Will rideshare drivers get paid less than minimum wage under Proposition 22

From today’s Sacramento Bee:

Proposition 22 proposes that gig drivers for companies such as Uber, Lyft and Doordash will get paid 120% of the area’s minimum wage for the time they spend picking up and driving goods or passengers, plus 30 cents a mile.

Proponents of the proposition argue under its calculation, the drivers will get paid closer to $25 an hour after expenses, much more than the state’s minimum wage. But the initiative’s opponents cite a much-published study from the UC Berkeley Labor Center, whose researchers said Proposition 22 will guarantee only $5.64 an hour.

Amid an onslaught of advertisements, Proposition 22 still has a fundamental question to answer: How much will the gig drivers get under the initiative. A Sacramento Bee review found that the answer depends on how expenses and time at work are defined. But it is possible that workers would earn less than minimum wage under the measure.

In 2019, Ken Jacobs and Michael Reich at the UC Berkeley Labor Center published a report saying the gig drivers using Uber or Lyft will only be guaranteed a pay of $5.64 an hour under Proposition 22. They still stand by the number.

Under Proposition 22, drivers could get a pay cut from what they are paid now, Jacobs said. “The guarantee they claim to have,” he said of the gig companies. “is a false guarantee.”

Under Proposition 22, drivers will not be paid for the time they are waiting to give a ride, nor the time they spend preparing and cleaning their cars. That time accounts for some 33% of the drivers’ working time, Jacobs said, citing a 2019 study that looked at Lyft and Uber rides in six metropolitan areas across the country, including Los Angeles and San Francisco. “It’s impossible to do the work without having the time waiting for work,” Jacobs said.

Another report, “Rigging the Gig,” by the National Employment Law Project and the Partnership for Working Families found that drivers working 50 hours a week will be paid $175 to $210 less a week under Proposition 22 compared to the current minimum wage.

Read the complete article here.

Mark Zuckerberg Wants To Silence Facebook’s Employees

From today’s Vice News:

Mark Zuckerberg loves free speech, just not when it comes to his own employees.

The Facebook CEO has repeatedly cited free speech as the reason he continued to allow President Donald Trump to openly lie and incite violence on his platform. It is the reason he says he won’t delete coronavirus anti-vaxx content even if it threatens the health of users. It’s why right-wing disinformation continues to dominate the newsfeed. 

But when his own employees speak up about these issues and other social causes, like Black Lives Matter, Zuckerberg’s belief in free speech appears to have reached its limit. 

On Thursday, Zuckerberg told staff that from now on discussions about “divisive” topics would no longer be allowed to be posted just anywhere on the company’s own internal version of Facebook, known as Workplace.

From now on, discussions about political and social issues would only be allowed to take place in specific areas of Workplace, so that all employees don’t have to confront such issues at work if they don’t want to, according to numerous media reports. And, these discussions will be strictly monitored and moderated. 

The exact details of how the new rules will work are still being hammered out. But Zuckerberg was keen to downplay the censorious aspect of the new rules, telling staff that Facebook plans to “explore ways to preserve our culture of openness and debate around” its work, a company spokesman told the Wall Street Journal.

Facebook did not immediately respond to a request for comment about the rule changes and why they were being implemented now.

Read the complete article here.

I got COVID-19 working at Ralphs. We need a voice in workplace safety

From today’s Los Angeles Times:

After spending seven weeks isolated in my bedroom sick with COVID-19, I stood in front of the Ralphs grocery store where I work, bracing to return. It took me about five minutes to make the decision to cross the threshold and go back to work. I wasn’t sure I could do it.

For 20 years I have been a Ralphs employee, working at different stores throughout Los Angeles. I work the night shift, cleaning, stocking and preparing the store for the next day. I believe I caught COVID-19 at work.

In the days before I got sick, the store was exceptionally crowded. I remember it clearly because it was packed as customers stocked up for the Jewish holiday the next day. My husband is Jewish and we observe all the holidays. That day I started to feel sick. I went home early and slept all day until my youngest daughter woke me at 7 p.m., nine hours after I usually wake up after a night of work. I couldn’t breathe. I was hot. My husband rushed me to the ER. I took a coronavirus test. It was positive…

In Los Angeles, masks have been required since April. But it’s not just the policies that matter. Kroger, which owns both Ralphs and Food 4 Less, has policies to encourage distancing and limit the number of customers in the store. But these policies are unevenly enforced. I have seen carts that are not always sanitized. I have seen check stands go uncleaned. The stores are often crowded. Customers wear masks as “chin straps” all the time.

If customers aren’t wearing masks, managers are supposed to approach them. But managers aren’t always there late at night, leaving workers like me sometimes vulnerable. When a Ralphs coworker and friend, who is a manager, asked two male customers to wear masks, one attacked her with a shopping cart and drew blood. After she defended herself, Kroger suspended her.

More than 1,175 members of my union, the United Food and Commercial Workers Local 770, have had confirmed cases of COVID-19. Four have died. Just last week two more workers at my store got infected. From where I stand, Kroger, the largest grocery store chain in the U.S., needs to do more to enforce safety measures.

Read the complete article here.

It’s Time to Strike! This Could Be the Last Stand for American Workers

From today’s New York Times:

Labor Day hit with an extra knife-twist of cruel irony this year, in an America that is barely trying to pretend anymore that the plight of tens of millions of working people merits national concern.

On Friday, the government announced a slowing recovery from the job losses and economic shutdown caused by the pandemic. Nearly 14 million Americans are now unemployed, and almost eight million more are euphemistically called “involuntary part-time,” meaning they would work more if there were enough work.

In March, as part of a wider stimulus, Congress expanded unemployment aid by $600 per week, a plan that scholars say may have temporarily reduced the nation’s poverty rate. As of mid-August, about 29 million Americans were receiving some form of unemployment assistance.

But the $600-per-week bonus ran out in July, and Senate Republicans have rejected Democrats’ bill to extend the payments. The G.O.P. is now working on its own more limited plan, though several Republican senators are reluctant to support even that.

Inaction may prove disastrous. Beth Ann Bovino, chief U.S. economist for S & P Global, told The Times last week that federal aid was meant as a kind of economic bridge through uncertain times, but, she added, “it looks like the ravine has widened and the bridge is halfway built, so there are a lot of people stranded.”

Bovino’s image suggests a way out of this mess: Workers should band together and demand, collectively, a bridge across the ravine.

To put it more plainly: It’s time for a general strike. Actually, it’s time for a sustained series of strikes, a new movement in which workers across class and even political divides press not just for more unemployment aid but, more substantively, a renewed contract for working in an economy that is increasingly hostile to employees’ health and well-being.

This may be the American worker’s last stand: If we can’t get our government to help us now, when will we ever?

Read the complete article here.

When Your Employer Doesn’t Respect Your Family Commitments

From today’s Harvard Business Review:

When trying to balance your work and family commitments, it helps to have a boss who is understanding and supportive: someone who doesn’t raise an eyebrow when you sign off early to attend a school event or take a personal day to accompany an aging parent to a doctor’s appointment.

But what if your manager isn’t sympathetic to your familial responsibilities? Or worse, your boss is outright dismissive or is even hostile toward your obligations? This is particularly challenging during the pandemic when many people’s work and home lives have collided. How should you handle a boss who refuses to acknowledge the other demands on your time? How can you find room for flexibility? What should you say about your family commitments? And who should you turn to for moral and professional support?

Too many working parents and other employees with extensive caregiving responsibilities have stories of a manager who gives them an assignment at 4 pm and asks for it the next morning, or a boss who makes disparaging comments about another working parent who doesn’t seem loyal to the company. “There are some managers who are unsympathetic to the challenges their employees face at home and some who intentionally turn a blind eye,” says Avni Patel Thompson, the founder and CEO of Modern Village, a company that provides technology solutions for parents. “Other managers may have positive intent but lack empathy or ideas on how to [support their employees].”

When you work for a manager who doesn’t recognize your family obligations, your strategy must be multifaceted, says Ella F. Washington, professor at Georgetown University’s McDonough School of Business and a consultant and coach at Ellavate Solutions. You need to figure out how to productively navigate the situation with your boss, while also collaborating with your colleagues and family to create a schedule and “set boundaries” that work for everyone. The goal is to “try to get your boss to meet you halfway,” she says. Here are some ideas.

First things first, “know your rights” and understand what you’re entitled to in terms of paid leave and care options, says Thompson. Do some research into your company’s policies and whether there are alternative work arrangements on offer. Long before the pandemic hit, an increasing number of organizations instituted flexible work plans for employees, and many states have flex-work policies in place for their government workers.

Find out, too, if your situation qualifies you for the federal Families First Coronavirus Response Act. The law requires some employers to provide paid leave to workers who must care for someone subject to quarantine or a child whose day care or school is closed. Washington recommends talking to your company’s HR person, if you have one, to learn what options and accommodations are available to you. “Knowledge is power,” she says.

Read the complete article here.

Instacart shoppers face unforgiving metrics: ‘It’s a very easy job to lose’

From today’s Los Angeles Times:

Five days a week, Ryan Hartson scours the picked-over aisles of Mariano’s Fresh Market in Chicago to fill grocery delivery orders for Instacart. He clocks in for his shift exactly on the hour — if he’s even five minutes late, he’ll receive a “reliability incident.” Within four minutes he must accept any incoming orders. Any longer and he’ll be kicked off the shift and risk getting an incident. Three incidents in a week and he’s at risk of termination.

“It’s a very easy job to lose,” Hartson said.

To avoid missing orders, Hartson schedules his bathroom visits — after four hours of work, the app notifies him that he has earned a 10-minute paid break. Meanwhile, Instacart managers use the app to see if he’s running behind on his orders. The app also tracks Hartson’s customer communications, automatically searching for specific terms to ensure he’s using Instacart’s preferred script. If he doesn’t, his metrics will take another hit.

Metrics define the experience of Instacart’s part-time workforce. Measured weekly for employees such as Harston is the number of reliability incidents; the number of seconds it takes to pick each item; and the percentage of customers with whom they correspond. Some former and current employees say 5% to 20% of shoppers in a store can be fired weekly.

Even in the data-driven tech world, Instacart stands out for its metrics-oriented culture, interviews with more than 30 current and former employees as well as documents and recordings reviewed by The Times reveal. This drive toward productivity helps Instacart’s profit margins, a vital step for a start-up that recorded its first-ever monthly profit in April, as the coronavirus pandemic heightened demand for grocery delivery.

Instacart says it has eased enforcement of certain metrics during the pandemic, but shoppers say company policies often ignore the realities of the job, leaving them in constant fear of termination over things out of their control.

Instacart says it evaluates shoppers on more than just speed and efficiency. Natalia Montalvo, the company‘s director of shopper engagement and communications, said the in-store shopper role was built on the premise of “flexibility, efficiency, innovation and customer service.”

“Efficiency and fulfillment of customer orders in a timely manner is important,” Montalvo said, “but it’s just one of many factors we look at in our overall business health and growth relative to other contributors” such as revenue derived from advertising for and partnering with consumer brands.

Read the complete article here.

Why Work From Home When You Can Work From Barbados or Estonia?

From today’s New York Times:

When Lamin Ngobeh, a high-school teacher at the Freire Charter School in Wilmington, Del., saw a social media post last month about working remotely in Barbados for 12 months, his interest was piqued.

Lamin Ngobeh, a high-school teacher in Delaware, plans to move temporarily to Barbados in September.
Mr. Ngobeh in his classroom in Delaware.

“My school probably won’t open for in-person classes at least until February 2021, and I want to be in a country that’s safer — health wise — and also enjoy the quality of life,” he said of the reasons for considering a temporary relocation. “I reached out to my school leaders and they were very supportive of my decision.”

When it announced its 12-month Welcome Stamp program in mid-July, Barbados became one of the first of several countries, in regions from the Caribbean to Eastern Europe, to create programs for remote workers. The programs employ either special visas or expand existing ones to entice workers to temporarily relocate. Other countries offering similar visas currently include Estonia, Georgia and Bermuda.

A substantial drop in these countries’ tourism numbers is a key reason for the new programs.

“Tourism is the lifeline of the country,” said Eusi Skeete, the U.S. director of tourism for Barbados. Tourism accounted for 14 percent of the country’s annual gross domestic product in 2019, according to data published by the Central Bank of Barbados, and had a record number of international arrivals of more than 712,000. But in 2020, the number of visitors during the months of April, May and June were near zero.

Mr. Skeete said that the country’s new remote worker visa program will help with those numbers. “A 12-month period will allow visitors to experience the country in a holistic way,” he said.

More than 1,000 applications from around the world were submitted within the first week, the country said, with the majority of responses from the United States, Canada, and Britain.

Read the complete article here.

Uber likely to shut down in California for over a year if new ruling not overturned

From today’s NBC News Online:

In new court filings Wednesday, a top Uber official said the company would “almost certainly need to shut down” ride services in California for “likely more than a year” if a judge’s groundbreaking ruling issued this week is upheld on appeal.

In a new four-page declaration, Brad Rosenthal, Uber’s director of strategic operational initiatives, said that if the company has to reclassify the bulk of its workforce as employees rather than contractors, it will “force Uber to dramatically restructure its entire business model and its relationships with drivers and riders.”

In a call with investors Wednesday, Lyft CEO John Zimmer said the company would likely also suspend operations in the state for similar reasons.

Earlier Wednesday, Uber CEO Dara Khosrowshahi said the company would halt service in its home state of California for a few months if a judge’s groundbreaking ruling this week is upheld on appeal.

“We will have to shut down until November,” Khosrowshahi told MSNBC’s Stephanie Ruhle in an interview.

On Monday, Judge Ethan Schulman of the San Francisco County Superior Court found that there was an “overwhelming likelihood” that both Uber and Lyft had misclassified drivers as contractors rather than employees. Drivers make up the bulk of those companies’ labor forces.

The ruling was the latest twist in a lawsuit brought against the companies in May by the state’s attorney general. Schulman put a hold on enforcement of his ruling for 10 days pending appeal.

In the new filings, both companies asked the judge to at least extend this hold period beyond 10 days while they begin the appeals process. Schulman is set to hold a hearing on this issue Thursday.

Read the complete article here.

California lawmakers ask Newsom to act immediately on unemployment claims

From Los Angeles Times:

More than half the members of the California Legislature called on Gov. Gavin Newsom on Wednesday to immediately begin paying unemployment benefits to many of the more than 1 million jobless workers whose claims have been stalled in the system as the state works to clear a months-long backlog.

In a letter to governor, a bipartisan group of 61 lawmakers issued a series of requests for immediate action at the state Employment Development Department, including calls for the agency to ensure service representatives do not hang up on callers who they can’t help, and implement an automatic call-back system to quickly respond to those who cannot reach a live operator. The lawmakers also called for the agency to expedite its approval of unemployment benefits by retroactively certifying claims and resolving issues later in the process.

“In our fifth month of the pandemic, with so many constituents yet to receive a single unemployment payment, it’s clear that EDD is failing California,” said the letter to Newsom. “Millions of our constituents have had no income for months. As Californians wait for answers from EDD, they have depleted their life savings, have gone into extreme debt, and are in deep panic as they figure out how to put food on the table and a roof over their heads.”

EDD spokeswoman Loree Levy said the agency is reviewing the letter and will provide a response as soon as possible. The governor’s office did not immediately respond to requests for comment on the letter’s recommendations.

The letter, which was organized by Assemblyman David Chiu (D-San Francisco), was signed by 49 members of the Assembly and 12 members of the state Senate, including Senate Republican Leader Shannon Grove of Bakersfield, and sent a week after Newsom announced the creation of a “strike team” to reform EDD and complete all unanswered claims by the end of September.

The governor said the claims are from those who may be eligible for payment but require more information. Many claims are “pending resolution” because they have issues to resolve, including verification of the identity of the filer, he said.

The legislators said in their letter that the backlog should be cleared sooner than the end of September and that, in the interim, Californians with stalled claims should receive some portion of their benefits to help them make ends meet.

Read the complete article here.

Coronavirus relief talks restart as jobless aid divides GOP and Democrats

From today’s CNBC News Online:

Democrats and Trump administration officials will sit down again Monday afternoon to try to hammer out an elusive deal on a fifth coronavirus aid bill. 

Negotiators House Speaker Nancy Pelosi, D-Calif., Senate Minority Leader Chuck Schumer, D-N.Y., Treasury Secretary Steven Mnuchin and White House chief of staff Mark Meadows plan to meet at 1 p.m. ET as the sides find themselves far from an agreement. The discussions will follow Sunday’s staff-level talks on a package to help rein in a raging pandemic and jolt a flailing U.S. economy. 

The effort has gained urgency after a $600 per week federal unemployment benefit expired at the end of July. The extra aid has helped tens of millions of jobless people afford food and housing as the economy reels during the outbreak. 

Pelosi has indicated the sides made more progress in talks over the weekend than they did in discussions last week. Asked Monday how far apart Democrats and Republicans are, the speaker said she would wait to see how Monday’s talks go. 

“Well, let’s see when we meet today,” she told CNN. “It’s absolutely essential that we reach agreement.” 

Disagreements over how to structure unemployment insurance have stood in the way of a deal. Democrats have insisted on continuing the $600 weekly sum. They passed a House bill in May to extend the aid into next year.

Republicans, who questioned the need for more pandemic relief before they released a proposal last week, want to slash the extra benefit to $200 per week through September. They would then set the aid at 70% wage replacement.

Read the complete article here.