Petition to Zygi Wilf, Shahid Khan, Clark Hunt, Tom Benson, Robert Wood Johnson IV, Carol and Mark Davis, Jeffrey Lurie, Alex Spanos, Stan Kroenke, Malcolm Glazer, Estate of Bud Adams, Jim Irsay, Robert McNair, Stephen Ross, Jed York, Pat Bowlen, Paul Allen, Bill Bidwell, Arthur Blank, Ralph Wilson, Jerry Richardson, Mike Brown, Jerry Jones, Dan Snyder
NFL Teams: Pay Your Cheerleaders A Living Wage
NFL Cheerleaders are one of the most recognizable mainstays of the sport, rooting on their teams in extreme weather and performing routines for millions of fans. But while NFL Cheerleaders bring in as much as $1 million dollars each season for their teams in merchandising and promotions, many get paid as little as $150 per game. In fact, while NFL Cheerleaders do have some opportunities for outside appearances, many of these skilled athletes make less than $1000 per year. Comparatively, an NFL Mascot can make as much as $65,000 per season; and while some NFL teams have recently moved in the direction of paying Cheerleaders minimum wage ($9 per hour), the NFL pays Concession Stand Workers $12-$18 per hour. NFL Cheerleaders spend countless hours at practice each week, perfecting their routines, but most aren’t paid for any of it. Being an NFL cheerleader isn’t a hobby; for many, it’s their dream come true. The selection process for the few slots on each squad is highly competitive and each member is required to have highly specialized dance and athletic skills. It’s time for NFL teams to step up and start paying cheerleaders a “living wage”. Please join me, Paula Abdul, and numerous other great supporters, in asking the 26 NFL teams that have cheerleading squads to commit to paying their Cheerleaders a living wage for the work they do contribute to their respective franchises and the National Football League as a whole.
Petition to San Diego Museum of Art, Taffin Ann Ray, Toni Bloomberg, Eugine Mitchell, Webster Burke Kinnaird, Anthony Boganey, Marianela de la Hoz, Pamela Gabriel
Urge the San Diego Museum of Art to take accountability for unsafe working conditions!
My fellow San Diegans and all other allies, My name is Zelina and I am an ex-employee of the San Diego Museum of Art located in Balboa Park. I unfortunately had to part ways with my job very abruptly last week, which I had for almost five years, because of the unsafe working conditions, particularly as a woman of color. I was a Museum Attendant II, so I made sure the art was kept safe and also provided excellent customer service. The museum attendant team is the backbone of the museum; set up and breakdown, daily operations, custodial maintenance, fundraisers, musical performances, and many more events all require the work of the M.A. team. The museum attendant team is also the most ethnically diverse and the lowest paid. Yet SDMA has failed to uphold and maintain a safe environment for its employees. Seven months ago, at our sexual harassment training, I brought up issues with sexual harassment and groping that happens by museum guest at events such as “Culture and Cocktails”, “Bloom Bash”, or any other event where alcohol is served. You see, the museum does not have rules or policies for drinks and guest take the liberty to get incredibly intoxicated, way beyond the ability to drive, none the less to be able to behave properly at a museum of fine art. I, along with many other museum attendants have been sexually harassed or groped by drunk guests. Collectively, other employees and I raised this issue with Human Resources, headed by Ms. Ronda Clair, many times before including at the Sexual Harassment training before the lockdown. My words were met with resistance, including trying to pin the problem on my team and I. I quite literally had to say “We are not a nightclub, we are not nightclub workers, we should not have to feel unsafe coming to work”. Seven months have passed and Human Resources has done nothing about this. And now “Bloom Bash”, a museum fundraiser where alcohol is served, is underway. Therefore, the museum attendant team does not have the proper safety measures to work this event. To make matters worse, museum personnel in leadership positions, such as Deputy Director of Curatorial Affairs, Anita Fieldman and the Maruja Baldwin Executive Director, Roxana Velaquez have a history of breaking down or ignoring women of color who voice their concerns with ways that the museum operates and contributes to the problem of racism and white supremacy that we have in our society. At our first Culture and Inclusion meeting, I tried to speak up in regards to an upcoming art piece exhibition about the Vietnam war from a white american perspective. I was concerned that with the present surge of racism,violence and bigotry of Asian American community members that it would be good to include the voices and perspective of vietnamese folks whose lives were directly impacted by the war. In a condescending and retaliatory way, and in front of the whole museum staff, Ms. Fieldman told me I could go find Vietnamese-American art myself, to do her job for her. As a Mexican-Hondureña woman of immigrant parents, to be told to go work a high profile curatorial job for free was one of the most degrading and dehumanizing experiences of my life. Both Human Resources and the Director enabled Ms. Fieldman's foul and racist behavior by staying silent about the way she addressed me. To make matters worse, Ms. Velasquez, the museum director, interrupted me speaking about my experience of racism in Balboa Park and began to speak to me in Spanish, yet she has never spoken to me in Spanish in the galleries while doing my job despite my own efforts. I was well aware that it was only to appease the situation and not actually to take me seriously. My trauma only uncovered more trauma of more employees of color as I soon found out that this was a normalized behavior by white women in leadership positions in staff meetings. And therefore, I left the museum, but the fellow coworkers that still carry on, particularly Black/Indigenous People of Color, are still in danger of such racial micro-aggressions and abusive treatment in the museum with no real change in sight. Many of the workers at the museum feel afraid to speak up because they're afraid of retaliatory actions like being fired or being bullied by leadership. Since the administration and leadership of the museum failed to provide a safe place for their employees to work, it is up to us as a community to keep them accountable. Therefore I am calling upon all San Diegans to show solidarity with workers and boycott the museum of art until the museum addresses their deeply problematic institutional racism and unsafe working conditions. Community’s boycott list of demands: A written apology to the community and workers for the way they have been unjustly treated in this institution of cultural and fine art. A new written policy for how much alcohol will be bought and distributed at all events including a new policy about drinks per person that prevents intoxication and directions as to how the museum will implement that. Anti-racist, Culture, and Inclusion training for all board members, museum leadership, and docents with the participation of the IDEA incubator team. The IDEA Incubator team has expressed this need already. An investigation of curator Anita Fieldman and Roxana Velasquez by a third party organization on how they treat their employees of color. The hiring of new HR personnel that the workers feel safe and heard to interact with and also is trained in multicultural/ anti-racist conflict resolution The acquisition of Vietnamese-American art piece in the next two years The community does not appreciate performative activism, since you have failed to show basic respect for your employees of color, we demand that you take down your “Black Lives Matter” statement and “Stop Asian Hate” until your actions show real awareness of how racism affects people of color, reformation of your own actions and words, and reformation of the institution at large.
Petition to US Department Of Labor
Require employers to give employees breaks
When I started working at a mental health facility that offers a partial hospitalization program for people struggling with mental illness in late July of 2020, I was shocked to learn from a fellow behavioral technician that we do not get to take breaks. I thought, "This must certainly be illegal!" Surely you can imagine my surprise upon learning that employers in the state of Michigan are not legally required to allow employees to take breaks. I initially brushed off HR’s failure to disclose this information during the interview process as accidental. Everyone makes mistakes; we’re only human, after all. For 5 months, I was the only behavioral technician at my company's Lansing area site. Because transportation is provided to clients in need, my work days frequently ranged from 9 to 11 hours long. In January of this year, help arrived in the form of 2 new behavioral technicians. I found myself the bearer of bad news upon informing them that we do not get to take breaks. Both technicians responded in exactly the same way that I had: “That’s illegal!” In that moment, my concern grew as I began to process the implication of their response. Failing to inform one new hire that they will not get breaks is an accident; failing to inform 2 additional new hires is willful non-disclosure. Leaving out information that could very well dissuade a prospective employee from accepting a job offer implies that my company is aware that this policy (or lack thereof) is unethical, even if it is not illegal. Only 9 states require employers to let employees take rest breaks, and only 20 states require employers to let employees take lunch breaks! I am proposing federal legislation requiring employers to give all employees breaks. The proposed requirements are as follows: Any employee that works 4 hours or more shall be allowed a paid rest break lasting no less than 10 minutes, during which time the employee must be relieved of any and all work related activities and must also be permitted to leave the premises. Any employee that works 6 hours or more shall be allowed an unpaid meal break lasting no less than 30 minutes. Any employee that works 10 hours or more shall be allowed a second unpaid meal break lasting no less than 30 minutes, which may be waived by mutual consent between the employee and the employer. A system that does not provide for the wellbeing of the population is a system that has failed those it is meant to serve. A system that values the laborer is a system that cultivates the health and prosperity of the nation. Please join me in leading the fight for workers' rights across all 50 states!
Petition to Donald J. Trump, President of the United States, Greg Abbott, United States Department of Health and Human Services
Hazardous pay for healthcare workers
I am aware of the coronovirus situation we are facing. This is more serious than people are taking it. As a Respiratory therapist I am considered to be most exposed to these type of patients. Rather intubating a patient who comes in with respiratory distress, or administering nebulizers, placing patient on Bipap or Vapotherms, High flow oxygen devices. I am the one who manages the Ventilator. I am the airway I will be in the patients face and be at risk. Like many times before with other situations a patient comes in and the whole ER staff is exposed later finding out that we were exposed to this patient and now have to get testing and take special medications for example being exposed to TB and having to be medicated for 3 months; or meningitis and having to be medicated. This Coronovirus is much more serious and has proven to be more deadly. We are supposed to be at social distancing however as a healthcare provider I cannot stay home we have to come to work in any situation and care for patients. I love what I do however I don’t feel we are recognized enough for what we do. Please allow us a raise or at least HAZARDOUS PAY throughout the healthcare system immediately! Thanks
Petition to President Robert Barchi, Board of Governors
We Are Not Disposable: Don’t Let Rutgers Purge Dedicated Teachers!
Monday, April 13, 2020 To President Barchi, the Board of Governors, and the broader Rutgers community: We Are Not Disposable: Don’t Let Rutgers Purge Dedicated Teachers On April 2nd, in response to the COVID-19 health crisis, Rutgers announced a hiring freeze for all employees, including its adjunct faculty (called Part-Time Lecturers or PTLs). As most PTL contracts must be renewed each semester, this “hiring freeze” could effectively amount to termination for many of Rutgers’ most valuable educators. Since April 2nd, top administrators have instructed some university deans to reduce PTL positions by as much as 25 percent, and to also make cuts to curricula. Administrators made these decisions unilaterally, without consulting the labor unions that represent the more than 20,000 workers essential to fulfilling Rutgers’ core mission. Why are administrators endangering the education of our students and threatening to harm the most vulnerable members of its faculty? In response to this outrageous and unfair policy, we, the undersigned, demand the following of the administration: Rescind the April 2nd policy announcing a PTL hiring freeze; Rescind any instructions to Deans to cut PTL hires by 20% or more. Further, in light of the nature of the COVID-19 health emergency and its implications for the lives and well-being of Rutgers most vulnerable teachers: Immediately provide access to Rutgers health clinics for PTLs, and all other uninsured part-time employees at Rutgers, free of any charge; Provide compensation in the amount of $1,250 per course to PTLs who put in extra hours to rapidly transition to remote instruction; Cancel spring course evaluations because it is unfair to evaluate PTLs for teaching for courses that were transitioned to distance learning; Advance all qualified PTLs applying for promotion this semester (before June 1st), without “classroom” observation; and Recognize and empower a Rutgers Community COVID-19 Task Force in which all stakeholders—representatives of faculty and other Rutgers’ unions, student representatives, and community leaders—are equal partners in crisis response. Context: Rutgers employs roughly 3,000 PTLs statewide, who teach thousands of courses, and tens of thousands of students, every semester. Most PTLs make less than $5,500 per course with no benefits, and have worked overtime this spring without additional compensation for moving courses online. Cutting the number of PTLs not only weakens Rutgers’ primary institutional mission—to educate students—it also makes little financial sense. Reducing PTL courses by 20-25% will net less that $6 million in savings, perhaps far less. If Rutgers needs to save money, why not do what Stanford and other universities have done, and begin with temporary pay cuts for top administrators who have the highest salaries? For example, athletic coaches some of whom earn well over a million dollars, continue to draw salaries even while Rutgers sports are suspended. Additionally, there are 247 administrators at Rutgers who make more than $250,000 a year. Temporarily capping salaries at $250,000 could save $29 million. Further, there is no evidence that the university in fact faces any budgetary emergency. We know that Rutgers retains a “rainy day fund” totaling as much as $805 million, and that it will receive federal stimulus aid (around $55 million). Why not use these funds to ensure the quality education and protect some of the university’s most experienced teachers? Why look to layoff the lowest-paid faculty members, especially when alternative employment is likely to be severely limited due to hiring freezes at other universities? The COVID-19 pandemic is laying bare the inequities in our workforce and our workplaces. Rutgers PTLs stand together, and in solidarity with all members of the Rutgers community and beyond, whose jobs and well-being are threatened by this crisis, to say: “We are not disposable.” Together, we have the power to stop the university’s thoughtless efforts to manage this crisis on the backs of its most vulnerable employees. We, the undersigned, call upon the administration to do the right thing and respond quickly to this petition and its demands. The PTLFC-AAUP-AFT Executive Board Ann Alter Lauren Barbato Frank Bridges Roseli Golfetti Sheryl Goski Amy Higer David Letwin Paul More Heather Pierce Bryan Sacks Dan Sidorick Karen Thompson Alex Walter David Winters Deonca Williams
Petition to Andrew M. 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. NYS Parole Documentary - Unsung Heroes: https://www.youtube.com/watch?v=dr1ElvuZe
Petition to Kenyon College Board of Trustees, Sean M. Decatur, Brackett B. Denniston III
Voluntarily Recognize a Kenyon Student Worker Union Through a Community Election
Dear Members of the Kenyon community, The Kenyon Student Worker Organizing Committee (K-SWOC) has publicly campaigned for the recognition of a student worker union since August 31, 2020. Since going public, a significant majority of student workers have demonstrated their support for unionizing, which will allow student workers to come together and seek better working conditions, job protections, and fairer pay on equal terms with the College. From alumni to staff and faculty members, K-SWOC has engaged all parts of the Kenyon community in discussions of the effects of student worker unionization and in the March 16th strike by 5 workplaces and 100 other student workers protesting unfair labor practices. Despite all this support within the community, the Kenyon Board of Trustees has refused to recognize a student workers union. K-SWOC has announced an offer to the Board of Trustees seeking voluntary recognition of a union through a community election. The secret-ballot election would take place among currently employed student workers and would be overseen by an agreed-upon third party. If an agreement can be reached to respect the results of an election, a majority vote for a union would allow both parties to begin negotiating a first contract. A community election is a way to show the widely held support for a union in a democratic setting. Sign this petition to show your support for democracy, worker’s rights, and a voluntary recognition of a student union at Kenyon College through a community election. Sincerely, The Kenyon Student Worker Organizing Committee (K-SWOC)
Petition to Imperfect Foods Inc.
Imperfect Foods - Respect Your Drivers' Decision to Form a Union!
The drivers for Imperfect Foods recently voted to form a union and be represented by UFCW Local 5, despite an aggressive anti-union campaign waged by Imperfect Foods. Imperfect Foods is now saying it will contest the outcome of the election instead of respecting its workers' decision and bargaining a contract with them. Imperfect Foods markets itself by touting the fact that its customers "can get the healthy, seasonal produce they want alongside the grocery staples they rely on, without having to compromise their budget or values." Refusing to honor its workers' decision to form a union is not one of the values Imperfect Foods customers supports. We will not tolerate our dollars being used to fund Imperfect Foods' union-busting efforts. As current and potential customers of Imperfect Foods, we demand that Imperfect Foods honor its drivers' decision and bargain a contract in good faith!