Search result for "sexual harassment".
  • Papa John's: Address sexual harassment
    The Department of Human Resources needs to be called out. There are thousands of employees getting hurt from the blind eye of this department not doing anything about these types of claims. They don’t care. Something needs to be done.
    4,183 of 5,000 Signatures
    Created by Scared Acanthisitta
  • I’m fighting sexual harassment at Comcast
    Content Warning: The following contains references to experiences of sexual harassment in the workplace. I worked at Comcast for five years, and during this time, my co-workers and I were subjected to lewd comments and unwanted sexual advances by male colleagues. On one occasion, I experienced groping. The culture of sexual harassment at the Comcast call centers I worked at was pervasive and difficult to escape. I felt constant fear and anxiety around certain male colleagues, and would try to avoid and limit contact if possible. I had to develop coping strategies, such as training myself to only listen to work-related words while filtering out words that were sexually driven. It was mentally exhausting. Comcast needs to take these allegations seriously and begin an investigation into sexual harassment and misconduct in Comcast’s call centers and other workplaces immediately. Join me in demanding that Comcast acknowledge its sexual harassment problem and take immediate action to fix it.
    5,119 of 6,000 Signatures
    Created by Rylinda Rhodes Picture
  • Voices are louder together - Stop all harassment at Delta Air Lines, Inc.
    Corporations' abuse of power needs to stop! Most importantly, victims' lives forever change when subjected to sexual misconduct. Acts of sexual harassment and assault violate employees’ dignity as human beings. Delta needs to take these and all allegations seriously. Corporate memos stating “zero tolerance” but then doing nothing are not the answer. Join me in demanding Delta Air Lines acknowledge their sexual misconduct and harassment problems and take REAL immediate action to fix it.
    2,193 of 3,000 Signatures
    Created by Jenny Dawson
  • Darden: Stop requiring employees to sign arbitration forms
    I want Darden to stop requiring employees to sign arbitration agreements during orientation. It's basically a waiver that makes them not liable for any negative experience that you have at that establishment. Which is all in all ridiculous. That has to be changed. We as employees should not have to sign anything stating that we will not be covered in cases of sexual harassment, discrimination and any other negative experiences. The terms are not explained truthfully.
    4,650 of 5,000 Signatures
    Created by Former Longhorn Server
  • Harvard Law School Calls to End the Secrecy on Harassment and Discrimination
    Require organizations recruiting on campus to allow victims of harassment and discrimination to bring their claims in a court of law.
    539 of 600 Signatures
    Created by Ryan Wheeler Picture
  • End Sexual Abuse of International Students at Brisbane Airport
    A Brisbane Airport cleaning contractor has been accused of sexually abusing more than five women employees and threatening them with deportation if they resisted him. We're calling on BAC officials to fire the contractor and stop deportation of the women whistleblowers. Brisbane Airport must also review its contracting policies and make changes to ensure that this never happens again.
    2,841 of 3,000 Signatures
    Created by Carolina R.
  • Don't Let Law Firms Hide Harassment and Discrimination
    We are law students who are deeply concerned that many law firms require their employees to sign forced arbitration agreements with non-disclosure provisions as a condition of employment. In advance of the National Association for Law Placement (“NALP”) annual conference next month, we write to request that NALP include two questions on the NALP directory for on-campus recruitment that will help students identify these firms. In March 2018, at the height of the #MeToo movement, reports emerged that several prominent law firms were requiring summer associates to sign forced arbitration agreements. These agreements required summer associates to arbitrate all employment-related claims, waiving their right to sue to vindicate their workplace rights, including those that arise under Title VII of the Civil Rights Act. These contracts also contained nondisclosure agreements that prohibited signatories from disclosing the “fact or content” of the arbitration proceeding, including the very existence of the proceeding. After this news broke, several law firms announced that they will no longer require at least some employees to sign these coercive contracts, and that they would retroactively rescind the arbitration provisions in prior contracts. We are heartened by these changes, but not all firms have followed suit. We remain concerned that some firms are still forcing their employees to sign away important protections, as a condition for accepting a job—and that some applicants may not know they will be subject to a forced arbitration clause until after they accept an offer.
    929 of 1,000 Signatures
    Created by Pipeline Parity Project Picture
  • Arbitration and Nondisclosure Requirements by Law Firms
    Dean Treanor, Dean Shannon, and the Office of Career Strategy, On March 24, 2018, news broke that a prominent law firm was forcing its incoming summer associates to sign an arbitration agreement with a non-disclosure provision. That firm’s mandatory arbitration and non-disclosure provisions covered all employment-related claims between the employee and the firm, including discrimination and harassment claims. Mandatory arbitration agreements and overbroad non-disclosure agreements (NDAs) are harmful in the employment context because they silence victims, conceal wrongdoing, and push discrimination and harassment claims into secretive proceedings that favor employers over employees. Fortunately, a group of law professors and students focused attention and applied public pressure on this particular law firm’s policy. The firm then decided to drop the NDA and mandatory arbitration requirement not only for summer associates, but also for all associates and staff.[1] Since then, at least two other prominent law firms have publicly announced that they too will no longer require employees, including associates, to sign contracts containing arbitration agreements.[2][3] Berkeley Law Students sent an open letter to Berkeley Law’s Career Development Office asking it to prohibit employers from using its services if that employer requires any employee, including associates, staff, or summer associates to agree to, as a general condition of employment: (1) a mandatory arbitration agreement, or (2) a non-disclosure agreement that covers discrimination, harassment, or other workplace misconduct.[4] We call on Georgetown to do the same.
    305 of 400 Signatures
    Created by Stephen Schultze Picture
  • Stop Forced Arbitration at Starbucks
    Starbucks has a policy of Forced Arbitration. Forced Arbitration takes away your right to sue in a court of law in cases over Sexual Harassment or Discrimination against Starbucks. If you are awarded money in these disputes, the company may require you to sign an agreement to never speak about the incident. This is known as a Non-disclosure agreement. If you are an employee of Starbucks hired after October of 2014 you have agreed to the terms of Forced Arbitration. Like signing onto Facebook, when you clicked on the terms you lost something, with Facebook it was the right to your data, with Starbucks it was your right to sue. Forced Arbitration can settle workplace disputes behind closed doors with no ability to appeal. This agreement prevents you from taking your dispute with Starbucks to a courtroom where it would be decided by a jury of your peers. Due process is an American principle. On February 21, 2019, Google announced it would end the use of Forced Arbitration for its employees.
    4,234 of 5,000 Signatures
    Created by Tom Troy Picture
  • Tipped Workers Need One Fair Wage in St. Paul
    We demand that the St. Paul City Council pass a $15 minimum wage ordinance in 2018 with #1FairWage for all workers: No exemptions, No tip penalty.
    785 of 800 Signatures
    Created by Eli Edleson-Stein
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