( How Google Treats Contracted Employees

Notes

TVC are temporary vendor contract employees
Similar to game development contractors, people are put into positions similar to full-time ones without all the accompanying benefits

Google’s “shadow workforce,” which has grown in recent years to roughly the same size as the company’s full-time employee count.

Team responsible for google assistant personality and language were mostly contractors that had their contracts simultaneously ended
TVCs want more respect as individuals which is to be displayed in the treatment of their ties to company and contracts
Collective amongst employees to challenge Google’s treatment of contractors

median pay for contractors was $90,000 per year, while median pay for full-time employees was $128,000

The demand follows a New York Times report in May that said Google employed 121,000 contract employees and 102,000 full-time employees.

Many changes are being asked to improve the quality of life of contractors
Google believes that their overall population of contractors is small, and that they are given opportunities to stay for heavy projects

URL

Examples of discrimination for TVC

The training instructs Google employees not to invite TVCs to all-hands meetings, team offsites, or the company’s weekly “TGIF” meeting, where employees vote on questions to post to top executives
Google is worried about the complications of co-employment, as holding themselves accountable for contractors can lead to unecessary complications

Key statistics

Google’s underpayments to its temporary workers are substantial. One internal analysis estimated that Google’s expenses for 1,200 temps in EMEA and APAC regions would need to increase by $17.3m to comply with pay parity laws, of which $12.65m would go to the temporary workers in increased wages and bonuses. (An additional $4.4m in costs would be the result of the estimated 35% markup that staffing agencies charge.) Individual temps were paid between 12% and 50% less than they should have been, according to an internal memo also from February 2021
Solutions

applying the new rates to new joiners and existing temps and backdating the increases for the existing temps to their start date

Lots of repeated information throughout the articles, only learned a tiny bit of something new from each one
This contracting grey area is disheartening to see, but at least I’m more educated on it and will try to not be exploited when I start working as I’ll be more aware
I can understand from a business standpoint as to why this is somewhat necessary, and it’s not really surprising as the main priority of these companies are profits and productivity
Contrasts the positivity I usually hear about working at Google with their employee wellness, I guess they just need to also work on improving the working conditions and treatment onto contractors as well !

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Created:: 2022-02-25 04:02