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  • 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.
    3,818 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.”
    5,098 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.
    5,857 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.
    15,846 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.
    2,984 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.
    3,020 of 4,000 Signatures
    Created by BHHC On Call BHHC
  • Unionize New Ulm 3M!!!
    I’m writing this as someone who’s exhausted—not just from the work itself, but from the environment 3M has created around it. Right now, burnout is everywhere, and management seems either unaware  The people still here are covering extra work without extra pay, and the pressure never lets up. Meanwhile, leadership continues to communicate poorly, enforce policies inconsistently, and show little to no compassion when employees are clearly struggling. Morale is low because management feels disconnected, reactive, and often dismissive. People aren’t quitting because they’re lazy—they’re quitting because they’re tired of being treated like they don’t matter. If 3M wants to retain good employees, it needs to start by valuing them—through better communication, fair treatment, and a real effort to reduce burnout. Sincerely, A Burned-Out Employee
    1 of 100 Signatures
    Created by Elizabeth Darcy
  • Call on employers to protect workers and stand against destructive immigration policies
    Destructive immigration policies are taking a toll on workers and the U.S. economy as a whole. Immigrants are afraid to go to work. Labor shortages are impacting the entire workforce. Communities are being ripped apart.  Federal Reserve Board Chair Jerome Powell stated that the current immigration crackdown and restrictive border policies are causing a slowdown in the American economy. The White House’s policies are causing wages to decrease in sectors where immigrant workers usually contribute to above-average wage growth. Many employers, especially in healthcare, childcare, and construction, are struggling to find workers.  While workers and the economy suffer, many employers in the U.S. are exploiting the system on both sides. Big corporations take advantage of the country’s broken immigration system and exploit workers, especially undocumented immigrants. This vicious cycle and the intensifying violence against immigrants calls for action. Executives should no longer sit back and exploit the laws and exploit working people (all while they face no accountability for breaking labor laws). Employers and their companies have an interest in taking action now to combat mass deportations — so they have the workforce they need and a healthy economy. In taking action, employers will also protect workers, working conditions, and stand for immigrant justice.
    3,095 of 4,000 Signatures
    Created by Immigrant and Labor Justice
  • Stop the Use of Biased AI in Hiring
    Employers across the U.S. are using automated algorithms to screen job applicants — but these tools often replicate and amplify the same systemic biases we’ve been fighting for decades. AI and algorithmic screening tools routinely filter out marginalized applicants: BIPOC candidates, disabled workers, those with nontraditional resumes, job gaps, or “ethnic” names. These systems are opaque, unregulated, and deeply discriminatory — yet they are being used every day to decide who gets hired and who doesn’t. We are calling for: • A moratorium on the use of unregulated AI in hiring • Full transparency: Employers must disclose when automated tools are used • Fairness audits and human review for any AI-driven decision-making in the hiring process Everyone deserves a fair shot at employment — not a silent rejection from a biased algorithm. Sign this petition if you believe that hiring should be human, transparent, and just.
    3,741 of 4,000 Signatures
    Created by Alvina Ahmed
  • Stand with air traffic controllers and keep air travel safe!
    It has been a deadly year for flyers. Staff shortages and outdated equipment have FAA air traffic controllers feeling the brunt of long-standing, systemic problems in US air travel. In May 2025, Newark Liberty International Airport had days of large-scale delays and cancellations because of air traffic controller shortages. Why was there such a shortage? Equipment failures at Newark caused controllers to temporarily lose communication with pilots; a situation that could’ve led to catastrophe and loss of life. A number of air traffic controllers had to take trauma leave. What happened at Newark is the worst of what air traffic controllers experience across the country. 99% of air traffic control facilities in the U.S. are operating below recommended staffing levels. Outdated equipment and systems, poor working conditions, and understaffing are leading to a crisis for controllers.
    9,585 of 10,000 Signatures
    Created by Air Travel Safety
  • Protect New York City Sick Leave Laws (ESSTA)
    We urge New York City Council Members to review, amend, and sign a Letter of Legislative Intent clarifying that the purpose of Local Law 22 is to ensure that all workers facing clear violations of the Earned Safe and Sick Time Act (ESSTA) can be reinstated before final judgment, through timely court intervention. We support Local Law 22. We support the right of all NYC workers to enforce their safe and sick leave protections as violations happen, not years later.
    218 of 300 Signatures
    Created by Protect ESSTA
  • Porter Medical Center Health Professionals
    Mission Statement We, the health professionals of the Porter Federation of Nurses and Health Professionals, are committed to advocating for the rights, well-being, and professional integrity of our members. Our mission is to: 1. Ensure Equitable Compensation and Benefits: Advocate for fair and competitive wages within each unique health profession, along with comprehensive benefits that support all members across our diverse workforce.   2. Improve Working Conditions: Secure supportive, sustainable environments.   3. Advance Professional Development: Support ongoing learning and career growth   4. Champion Patient Care: Address systemic issues that affect care quality and access.   5. Strengthen Our Collective Voice: Influence policies that impact our work and communities.   6. Uphold Diversity, Equity, and Inclusion: Foster a union where every member is seen, heard, and valued.
    6 of 100 Signatures
    Created by Jon Ford