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But last year, in a company email, a Google executive said there are 16 additional countries, including Brazil, Canada, Australia and Mexico, that have some sort of equal treatment laws for temporary workers that the company doesn’t properly recognize and recognize. took any extra steps to comply with local laws.
As more countries implement new regulations, Google is forced to act. In 2019, the Netherlands passed a new law requiring Google’s staffing agencies to provide temporary workers with benefits such as sick pay, maternity and other paid leave, healthcare, and stock grants that provide the same benefits as the company’s permanent employees. This change affected at least seven Google temporary employees in the country.
“This is a situation we must avoid,” Mr. Barry, Google’s compliance manager, wrote in an email to his colleagues. He recommended that Google lay off all seven workers before the law takes effect in 2020. Ultimately, Google said it has decided to take six of the temporary workers into full-time positions for the remainder of their contracts. The other worker was released with three months’ salary, according to the company.
In recent years, Google has looked for ways to reduce the use of temporary workers. In 2018, Google launched an initiative codenamed Project Brightlight, which included a review of whether jobs were correctly categorized under “worker model reset.”
In an internal 2021 email, a Google executive said it has cut the number of temporary workers by 2,700 since 2018. Many of these positions are outsourced, with 750 temporary staff being converted to full-time employees, the email said.
The project also sought to create equal pay for permanent and temporary workers doing similar jobs in the United States by 2019.
In a 2019 preliminary study to measure the financial impact of taking this step in the United States, where Google employs more than half of its temporary workers, the company estimated that it would cost $52 million to bring in payments for more than 4,000 temporary workers. up to the minimum wage of a newly hired permanent employee.
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