Throughout COVID, app-based workers risked exposure to keep us safe & fed. By illegally misclassifying workers, companies deprive them of basic protections: minimum wage, sick leave & overtime. To protect workers & enforce state law, we filed a civil action against Doordash.https://twitter.com/nytimes/status/1415758092319567877 …
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Replying to @chesaboudin
DoorDash drivers are not employees. They are contractors. One of the perks of being a contractor is flexible hours. If they are moved to employees they will work in 8-hour shifts. The model doesn't work. DoorDash will just leave SF.
25 replies 1 retweet 144 likes -
Replying to @michelletandler @chesaboudin
No reason employees need to work 8-hour shifts. What do you think the impact would be if they were classified as hourly employees who “punched a clock” when they drove?
1 reply 0 retweets 6 likes -
1. Higher delivery fees 2. DoorDash ‘locking out’ drivers in periods of supply/ demand mismatch 3. Reduced personal freedoms of drivers while ‘online’ 4. Future legal complexities around use of personal vehicles as business assets
1 reply 0 retweets 0 likes -
Replying to @ConnorJQuirk @devahaz and
I think there are more elegant solutions - e.g. using a consistent calculation, require companies to report avg. & variance hourly earnings of drivers, then governments can require avg earnings to be above
$X / hr over Y threshold hours worked, and a minimum of no less than$Z1 reply 0 retweets 2 likes -
Replying to @ConnorJQuirk @devahaz and
Would preserve many of the existing benefits around flexibility, while instituting some basic protections for workers
2 replies 0 retweets 2 likes
Yeah I don’t think it matters too much whether its more flexible hourly employee or more protected independent contractor, there’s no reason to limit things to status quo of current gig worker or traditional full-time employee. Work is evolving, regulations should too.
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