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  • Protect Worker Privacy: Rewrite the Phone Registration Requirement
    Amazon’s new phone‑registration requirement puts workers’ privacy at risk and creates unnecessary barriers for those who don’t want to link personal devices to company systems. We deserve the right to keep our personal phones private and still do our jobs safely and effectively. We are asking Amazon to end this requirement and provide alternative verification options. Additionally, workers should not lose part of our legally required 30‑minute breaks due to long security‑check lines. Breaks are essential for rest, safety, and productivity, and Amazon must ensure that security procedures do not cut into our time. We are calling for a more efficient, worker‑friendly solution — such as additional staffed lanes, streamlined screening, longer, or adjusting break tracking so workers receive their full uninterrupted 30 minutes.
    134 of 200 Signatures
    Created by Jordan Lompins
  • Workplace Safety for All Amazon Workers! Prevent the next tragedy now.
    An Amazon warehouse worker tragically died on the job in Troutdale, Oregon on April 6, 2026. According to local investigative reporting, the worker collapsed at the PDX9 warehouse — and Amazon employees were ordered to continue working while the man lay on the floor of the fulfillment center. "Just turn around and not look. Let's get back to work," said a manager, according to reports.  This is outrageous, unacceptable behavior from Amazon. And it's the latest stain on the mega-corporation's poor workplace safety record. Amazon's corporate greed puts profits ahead of worker safety.
    3,818 of 4,000 Signatures
    Created by Justice At Amazon
  • TIME FOR CHANGE IN THE JFF !
    Petition for Accountability and Leadership Change in the Jamaica Football Federation We, the undersigned supporters of Jamaican football, are calling for the resignation of Michael Ricketts as President of the Jamaica Football Federation due to consistent underperformance, poor results, and lack of progress at the highest level of the sport. Jamaica has now failed to qualify for multiple FIFA World Cups, including the 2026 tournament, extending a decades-long absence since 1998. This continued failure reflects deeper structural and leadership issues within the federation. Despite growing public concern and disappointment, the current president has publicly stated that he has no intention of resigning, claiming that the federation is in its “best position ever.”  This statement stands in stark contrast to the on-field results and the frustration expressed by fans, players, and stakeholders. We believe that: • Leadership must be held accountable for repeated failures • Transparency and modernization are urgently needed within the federation • A new vision and competent leadership are required to rebuild Jamaican football Therefore, we call for: 1. The immediate resignation of the current JFF President 2. A full and independent review of the federation’s management and decision-making 3. The appointment of new leadership committed to professionalism, accountability, and success Jamaican football deserves better. The passion of the people must be matched by competent leadership. Signed, All serious Pariots,Supporters of Jamaica Football
    6 of 100 Signatures
    Created by malik powers
  • A fight for Economic Justice, Human Dignity!
    Dear Fellow University Staff, Faculty, Students, Parents, and Citizens of Michigan, We the Campus Maintenance and Trades workers at Oakland University would like to inform you for the past eight months, our union has been bargaining with the university. From the beginning, we have brought forward reasonable proposals with the interests of both parties in mind. Unfortunately, the university has largely declined to acknowledge these moderate proposals, which simply reflect the reality of what it takes to live in the 2026 economy. In a demonstration of good faith and to show that we have heard the university's economic concerns, our union has withdrawn several key proposals that were very important to our members. We are now focused solely on bargaining for base pay wages. We are asking for a living wage and in reality, we are asking for an amount that is actually below the living wage standard. According to the MIT Living Wage Calculator, a single individual with no children in Michigan needs to make $20.97 an hour just to pay basic bills; this is not a middle-class wage, but a "barely get by" number. Our current proposals are as follows:   - Custodians: By the end of the 3-year contract to be at the hourly wage of $20.54 per hour.   - Skilled Trades: A basic wage adjustment of 6.5% for the first year.   - Grounds, Mail Room, and Furniture Movers: A 5% adjustment. An agreement could be reached immediately if these basic needs were met. Instead, the university remains set on achieving an agreement that maintains low standards across the board and offers raises that do not meet inflation. This is unacceptable. We are the unseen backbone of Oakland University. We ensure that students learn in a clean, safe, and functional environment making sure the heat and air conditioning work, the lights turn on, and the facilities are operational. We are asking for your support in our fight for economic justice and the ability to live a life of dignity. Thank you for your time and support. Best regards, OAKLAND UNIVERSITY CAMPUS MAINTENANCE AND TRADES MICHIGAN EDUCATION ASSOCIATION / NATIONAL EDUCATION ASSOCIATION
    3,546 of 4,000 Signatures
    Created by Dylan Baade
  • CAMFT: Protect Associates from Labor Exploitation
    If you're an associate or trainee in California, there's a good chance no one told you what your employer is legally required to pay you. No one told you that unpaid hours are illegal, that you must be paid at least minimum wage for every hour you work, that you have overtime protections, meal and rest break rights, and required sick pay. No one told you that withholding your pay until insurance reimburses the practice is illegal. No one told you that you have the right to be reimbursed for business expenses, or that your employer is required to maintain accurate timekeeping records that reflect every hour you actually work. No one told you that you can report labor violations without losing your job or your hours toward licensure.   These are your legal rights as a W-2 employee. You are entitled to be paid fairly and legally. Right now, most associates aren't.  And CAMFT, one of the main organizations that represents this profession in California, has shown they understand the problem, but has yet to meaningfully address it. On December 3rd, 2025, CAMFT offered a comprehensive labor law training for pre-licensed professionals as part of their Pre-Licensed Virtual Summit and made it available in their On Demand Library. On March 3rd, 2026, they removed it. That removal was a choice. Associates and trainees across California are calling on CAMFT to finally address the widespread labor exploitation of pre-licensed professionals who depend on their supervisors for the hours they need to become licensed, starting with these three concrete actions: 1. Restore the comprehensive labor law training removed from the CAMFT On Demand Library. Update and re-release it annually to reflect changes in California law. Expand it to cover all California W-2 employment rights for associates and trainees, including minimum wage, overtime, reimbursement of business expenses, required sick time, meal and rest break rights, being paid for all hours worked, the illegality of withholding pay until insurance reimburses the practice, split fee arrangement rules, misclassification, and anti-retaliation protections. CAMFT has staff attorneys. There is no excuse for associates entering supervised settings without this knowledge. This resource must be permanent. 2. Conduct a confidential survey of all associate and trainee members on wage compliance at their supervised settings, ensuring no respondent can be identified by their employer or supervisor, and publish the aggregate findings publicly within 90 days. 3. Revoke CAMFT Certified Supervisor certification from any CAMFT member found by the DLSE, a court, or the California Attorney General to have committed wage violations against associates or trainees. CAMFT's own program states that supervisors "owe those persons a duty to possess the knowledge and skills necessary to provide competent supervision." Exploiting the people you supervise is not competent supervision. It is a violation of the duty CAMFT itself has defined. Associates cannot protect rights they don't know they have. CAMFT represents this profession. It is time they protect the most vulnerable people in it. - Associates for Fair Pay
    2 of 100 Signatures
    Created by Associates For Fair Pay
  • Keep Brewser’s Brewing: A Petition to Keep Brewser’s Coffee
    Since arriving on the Sony Pictures lot, Brewser’s Coffee has become far more than a temporary caffeine fix—it has become a vital hub for our daily community. Under the leadership of CEO and Head Brewer Kamryn Scott, this pop-up has stepped in during a transition period to provide the high-quality service and welcoming atmosphere that our lot deserves. Kamryn’s dedication to the craft and her team’s ability to handle the fast-paced demands of our industry have made Brewser’s an essential part of the workday for everyone from production crews to corporate music offices. The success of Brewser's Coffee is a testament to what a local, passionate business can bring to a historic property like the Sony lot. Beyond the excellent coffee, Kamryn has fostered a "third space" that encourages the spontaneous collaboration and creative energy that define our workplace. We, the undersigned members of the Sony Pictures lot, believe that Brewser’s Coffee has earned a place here. We formally request that Wolfgang Puck Catering and Sony Facilities extend Kamryn Scott’s contract, ensuring that her expertise and the community she has built remain a staple of our professional lives.
    2,584 of 3,000 Signatures
    Created by David Wilson
  • Unionized Starbucks workers are going on strike. Don’t cross their picket lines!
    Unionized Starbucks baristas are going on strike until Starbucks CEO Brian Niccol comes back to the negotiating table to give Starbucks Workers United workers a FAIR CONTRACT! Baristas at over 550 locations have unionized in the last few years, but Starbucks executives have refused to address the core demands of workers for better staffing, higher pay, and a resolution of hundreds of unfair labor practice charges.  Ahead of the November 13 strike launch, workers have shut down the Downtown Disney Starbucks. There is no doubt that unionized baristas are serious. And this strike could spread to more than 25 cities across the country.  “Union baristas mean business and are ready to do whatever it takes to win a fair contract and end Starbucks’ unfair labor practices,” said Michelle Eisen, a longtime barista and spokesperson for Starbucks Workers United. “We want Starbucks to succeed, but turning the company around and bringing customers back begins with listening to and supporting the baristas who are responsible for the Starbucks experience.
    3,856 of 4,000 Signatures
    Created by Starbucks Solidarity
  • Tell Amazon to stop discriminating against pregnant and disabled workers!
    The state of New Jersey filed a lawsuit against Amazon alleging that the mega-corporation is discriminating against thousands of pregnant and disabled warehouse workers. This is yet another example of Amazon prioritizing maximum profits over its workers and the law. New Jersey’s investigation found that Amazon receives thousands of requests for workplace accommodations a year from pregnant and disabled workers. According to the lawsuit, the corporation’s responses to these requests show a consistent disregard for the civil rights of pregnant and disabled workers, a pattern of discriminatory practices that have pushed workers out of their jobs, and even unlawful retaliation against these workers. “Put simply, Amazon has exploited pregnant workers and workers with disabilities in its New Jersey warehouses,” said New Jersey Attorney General Matthew Platkin. “In building a trillion-dollar business, Amazon has flagrantly violated their rights and ignored their well-being – all while it continues to profit off their labor.”
    5,153 of 6,000 Signatures
    Created by Justice At Amazon
  • Stand up for workers and demand an end to the militarization of America’s cities
    The White House’s militarization of Washington D.C., Los Angeles, Memphis, and Portland, and threats to deploy troops to other cities, are terrifying workers. The very people that help D.C. function — day care workers, construction workers, restaurant workers, home and health care workers, and so many others — are too afraid of the military checkpoints and masked ICE agent dragnets to make it to their jobs. During the weeks of military occupation in D.C., day care centers have had to partially or completely close because of a worker shortage — and at least one center suspended daytime walks because of worries that the children they look after might encounter armed troops on the streets. Traffic stops in D.C. of construction vehicles are leading to unexplained worker arrests and companies unsure what to do next. People in need of care in their homes — family elders and disabled folks — aren’t able to get the help they need because health care workers fear random military stops if they leave their homes.
    5,897 of 6,000 Signatures
    Created by Immigrant and Labor Justice
  • Tell Trader Joe's: Reinstate Millie Lugo at Essex Crossing!
    On August 30th 2025, beloved crew member Millie Lugo was fired at the Essex Crossing Trader Joe’s in the Lower East Side of Manhattan. Ever since she began exercising her protected right to discuss her working conditions with others, she has found herself under increased scrutiny, which culminated in this retaliatory firing.  To be clear, the reason for her targeting has been explicitly stated by the company itself, with a write up being given because Millie “expressed dissatisfaction with the leadership team.” Millie was simply voicing frustration with workplace issues in the backroom and yet management chose to punish her in retaliation. Suddenly her attendance was a problem as well, then she was denied her raise. Trader Joe’s United immediately filed an Unfair Labor Practice charge in response to management’s clear Section 7 violation under the NLRA.  After the ULP charge, such discipline was meted out with an unprofessional level of cruelty and hostility, with Millie being told, “nobody likes her” and that she'd eventually “crash and burn.” Yet Millie is the one accused of being aggressive. The behavior she has endured is not only unprofessional, it’s bullying. This type of conduct will not stand; we demand that Trader Joe’s immediately: 1. Reinstate Millie Lugo at Essex Crossing. 2. Cease all unlawful retaliation against the crew at Essex Crossing 3. Work with the crew members to ensure workers like Millie, and Jamie aren’t unfairly targeted for making their voices heard.
    15,869 of 20,000 Signatures
    Created by Trader Joe's United Picture
  • Tell bb.q chicken to stop hiding from justice!
    Dear Tao Chen and Kyoungin Yoon,  On behalf of a group of workers employed at your bb.q Chicken franchises in Allston and Lowell, we demand that you pay them the overtime premium pay they are legally entitled to under the Fair Labor Standards Act. The workers have shared credible reports and proof showing that they have unpaid overtime wages totalling over $200,000. The Brazilian Worker Center (“BWC”) is a community-based organization that advocates for workers’ rights. Building Justice, a committee of BWC worker-members, champions wage dignity for workers in low-paying jobs. We are joined in this letter by the Brazilian Women’s Group (“BWG”), which, like BWC, supports workers in low-paying jobs, and has supported the bb.q workers throughout this process.  We, the undersigned, demand that you respond to the legal claim filed by these workers in Suffolk Superior Court (Docket # 2584CV01369) and pay any wages owed. We also demand that you post notices in your businesses explaining to all your workers, in their first languages, their entitlement to overtime wages according to the Fair Labor Standards Act.
    2,993 of 3,000 Signatures
    Created by Building Justice Picture
  • Petition for Standardized On-Call Practices and On Call Manager Support
    On-call managers play a critical role in ensuring continuity of care, yet current practices leave us exhausted, underpaid, and unsupported. We are expected to cover entire weekends without relief, receive middle-of-the-night calls for issues that could wait until office hours, and manage responsibilities beyond the scope of on-call. This system creates chronic sleep deprivation, interferes with childcare, meals, and rest. We are calling for fair compensation, standardized communication, and structural support. Offices must provide daily handoff reports, use app features consistently, and clearly explain the on-call role to families and aides. Managers deserve a hybrid pay model (flat stipend + hourly pay for active work), answering service support to filter non-urgent calls, and the option of fairer schedules (weekday/weekend or day/night splits). These changes would improve trust with families, protect manager health and well-being, and provide clarity and fairness across offices. On-call managers should not be forced to sacrifice their health, sleep, and family life for unsustainable flat pay. It’s time for leadership to adopt reforms that respect the vital work on-call managers provide. Purpose We, the undersigned, request that the company adopt standardized policies and practices regarding on-call management to improve communication, transparency, fairness, and quality of life for managers. Issues Identified 1. Inconsistent Communication from Offices - Lack of clear handoff reports creates confusion and delays in service. - Hospitalization updates and available aide information are not always communicated in real time. 2. Unclear Role Expectations - Managers are expected to perform ongoing hourly tasks beyond the intended scope of on-call. - No universal use of the 'Offer' function in the scheduling app, leading to inconsistency across offices. 3. Lack of Transparency with Families and Aides - Families and aides do not always receive clear explanations of the on-call function, leading to misplaced expectations and unnecessary conflict. 4. Compensation Concerns - Current pay models do not adequately reflect the workload, stress, and responsibility associated with on-call management. - Some offices warn managers to 'only cover their office,' yet the average pay of ~$10,000 per office annually is not sufficient to tie up a manager’s nights and weekends for just one office. 5. Sleep Deprivation and Health Risks - On-call managers are frequently woken multiple times throughout the night, resulting in very little rest for flat pay. - Calls that could reasonably wait until office hours are still routed directly to managers late at night or early morning. 6. Interference with Daily Life and Family Obligations - Managers often cannot engage in normal life activities such as showering, cooking, grocery shopping, childcare, or resting without being interrupted by phone calls. - Weekends and evenings become consumed by unpredictable and high-stress demands. 7. Cumulative Burnout and Lack of Backup - Prolonged on-call assignments without backup coverage contribute to fatigue, stress, and increased risk of burnout. - Managers face disproportionate liability compared to their compensation. 8. Lack of Personal Introduction and Integration - On-call managers are never properly introduced to office staff, aides, or families, which undermines trust and communication. Proposed Actions 1. Standardized Handoff Reports - Daily updates including hospitalizations, available aides with max hours/rates, and pending issues. 2. Required Use of App Features - All offices must consistently use the 'Offer' function for scheduling. 3. Training & Acknowledgment - All staff must complete training on on-call procedures and sign acknowledgment forms. 4. Transparency with Families and Aides - Standardized scripts/information sheets must clarify the role and limitations of on-call. 5. Fair Compensation Model - Hybrid model: flat stipend + hourly pay for active work. - Offices requiring single-office coverage must increase pay. 6. Answering Service Support - Use answering services to triage calls. - Hold non-urgent calls until 4–5 AM or office hours. - Only urgent calls should reach managers overnight. 7. Clear Role Boundaries - On-call managers should not perform routine office work. 8. Mandatory Introduction Protocol - On-call managers must be introduced to the staff and aides they support. 9. Proposed On-Call Schedule Models (Examples, Not Requirements) - Weekday/Weekend Split (Sun–Wed vs. Thu–Sat). - Day/Night Split (5 AM–5 PM vs. 5 PM–5 AM). - Weekend Partition (Sat/Sun divided into two 12-hour shifts). - Offices should adapt these options as needed but must formally present them. Conclusion By implementing these changes, the company can: - Ensure better communication and continuity of care. - Provide clear expectations and boundaries for managers. - Establish fair compensation models that reflect actual work performed. - Improve trust and transparency with aides and families. - Protect managers’ health, safety, and family life by reducing disruptions and sleep deprivation. - Foster professional respect and accountability by integrating on-call managers into supported teams. We respectfully request leadership to review.
    3,024 of 4,000 Signatures
    Created by BHHC On Call BHHC