Showing posts with label Industrial. Show all posts
Showing posts with label Industrial. Show all posts

January 7, 2020

Uber, Lyft Refuse To Comply With New Law of Not Having Workers Classified as Contractors


cover photo, Image may contain: pizza and food
 I have done work for Postmate and I am I have a lot of gratitude for having the opportunity to get access to their platform and get cash quick when something unexpected happens. In my opinion, this is a great company and even though I have had instances in which I get mad at them it does go away real fast because of Iam able to use their platform to do a little work (very little) and I have my own hours without telling them and leave when I want to. Not everyone qualifies and I have been told others pay more because of more work given. I don't know if that is true. I know what I need money-wise and how I want to be treated so if I get that, I'm satisfied. I've had my own business which I managed throughout my life and I know how a business works. The principles are the same whether they sell diamonds or food. Postmates is a very security-oriented company. To qualify I had an FBI background report, Credit report and Driver license report for the last 3 yrs. together with car insurance papers, in order to be accepted plus other paperwork. It's not a physical job but it is exhausting for me to be in traffic even though it is only in my neighborhoods for a short period of time.  Adam


A new law that went into effect in California on Wednesday is supposed to make it harder for companies to hire workers as contractors — but gig companies like Uber, Lyft and the food delivery platform Postmates are refusing to reclassify their fleet of drivers as employees.
Supporters of Assembly Bill 5 say companies have been exploiting contract workers for years because they aren't considered employees who get benefits like health coverage and workers' compensation.
The law touches many industries, from trucking to tech to certain medical professions. AB5 does include carveouts for professions such as dentists and attorneys.
Democratic Assemblywoman Lorena Gonzalez says misclassification is a problem throughout the economy, but she zeroed in on gig companies during last year's legislative session.
"The same week that workers had to go on strike because their per mileage fee was being cut, an investor was celebrating his $30,000 investment that became $120 million in one day," she said during a debate on the Assembly floor in April, shortly after Lyft went public. "Something is wrong with the way that we have allowed these companies to operate."

The legislation codifies a ruling from the California Supreme Court that established a new test for classifying workers. Gonzalez says she hopes city attorneys and the state attorney general will hold gig companies responsible if they do not comply with the law.
"This is an ongoing battle," she says as the law takes place.
Uber and Lyft declined an interview for this story, but they and other gig companies have developed a multipronged strategy to avoid complying with the new law.
First, companies are negotiating with lawmakers and labor unions to create an alternate class of worker — basically a contractor with added benefits.
Also, earlier this week, Uber and Postmates filed a lawsuit in federal court challenging AB5.
Then, there is the nuclear option: Gig companies have sunk more than $100 million into a ballot measure to exempt them from the requirement that they are hoping to put before voters in November.
Drivers on all sides of the debate have weighed in. A group called Gig Workers Risinghas mobilized drivers to demand better wages and the opportunity to collectively bargain. The group lobbied lawmakers to pass AB5.
But others say they fear losing the flexibility that comes with setting their own hours as a contractor. 
"With this job, I have the freedom to work when I have time," says Alfonso Martinez, who drives for Uber in the Sacramento area. He says it allows him to balance the demands of being a father to school-aged children who have special needs.
Industries such as trucking, journalism and those involved in the gig economy are pushing back by filing suit in federal court.
But some companies are scrambling to figure out how to comply.
In December, the sports website SB Nation announced it would terminate contracts with hundreds of freelancers in light of California's new labor law.
Bradley Geiser and Will Griffith are a couple of those freelance writers. They've contributed interviews, commentary and reporting to the Sacramento Kings blog, Sactown Royalty, for the last five years.
Geiser says writing for the blog isn't just about making some money on the side, it has also allowed him to raise his profile as a sports writer.
"I don't think I would be where I am, trying to be a writer today, without the opportunity they gave me," he says. 
Vox Media, which owns SB Nation, did not respond to a request for comment. The company said it plans to replace the freelancers with a staff of full-time employees, but just how many remains unknown.
The new law does provide a specific carveout for freelancers: They can contribute up to 35 submissions per year to a single outlet and still be considered contractors.
But a lawsuit filed in federal court by journalism and photography associations argues the law violates the First Amendment.
While the two Sacramento-area writers aren't involved in the lawsuit, Griffith says he supports it.
"If you can't hold [Uber and Lyft's] feet to the flames, and [the law is] affecting people that it really wasn't supposed to affect, then something needs to be changed — and quick," he says.

June 26, 2019

A Corporate Strategist Explains Why LGBT Inclusivity Matters


WHO HE IS Founder and principal, Out Leadership
2018 REVENUE $3 million
GREW UP Hickory, North Carolina
RESIDES Hell's Kitchen
EDUCATION Bachelor's in English, Duke University
by Judith Messina

NO NAMES "You don't make progress by calling people bigots or by shaming or naming. No company or person is perfect, and every company has its own journey. We believe in the power of positive intent."

PLANS FOR WORLD PRIDE 2019, JUNE 30 "Celebrating the progress LGBT+ people have made with friends and colleagues from Out Leadership's member companies."

The founder of Out Leadership, a B corp and strategic advisory and membership organization, Todd Sears works with global corporate leaders helping them recruit LGBT talent and create inclusive cultures. The firm's membership includes 68 companies such as American Express, Bloomberg and Citigroup. Among its initiatives are Out on the Street and Out in Law; OutNext, a leadership-development program; Quorum, which advances the case for openly LGBT directors on corporate boards; and OutWomen, a networking effort for senior women in business.

You say that diversity should not be human resources' job. Why?

If something gets relegated to HR, it sometimes gets deprioritized and becomes a compliance exercise. Talent is the single largest business and innovation driver a company has and, for a business leader, it should be the No. 1 thing to focus on. HR should be in a supportive role. The business has to own it.

How do you keep diversity management from being an exercise in quotas?

It's how you measure it. Every major company has engagement surveys. I encourage them to slice them by gender and ethnicity and see differences in engagement in different populations. You have to understand corporate culture and what is preventing you from retaining or hiring women, for example. Not every company needs to be 50% women. That's "check the box." It's more about opportunity and needs, business climate and business objectives.

Four regional surveys publicly rank corporations on LGBT inclusivity. Why did you start your own survey? 

I wanted to build something that is global, benchmark-able and private to the companies so that they are more willing to share. The goal of the survey is not to get 100%. In a pilot with 10 of our global corporate members, the highest score was 66% and the lowest, 24%. The goal is to identify gaps and opportunities. It's more about improving internal culture so that it's better for employees and clients.

You recently launched CEO briefs based on your LGBT Business Climate Index. What did you find?

The full research will be available in September. There is some really interesting preliminary data, such as the data on "covering," which is when employees in a workplace hide an aspect of their identity to fit in. It's important because when someone is covering, they are not being authentic and are using a lot of energy.

What have you achieved so far with Quorum, your effort to help companies recruit LGBT board members?

Quorum has three prongs: getting companies to understand that LGBT is included in the definition of board diversity, identifying potential directors and making sure they are prepared and creating market demand. When we started, only two companies in the Fortune 500 included LGBT in their diversity definition. In the past two years, seven multinational companies changed policies, and the total is now nine. At least four more are working on it this year.

How do you help firms identify potential directors?

We've created a database of almost 1,000 senior LGBT leaders who have created profiles to be considered for boards, and we are working with pension funds and private-equity funds to create the demand. When a company says it matters, we say, "Here they are."

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