But last year, in a company email, a Google manager said it appeared that 16 additional countries, including Brazil, Canada, Australia and Mexico, had similar treatment laws for a time that the company did not properly recognize and no decision was made. Did not take. Additional measures to comply with local laws.
As more countries introduce new rules, Google is being forced to take action. In 2019, the Netherlands passed a law requiring Google’s staffing agencies to provide benefits such as sick pay, maternity and other paid leaves, health care and stock grants to the company’s permanent employees. The change affected at least seven Google Temp workers in the country.
“This is a situation we should avoid,” Mr. Barry, Google’s compliance manager, wrote in an email to colleagues. He recommended that Google fire all seven workers before the law goes into effect in 2020. Eventually, Google said it decided to keep six of the temp workers in full-time positions for the rest of their contracts. Another worker was fired but with three months’ pay, according to the company.
In recent years, Google has found ways to reduce the use of temporary workers. In 2018, it launched Project Brightlight, an initiative that includes a review of whether jobs are being properly classified as part of the “Labor Model Reset”.
In an internal 2021 email, a Google executive said the company has reduced the number of temps by 2,700 since 2018. Most of those spaces were outsourced, the email said, while 750 temps were converted into full-time employees.
The project aimed to establish pay equality for Temps in 2019 with permanent employees doing similar jobs in the United States.
In a preliminary 2019 study to weigh the financial impact of the move in the United States, where Google employs more than half of its temporary workers, the company estimated it would cost up to $ 52 million to bring in salaries for more than 4,000 temporary workers. Up to the minimum salary of the newly appointed permanent employee.