I worked 35 years at an Airport......working weekends, holidays, shift work through hot summers, cold & snowy winters. Lifting heavy passenger bags when there was little automation, bag belts & other amenities that Airports have today. Please understand that for US Air employees & new AA employees, you will all be retirees some day & I ask you all consider what lies ahead for your retirement when another carrier takes us over & restricts what you too have worked so hard for. As we all get older we enjoy our travel passes & to be able to travel with family members & have family members visit in time of need, especially during illness. I ask that all employees think ahead & not think for the short term. That's what the Company banks on to destroy our loyalty to each other.

We strongly request that Allysha Almada, RN and Vicki Lin, RN be reinstated to their positions immediately and that the rights of the nurses of Huntington Memorial Hospital to free speech be fully respected. We ask that Huntington administration immediately stop the culture of retaliation toward those RNs who collectively voice concerns about patient care and speak out about the Hospital’s treatment of Registered Nurses who seek Union representation.

I can still be kind and compassionate and do my job well with my tattoos showing. I KNOW my efficiency will IMPROVE with short sleeves as the hot summer months and being a female (change of life) is making my work days unberable. I have had many patients question why I am covered and could not believe that I HAVE to cover my beautiful flowers. I feel diversity should be embraced and not judged.

When I worked extra hours at Starbucks in California, I received overtime pay because of state laws. But when I transferred to another Starbucks in North Carolina, I no longer received overtime pay even though I have been working extra hours in my new location. As overtime pay regulations often vary by state, Starbucks partners in many locations don't receive the same compensation for working long hours. A lot of us put our personal lives on hold and for different reasons when we have to stay at work longer. We love the company and love what we do, but we're not paid equally across the United States. Please join me in asking Starbucks to address this disparity by providing overtime pay to all partners across the country regardless of where we live.

My name is Diana Beaumont and I am a teacher at a public High School in Broadmeadows. The recent announcement by Woolworths to close the Hume Distribution Centre and lay off 680 of their staff by 2018 has angered many teachers and parents in the area. Current and former students at our school have parents that work at the Hume Woolworths shed, and I hate to think about the strain this will place on their families. The outer Northern metropolitan suburbs of Melbourne are renowned for insecure jobs. Some families have to move suburbs to find stable work, and this has a massive impact on students both socially and academically. But parents don't have a choice as they must go where the work is. Broadmeadows is one of the most disadvantaged suburbs in Melbourne with 26.4% unemployment. But people want to work! At a recent public meeting at the Broadmeadows Town Hall, the local community pledged to support workers to keep the Hume Woolworths shed open. The Hume Woolworths shed is full of active, proud union members -- people Woolworths is no doubt hoping to silence.

Young, amibtious professionals should not have to live in a tent in order to afford an unpaid internship. By failing to pay its interns, the United Nations are violating Article 23 of its very own Universal Declaration of Human Rights: “(2) Everyone, without any discrimination, has the right to equal pay for equal work. (3) Everyone who works has the right to just and favourable remuneration ensuring for himself and his family an existence worthy of human dignity, and supplemented, if necessary, by other means of social protection.” Connections and experience can't pay the bills. Sign this petition to stop the classist practice of allowing unpaid internships at the United Nations.

We need an income to support our family. Living off of what they pay isn't enough to pay all the bills, buy food and buy our kids their necessitys. I am the soul provider for a family of 5 and its very hard to have a decent living with what I get paid. I know many supervisors who feel the same way. We need to be valued and be showed appreciation for everything we do. Getting change as a raise is ridiculous when Starbucks is a multi million dollar company.

Up until a few months ago, I was employed at the Capalaba Sports Club. I received a call one day asking me to attend a meeting, where I was told workers at our site were being pushed onto a new agreement. By signing it, we were effectively giving them permission not to pay us penalty rates. If we didn't sign it, we were told we would no longer have a job. Losing my penalty rates would have cost me almost $5,000 a year and I couldn't afford to take that hit while working the same hours. I refused to sign the agreement. I lost my job. Many other workers at the Capalaba Sports Club relied on penalty rates to make ends meet and I know this has been a tough time for them financially. Capalaba Sports Club, by removing your workers' penalty rates, you've effectively slashed their take home pay and made it harder for them to put food on the table. For an organisation that's supposed to give back to the community, your actions are underhand and unfair.

As a huge fan of Netflix and a fairly new mom, I was so excited to hear Netflix announce a groundbreaking new parental leave policy for its employees: “an unlimited leave policy for new moms and dads that allows them to take off as much time as they want during the first year after a child’s birth or adoption.” But I’m disappointed to learn that not all Netflix employees will get this crucial benefit. The U.S. is the only industrialized nation that doesn’t mandate paid parental leave and the Department of Labor estimates that only 12% of U.S. private sector workers get paid family leave through their employer. That’s why it is such a big deal that companies like Netflix are taking the lead to ensure their employees have the time that is required to bond with their new children. But shortly after the fanfare about Netflix’s new policy, the company confirmed to The Huffington Post that hundreds of workers in the company’s DVD division aren’t eligible for the company’s new parental leave policy. Sure, the DVD service might be less popular these days, but it still brings in hundreds of millions of dollars for Netflix and is even MORE profitable than the company’s streaming services. More importantly, it’s wrong for Netflix to create two classes of employees. Already, there’s a divide between higher income earners (especially in the tech industry) and low wage workers in terms of access to important benefits like parental leave. Netflix shouldn’t be contributing to this inequality within its own company. The warehouse workers who handle the returning, sorting and shipping of DVDs deserve to benefit from the same “freedom and responsibility” culture Netflix says it works to create. Photo credit: https://www.flickr.com/photos/cogdog/

My life is hectic but I manage to make it all work. I go to school at night and -- until July -- worked two part time jobs to make ends meet. One of my jobs was working as a barista for more than 2 years at a Starbucks in New Haven, CT. At Starbucks, I often worked back to back closing and then opening shifts - with 7 or 8 hours between shifts. Among Starbucks baristas this is known as a "clopening." Last year, my store didn’t have a manager so I was clopening more than 6 times a month! Lately, because of my second job, I clopened 1-2 times a month. And because of high turnover in the store, my boss started scheduling me wherever they needed me instead of taking into account my second job and school schedules. In July, I was called in to work at the last minute, even though I was needed at my other job. My manager wrote me up because I was unable to get a replacement for a time I wasn't even scheduled for. This isn’t right - my time counts. And when the store was understaffed on closing shifts, I was forced to stay even later than my scheduled shift in order to make sure the store was ready to open for the morning rush. Because I was frequently scheduled for clopening shifts, I got just 4 or 5 hours of sleep a night. I was doing all I could to get ahead, but Starbucks’ scheduling practices made me question whether that was possible and I parted ways with Starbucks. Even though I no longer work there, I know I am not the only partner struggling with these issues. I want to help all my former coworkers by asking the company to give workers 11 hours of rest between shifts in all U.S. stores, across the board so we aren’t at the mercy of individual managers Many of us have different experiences at Starbucks, depending on our manager. Please join me in asking Starbucks for consistent protections across the company, starting with healthy schedules across the board.

Bank workers, who have worked years in the same bank are finding themselves earning less than when they started. Employees experience constant changes to sales goals, bonus incentives, and benefits, resulting in job insecurity and a loss of wealth. Rather than rewarding employees for collecting money due to the bank, US Bank punishes them for not prolonging the debt payments. This incentive system is bad for workers, bad for customers and ultimately harmful to the company's future. Investing in US employees is not only good business but also huge cost savings technique over the long haul. Rather than feeling disposable and leaving the job, employees feel more ownership over the success of the bank leading to less turnover and subsequent costs associated with training an ever-changing workforce.

The SumTotal timekeeping system has created many problems for Local 1482 members working at Brooklyn Public Library. One of the biggest problems we experience is the requirement to clock out for meal breaks during daytime shifts. Most importantly, this policy interferes with our ability to provide quality customer service. We are routinely forced to choose between offering immediate assistance to a patron and finding a computer so that we can clock back in on time. For the same reason, we are often compelled to take less than the full 45 minutes of meal break time we are entitled to under the terms of our working conditions contract. Also, since members are not required to clock out for meal breaks during late night shifts we often forget to do so during daytime shifts. As a result, supervisors spend too much of their time in SumTotal fixing these honest mistakes as they occur. For all these reasons, we seek an end to a confusing, inconsistent, and burdensome policy that is not compatible with the nature of our work.