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this post was submitted on 10 Aug 2023
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Work Reform
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A place to discuss positive changes that can make work more equitable, and to vent about current practices. We are NOT against work; we just want the fruits of our labor to be recognized better.
Our Philosophies:
- All workers must be paid a living wage for their labor.
- Income inequality is the main cause of lower living standards.
- Workers must join together and fight back for what is rightfully theirs.
- We must not be divided and conquered. Workers gain the most when they focus on unifying issues.
Our Goals
- Higher wages for underpaid workers.
- Better worker representation, including but not limited to unions.
- Better and fewer working hours.
- Stimulating a massive wave of worker organizing in the United States and beyond.
- Organizing and supporting political causes and campaigns that put workers first.
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Okay.
My point was contractors cannot be fired at will, even in right to work states where regular employees can be.
So, deactivating gig workers without cause is a breach of contract. Which you can easily sue for. And these assholes know they're wrong, so they will want to settle out of court. You don't even need a lawyer.
Any competent contractor will include a termination clause in their contract. I have signed many contracts, and every single one had language to terminate the contract under some specific circumstances.
Especially with a big company like uber they can bury a favorable termination clause somewhere in the contract, and you can't exactly negotiate with an app if the terms aren't to your liking.
Companies have lawyers who get paid handsomely to write language to let them get away with things. There's no way they would be deactivating contractors if it was opening them up to significant liabilities.