Transit employers who adopt autonomous vehicle technology can realize operational savings, but those changes may cost their employees overtime opportunities and even job positions. For employees who remain working, job responsibilities may change and new skills may be required. Legal protections for transit labor exist in collective bargaining agreements, the Federal Transit Act and other federal or state laws. Those protections may require advance notice to employees or bargaining with labor unions regarding impending changes and their effects. Grant and loan recipients may need to enter into employee protective arrangements with the government. Employers need to consider the labor law ramifications of automation early in the decision-making process.
By Fisher Phillips
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