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  • Casa Bonita Diver Safety
    Currently there are no safety protocols or injury prevention, rehabilitation, tracking, or system for the Dive Team at Casa Bonita. Emergency Action Plans were submitted on December 11th, 2023 and were submitted to legal December 18th, 2023. We were told it would be a two week turn around from that date. There has been no response from legal or upper management since submission. In the meantime, the Dive Team has been denied any ability to practice safety drills and skills by upper management. There is no interim plan and if an emergency occurred there would be no way to safely make a rescue. The dive team has now been diving for 10 months with no approved safety plan. Additionally, there is no system in place that helps manage over use and repeat use injuries. Aqua Captain had submitted several options for Physical Therapy for the dive team since September 5th, 2023 and none have been approved. Workman’s compensation policy does not cover these injuries because frequently divers can adjust dive style to minimize effects on the injury or they can work Dive ASM shifts. The goal is to create a program where we provide PT to divers and assess their progress. Based on injury level and recommendations, make decisions on if they can do altered dives or need to be out of the water. The goal is to create longevity for the team as their is no off season for performance at Casa Bonita. The expectation from the dive team is that our health and safety is considered while at work. We need approved EAPs and a clear plan moving forward to deal with injuries specific to our team.
    1,995 of 2,000 Signatures
    Created by Bethel Lindsley
  • Goodness can only grow in a fair work environment
    Hello, my name is Mza Anderson (Zay) and I am employed at Sprouts Farmer's Market Store #454 in Palmdale, California. I would like to address the unfair work conditions that myself and many of my colleagues are currently facing. It is unjustified when workers are burdened with additional responsibilities and tasks without receiving proper compensation throughout the store. Furthermore, we are discouraged from taking sick leave or requesting time off, even if we provide a two-week notice, due to fear of retaliation and reduced hours. The weekly schedule is subject to change at the whim of store or department managers, making it difficult to plan our lives outside of work , even after the release of a schedule. Instead of prioritizing internal promotions or distributing hours among loyal employees who have been with the company for a longer duration, our employer tends to hire externally or bring in new employees. Unfortunately, any concerns raised with the store manager remain unanswered. Additionally, employees are often shifted between departments without receiving any pay raises. Gender pay disparity is also evident when it comes to hiring wages, with women being notably underpaid. Certain employees who have been with the company for a shorter period and perform less work are receiving multiple merit pay, which clearly indicates bias. The lack of understanding and support from management creates a significant disparity in workload and performance expectations, leading to a hostile work environment. Racist remarks have been made, further exacerbating the situation. It has come to my attention that not all managers receive bonuses in the same manner as others. There has been tension and arguments regarding missing products without any supporting evidence. Managers often overload employees with tasks that cannot be completed individually or fall outside the scope of their designated roles, and then express dissatisfaction when employees take breaks or there legally provided lunch break just because it’s not convenient to them. This company has consistently violated its own policies. If these claims apply to you as a current , past , or different location team member feel free to support our cause in creating a better and improved work environment. To tackle this : * More employees should be held accountable * wages should be compensated to who they are due to * Lunch and rest break policies shouldn’t be broken by management * Management should be more supportive by taking action against open issues * Hours should be consistent for employees with previous history within the company * Hours shouldn’t be a tool to retaliate against employees * Promote within more often to employees who’ve been consistent with the company * Schedules shouldn't change after release * some workers suggest to advocate for unionization with the company * Favoritism should be non existent * Equality between all age , gender , & race divisions
    2,402 of 3,000 Signatures
    Created by Mza Anderson
  • Addressing Critical Payroll Issues At Telus
    Dear Wade, Terry, Tony, and Sandy It is with profound disappointment and a growing sense of distrust that we address the chronic payroll issues persisting over the past four pay periods. Despite repeated assurances and promises of rectification, we find ourselves in a disheartening cycle of letdowns and unfulfilled commitments. These pay discrepancies represent a direct violation of Article 13 of the collective agreement between the Union and Management. This ongoing issue that has yet to be properly corrected, demonstrates the absolutely inept decision making at Telus and its complete disregard for the lives of its employees who have children to feed and mortgages to pay. The combined impact of the companies insistence on pay raises that don’t keep pace with inflation, with the present situation regarding an absolutely pitiful display of bookkeeping, is resulting in detrimental effects on the employees that rely on a steady paycheque to keep their families afloat. Our specific concerns include: 1. **Negative Paychecks and Underpayments:** Numerous employees have received negative paychecks and severely underpaid wages, causing financial strain and uncertainty. 2. **Missing Overtime and Premium Payments:** Many employees are experiencing a lack of compensation for overtime work and Sunday premiums, which is both demoralizing and a clear breach of the agreed-upon terms. 3. **Deduction Errors:** The failure to deduct for the company stock purchase program as well as other critical deductions further compounds the inaccuracies, impacting our financial planning and investment strategies. We are hereby requesting the following actions: 1. **Immediate Reimbursement:** Immediately rectify and reimburse all missing wages owed to affected employees due to the faulty pay system. 2. **Penalties for Stress Incurred:** Acknowledge the significant stress and financial strain imposed on employees and immediately put in place an employee compensation plan to reimburse employees for their undue stress and time put in towards dealing with the uncertainty of pay related errors. 3. **Systematic Review and Improvement:** Undertake a thorough review of the pay system, addressing the root causes of these issues, and implement comprehensive measures to prevent their recurrence immediately. We want to emphasize that the impact of these ongoing challenges is not limited to the financial sphere; it permeates the morale and commitment of the entire workforce. The frustration is palpable, and the disappointment is tangible. We implore management to recognize the toll this ongoing situation has taken on employees and to expedite tangible solutions. We are beyond mere promises; we need actions that reflect a genuine commitment to rectifying these issues and restoring the trust we have lost. Thank you for your immediate attention to this matter.
    2,173 of 3,000 Signatures
    Created by Telus Employee
  • Democratic Control of REI Co-op Matters!
    We, concerned members of REI Co-op, believe it is crucial for the health of our cooperative that our Board of Directors act in accordance with the central principle all cooperatives are founded on, “democratic member control.” As REI Co-op has grown, this main principle has been significantly weakened by Board actions and no longer plays a critical role in the governing practices of our co-op. As a result, co-op members need a genuine voice in our co-op's governance affairs, and REI's Board should be held accountable for its actions. Fortunately, a 'little-known' Article in our bylaws gives members the right to directly submit initiatives on the ballot for a popular vote of the membership during annual elections. We are putting this article to the test by exercising our right to introduce initiatives on next year’s ballot that will ensure that REI remains a cooperative with actual 'democratic member control.' There is one caveat; however, this petition needs overwhelming support to ensure the following initiatives will be approved by REI's Board as "an appropriate matter for members to consider or act upon" in the upcoming 2024 election. Initiative #1: Board of Directors Composition We are proposing an amendment to REI’s Bylaws that would add a Member Nominated Director (MND) to the board composition. A MND is a board seat reserved for REI members not selected or recommended by REI’s Nominating Committee to serve on the Board of Directors. Members who desire to serve on the board and meet the eligibility requirements would be allowed to do so through the petitioning process customary for cooperatives when filling member-nominated Board seats. It is standard practice for cooperatives to have several MNDs serving on the Board to ensure democratic member control is preserved. REI has none. All of the directors on the REI Board are hand-selected by the Nominating Committee, who are also Board Directors. When Board Nominees run during the Annual Board of Directors Election they run unopposed, thus guaranteeing they'll be elected or re-elected. While this is a customary practice for cooperatives, it is NOT customary for the 'entire' Board to be composed of people only authorized by the Board of Directors. Most cooperatives have a minimum of 2 MND seats on the board. Larger cooperatives typically have 4, but in some cases, 6. It's highly unconventional for a cooperative NOT to have any directors on the board who are member-nominated. Should this proposed initiative make it onto next year's ballot and win the popular vote of REI's membership, not only would our Board composition 'begin' to resemble a more 'authentic' cooperative board, REI members would regain a 'degree' of democratic control at our cooperative, the most critical principle on which all co-ops are founded on. Initiative #2: Bylaw Amendments We are proposing another amendment prohibiting REI’s Board from changing our co-op's bylaws without REI's membership having the opportunity to vote in favor or against ANY amendments under consideration during the Annual Board of Directors Election. This proposed initiative is essential for checks and balances, overall board accountability, and the health of a 'member-owned' cooperative. As our co-op has grown, 'true' democratic member control has been eliminated. This is evidenced in how our co-op's bylaws have been altered by REI's Board over the years without our knowledge and without members being given notice or an opportunity to weigh in on the changes through a popular vote. As a result, members no longer have an active voice in how our co-op is governed and operated. Democratic member control is virtually non-existent. Furthermore, the abandonment of a democratically controlled cooperative process in favor of a for-profit corporate governance model has centralized power in the hands of a few who govern in an authoritarian manner without notice of accountability to its membership. The Board must be stripped of its ability to make amendments to the bylaws without notice unilaterally and without a majority vote of the membership in favor of such modification. While it isn't unusual for a board to have the power to modify bylaws that they feel are in the best interest of a business, our directors have abused this power. REI's Board must be held accountable to its membership and members must be allowed to weigh in on changes under consideration to our bylaws. Please contact us if you'd like more insight into what these initiatives will look like in practice. This is an abbreviated version of our petition. The petition that we will submit to REI's Board includes more details that might interest you.
    2,738 of 3,000 Signatures
    Created by Aisling Concannon, Owen Murray and Brian Brown Picture
  • Amazon Returns are killing Staples workers
    We need more budgeted hours to add more employee coverage, or we need to stop accepting Amazon returns. We simply cannot perform our jobs because of lines of Amazon returns. They brought in more foot traffic, but there are ways to do that without strengthening our greatest competitor and throwing away our productivity. Implement a teacher discount program forever, and the community will fall in love with us. Our foot traffic will go up, the community will rally behind us and recommend us, and we will be offering greater value to our customers. Veterans matter too. Tap into that untapped resource and stand out among retail stores! Those who support teachers and veterans are an American institution, and customers fervently believe in that.
    4,944 of 5,000 Signatures
    Created by Staples Worker
  • Tell Trader Joe's: Provide Proper Lactation Spaces for Your Workers!
    In September 2023, a former Trader Joe’s crew member named Julia Hammer sued Trader Joe’s for pregnancy discrimination and retaliation, saying that the company failed to provide a proper space to pump while she was nursing. The space Trader Joe’s did provide? A dusty mechanical room that also served as a space for everything from prayer to job interviews–meaning that Julia couldn’t even access this room sometimes when she needed to pump. Not only that, but the room didn’t lock from the inside, causing Julia to be walked in on by management while pumping. To add insult to injury, Trader Joe’s kicked Julia off of her health insurance while she was a new mom, claiming that because of her maternity leave, she hadn’t worked enough hours to qualify for health care.
    7,824 of 8,000 Signatures
    Created by Trader Joe's United Picture
  • Global Citizens For Justice Against TikTok: We Stand With Nnete Matima
    TikTok/ Bytedance has made many performative and false claims of celebrating diversity and inclusion. However, racism, discrimination, bullying and toxicity are deeply ingrained within its company's culture. On September 21, 2023, I filed a civil rights complaint with the Equal Employment Opportunity Commission against TikTok / ByteDance for the racial discrimination and retaliation that I faced while employed with the company. No worker should have to experience the kind of racism and retaliation that I suffered at TikTok. I was bullied, harassed, and despite being a top performer, had my performance and performance evaluation sabotaged. I was called racial slurs. When I complained to HR and Ethics, I was retaliated against and terminated. Workplace discrimination, harassment and bullying are common problems that we must eradicate! Let's stand together and show TikTok that racism and abuse have no place in the workplace and we are not going to take it!
    1,426 of 2,000 Signatures
    Created by Nnete Matima Picture
  • Safe Working Conditions in Walgreens Pharmacies to Protect Patient Safety
    We, Walgreens Pharmacists and Pharmacy Workers across the nation, demand safe working conditions to protect the communities we serve. We are asking all Walgreens leadership to remove all non-essential workflow tasks until there is market stabilization, across the entire nation. For over a decade, Walgreens pharmacy staff have been subject to poor, dangerous working conditions. The media has reported on the horrible result of prescription errors that occur when these systems are chronically and willfully understaffed. Work conditions have deteriorated exponentially since the pandemic, with less staff and shorter hours despite the increase in services, including COVID testing and vaccinations. A recent walkout at a dozen Kansas City CVS pharmacies highlighted the severity of this issue and how urgently it needs to be addressed, particularly as we head into cold and flu season. Without immediate changes to improve working conditions and patient safety, a nationwide walkout across all big chain pharmacies is unavoidable. We demand that all non-essential workflow tasks be removed across the industry, nationwide, while working conditions stabilize. This includes, but is not limited to: transparent and supportive leadership, consistent open pharmacy hours, limiting vaccination appointments to 4 per hour, and no rerouting of work to other stores. We are again asking to be able to provide SAFE access to care for our patients so that we can consider the welfare of humanity and relief of suffering our primary concern. This can promptly begin with additional staffing support, but does not end here. Pharmacy closure is our last option to keep our patients safe and advocate for change that improves patient care. We do not want to deny access to care; that is not our intent. But the care we provide has to be safe for our patients, your customers. Patient safety is non-negotiable. That is our pharmacist’s oath to hold ourselves and our colleagues to the highest moral, ethical and legal conduct, and we intend to keep it.
    5,670 of 6,000 Signatures
    Created by PizzaIsNotWorking CA admin
  • Safe Working Conditions in CVS Pharmacies to Protect Patient Safety
    We, CVS Pharmacists and Pharmacy Workers across the nation, demand safe working conditions to protect the communities we serve. We are asking all CVS leadership to remove all non-essential workflow tasks until there is market stabilization, across the entire nation. For over a decade, CVS pharmacy staff have been subject to poor, dangerous working conditions. The media has reported on the horrible result of prescription errors that occur when these systems are chronically and willfully understaffed. Work conditions have deteriorated exponentially since the pandemic, with less staff and shorter hours despite the increase in services, including COVID testing and vaccinations. A recent walkout at a dozen Kansas City CVS pharmacies highlighted the severity of this issue and how urgently it needs to be addressed, particularly as we head into cold and flu season. Without immediate changes to improve working conditions and patient safety, a call for a nationwide walkout is unavoidable. We demand that all non-essential workflow tasks be removed across the industry, nationwide, while working conditions stabilize. This includes, but is not limited to: transparent and supportive leadership, consistent open pharmacy hours, limiting vaccination appointments to 4 per hour, and no rerouting of work to other stores. We are again asking to be able to provide SAFE access to care for our patients so that we can consider the welfare of humanity and relief of suffering our primary concern. This can promptly begin with additional staffing support, but does not end here. Pharmacy closure is our last option to keep our patients safe and advocate for change that improves patient care. We do not want to deny access to care; that is not our intent. But the care we provide has to be safe for our patients, your customers. Patient safety is non-negotiable. That is our pharmacist’s oath to hold ourselves and our colleagues to the highest moral, ethical and legal conduct, and we intend to keep it.
    5,107 of 6,000 Signatures
    Created by PizzaIsNotWorking CA admin
  • Rehire Illegally Fired Union Activists
    On September 13, 2023, SkyWest Airlines illegally fired Flight Attendant union activists Shane Price and Tresa Grange. We demand that SkyWest immediately rehire Shane and Tresa and cease efforts to intimidate workers who are legally working to form a union.
    6,766 of 7,000 Signatures
    Created by SkyWest AFA
  • Corporate Members: Escape the U.S. Chamber of Commerce + Support Climate Policy Progress
    Sign this petition urging corporate members of the U.S. Chamber of Commerce to stop obstructing climate policy by leaving the U.S. Chamber and leading on climate advocacy. We call on companies who are members of the U.S. Chamber of Commerce to leave the Chamber and lead by calling out the trade association’s climate obstruction and advocating consistently and forcefully to counter its influence. Being a dues paying member and/or serving on the Chamber’s board of directors undermines a company’s climate reputation and directly bolsters and supports the Chamber’s obstruction of climate action. That’s why I’m asking pro-climate dues-paying members to leave the U.S. Chamber of Commerce and lead on climate policy. Serving on the Chamber’s board of directors undermines a company’s pro-climate reputation, given its opposition to key policies like the Inflation Reduction Act and the EPA’s proposed limits on methane and power plant emissions. The Chamber even supported the Willow Project, which if completed would release 9.2 million metric tons of carbon pollution into the atmosphere each year. If companies remain in the Chamber, and don’t distance their company from these actions, they are complicit in this obstruction. Pro-climate companies should publicly distance themselves from the U.S. Chamber of Commerce’s positions and statements that do not align with strong climate action and leadership. These companies should consistently and forcefully lobby for bold and just climate policies at the federal, state and local levels, align our political contributions with climate leadership and action, and lead pro-climate coalitions in advocating strongly for pro-climate policies.
    2,237 of 3,000 Signatures
    Created by Climate Voice
  • Solidarity with Entertainment Workers
    Workers at SAG-AFTRA – a union representing more than 160,000 entertainment professionals — are on strike. The strike coincides with the writers strike led by the Writers Guild of America. This marks the first time since 1960 that Hollywood actors, voice artists, other entertainment workers and writers have gone on strike simultaneously. This historical and critical moment in the labor movement isn’t just about whether or not our favorite TV shows and movies will be made – it’s about the dignity of working artists. Entertainment workers are being paid what they deserve and are fighting back! Sign now to show your support for entertainment workers!
    3,728 of 4,000 Signatures