Electronic surveillance and automated management should not be understood as merely imposing some new, discrete set of harms on workers. Rather, pervasive employee monitoring should be seen as fundamentally altering the employment context in a way that threatens a wide
Recent industrial policy has the potential to accelerate decarbonization and increase America’s productive capacities. However, unless we build limits on corporate value extraction into the regulations and agency practices that will guide the contracts made between the government and private
Earlier this week, the Center for Law and Social Policy and Governing for Impact submitted a comment to the U.S. Department of Labor (DOL) explaining our support for its proposed rule on the independent contractor versus employee classification.
With increasing frequency, companies contract out their workforce to third-parties — an attempt to evade liability under workers rights statutes, including the nation’s labor laws — yet deploy surveillance technologies to maintain a tight grip over how these, supposedly third-party, workers do their jobs.
To avoid potential legal challenges, agencies should take even more care in their regulatory planning, review, and communication.
Yesterday, the first legal challenge was filed to kill the measure, but the administration is on solid legal ground.