We are Bank of America call center workers. Every day, we help customers with their daily account needs from handling deposits to opening credit card accounts. We are dedicated employees, and value giving our customers the best service possible. However, the bank often does not provide us with training that prepares us to adequately and ethically serve our customers. Much of the training call center employees do receive happens online with no facilitator and no opportunity to ask questions. At work, neither our team leaders nor company’s help desk are able to answer many of our questions that arise. What’s worse: our team leaders and managers are never held accountable when they give us inaccurate information which means that we’re the ones who end up being disciplined and even fired. Team leaders and managers should receive a higher level of training than the associates who report to them, so that they are experts in our policies and procedures. When we take leaves of absence, we’re not given enough time to be trained on new procedures to ensure we’re doing everything according to up-to-date standards. Not only is this frustrating for us as employees, it means that customers won’t get the best possible service. In fact, due to strict performance metrics for employees, we are encouraged to limit our time spent with clients instead of taking the time to answer all of their concerns. We want to be able to do right by our customers and keep our jobs. We have seen too many of our co-workers get fired for making mistakes that adequate training could have prevented. We are asking that independent, federally-guided training be implemented immediately for employees and managers alike. ** UPDATE (from March 2015)! Since we started speaking out about these issues, we’ve seen some improvements to our training. For example, Bank of America introduced a new online banking feature that allows employees to use their mouse to guide their client and navigate them through the online system. But we still need more improvements. Specifically, we would like to see more and up-to-date training on credit cards (that takes into account federal regulations and training); better online banking training; and diligent training and cross training of managers to ensure that they are fully prepared to assist us in handling any difficult situations that arise. We need this to be consistent and up to date so that it reflects the needs of customers and accountability of the bank.

I work at a plant in Selma, Alabama, operated by Renosol, a car parts manufacturer. We make foam for seats that are installed in Hyundai vehicles. Recently, NBC News ran a story about years of safety problems at our plant that have made me and many of my co-workers sick. Read it here: http://nbcnews.to/1jHg6vQ The current round of problems started on May 1, when workers at my plant in Selma were evacuated because of a chemical leak. When I arrived at work, management admitted there had been a leak. They put a “diaper” on the leak—some old rags and plastic—but said a more permanent repair would have to wait until Sunday. Even though workers said they were getting sick from the fumes, we still had to work all day Thursday and Friday. Some people even had to work a 12-hour shift on Saturday. The alarm went off again the next day, and several more times since. OSHA—the federal agency that protects worker safety and health—has been in the plant several times conducting a full investigation. Still, the company refuses to admit anything is wrong. If you're one of the 35,000 workers in the U.S. who work in a foam plant, you already know the chemicals I'm talking about are called isocyanates—chemicals that go by names like TDI and MDI—and that they are widely known to cause asthma, bronchitis, and other chronic health issues. But did you know that it's possible to actually stand up and make our employers pay attention to how TDI and MDI affects our lives? My co-workers and I got sick and tired of waiting for Hyundai and Lear to clean up our plant. We stood together and took our story to the public and the local press. We called in federal health and safety regulators, who have started an inspection of our plant. And we're not stopping there. We won't stop until our plant is safe and we feel our health issues have been addressed. When workers take the courageous step to speak out against dangerous and unhealthy work conditions--like we did--it can spark changes that go far beyond the walls of our own plant. For example, in August OSHA announced that, because of a higher-than-expected number of safety complaints, it is launching a program to inspect every auto supplier in Alabama, Georgia, and Mississippi. Read story here: http://www.autonews.com/article/20140804/OEM01/140809941 As much as we want to change working conditions here in Selma, we know the problem is bigger than just our plant. Every person in the foam seating industry should be able to work without fear of developing a chronic illness from their job. By signing this petition, you'll help show the auto industry that workers in communities and plants across America demand action.

We want the college to maintain dedicated employees and community members. Outsourcing our custodians threatens the quality of the work and the safety of our campus community.

Apple Valley, MN OUR Walmart member, Gabe Teneyuque was instrumental in getting the state's minimum wage passed. Gabe spoke at the State Capitol, collected and delivered petitions and marched to end poverty wages in Minnesota. His courage to speak out and improve lives of Minnesotans across the state should be encouraged. Instead, Walmart fired Gabe for stubbing his toe at work and reporting the injury. Walmart managers claim that Gabe violated Walmart policy by not reporting the injury that same day even thought it didn't start hurting Gabe til days later. No one should be afraid to report a work related injury. Walmart do the right thing and give Gabe his job back. LEGAL DISCLAIMER: OUR Walmart's purpose is to help Walmart employees as individuals or groups in their dealings with Walmart over labor rights and standards and their efforts to have Walmart publicly commit to adhering to labor rights and standards. OUR Walmart has no intent to have Walmart recognize or bargain with it as the representative of Walmart employees.

This is Massachusetts. We are the "Athens of America" and "A city on a Hill." How can our first-rate airport treat its workers as second-class citizens?

Retirees,did there all to make theses Companys' what they could be in this Merger.Retirees have paid there dues over the years,messing out on Family gatherings,childrens'events,church social events due too having to be at work,to make sure the Airline ran smooth for our customers on there destinations.

When I started working at Burlington Coat Factory in 2013, the company recommended that I get paid with their payroll debit card. They made it sound like a good deal for me -- so I was shocked when I realized the card included hidden fees. It turns out there was a lot I didn't know about the card. We never got paper pay stubs. If we wanted them for any reason, we had to pay $3 per stub to have a hard copy sent to us. That's a lot of money when you just make $8.55 an hour like I did. Burlington uses an online payroll system we can log on to, but many of us can't afford a smartphone, a computer, or internet access. We also had to pay a fee to use an out-of-network ATM -- so the ATM would charge us a fee, then the card company charges another fee. You could pay $7.50 just to get your own money! People shouldn't have to pay just to get paid! Employers shouldn't be able to push their employees to participate in a payroll system that doesn't always work. We ought to have a choice about whether to get paystub records, paper checks, direct deposit or payroll cards. We ought to receive all the information about any fees associated with these cards. And when things go wrong, we need to know who we can hold accountable. And things do go wrong -- it took a month for me to get my first payroll deposit, and instead of getting help resolving the issue I just got the runaround. The card company said to talk to Burlington Coat Factory. My supervisor at Burlington Coat Factory told me to talk to the card company. No one accepted responsibility for getting me the money I had earned. I borrowed money for a month just to get by. I couldn't even help my godmother pay our rent. When there's no accountability, workers like me are caught in the middle. Thing is, more and more employers are switching to these payroll cards every day, and some of these cards have even worse terms than the ones we got from Burlington Coat Factory. This madness has to stop somewhere. It's time for us to take a stand. I'm calling on Burlington Coat Factory to lead the industry in implementing a fair and transparent pay system. Whether you shop at Burlington Coat Factory or work in retail, please add your name. Together, we'll convince Burlington to do what's right and begin changing this industry-wide practice. Photo credit: https://www.flickr.com/people/jeepersmedia/

Many AA retirees left before the age of 65. We are currently paying over $1,000 per month for retiree and spousal Cobra Insurance which is going to end eighteen months after retirement date. Searching for private insurance has shown to cost over $2000 per month for retiree and spouse with a $6000 deductible. I paid over $20,000 in 2013 for premiums, deductibles, and uncovered dental work. We were promised retiree healthcare through prefunding but AA refunded our prefunding which didn't even cover one year of Cobra health insurance premiums. While AA had the right in bankruptcy to renege on retiree healthcare, I'm requesting from the New American Airlines and CEO Doug Parker to help retirees get healthcare lower premiums and lower deductibles. One suggestion would be to extend Cobra insurance or somehow get all retirees as a group to get a healthcare plan. As a TWU Local 514 retiree member I'm sure my local here in Tulsa would be willing to help coordinate any help you may give us. I devoted thirty five years to AA and I ask for AA to not put retirees and myself at such a financial bind.

This issue is vitally important to our future travel planning. Please sign our petition.

All employees, whether active, retired, union or non-union should have a fair and equal opportunity to travel, which is served by the current travel policy that was in place at American Airlines prior to the merger between American Airlines and US Airways. All retirees should have equal access to web portals, such as, Jetnet in order to administer their travel privileges. Currently, some retiree groups are being deprived of access to Jetnet which denies them the ability to place their name on the airport standby list until they actually arrive at the airport for the flight, and no options are provided to them to check availability or list when traveling outside of the U.S.

“Wage theft has been going on at fast-food restaurants for years but no one has had the courage to speak up about it because they’re afraid they will be let go.” Rhonesha Victor, Oakland resident, East Bay Fast Food Worker On top of paying thousands of workers an hourly wage of just $8 -- McDonald's appears to have routinely stolen their employees' pay. A class action lawsuit filed by employees in the state of California alleges that McDonald's engaged in "altering or condoning the alteration of time records to avoid paying [employees] for time they work and for overtime premiums they earn." The lawsuit also alleges McDonald's failed to pay workers wages for missed meal breaks and rest periods as required by California law. We already know that fast-food workers can barely get by on the low wages they are paid -- with over half needing some kind of public assistance to make ends meet. We will not tolerate corporations like McDonald's -- with 5.5 billion in profits last year -- adding to these workers' struggles by stealing their pay. We're calling on community members, elected leaders, and crew members from McDonald's locations across the state to come together in opposing wage theft from California food service workers.

It has been over a year since I launched this petition. FC/FS has been in place since September 2014. Management has ignored all of our requests to not change boarding priorities. Many of us can share personal experiences/examples of the unfairness of boarding this way. Our union leaders and upper management and their families fly space positive, therefore are not impacted by this policy. OUR CALL TO ACTION: Make an effort to connect with and educate the LAA employees. We need to multiply the signatures on this petition proving that the majority of American Airline employees do not support the FC/FS method of boarding. It is only a matter of time when current LAA crew bases will close, forcing non-commuters to experience what has already occurred at LUS. We cannot forget what happened to PIT, LGA, BOS and all of the other former LUS bases. Our success lies in the collective voices of all labor groups. Talk to your fellow employees. Let's change the course of this merger! Thank you, Mary Kepple LUS Flight Attendant