With the invention of gigabytes such as Uber and SkipTheDishes, the gig economy has become not only a major player in the labor industry but also in the digital community.
With the rise of these platforms, with the rise of metrology, most of these companies have “monopons” in their industries. A monopoly is similar to a monopoly. Seller Controlling the supply of goods and services, single Governor Controls the market.
Businesses gain monopoly power in the labor market when their employees lack meaningful outside options for employment. When their workplace has few options, they are forced to work unstable and exploited to earn a living.
Currently, government regulators have limited tools to address the market power of these gig-based platforms. Recent discussions on gigs in Canada have focused on benefits such as employment insurance and placement but have ignored anti-competitive behavior and the role of employer monopoly.
Jig work is particularly vulnerable.
Jigsaw work – especially on digital platforms – is more likely to be monopolized than other platforms because platform owners are user data controllers and collectors. For example, Uber acts as a monoponist when purchasing all rides from drivers before connecting to drivers.
For some scholars, giggling platforms are basically price adjustments among contract workers, which is another manifestation of monopoly power.
The use of gigabytes of data can further increase the monopolistic power of employees. For example, carrot and stick incentives based on the information gathered may force employees to perform tasks that they do not often consider, such as rating systems, bonuses, and the risk of being penalized by the administration.
Given that technological trends are increasing the power of monopoly power, regulators need to examine their tools to curb this power. New technologies and algorithms developed for modern markets must also be developed.
Our new worksheet uses labor monopoly power as a case study to explore competing issues in information markets with McGill University law graduate recently.
State law required
One of the recommendations we make to better address the power of monopoly power in the labor market is to establish a separate regional competition law specifically for employers.
Our analysis authorities typically focus on companies to adjust their monopoly power as a salary and to negotiate non-negotiable deals. However, they have made little effort to solve the monopoly problem directly, mainly because the law of competition does not have the tools to solve the problem.
Even in cases where the competition law provides tools to protect workers, the competition office is not fully compliant with the law. The most popular example is integration and procurement leading to monopoly power in some labor markets.
Although the Bureau of Investigation has the authority to investigate mergers and even to oppose mergers that could lead to higher monopolies, we have not received any evidence so far. Since labor law is generally under the jurisdiction of the province, the state authority may have a better place to resolve labor disputes.
Such an authority may consider binding contracts to prevent employees and consumers from exercising their rights in the face of legal and other antitrust tactics that may be encountered by other entrepreneurs and small business owners.
Industry Minister Fran ሻois Philip Champagne recently announced that Canada’s competition law would be reviewed, particularly with reference to wage agreements.
According to some experts, this update will allow the Canadian Competition Commissioner to monitor issues on digital platforms as it is a costly conspiracy for forum contractors.
Workers need protection
However, little is known about the role of monopoly power in influencing labor safety in both the government and the competition and labor parties. The lack of a strong role for the provinces in terms of competition contributed to a general lack of innovation on the topic.
The district still has a memorandum of understanding to work with the bureau and encourage knowledge exchange. Last year, Canada’s Minister of Labor, Ontario, banned the first uncontested contracts and restricted workers’ ability to move freely.
Policymakers must do their part to prevent – and even reduce – monopolies. Under the Employment Standards Act, digital companies reading gigs do not curb the monopoly power of employees.
The redistribution of workers opens up additional benefits and workers’ rights, such as severance pay, minimum wage, minimum or major benefits, invoices and termination notices, and a completely new legislative approach is needed to curb the deep and growing potential of gig platforms. And exercise monopoly power over employees in Canada.