“Be your own boss! Make up to $18/hr! Control your own schedule!” These are familiar captions we have all seen to accompany ads for gig jobs such as Uber, Skip the Dishes, etc. They are enticing, and designed to draw you in. What many people originally failed to see however is: “You don’t have the normal rights of paid employees! Traditional labour regulations don’t apply to you! Your safety is your own concern!”
Gig jobs & employers seem new and innovative because of their digital matching technology, which certainly gives them a cutting edge in todays growing and changing world of work. Yet there is still discontent and confusion shrouding the particulars in regards to the very basic foundations of their businesses: what are the rights of the workers? According to gig employers, their workers are independent contractors and therefore don’t have the normal rights that paid employees do.
For many people, this represents a serious problem. As mentioned in the article, there are court cases underway in Canada in regards to employees’ rights to sue their gig employers (although, about what is not specified) and rights to unionize in order to better guarantee employee rights. Wanting these kinds of guarantees and stability is understandable, but approaching the nature of gig jobs from another perspective brings some other concepts to light. What some may view as uncertain and unguaranteed hours/schedules, others may view as flexible and easy to manage around school, personal life, or other employment commitments. What some may view as no rights or protection and not even paying minimum wage, others may view as a genuine opportunity to experience self employment and extra cash in their pockets.
I think it is important to also take note of the literal meaning behind the term ‘gig job’. A ‘gig’ and a ‘gig job’ are literally defined as temporary [jobs]. I do not believe these types are jobs were designed or meant to be a persons sole source of employment or income, and THAT is the reason why they are lacking core components like workers rights, benefits, etc. The article mentions gig jobs as a fall back for those who are unable to find stable/full time work, and that ties into my viewpoint that gig jobs are still only meant to be temporary or supplementary to ones primary source of income/occupation.
That being said, there are still some who may choose to have gig jobs as their sole/primary income source. They key word here is…they choose this. I understand some people may be unable to find a job that is sufficient enough to pay their bills. Nevertheless, no one is forcing any person to work for gig employers, they are choosing to work for them, and therefore choosing to be subject to the lack of protection and rights afforded by them.
Does this mean I do not think gig employers should assume any risk or responsibility for their workers? I’m not sure. Valuing your employees and their safety is an integral part in ensuring your employees experience job satisfaction. Without measures like this, I am interested to see the fate and results of gig employers in todays changing world of work.
Julia Golden EMPR 200 Blog 