Search result for "sexual harassment".
  • 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.
    5,133 of 6,000 Signatures
    Created by Rylinda Rhodes Picture
  • 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.
    4,195 of 5,000 Signatures
    Created by Scared Acanthisitta
  • 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.
    2,202 of 3,000 Signatures
    Created by Jenny Dawson
  • DLA Piper, Dump Forced Arbitration
    As law students, we are horrified to read Vanina Guerrero’s account of the sexual harassment and assault she experienced while working as a lawyer at DLA Piper. [1] We believe it is unacceptable that DLA Piper is attempting to force Ms. Guerrero into arbitration, a coercive contract provision that shields wrongdoers from accountability and silences victims of illegal conduct. We stand with Vanina Guerrero and survivors of sexual violence, and we demand that DLA Piper end forced arbitration for all of its employees.
    2,676 of 3,000 Signatures
    Created by Vail Kohnert-Yount Picture
  • 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.
    4,658 of 5,000 Signatures
    Created by Former Longhorn Server
  • Demand the FMCSA take immediate action on Sexual Misconduct in Truck Driver Training Fleets
    ● Place all trucking companies that use student truck drivers to move team freight on immediate probation. This business model is directly responsible for sexual assaults and harassment incidents that have been reported to our organization in the past decade. IT IS NOT RELATED TO GENDER! • Cease all future student truck driver recruiting at the following trucking fleets: CRST Van Expedited, CR England, Covenant Transport, New Prime, Inc. and any other training fleet that uses the student truck drivers in team operations which includes trainer/student, student/student co-drivers , unestablished co-driver/co-driver team operation situations REGARDLESS OF GENDER THIS MODEL JEOPARDIZES PERSONAL SAFETY AND HIGHWAY SAFETY! • Place an immediate cap on future hiring by the above-named fleets until they can prove that they can provide a qualified trainer to EACH trainee. If they cannot provide a safe training experience, they should NOT be hiring AT ALL! Furthermore, they must implement an intelligent system to match co-drivers in any team operations if their business model team revolves around moving team freight. • Stop delaying! The FMCSA must publicly denounce these fleets where thousands of women have reported incidents at the above-named truck driver training fleets for rape, assault, retaliation and harassment at such a high level these student truck drivers must often abandon their training due personal safety concerns. This is current news and the FMCSA seems to deliberately ignore a decade of documentation available at their fingertips on this subject. • Implement exit interviews immediately to survey turnover of entry-level truck driver trainees over the past decade to determine how many individuals left the industry due to unsafe training on equipment and personal safety issues. The FMCSA must do this to protect people, which in turn will reduce the nearly 200% turnover in these fleets that has fueled the false narrative of a truck driver shortage. By doing this and taking corrective action it will also curb the waste in taxpayer funded workforce programs these fleets rely on. • Launch an investigation into the practice of debt bondage taking place in some of these same truck driver training fleets where once a student has the courage and opportunity to abandon training due to safety concerns, they are deemed unhireable because of a tuition debt. Other training companies that participate in this blacklisting are in our opinion practicing collusion that violates anti-trust laws and is a breach of contract since the individuals received substandard to zero training to operate a commercial motor vehicle safely before they had to abandon their training. • Require comprehensive sexual harassment training and annual retraining to everyone as part of the CMV curriculum that exceeds the current laughable training that exists. From executive leadership, human resource department and throughout the safety department, trainers, co-drivers and new student truck drivers. Currently, very few know the law and their rights, nor the proper way to report incidents which should include immediate consequences to perpetrators and compensation for lost work time to victims. ● Stop giving commercial learners permit CLP exemptions to the truck driver training fleets that have the most lawsuits against them for sexual misconduct and discrimination and looking the other way when these fleets are receiving awards to the human resource departments who have failed at investigating the complaints of thousands of women. ● Implement real solutions and demand accountability and change NOW! Not after a comment collection period that is well over two decades too late! Sexual misconduct in truck driver training impacts highway safety and each day an individual is being harmed in the very workplace setting that the FMCSA is supposed to be overseeing! We shouldn't have to wait for a study, comment collection or survey that can take years to tell us if there is a problem. The evidence is here and it’s clear: the trucking industry has a problem with rape and sexual harassment, and we demand change NOW!
    4,186 of 5,000 Signatures
    Created by Desiree Wood Picture
  • 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.
    540 of 600 Signatures
    Created by Ryan Wheeler 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
  • 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.
    992 of 1,000 Signatures
    Created by Pipeline Parity Project Picture
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