Mystery shopper, fake job offers target people stretched for cash during pandemic - The Virginian-Pilot - The Virginian-Pilot

Mystery shopper, fake job offers target people stretched for cash during pandemic - The Virginian-Pilot - The Virginian-Pilot

Mystery shopper, fake job offers target people stretched for cash during pandemic - The Virginian-Pilot - The Virginian-Pilot

Posted: 04 Oct 2020 04:08 AM PDT

The instructions, sent in August by a supervisor named Michael, indicated that she'd need to deposit the $6,000 check to buy gift cards, take photos of the numbers on the gift cards and send them to Michael. And there was something involving a Bitcoin account, too.

Working mothers on the edge - CBS News

Posted: 04 Oct 2020 06:15 AM PDT

For Clara Vazquez, a home health aide in the farming town of Sunnyside, Washington, the pandemic has created a new level of anxiety. "I'm here to take care of people that need me, but who can take care of my son?" she said. "I don't have no one."

She and her husband, Augustin, a long-haul truck driver, barely make ends meet. With school now online, they cannot afford a regular sitter for seven-year-old Kevin, and must rely on a patchwork of friends and family.

"One of the things that my son always says when he goes to bed is, 'Who's gonna watch me?' He worries, he can't sleep right because he doesn't know where he's going to be. So, it's heartbreaking to me, because there's days where I just say, 'I'm just going to see who answers me so I can drop you off.'"

Vazquez fears her son is falling behind in his school work, and yearns to be home to help.

Correspondent Rita Braver asked her, "Financially, how hard would it be for you, if you had to stop working?"

"It's just gonna leave us more into debt, and i just can't afford to leave my job," Vazquez replied. "Because if I do, I won't be able to pay my bills."

Professor Joan C. Williams, founding director of the Center for WorkLife Law at the University of California's Hastings College of Law, said that mothers are in an impossible situation: "They're doing their own job, their childcare worker's job, and their children's teacher's jobs."

CBS News

Braver asked, "What's your call volume like now, during the pandemic, versus what it is in normal times?"

"Absolutely unbelievable," Williams replied. "We've had a 250% increase in people calling us."

Washington did provide some early relief for families, but many people were ineligible, and most of that money has already run out. 

And while plenty of fathers are struggling, a new study shows that women are almost three times more likely than men not to be working due to childcare demands because of the pandemic.

CBS News

Said Williams, "Fifty-seven percent of moms now report depression and anxiety compared to only a third of dads. Eighty percent of mothers now say they're doing most or all of the housework and home schooling."

"It's almost like people were just holding it together, and the whole infrastructure is crumbling," said Braver.

"You know, we were already in a crazy situation in the United States – I mean, we're the only industrialized nation with no paid parental leave," Williams said. "It was a Rube Goldberg machine from the beginning. And it just broke."

Williams says that many mothers are facing serious indifference or even hostility from employers. "All of them are feeling really, really embattled right now," she said.

Danielle Meah was working for a Fortune 50 institution, part of the leadership in that organization's cyber-security department. But it all collapsed in March. Meah's company told everyone to work from home. Because of COVID-19, her babysitter could not come to the house. Her husband helped, but has a high-pressure job, too. 

Meah had most of the responsibility for baby Logan.

Braver asked, "How did the company react toward this circumstance that you were in?"

"I worked in a primarily male-dominated environment," Meah said. "I started noticing comments here and there that suggested people were not comfortable with it – you know, having the baby on a call with me or, like, bringing him onto a conference line would make people uncomfortable."

"Uncomfortable because they didn't like seeing a baby in a work environment?"

"I just kind of received veiled questions like, 'When does he eat?' or 'Does he ever sleep?' And I also felt bad because I wasn't dedicating the same amount of attention and care that I normally would to the staff or to the call or to the meeting 'cause I was preoccupied with him. It got tricky very quickly."

Soon, she found herself left out of key meetings: "And actually someone made that comment to me of, 'We're just not gonna invite you because you're off doing 'mommy duty,'" she said.

"Did you ever talk to superiors in the company and say, 'Look, I'm struggling here, can you give me some relief?'" asked Braver.

"I did," said Meah. "And the response was, 'You have to do these things or your career is in jeopardy.' And that, to me, felt like a threat."

She finally resigned.

"You couldn't struggle anymore?" Braver asked.

"Yeah. And that's what kills me, truly," said Meah. "This was a job I'd worked for for 10 years, minimum. I'd busted my butt to get there. I was bitter, I was really angry."

Meah was able to find a new family-friendly job, at a similar salary. But not everyone is so lucky.

Drisana Rios, who was an account executive at a San Diego insurance company, is now unemployed. "It's been a few months. And I've been looking every single week," she said.

Her company had switched to work-at-home just as her one- and four-year-old's preschool shut down. Her husband is an essential worker, gone all day. She said her manager immediately laid down the law: "He right away would say, 'I do not wanna hear the kids on client calls.' Yeah, he didn't wanna hear them on client calls, or see them, right? He would just question, you know, my availability, which I didn't understand, because I was available all the time."

Rios said a male colleague with children was treated differently. But no matter how hard she tried, she said, her boss would not let up: "And I said, 'What else do you want me to do? Do you want me to lock my one-year-old in a room on his own?' And he just responded, 'Figure it out.' And I was just crying. I'm like, 'OK.' So, I reported the discrimination to HR via email. And a week later they let me go. And I believe it is 100% retaliation for this, because I was doing my job."

Attorney Daphne Delvaux is suing on behalf of Rios. In its legal response, HUB International Insurance Services denies "each and every allegation" Rios makes, and says that she was let go for "legitimate ... business reasons…" including "failure to perform her job duties."

But Rios is part of a trend: the government just announced that 865,000 women left the workforce last month, versus 216,000 men.

Delvaux said, "You know, this virus doesn't just cause people to die, but it's actually killing the working mothers' careers," she told Braver. "I feel like women are being set back decades in their progress towards equality at work."

And mothers like Drisana Rios are sounding an alarm: "I don't ever want a mom to feel like I do, that they have to choose to either work and not have kids, or to be a stay-at-home mom. We could have both. We can be working mothers." 

For more info:

Story produced by Sari Aviv. Editor: Ed Givnish.

Corona-fied: Employers are now spying on remote workers in their homes - Salon

Posted: 05 Oct 2020 12:55 AM PDT

The future of work is here, ushered in by a global pandemic. But is it turning employment into a Worker's Paradise of working at home? Or more of a Big Brother panopticon?

Disturbing increases in the use of digital surveillance technologies by employers to monitor their remote workers are raising alarm bells. With the number of remote workers surging as a result of the pandemic—42 percent of U.S. workers are now doing their jobs from their kitchens, living rooms, and home offices—a number of employers have begun requiring their workers to download spying software to their laptops and smartphones. The goal is for businesses to monitor what their remote employees do all day, to track job performance and productivity, and to reduce so-called "cyber-slacking."


Business software products from Hubstaff, which tracks a worker's mouse movements, keyboard strokes, webpages visited, email, file transfers and applications used, are surging in sales. So are sales for TSheets, which workers download to their smartphones so that employers can track their location. Another product, called Time Doctor, "downloads videos of employees' screens" and uses "a computer's webcam to take a picture of the employee every 10 minutes," NPR reports. One employee told NPR, "If you're idle for a few minutes, if you go to the bathroom or… [to the kitchen], a pop-up will come up and it'll say, 'You have 60 seconds to start working again or we're going to pause your time.'"

Another system, InterGuard, can be secretly installed on workers' computers. The Washington Post reports that it "creates a minute-by-minute timeline of every app and website they view, categorizing each as 'productive' or 'unproductive' and ranking workers by their 'productivity score.'" Other employers are using a lower-tech approach, requiring workers to stay logged in to a teleconference service like Zoom all day so they can be continually watched.

Since the COVID-19 outbreak, one surveillance company, Awareness Technologies, says it has seen its sales triple. Executives at Hubstaffand Teramind also say demand for their companies' monitoring products has tripled. One website showing "Employee Monitoring Software in the USA" lists nearly 70 companies with products for sale.


Outdated laws keep it legal

Despite this surge in online surveillance activity, currently, it is a legal practice in the United States. Individual state laws vary over whether companies must inform workers that they're using tracking software, but in reality, "When you're on your office computer, you have no privacy at all," says Lewis Maltby, president of the National Workrights Institute. "Anything and everything you do is probably monitored by your boss."

Current laws are vastly outdated, as they are based on the Electronic Communications Privacy Act of 1986, when the primary form of electronic communication was the telephone. That was a distant time when desktop computers were first becoming popular, and smartphones were not yet a glint in Steve Jobs' eye.


And now, in response to the coronavirus outbreak, companies such as Pricewaterhouse Coopers and Salesforce have developed intrusive applications that enable companies to continuously track the health status of their employees. Often they include a system for tracking contacts between employees within an office, and a mobile app for collecting information about their health status. A number of large U.S. employers, including AmazonWalmart, Home Depot and Starbucks, are taking the temperatures of their employees before they are allowed to work. Certainly, employers have a legitimate need to collect the necessary data to safeguard their workplaces, especially in response to a pandemic. But what is the appropriate level of "health intrusion"? How voluntary is the participation of workers, and who gets to decide?

The reality of this constant Big Brother digital spying in people's homes is that dozens of remote workers are starting to complain that they feel burned out by this pressure. A recent Fishbowl survey of major companies' employees found that three-quarters of those polled were opposed to using "an app or device that allows their company to trace their contacts with colleagues." Yet many fear they will be branded as a troublemaker or lose their job if they speak out. And since remote workers hardly see each other—and increasingly may not even know many of their coworkers—these factors will make labor organizing and collective worker empowerment increasingly challenging.


U.S. labor unions have been slow to advocate for updating these outdated laws. One union, the United Electrical, Radio, and Machine Workers of America, has been working to blunt the worst of the abuses. Labor-friendly media have been missing this story as well. Not only should unions advocate to update the laws and limit digital spying, but why not also demand that home-based workers be compensated by employers for use of their house, utilities and the internet? And that the employer remains responsible to provide equipment and a safe workplace, even in the home?

Remote workforce growth — the new normal?

As the number of remote workers rises, concerns are growing among labor advocates that this is quickly becoming the "new normal." One survey by Gartner, Inc. found that 74 percent of companies intend to keep some proportion of their workforce on permanent remote status, with nearly a quarter of respondents saying they will move at least 20 percent of their on-site employees to permanent remote status. Google/Alphabet recently announced it will keep its 200,000 full-time and contract employees home until at least July 2021, and half of Facebook employees will work from home over the next decade. Hub International, a global insurance brokerage, has shifted 90 percent of its 12,000 employees to remote status. "Teleperformance, the world's largest call-center company, estimates that around 150,000 of its employees [nearly half its global workforce] will not return to a physical worksite," according to Social Europe.


Stanford economist Nicholas Bloom says:

"A recent separate survey of firms from the Survey of Business Uncertainty that I run with the Atlanta Federal Reserve and the University of Chicago indicated that the share of working days spent at home is expected to increase fourfold from pre-COVID levels, from 5 percent to 20 percent.

"Of the dozens of firms I have talked to, the typical plan is that employees will work from home one to three days a week, and come into the office the rest of the time."

But not all at-home workers are created equal. Bloom continues:

"Taken together, this is generating a time bomb for inequality. Our results show that more educated, higher-earning employees are far more likely to work from home—so they are continuing to get paid, develop their skills and advance their careers. At the same time, those unable to work from home—either because of the nature of their jobs, or because they lack suitable space or internet connections—are being left behind. They face bleak prospects if their skills and work experience erode during an extended shutdown and beyond."

The future of work has become more uncertain than ever. In this "brave new world," labor unions and advocates must ensure that the pandemic is not misused by businesses as an excuse to worsen conditions for employees who work out of the office. It is easy to imagine how the lines between 'remote' work and 'platform' work could blur, leading to more 'Uberization' as work devolves into 'independent' contracts, bogus self-employment and 'pay-by-project' arrangements that can be easily outsourced to remote (and lower-cost) destinations.


Worker advocates must push for a strong and modern legal data protection framework. And that should include an effective enforcement system against privacy abuse that disincentivizes illegal spying behavior. Remote work should not become a downward slide toward a Big Brother panopticon that penetrates into society ever more deeply, including into our homes.


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