Petition to Verizon
Hey Verizon. Share your Tax Break with your union employees!
We, the members of the Communications Workers of America and the International Brotherhood of Electrical Workers, are calling on our employer, Verizon, to be the responsible corporation that we know they can be, by joining the growing list of companies who are passing a portion of their good fortune, made possible by current tax reform, to their employees the way Congress intends. Verizon has made a net profit of $16.4 billion dollars over the last four full quarters through the hard work of their employees, and stand to add a windfall to net profits for years to come through this legislation. Congress expects employers like Verizon to deploy this new found money to employees and to reinvest in their companies. Analysts confirm the telecommunications industry will be a huge winner of tax reform and Verizon will be one of the biggest winners. We are calling on Verizon to pass on $4000 to each CWA and IBEW member it employs, and to dramatically increase their investment in infrastructure the way Congress intends.
Petition to email@example.com
Global leaders call on Samsung to protect workers
in Vietnam, Korea and around the world
Leading advocates from human rights, labor rights, women’s rights, public health, environmental justice, and sustainable purchasing organizations from around the world call on Samsung to protect the thousands of workers - most of them women of child bearing age - who are making their mobile phones at factories in Vietnam. A recent report entitled "Stories of Women Workers In Vietnam’s Electronics Industry" — by the Research Center for Gender, Family and Environment in Development (CGFED) and International Pops Elimination Network (IPEN) — disclosed that the working conditions at the Samsung factories are inhumane, that many women are particularly concerned about miscarriages, and that Samsung refuses even to disclose the chemicals the workers are exposed to. In response, Samsung - which produces 50% of their mobile phones in Vietnam - has embarked on a disinformation and suppression campaign. They have not only denied the allegations made in the report, but are also threatening to fire the workers and file legal retaliation against the NGOs for releasing the report. We believe that workers have a fundamental right to talk about their working conditions and that they deserve to have their voices heard. Samsung’s actions in Vietnam are consistent with its pattern of conduct in Korea where many young workers have died or otherwise been harmed due to chemical exposures on the job. Whereas Samsung has consistently denied responsibility for the occupational diseases, Korean courts have recently begun to rule in favor of the victims. The court rulings have found that Samsung uses many toxic chemicals but refuses to disclose their identity (claiming trade secrets) and doesn’t fully protect its workers from exposure to these toxics. These are failures for which Samsung must be held accountable - in Korea, Vietnam and wherever they produce their products. In addition to pursuing legal remedies, human rights activists in Korea - led by SHARPS - have been protesting Samsung’s harmful behavior with a round-the-clock sit in which is now more than 2 years old. In response to Samsung’s actions in Korea and Vietnam, we the undersigned call on Samsung to: 1. Immediately stop intimidating Vietnamese workers with dismissal threats and withdraw threats of lawsuits against the NGOs for publishing this report;2. Obey all relevant laws in Vietnam, South Korea, and other locations where the company operates;3. Make a full disclosure - for each factory - of all chemicals used and in what amounts, in factories in Vietnam, South Korea and around the world;4. Conduct ongoing workplace air monitoring to record the levels and duration of exposure of workers to hazardous chemicals and to make those results available to the workers and the public;5. Publicly provide pollutant release and transfer data for the most extensive list of substances where the company operates;6. Substitute safer chemicals whenever possible and publicly report on efforts;7. Adopt the precautionary principle to better protect workers and communities;8. Support active and independent health and safety committees in all of its factories and in its supplier factories;9. Rather than trying to suppress independent research, acknowledge that additional independent health studies are necessary to fully understand the extent of the occupational health impacts on workers, including exposures to toxic chemicals;10. Take responsibility for the health and safety of subcontractors and ensure that they have the capacity to protect workers and the surrounding communities before making the work contract;11. Guarantee the right of workers to organize into a trade union as outlined in ILO Conventions 87 and 98.
Petition to Wendy's
Time's Up Wendy's: I support the Freedom Fast to end sexual violence in the fields
“We decided to demand the right as women to work free of sexual harassment and violence, and the right to protect our dignity.” — LUPE GONZALO, CIW MEMBER For generations, the women who harvest the fruits and vegetables that we put on our families’ tables have faced a daily barrage of sexual abuse in the fields: vulgar comments, groping, demands of sexual favors from supervisors, and, in the most extreme cases, rape. If a woman spoke up, she would be fired, while her abuser would be right back at work the next day. Today, under the groundbreaking protections of the Fair Food Program, the story has changed, and that change is spreading. Farmworker women and men organizing as the Coalition of Immokalee Workers (CIW) launched the Fair Food Program in 2011. The program has radically transformed working conditions for tens of thousands of agricultural laborers, eliminating longstanding human rights abuses from sexual assault to forced labor. In the words of Alejandrina Carrera, a worker at Pacific Tomato Growers, under the Fair Food Program, "You’re not going to be harassed, you’re not going to be insulted, you’re not going to be forced to work. There’s more respect now.” Another worker said simply, “Our dignity has been restored by this program.” Today, the Presidential Medal-winning Fair Food Program extends beyond Florida tomatoes to seven states and three crops. All the major fast-food companies – McDonald’s, Burger King, Subway, Taco Bell, KFC, and Chipotle – are fully on board, having signed binding Fair Food agreements. All except Wendy’s. Instead, in response to pressure to join the Fair Food Program, Wendy’s abandoned its longtime Florida tomato suppliers and shifted its purchases to Mexico, where sexual harassment and assault in the fields are endemic and go unchecked. There, farmworker women are intimidated into silence by a culture of fear, violence, and corruption. Rather than join the leading program for ending sexual violence, Wendy’s has chosen to profit from women’s pain, its brand protected by the women’s involuntary silence. Today we are breaking that silence. Farmworkers from Immokalee are launching the five-day Freedom Fast outside the Manhattan hedge fund offices of Nelson Peltz, Wendy’s largest shareholder and Chair of its Board of Directors. The Freedom Fast will then culminate with a massive Time's Up Wendy's March on March 15 in the heart of Manhattan. http://www.boycott-wendys.org/register-fast We're asking you to sign this petition and support the fasters demanding that Wendy’s join the Fair Food Program. Demand justice for farmworker women from Mr. Peltz, who has the power to end sexual violence against women in Wendy's supply chain and yet, does nothing. For market giants like Wendy’s, refusing to take meaningful action to end sexual violence in the supply chain — when a proven solution is right at their fingertips — is no longer an option. #TimesUpWendys
Petition to H&M, Adidas, Gap Inc., Gap, NIKE, firstname.lastname@example.org , email@example.com , firstname.lastname@example.org , email@example.com , firstname.lastname@example.org , email@example.com , Marks & Spencer, firstname.lastname@example.org , Inditex, email@example.com , Ranjeeb.Sarma@marks-and-spencer.com , AWalker@levi.com , firstname.lastname@example.org , Daniel_Fibiger@gap.com , email@example.com , firstname.lastname@example.org , MBaigorri@LEVI.com
Garment Workers on Hunger Strike in India!
We are workers at Avery Dennison India Pvt. Ltd in, and also members of Garment and Textile workers Union (GATWU) Bangalore, India, and we are now on a hunger strike to protest the inhumane behavior of our management, and also violation of various Indian labour laws!! It's a multimillion dollar operation which produces products for brand giants such as H&M, Adidas, Zara, Levi's, Gap, Marks & Spencer, Nike, and many others. For many years, Avery Dennison has been paying us differing wages for the same amount of work, through subcontracting out some of us but not others. They have used this as an excuse to pay UNDER the already-low minimum wage for the work we do! Several of our colleagues have been forced to work back-to-back short-term contracts for the same amount of work, with no stoppage, just like permanent employees, but with none of the benefits, some for over 10 years. This is completely unacceptable; we have the right to provide for our families just like any other worker. When we see the CEOs and owners of some of these firms making the list of richest billionaires in the world, we know that it is our labor that creates their profits, yet our factory refuses to respect our basic rights or the rule of law. This is why we decided to form a union. With the support of Garment and Textile Workers' Union, we organized to tell our employer that we deserve our basic rights. The employer, instead of respectfully negotiating with us, decided to retaliate. They illegally dismissed 44 of our colleagues for daring to stand up for our rights and to scare us into submission. But we will not be intimidated! We are now on our 5th day of our hunger strike to demand that they: Reinstate ALL terminated workers Make contract workers permanent Provide equal pay for equal work Stop worker discrimination Stop union busting! Join us to demand that Avery Dennison, and the brands that work with them, do the right thing! Signed, Avery Dennison Pvt. Ltd. Workers Bangalore, India
Petition to AT&T
AT&T: Stop Retaliating against Employees and Bring Corbin Back
On December 20, 2017, the California State Labor Commissioner’s Division of Labor Standards Enforcement (DLSE) completed its investigation of a retaliation complaint filed by AT&T Premises Technician/CWA Steward Corbin Mezner. The DLSE ruled AT&T unlawfully perpetrated 6 adverse acts of retaliation against Corbin, including termination, for reporting a safety hazard and refusing to perform work that violated a health and safety standard. AT&T violated Labor Code sections 98.6, 1102.5, 6310 and 6311, and was ordered by the DLSE to “offer to the employee full and unconditional reinstatement” in addition to lost wages and penalties within 30 days. It’s now a month since the deadline and AT&T has not made any attempt to comply with the orders. The next step is for the DLSE to enforce its order through court proceedings, however that could add many more months to a fight that’s already stretched beyond a year. AT&T’s intentional dragging out of the judicial process accomplishes two objectives. 1.) Prolong Corbin’s economic ruin for as long as possible 2.) Send a clear warning to employees; shut up and do as your told or else. Now, KEEP DISPATCHING! This is OUR fight. If we don’t stand together and demand AT&T immediately reinstate Corbin’s employment as ordered, we’re all at risk of these illegal and destructive tactics. We’re all at risk of being forced to choose between our safety or livelihood. These abuses will continue and will get worse as the company sacrifices our health and safety in the pursuit of higher profits. It’s time AT&T understands we will not accept blatant violations of the law. It’s time AT&T realizes we will not allow our safety to be jeopardized, nor will we tolerate retaliation and abuse towards our brothers and sisters. An injustice to one is an attack against all. AT&T writes its policies claiming safety and strict ethical practices are the top priorities of its corporate culture. As employees we’re disciplined for any reported safety incident or any failure to adhere to the COBC. If AT&T’s double standard is unacceptable to you, let them know by signing this petition and please add a comment if you can. After signing, please forward the link to everyone you know. Read the Notice AT&T is required to post. They won’t, so we did. http://goo.gl/9cS87m In Solidarity We Trust
Petition to Governor Andrew Cuomo
Supporters of the Tip Credit in New York
Governor Andrew Cuomo has proposed to eliminate the minimum wage tip credit in New York State. This is will have a severe negative impact on all restaurants and their employees Federal law and most states allow tipped workers to be paid a lower minimum wage, as long as they earn at least the full minimum wage when tips are included. (The difference between the tipped wage and the full minimum wage is called the "tip credit.") The tip credit allows restaurant owners to keep labor costs down, while keeping it affordable for people to dine out. If the tip credit is removed, restaurants will be forced to raise their prices drastically to help cover costs. This will make it very difficult for average citizens to eat go out to eat. Furthermore if they can afford to go out to eat, they will not be inclined to tip a server that is making the same as everyone else. The problem would be even worse than this though. Eventually the service standards that are now practiced at most restaurants would no longer exist. A restaurant will not be able to afford to fully staff their service floors which will lead to less people working and more automated service. The restaurant industry in America is unique, and survey data proves that both tipped workers and the public prefer the current tipping model. Restaurant workers often look at themselves as commission-based sales people--the more they sell the more they make. In addition, they are rewarded when they give guests exceptional experiences. Guests appreciate that they can show their satisfaction through tipping; it is a way to show their respect for a server executing his/her craft. Far from being demeaning, as some activist organizations have claimed, the tipping system is empowering for servers and bartenders. This is really only the beginning of all the things wrong with getting rid of the tip credit. Tell your friends and family, tell anyone you can. We do NOT want this, and really in the end no one does because it will change the service industry forever!
Petition to Andrew Cuomo
Support New York State Parole Officers In
Receiving Line-Of-Duty-Injury Pay!
New York State Parole Officers employed in the New York State Department of Corrections and Community Supervision perform hazardous duties on behalf of the people of the state of New York on a daily basis. Parole Officers are at serious risk of being injured in the performance of these duties and should be afforded the same protection against the financial hardship which may result as are available to those individuals employed by municipalities and have similar law enforcement responsibilities. What is even more troubling is that New York State Parole Officers work along side police officers when executing warrants, surveillance of sex offenders, traveling out-of-state for extraditions and conducting home parole visits. In fact, New York State Parole Officers make more felony arrests, on an annual basis, than most seasoned police officers. Since the 2011 merger with the New York State Department of Corrections and Community Services, Parole Officers have been forced to work along side New York State Correction Officers yet without the injury protections they enjoy. You can help New York State Parole Officers receive injury protections by signing our petition. Facebook: https://www.facebook.com/SupportNYSParoleOfficers/ NYS Parole Documentary - Unsung Heroes: https://www.youtube.com/watch?v=dr1ElvuZe
Petition to Jerry Brown, David Chiu, Scott Wiener
Prohibit Non-Disparagement clauses in California employment contracts.
Employer review sites such as Glassdoor present a transparent, self-curated opportunity for citizens to provide their experiences at a workplace. However, due to draconian non-disparagement clauses, many workers - current and former - feel pressured or afraid to disclose their experiences in an effort to alert job seekers of toxic or concerning workplaces. This inefficient exchange of information damages both citizens and employers alike. It: - Causes anxiety and worry about what a former employee can say, and to whom; - Forces employees to sign contracts with terms and conditions that limit their rights, in exchange for a lump sum of money; - and prevents employers from taking an honest look at their own culture and business practices in order to promote change from within. Perhaps no example of this transparency at work is more poignant than Susan Fowler's. Her story shone the light on toxic behavior within a multi-billion dollar company, setting the stage for massive changes in Uber's culture and executive staffing. It can be argued that Uber is better as a result. However, if Susan had signed a non-disparagement clause - whether in exchange for goods or out of threat of being sued - her story would not have been told. --- Here's the good news: in 2014, Governor Jerry Brown signed AB 2365 into law, preventing businesses from retaliating against consumers for making statements protected by free speech. The state of California already has generous protections for consumers to speak openly and honestly - it's time for this right to be extended to employees. We are asking Assemblyman David Chiu, State Senator Scott Wiener, and Governor Jerry Brown to introduce legislation prohibiting employers from including language in all employment contracts confronting this. This legislation would specifically prevent employers from threatening legal or financial retaliation for employees offering truthful and factual accounts of their experiences within the workplace.