No campaign can be found for "".
You might be interested in these petitions
-
Stop the Use of Biased AI in HiringEmployers 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 of 100 SignaturesCreated 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 Staff shortages and outdated equipment have FAA air traffic controllers feeling the brunt of long-standing, systemic problems in US air travel.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 Outdated equipment and systems, poor working conditions, and understaffing are leading to a crisis for controllers.9,469 of 10,000 SignaturesCreated by Air Travel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.206 of 300 SignaturesCreated by Protect ESSTA -
Porter Medical Center Health ProfessionalsMission 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.1 of 100 SignaturesCreated by Jon Ford
-
Stand with USPS workers and reject Post Office privatizationThe U.S. Post Office and postal workers have faced years of cuts, poor conditions, and threats of privatization. The newest selection to lead the USPS, David Steiner, is a FedEx Board Member, even though FedEx is a direct competitor to the Post Office. Postal workers are already facing a round of 10,000 job cuts. Many USPS workers are forced to deal with what has been described as a “toxic workplace” due to hostile work environments, understaffing, poor treatment of workers, fatigue, and unforgiving schedules. In 2023, reports showed that 59% of early career USPS workers were leaving this toxic environment. Now, competing companies and banks like Wells Fargo want to privatize the Post Office. Privatizing the USPS won’t fix any of the problems at the postal service — it’ll only make things worse for workers. Postal workers have gathered across the country to protest layoffs, hour cuts, workplace conditions, and attempts to make the Post Office a private company.4,446 of 5,000 SignaturesCreated by USPS Worker Protections -
Lularoe please reconsider recent changes to the bonus structureLast week Lularoe implemented changes to their bonus structure that threaten the livelihood of many dedicated leaders like myself. As committed leaders within the company, we rely heavily on the bonus structure to provide for our families and our teams. The new changes have made it virtually impossible for us to receive a consistent and dependable paycheck, which is crucial. Lularoe, once a beacon of empowerment and opportunity, has now placed its leaders in a precarious position. The alterations to the bonus structure not only undermine our hard work but also devalue the time and energy we invest in building the company's success. The modifications are disheartening and risk driving away many of the passionate leaders who have contributed to Lularoe's growth and community. In addition to this, the timing in which they chose to do this couldn't be worse- with the current uncertain economy, inflation and recession. It's essential that Lularoe acknowledges the crucial role its leaders play and compensates them fairly for their efforts. Providing stability through a reliable bonus structure is not merely a gesture of goodwill; it's a recognition of our unwavering dedication and contribution.1,770 of 2,000 SignaturesCreated by Jill Smith -
We Are More Than Secondary Staff, and We Deserve More For ItWE THE PSH AND SODEXO STAFF MAKING UP THE PCA, PCT, UCA, FRONT LOBBY ADMINISTRATION, EVS, DIETARY, TRANSPORT, AND ALL OTHER SECONDARY AND TERTIARY STAFF WILL BE WALKING OUT ON 05/12/2025, THE 205th BIRTHDAY OF FLORENCE NIGHTINGALE, THE FOUNDER OF MODERN NURSING, UNLESS THE PROPOSED CONCESSIONS CAN BE MADE. NOSOTROS, EL PERSONAL DE PSH Y SODEXO QUE COMPONEMOS EL PCA, PCT, UCA, ADMINISTRACIÓN DE ENFERMERÍA, EVS, DIETÉTICA, TRANSPORTE, Y TODO EL DEMÁS PERSONAL SECUNDARIO Y TERCIARIO, NOS IREMOS EL 05/12/2025, EL 205º CUMPLEAÑOS DE FLORENCE NIGHTINGALE, LA FUNDADORA DE LA ENFERMERÍA MODERNA, A MENOS QUE SE PUEDAN HACER LAS CONCESIONES PROPUESTAS. THE HOSPITAL CANNOT RUN WITHOUT US, AND WE ARE NOT THEIR INDENTURED SERVANTS TO TAKE ADVANTAGE OF. EL HOSPITAL NO PUEDE FUNCIONAR SIN NOSOTROS, Y NO SOMOS SUS SIRVIENTES PARA APROVECHARSE DE NOSOTROS. These are our Concessions: Sodexo SHALL NOT employ staff separate from Penn State Health. • EVS and Dietary will become employees under PSH, sharing the same HR and policies maintained. • All staff will have benefits offered by PSH; contracted individuals will be considered separate from PSH and will maintain their contractors benefits and policies, while following PSH work policies. Policies will be directly related to work and be maintained across the entirety of the PSH system. • Policy changes and adjustments will be consulted with and agreed upon alongside councils. • Councils will have direct influence on changes necessary within LMC. Councils will involve members from ALL departments within LMC, unless a council is directly related to requirements outside of departmental/staff scope. Starting pay for all, non-certified employees will be $18 with <1 year experience. • Certified staff will start off at $21 per hour, with <1 year experience. • Courses to certify employees will be put in place, and will be paid for by PSH. • Multiple certifications outside of primary job will increase compensation appropriately. Pay will adjust based on expierence, with a cap at $30 with experience and primary certification alone. • Per year of experience, a $.50 increase will be applied, with experience pay increase capping at $9.00. This discludes hospital-wide annual raises. • ALL hospital-related raises will include all staff, not department or job position specific. • Certification increase will not be affected by experience cap. Councils will be reorganized and improved to allow for collaborative efforts among the multiple councils. • All job positions will have a council that specifically is created for them. • Standard councils (i.e. safety, education, etc.) will include members from all departments/positions. • Leadership’s involvement with the council is to act as advocates. No upper management will be directly affiliated with a specific council. Any time worked over the necessary time (36 hrs for full-time, 24 hrs for part time and PRN) will be considered overtime. • Overtime picked up on a holiday will not counteract the Holiday pay. Any floating of staff to a floor/department outside of their normal will receive the equivalent Float Pool differential. PRN Staff will have the same benefits as Part-time employees, so long as 144 hrs is worked within a 6-week time period, adjusting every 6 months. PRN Staff will have the same pay benefits as fulltime and part-time employees, and will receive all bonuses and differentials likewise. • Certifications/experience pay will be appropriately adjusted to the employee’s pay. Shift differentials will be applied as follows: 1500-2259, $2+; 2300-1059, $2.50+. • All weekend shifts will be an ADDITIONAL $2+. • Overtime with weekend shifts will reflect normal pay before differential. Understaffed departments/floors will receive an hourly $2+ differential for every day understaffed. Policies will be set in place that CLEARLY define positional roles/responsibilities and will only be expected to adjust based on individuals certifications. Education surrounding roles outside of general position will be reinforced through education and compentancy. • Competencies are not equivalent to certifications, but should be encouraged/provided to become certifications. • Competencies are reflected as OUTSIDE of the normal roles/responsibilities. Roles that require certifications will be provided to employees and paid for by PSH, so long as that role lies within the requirements to appropriately fulfill the job duties. • Certifications received that enhance capabilities but are not required will be paid for by employee, but reimbursed after certification is received.3,088 of 4,000 SignaturesCreated by Liam McShea -
Tesla: Stop Risking Workers' LivesFederal regulators recently cited Tesla for serious workplace safety violations after a worker was tragically electrocuted last summer at its Austin auto plant. A lawsuit brought by the worker’s family alleges he was told to inspect electrical panels before they were energized, but that one of the panels already had power which immediately electrocuted him and left him unconscious. This heartbreaking incident isn't isolated—it's the latest slap on the wrist for an alarming pattern of disregard for worker safety at Tesla. Tesla workers report being pressured into hazardous conditions, often without adequate training or safety measures. In Austin, a worker's hand was mangled by machinery, yet supervisors allegedly ignored the injury and continued operations as usual. These aren't mere accidents—they're symptoms of a systemic problem at Tesla. Tesla's board must act urgently to protect its workers. Sign this petition demanding they immediately implement rigorous safety standards at all Tesla facilities.4,398 of 5,000 SignaturesCreated by Tesla Safety Record -
Amazon Workers Deserve Safe WorkplacesIn August 2023 an Amazon warehouse worker was struck on the head by a falling computer desk. He was nauseous and dizzy, but the on-site medical unit only gave him aspirin and ice – so he had to visit an urgent care facility on his own. It’s an extreme example of a really common problem for Amazon workers. Amazon's warehouses have been reported to have injury rates nearly double those of similar facilities. In 2020, Amazon reported 6.5 injuries per 100 full-time employees, while Walmart reported only 3 per 100. Amazon’s profit in 2023 was $30,400,000,000. Their CEO was paid $29,200,000 for a single year’s work. These are profits built on the back of high risk workplaces, and it’s unacceptable that Amazon refuses to spend what’s needed to fix it.11,298 of 15,000 SignaturesCreated by Amazon Injury Watch -
Dollar General - Reverse the 4-day RTO Policy! Bring back remote work!Give us back our flexibility! Embrace remote work! Prior to implementing the 4-day RTO policy, Dollar General's executive team embraced remote work, and the company thrived! Employees had more time to spend with their families, less commute time/time spent in traffic, and it was much easier to hire good talent! Now, with the 4-day RTO policy, employee morale and productivity have collapsed. It is nearly impossible to hire good talent, especially in technical roles. Why are we all coming into the office 4 days per week to sit on virtual Teams meetings? This is absurd! Dollar General wages are already below market, and now you expect us to use our own time and money commuting in traffic 4 days per week? Sign this petition if you want to go back to the flexible arrangement we had from 2020-2022, which were also the best years DG ever had financially as a company. Todd and Kathy, you have an opportunity to be a progressive, innovative retailer! Reverse this mandate and instead encourage our SSC employees to be more involved in the actual stores where help is desperately needed. This 4-day RTO policy will backfire in a massive way because it will inflate SG&A costs and make it nearly impossible to hire any talent.2,350 of 3,000 SignaturesCreated by Sean Givett -
We Need Wage Increases in 2025A new report has put into stark numbers the reality so many workers are facing: 73% of us struggle to afford anything beyond basic living expenses. As housing costs, grocery prices, and healthcare expenses skyrocket, wages aren’t keeping up. It’s such a big gap that experts are now calling it the “Wage Crisis of 2025.” Financial stress is at an all-time high, and many workers are forced to make impossible choices. But here’s the good news: we are not powerless. Last year, in workplaces big and small, workers won wage increases by standing and fighting together. Now it’s time to call for massive wage increases for workers everywhere. The biggest companies in the country are right now reporting big profits to shareholders. We need to use this moment to demand these profits get passed on as wage increases to the workers who made them happen.7,411 of 8,000 SignaturesCreated by Wage Fight Team -
businesses can’t email employees after work hoursThey need to stop emailing and reminding what we have to do during holiday, weekends and after clock3,003 of 4,000 SignaturesCreated by Uyanga Parker
