David W. Garland, Member of the Firm and Chair of the firm’s National Employment, Labor & Workforce Management Steering Committee, was cited in HR Dive, in “Google Mandates $15 an Hour Minimum Wage, Health Benefits for Contractors,” by Ryan Golden.

Following is an excerpt:

It’s unknown if other companies in the tech industry — or in the U.S. at large — will follow Google’s lead in requiring higher compensation for contingent workers. The practice of employing vendor, contract and temporary staff for a variety of positions has been criticized by activists as a way to avoid paying the higher prices associated with full-time employees, and previous reports indicate Google is particularly reliant on contingent workers to complete critical projects, with one report estimating such workers compromise 49.45% of its total workforce. …

The pressure for Google to respond to these issues hasn’t just come from employees; more than one shareholder has sued the company over its handling of sexual harassment cases involving Google executives. This is part of a broader trend of corporate investors placing more pressure on employers to confront social issues, including the concerns raised about workplace misconduct by the #MeToo movement, David W. Garland, member of the firm at Epstein Becker Green, previously wrote in an opinion piece for HR Dive. The tech industry particularly struggles with employee perceptions about its policies in this area; research from anonymous polling platform Blind showed one-third of tech workers think their employers offer generous severance packages to employees accused of sexual misconduct.

Related reading:

HR Dive, “Sex Harassment Meets Shareholder Lawsuits,” by David Garland.


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