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  • Stop Outlier AI (Scale AI) from Withholding Earned Wages from Contractors
    We are calling on Outlier AI and Scale AI leadership to immediately stop the practice of closing contractor accounts without notice and withholding earned wages. Hundreds of contractors around the world have completed legitimate AI training tasks in full compliance with Outlier AI's guidelines, only to have their accounts suddenly closed with no warning, no explanation, and no appeal process — and their earned balances withheld. This is not an isolated incident. It is a systematic pattern of wage theft targeting international contractors who have limited legal recourse. We demand that Outlier AI and Scale AI: 1. Release all withheld earned balances to affected contractors immediately 2. Provide clear written explanations for any account closures 3. Establish a fair and transparent appeal process 4. Stop closing accounts without notice during pending payment periods Formal complaints have been filed with the FTC and FBI/IC3. Class action lawsuits are currently active against Scale AI and Outlier AI. We will not stop until every contractor receives the wages they have rightfully earned.
    3,043 of 4,000 Signatures
    Created by Mohamed Mostafa
  • We want our hours back and a show of appreciation.
    Why are you cutting so many of our hours? And why are you cutting hours on people who have been in your company for years 32 to 35 years? And why are you so disrespectful to the elders? Who again have gave half their life's or better to work for you. A multi million making company who has more money that they can spend. We're as i can't buy food or pay my bills. 67 year old single women who is about to be without a car and home. How do you people sleep at night.
    1 of 100 Signatures
    Created by Wilma Royston
  • Save MST across cambridgeshire
    The trust’s Cambridgeshire MST have worked tirelessly to provide exceptional teaching and support across Cambs and have become an invaluable source of support and knowledge. Please sign to show your support and inform the trust of their unacceptable decision redeploy and reduce their effectiveness where this hard earned resource that came about as a direct result of staff requests for continuing  education and training. 
    188 of 200 Signatures
    Created by Leajo Phillipson
  • 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.
    3,992 of 4,000 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.
    3,883 of 4,000 Signatures
    Created by Justice At Amazon
  • Letter from Current and Former Oracle Employees of Oracle
    We are a group of Oracle America employees who were notified of termination and forthcoming severance details on March 31, 2026. Based on available information, we believe the proposed severance package is not equitable to similar industry RIFs in the United States. We are committed to advocating for a more fair outcome, and we hope you will join us. If you have been laid-off on March 31st, please sign this letter here: https://forms.gle/DrhcvsZ9gQ3bFF2K9 If you are supportive of this effort, and are part of the general public or a current Oracle employee. Please sign this broader petition on Coworker.org to show your support. ---- Dear Oracle Leadership: This letter is a formal demand from a collective of former Oracle employees terminated on or around March 31, 2026. While we have given Oracle years of loyalty and sacrifice out of a genuine belief in our work, we find the current severance package to be significantly inferior to industry standards. We have also identified serious legal deficiencies in the separation process. We demand immediate remediation. The affected employees include cancer patients, pregnant employees, workers on active medical leave, service members and veterans, H-1B visa holders now facing deportation, employees with disabilities, employees within months of RSU vesting, and individuals with decades of service — many have been excluded from WARN protections and therefore only given nine days’ notice with inadequate support. Our specific demands are as follows: 1. Increased Severance. Current severance is materially below industry standard. Oracle must increase the base package to 16 weeks plus two additional weeks per year of service, with calculations based on total cumulative tenure, not the most recent hire date. 2. RSU Acceleration. RSUs represent earned compensation, not discretionary benefit. Employees were explicitly directed by leadership to consider equity as part of their total compensation, in lieu of promotion and pay raise. Oracle must accelerate vesting for all RSUs scheduled to vest within 6 months of separation, or provide pro-rated equity in lieu thereof. 3. Extended Healthcare Coverage. Terminating health insurance ten days after a layoff notice is inadequate. Oracle must provide a minimum of six months of fully subsidized COBRA coverage, unconditionally, and must not condition any healthcare benefit on execution of the severance agreement. 4. WARN Act Compliance. Oracle’s classification of employees as "remote", in many cases retroactively and without notice, to avoid WARN Act obligations is legally disputed and factually contested. Employees who reported to managers in covered worksites, and who received no WARN notice while colleagues on the same team did, have direct legal claims. Oracle must treat affected remote workers as employees of their reporting worksite and provide the full 60-day notice period as compensation separate from and in addition to severance. State-specific statutes in California (60 days), New York (90 days), New Jersey (90 days), and other applicable states must also be observed. 5. H-1B Visa Support. Oracle must convert the severance period to active employment status through at least June 1, 2026 for all H-1B employees, file or support transfer of pending H-1B petitions, and provide dedicated immigration assistance. 6. Narrowed Waivers and Removal of Non-Competes. The severance agreement’s broad legal release is of questionable enforceability in multiple jurisdictions. Oracle must narrow the release and waive all post-employment non-compete and restrictive NDA obligations that impede re-employment. 7. ADA and FMLA Review. Employees terminated while on or recently returning from protected leave must be individually reviewed for compliance with the ADA, FMLA, and applicable state statutes. Oracle must identify all such employees, reinstate those wrongfully terminated, and provide full relief, in accordance with the law. 8. Transition services. Employees must be given minimum six months of outplacement services for career counseling and immigration support; or a minimum $5,000 per employee in retraining allowance, by employee choice.   A substantial number of employees have not signed the current agreement. We are prepared to resolve these matters directly and privately. We request acknowledgement of this letter no later than 5:00pm PT on Tuesday, April 21, 2026 and a meeting scheduled with HR, Legal, and Executive leadership by the end of the week. Please contact us at [email protected] to schedule. Oracle is hereby placed on notice to preserve all documents, records, and communications relating to this reduction in force.  We have thus far chosen to pursue resolution privately and directly with Oracle. However, should these demands not be meaningfully addressed by the April 21 deadline, affected employees are prepared to share their experiences publicly. This situation has already drawn media and political interest, and the terms Oracle sets here will be noted by its current workforce, prospective employees, and customers. We remain hopeful that Oracle will act in good faith and that a public airing of these matters will not be necessary. With respect and expectation of good faith engagement, The Core Group [email protected]
    582 of 600 Signatures
    Created by Oracle Workers Collective
  • 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
    3,553 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
    2,934 of 3,000 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.
    2,588 of 3,000 Signatures
    Created by David Wilson
  • Purposeful Request for Leadership Review and Board Action
    To: The Board of Directors, Christ Community Health Services (CCHS) From: The Medical, Dental, and Behavioral Health Providers of CCHS Subject: Purposeful Request for Leadership Review and Governance Action Dear Members of the Board, Purpose of This Letter We write as the providers of Christ Community Health Services with deep commitment to our Christ centered mission in Shelby and Madison Counties. The purpose of this letter is clear: -To formally issue a Vote of No Confidence in the current Board Chair and request his resignation from the Board of Directors within 1 week of the date of this letter. To request the revision of the CCHS Board bylaws to include term limits for board members.  This request arises from our duty of stewardship to our patients, our community, and the integrity of this ministry. ⸻ Governance and Leadership Concerns Repeated CEO turnover in recent years has created instability in patient care, recruitment, and organizational direction. When operational leadership is ineffective, no CEO will thrive. The persistence of operational breakdowns at CCHS suggests that the deeper issue has not been fully examined. We are also concerned about governance practices that affect objectivity and fairness. While we have had significant turnover at the CEO position, the current board chair has remained as the head of the Board, either in the chair or vice chair position for over a decade without accountability. Long term Board service reflects commitment, but extended tenure, particularly in the role of Board Chair, can unintentionally create partiality, group alignment, and reduced independent oversight. Healthy governance requires rotation, fresh perspective, and accountability structures that prevent even the appearance of bias. Additional concerns include: 1. The transition of a Board member into the permanent CEO role without a competitive search, creating the appearance of compromised oversight. 2. Governance processes that may not fully reflect best practices for a Federally Qualified Health Center, including transparency and representative patient membership. ⸻ Our Specific Requests To protect the integrity and future of CCHS, we respectfully request: 1. The resignation of the current Board Chair and appointment of interim leadership aligned with HRSA governance standards.  2. A comprehensive review of Board governance structure to ensure compliance with federal FQHC standards and best practices, including appropriate term limits and patient representation.  3. A formal objective investigation of board oversight of operational management and reporting structures with a focus on patient safety. We remain devoted to our patients and to the Christ centered calling of this ministry. Our request is principled and mission driven. We believe these steps are necessary to restore trust, stability, and operational excellence at Christ Community Health Services. We respectfully urge timely and courageous action.
    3,187 of 4,000 Signatures
    Created by CCHS Providers
  • Demand Immediate Action to End Workplace Harassment, Discrimination, and Wage Violation at CFS
    I am writing to formally request urgent action regarding ongoing severe issues within our workplace that threaten the safety, dignity, and legal rights of employees. These issues include allegations of harassment, discrimination based on race and gender, retaliation against staff who raise concerns, wage and payroll violations, and an overall unsafe work environment. Despite raising these concerns through various channels, there has yet to be a meaningful response or resolution. The current leadership, including the CEO and President, are directly implicated in some of these behaviors, which exacerbates the problem and undermines trust in the organization’s commitment to a respectful and lawful workplace. What Needs to Happen Immediately: Conduct an impartial and comprehensive investigation into all allegations, particularly those involving the CEO and President. Suspend or place on leave any individuals found responsible, pending the outcome of the investigation. Implement protective measures to shield employees from retaliation or further harassment. Address payroll and wage issues promptly, correcting any errors in tax filings, overtime pay, and time clock malfunctions. Review and strengthen policies related to harassment, discrimination, and workplace safety. Keep employees informed and engaged throughout the process. We trust that the Board and leadership will prioritize the well-being and rights of employees and act decisively to restore a safe, fair, and compliant work environment. Thank you for your immediate attention to this urgent matter.
    4,184 of 5,000 Signatures
    Created by Anonymous Anonymous