Uber and Lyft’s effort to transform employment has stalled out in the states—so they’re trying to do it nationally.
legislation, the Worker Flexibility and Choice Act, in late July that wouldn’t just help Uber and Lyft treat their drivers as independent contractors, but exempt virtually any American worker from minimum wage and overtime protections.This federal foray goes far beyond the state-level bargains these companies had attempted to eke out.
The bill is unlikely to become law anytime soon; it hasn’t even been assigned to a committee yet. But these companies have now shown the hand they ultimately hope to play. The argument that app companies needed a new labor model for a new kind of work fades away when their new model applies to any and every American worker.
, they almost certainly won’t stay there. They would be an attractive option for any employer, including “more professional or managerial-style jobs,” Chen said.Essentially, then, the bill would run roughshod over a core right American workers enjoy, which is a guaranteed wage—a certain amount they have to be paid per hour, with more when they put in over 40 hours a week.
Worryingly, the bill also stipulates that it would supersede state employment regulation. Up until now, companies like Uber and Lyft have been lobbying federal regulators to adopt laxer standards for determining who is and isn’t an employee, but those regulations would still have left stricter state rules in place.
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