realize this could cause a disproportionate financial burden on those single medallion owner-drivers who might not be able to withstand this major change. This situation should be specially taken into consideration in the program the County ultimately designs to reform the taxi industry.

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.