No More Bogus Deactivations For Gig Workers In Seattle/No Más Desactivaciones Por Excusas Ridículas Para Los Trabajadores De Aplicaciones En Seattle

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(Español abajo/Spanish below)

App-based gig workers in Seattle fought to win new protections against unfair deactivations (aka: when app companies like UberEats, Doordash, and Instacart abruptly bar a worker from continuing to work through the app, with no explanation or recourse). Before this law came into effect on January 1, 2025, it was common for app companies to give no notice when they fired workers like this and they also offered no way for the worker to protest their deactivation.

But workers got fed up, got organized, and WON. App companies can no longer hide how they decide whether to deactivate a worker. They must provide us with a policy that states which actions or circumstances may lead to being deactivated from an app. They can’t just make stuff up, either! The rules they come up with have to be reasonable and related to the work we do. Otherwise, they can’t use them as an excuse to kick us off an app.

As part of our protections, in most cases app companies must not shut off our access to work on their app without 14 days notice. Unlike in the past, when a company deactivates an account they have to provide a reason for doing so and include information like the specific incident that violated the company’s deactivation policy. App companies must also provide a way to challenge a deactivation and, just as importantly, they have to explain to us how to do it! Once we challenge a deactivation directly through the app company, we also have the right to file a complaint with the Seattle Office of Labor Standards.

Want to know more about our protections under the Deactivation Rights ordinance? Come to our next monthly info session! Together, we can ensure that these rights aren’t just words on paper and ensure that Seattle is the best city to do gig work.

 

Los trabajadores de aplicaciones en Seattle luchamos para conseguir nuevas protecciones contra las desactivaciones injustas (también conocido como cuando empresas de aplicaciones como UberEats, Doordash e Instacart bruscamente impiden a un trabajador seguir trabajando a través de su aplicación, sin explicación ni recurso). Antes de que esta ley entrará en vigor el 1 de enero de 2025, era habitual que las empresas de aplicaciones no dieran aviso cuando despidieran a los trabajadores de su aplicación y también no ofrecían ninguna forma de que el trabajador protestará por su desactivación.

Pero los trabajadores nos hartamos, nos organizamos y GANAMOS. Las empresas de aplicaciones ya no pueden ocultar cómo deciden si desactivan a un trabajador. Deben proporcionarnos una política que establezca qué acciones o circunstancias pueden llevar a la desactivación de una aplicación. ¡Tampoco pueden inventarse las cosas! Las normas que establecen tienen que ser razonables y estar relacionadas con nuestro trabajo. Si no, no pueden utilizarlas como excusa para despedirnos.

Como parte de nuestras protecciones, en la mayoría de los casos las empresas de aplicaciones no deben impedirnos el acceso a trabajar en su aplicación sin avisarnos con 14 días de antelación. A diferencia de lo que ocurría en el pasado, cuando una empresa desactiva una cuenta debe justificarlo e incluir información como el incidente concreto que infringió la política de desactivación de la empresa. Las empresas de aplicaciones también deben ofrecer un proceso para protestar la desactivación y, lo que es igual de importante, !que nos expliquen como hacerlo! Después de protestar la desactivación directamente a través de la empresa de aplicaciones, también tenemos derecho a presentar una queja ante la Oficina de Normas Laborales de Seattle (Seattle Office of Labor Standards, en inglés).

¿Quieres saber más sobre nuestras protecciones bajo la ordenanza de derechos de desactivación? ¡Únete a nuestra próxima sesión informativa mensual! Unidos podemos asegurar que estos derechos no se queden en papel mojado y que Seattle sea la mejor ciudad para trabajadores de aplicaciones.

Fighting for Justice: A Domestic Worker’s Victory and Why We Need a Bill of Rights

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In Seattle, thousands of domestic workers—nannies, house cleaners, and caregivers—work without the most basic labor protections. Many face wage theft, unfair working conditions, and employer exploitation. While Seattle has labor laws that protect some domestic workers, they still lack clear, enforceable rights—which is why we are fighting for a Domestic Workers Bill of Rights.

Recently, our legal team at Working Washington and Fair Work Center represented a domestic worker in a case that highlights why these protections are so urgently needed.

This worker, referred to our legal team through Casa Latina, had recently immigrated from Honduras. She and her adolescent daughter were living in a women’s shelter while she tried to establish financial stability. Like many domestic workers, she faced unpredictable work schedules, no guaranteed wages, and no labor protections.

Throughout her employment, her employer denied her rest breaks—a violation of Seattle labor laws. When she needed to take legally protected sick time, her employer denied this. Additionally, the employer offered to loan her money for car repairs but charged exorbitant, undisclosed interest, trapping her in a cycle of debt. Ultimately, the instability of the job forced her to step away voluntarily.

When our legal team got involved, we helped the worker calculate her damages, which included:

  • Missed meal and rest breaks
  • Recovering the unfairly charged interest from the loan
  • Penalties for being denied protected sick time

She initially sought $9,500 in damages, but penalties for the employer’s violations pushed her case above the $10,000 cap for small claims court. After sending a demand letter, the employer hired a lawyer and attempted to intimidate her—a common tactic used against immigrant workers. But with legal support and persistence, she secured a $15,000 settlement, enough to move her family into stable housing.

The Bigger Picture: Why We Need a Domestic Workers Bill of Rights

This case is a hopeful story, but no worker should have to go through this just to claim their basic rights. Employers exploit the vulnerabilities of immigrant workers, using fear and misinformation to prevent them from speaking out. But the truth is all workers—regardless of immigration status—have rights.

If the Domestic Workers Bill of Rights were in place, this worker wouldn’t have had to fight for what she deserves which is:

✅ Paid sick leave

✅ Overtime pay

✅ A guaranteed minimum wage

✅ The right to rest breaks

Domestic workers play a vital role in our economy and communities. It’s time we recognize their work and pass this bill to ensure they are treated with the dignity and fairness they deserve.

Take Action

Our fight isn’t over. Join us in pushing for a Domestic Workers Bill of Rights in Seattle! Here’s how you can help:

📢 Share this story to raise awareness.

📞 Call your legislators and tell them to support worker protections by passing Senate bill 5023

Together, we can ensure no domestic worker is left unprotected.

10 Years of Worker Wins: Seattle’s Fight for Fair Wages

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Today, we celebrate a decade of worker power! In 2015, Seattle’s Minimum Wage and Wage Theft Ordinances took effect—raising wages, holding bad employers accountable, and setting a national standard for worker protections.

The Impact

✅ $16 million recovered for nearly 10,000 workers

✅ Minimum wage increased from $9 in 2014 to $20.76 today

✅ 6,000+ workers won back stolen wages through wage theft enforcement

These victories didn’t happen by chance—they happened because workers organized, took action, and fought for fairness.

Today, Seattle’s minimum wage stands at $20.76 per hour, showing just how far we’ve come in the fight for fair pay. But the work isn’t over—bad employers still attempt to undercut workers, and we must remain vigilant to defend and expand these hard-fought gains.

The Fight Continues

As our Executive Director Danielle Alvarado says:

“Winning the Fight for $15 was just the beginning. Strong enforcement ensures our victories keep putting money back in workers’ pockets and building a fair economy for all.”

Seattle’s worker movement is proof: when we organize, we win. This milestone is not just about celebrating the past—it’s about fueling the movement for our future. 

As we look ahead, we must continue the fight to strengthen enforcement, expand protections, and ensure that all workers—especially those in historically excluded industries like domestic work and gig work—are treated with the dignity we deserve.

Let’s keep pushing for justice in every workplace!

View a Press Release commemorating this anniversary by the Seattle Office Of Labor Standards.

CELEBRATING 7 YEARS OF SEATTLE’S SECURE SCHEDULING ORDINANCE!

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Seven years ago workers across the food service and retail sectors got fed up with being treated by our corporate employers as if we exist solely to serve at the beck and call of our boss. Having no predictability or flexibility at work made it impossible to live our lives — raise kids, have a vacation, be creative, enjoy other opportunities. So, we fought for Seattle’s first-ever secure scheduling ordinance, and today we celebrate seven years of a worker-won policy that gives us some breathing room. And thanks to the Office of Labor Standards, workers have held employers accountable to the law and put nearly $10 million back in workers’ pockets. Here’s to the next seven and many more!

“The principle behind secure scheduling is clear: workers are people. Workers have lives away from work. We all have a right to know when we’re going to work and how many hours we’re going to get. We’re proud to celebrate seven years of our nation-leading secure scheduling law that holds large corporate employers accountable to this principle and grants workers greater stability and joy both inside and outside of work.”

— Danielle Alvarado, Executive Director | Working Washington & Fair Work Center

How does secure scheduling work?

  • Employers must post work schedules at least 14 days in advance, and respect employees’ right to decline any hours not on originally posted schedules.

  • Employees are entitled to time-and-a-half pay for any hours worked between closing and opening shifts that are separated by less than 10 hours.

  • Employers must provide a written good faith estimate of median hours employees can expect to work and whether employees will work on-call shifts to new employees at the time of hire, and to current employees on an annual basis and when there is a significant change to employees’ schedules.

And more! Read more about the policy here.

5 Year Anniversary of The Domestic Workers Bill of Rights

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Celebrating five years!

Five years ago the city of Seattle set a powerful and historic precedent as the first city in the nation to have a Domestic Workers Bill of Rights. 

Who is a domestic worker?
Domestic workers are those who provide paid services to an individual or household in a private home as a nanny, house cleaner, home care worker, gardener, cook, and/or household manager. These workers have been historically excluded from the same rights other workers have long enjoyed.

What does it do? 

The Domestic Worker Ordinance establishes:

  • Minimum wage for domestic workers
  • Provision of meal periods
  • Rest breaks
  • The right to keep personal documents.
  • Establishing the Domestic Worker Standards Board (DWSB)

Who made it happen: 

None of this would have happened without the tireless efforts of the Nanny Collective, along with worker champion Teresa Mosqueda, and our community partners Casa Latina, Hand in Hand, National Domestic Workers Alliance, and friends in the labor community!

La lucha sigue: 

The fight continues! Today, we celebrate; tomorrow, we press on to make this ordinance cover exploited domestic workers all over the state of Washington. Although Seattle was the first city to have such an ordinance, eleven states have also now enshrined domestic worker protections, and Washington must do the same.


How can I help? 

  • Follow the Nanny Collective on Facebook and Instagram! 
  • Donate to Fair Work Center and empower your domestic worker neighbors in Washington state.
  • Come celebrate with us! We’ll be gathered at Pratt Park (201 20th Ave S, Seattle, WA 98144) on Monday July 1st from 5pm-8pm. Refreshments and activities will be provided! Children and families are all welcome as we mark this historic milestone.

 

Felicidades Centro Chinampa!

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This month we celebrated the 2-year anniversary of Centro Chinampa! This center has been our community space in Yakima where we organize with bodega workers, hold legal intake clinics, host Know Your Rights events with our friends at the Washington Immigrant Solidarity Network, and build community together. 

Centro Chinampa is where workers have taken effective action to make our workplaces safer, healthier, and more humane. We have shared our stories of retaliation, mistreatment, and untenable workplace conditions – and how we fought back together and won. We have gathered around the table to share food and information about our rights at work. We have made meaningful progress in an agricultural industry that was built around the exploitation and neglect of the very people who make that industry possible.

Happy 2nd birthday to Centro Chinampa and thank you to all the workers who have brought life and solidarity into the space.


Este mes celebramos el segundo aniversario del Centro Chinampa. Este centro ha sido nuestro espacio comunitario en Yakima, donde nos organizamos con los trabajadores de las bodegas, realizamos clínicas de admisión legal, organizamos eventos de Conoce tus Derechos con nuestros amigos de la Red de Solidaridad con los Inmigrantes de Washington, y construimos comunidad juntos. 

El Centro Chinampa es el lugar donde los trabajadores han emprendido acciones eficaces para hacer que nuestros lugares de trabajo sean más seguros, más saludables y más humanos. Hemos compartido nuestras historias de represalias, malos tratos y condiciones laborales insostenibles, y cómo hemos luchado juntos y hemos ganado. Nos hemos reunido en torno a la mesa para compartir alimentos e información sobre nuestros derechos en el trabajo. Hemos logrado avances significativos en una industria agrícola que se construyó en torno a la explotación y el abandono de las mismas personas que hacen posible esa industria.

Feliz 2º cumpleaños al Centro Chinampa y gracias a todos los trabajadores que han dado vida y solidaridad a este espacio.

Fair Work News — April 2024

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Bosses back down when workers have access to legal resources:

Vineyard workers in Sunnyside, WA were injured and needed to take time off to recover, only to find their entire crew laid off shortly after. Our clients sought, and were granted, PFML for the injury, but the employer appealed, claiming they had walked off the job.  If the employer had been successful, our clients would have lost the right to their paid leave, and might have had to pay back any amounts they already received. After additional documentation and a notice of appearance entered by our legal team, the employer backed down. 


No small thing:

A nanny client recently won her small claims trial and was paid by her ex-employer! This means she won’t have to fight an appeal or figure out how to collect her money. And because empowered workers empower others, she hopes to inspire other nannies to exercise their rights, and has been supporting another Nanny Collective member to prepare for her trial.

 

Skewering some stolen wages:

Two food truck workers from MoMo’s Kebab in Seattle came to us when their bosses were stealing tips and underpaying them. After our legal team backed them up in some pitched negotiations, the workers won back wages. Checks in hands and hopefully lessons learned by some food truck bosses.  

 

Are your rights at work being violated?

If you’re interested in a training, one on one information session, or a free consultation with our lawyers, visit our office in Seattle or Yakima, email help@fairworkcenter.org, or fill out this form.

University of Washington Community Survey: Understanding the Initial Impact of Seattle’s PayUp Ordinance

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Researchers with UW’s Information School and the Harry Bridges Center for Labor Studies are studying the response to the PayUp Ordinance. 

PayUp and where we’re at now:

In 2022, the City Council passed the App-Based Worker Minimum Payment Ordinance (also called the “PayUp” Ordinance) requiring the following:

  • Minimum payment for time worker and miles traveled for each service
    • Minimum-per-minute amount of $0.44 and minimum per-mile amount of $0.74
    • Minimum per-offer amount of $5
  • Transparency: upfront disclosures of offer information and payment
  • Flexibility: Right to access app-based platform without limitations (excluding health and safety), no penalties for limiting availability or refusing orders, and the right to cancel an order with cause.  

These changes went into effect on January 13th, 2024. App-based corporations have used this as an opportunity to price-gouge customers both in and out of Seattle with outrageous retaliatory fees, and is lobbying the city council to repeal the law. 

The University of Washington is asking app-based workers, consumers, and business owners and operators to take our survey:

The Assurecare Workers’ Story

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Ending Racist And Sexist Exclusion Of Caregivers From Critical Labor Standards In Washington

We were recently featured as guest contributors on Impact Fund’s blog to talk about our recent case with Assurecare workers.

On March 24, 2023, the Fair Work Center helped six workers file a lawsuit against Assurecare for failure to pay their full wages for all hours worked, missed rest breaks and meal periods, and significant overtime premiums.

Read more about the case and about our fight to end the racist and sexist exclusion of caregivers from critical labor standards in Washington.