SAN FRANCISCO, Calif. — From 1983-1985, Andy Reid got his coaching career started at Division II school, San Francisco State. The football program was discontinued but his coaching legacy still lives on.

Joe Lopiparo played under Andy Reid back in the mid-80s at Cox Stadium, where little remains as a reminder of the former Gators football program.

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Lopiparo visits Reid anytime he’s nearby with his family at a hotel before a game. Despite being a defensive player, he hung out with the players Reid coached most, the offensive line, and not just for his wife’s meals:

“She would have a dinner weekly with the lineman. I got invited once.”

Lopiparo also spoke on the time when he ran into Reid at a hotel.

“The last coach out I saw was Reid, now I haven’t seen him in 10 years. I turned and said, ‘Hey Coach!’ And he said ‘Joe Lopiparo.’”

But when he stood on the same sidelines as the future head coach of the Chiefs, the players learned from Reid and Reid learned from his mentor, Vic Rowan.

“Vic Rowan was a great teacher of coaches, and he had this huge library of playbooks from every school. He’d call up a coach and go, ‘Hey, can I get your playbook?’ And guys would send him their playbooks,” Reid said.

No wonder Reid has such a vast knowledge of plays to run.

Gil Haskell, a retired coach, Super Bowl winner, SFSU alum and coached with Andy Reid while he was in Green Bay, spoke on Reid’s playcalling ability.

“Now when I see his teams play on the goal line, you know they run that flip pass, damn near every week, well they had it back then and when we did it, we did it with Brett Farve and he’d just, wham. It would hit him right in the rear end. And Mike [Holmgren] would go, ‘Hey Andy and Gil, what the hell was that play?’” Haskell said.

“We’d play in these packed houses and he’d say, ‘Gil, remember State?'”

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“He never used foul language, just like our head coach Vic Rowan, he never did that, they coached the way coaches should coach, they could actually host a clinic on how coaches could coach,” Lopiparo said.

Times were a little lean at the DII school, so Andy Reid would come to a patch of grass in front of the school gymnasium and sell hot dogs.

“What he learned from Coach Rowan: organization. They had one room, with four coaches in it and Coach Rowan, you know, you didn’t have your own office,” Haskell said.

“You had all this stuff you could look at, you could dive into. And he was great about teaching you, sharing with you his knowledge,” Reid said.

Reid learned to be good at many sports while at SFSU.

“He was a fabulous racquetball player. Really good, and if you didn’t get out of the way he hit you,” Haskell said.

He used the city known for it’s Golden Gate Bridge, as a gateway to being one of the most successful coaches in NFL history.

“He was a good coach then, and he paid attention to a lot of detail and, you know, coaching is a lot of breaks and the fact that he knew Coach Holmgren, who got him to Green Bay, had a lot to do with it. It’s who you know too,” Lopiparo said.

But never forgetting the former coaches he coached with and players he coached.

“It makes you proud because his roots are here and just being around him and getting to see him once in a while and talk to him, is awesome.”

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Demiraiakian, who does furniture assembly and artisan work, said she was once tasked with allegedly removing small tree stumps only to find out that it would require much more powerful tools than she brought with her – information she says she doesn’t were forwarded to her until she got to work. After trying to remove the stump anyway, she left with not only a collection of defective tools that she estimated to cost $ 500 and would have to replace herself, but also with her salary if she left the job early. (A cell phone spokeswoman said Demiraiakian had been paid in full for the job in question. When asked about the discrepancy with Demiraiakian’s account, which she also submitted as part of a legal statement, the spokeswoman declined to comment.)

She says she was charged $ 50 for canceling jobs after learning they were 100 miles away (cell phone customer service said she was charged for “walking away from a booking within the penalty time.” “; the company does not cover the transportation costs for the jobs employees under their policy) who were not reimbursed for the additional time they spent completing tasks because a customer customer did not adjust the booking times and sexual harassment on Workplace has experienced. But she always comes back when she needs to.

“When money runs out, I know I can find a job or two on cell phone,” she told CNN Business. “I don’t know much to expect.”

Handy may not have received as much attention as on-demand counterparts like Uber, Lyft, and DoorDash, but it emerged in the same age and has a similar business model. Handy was founded in 2012 and later acquired by Angi, the parent company of Angie’s List (now also known as Angi). The company relies on a workforce of independent contractors in hundreds of cities across the United States. As contractors, these workers largely lack the basic legal protections that workers are entitled to, including minimum wage, compensation, paid sick leave and sexual harassment prevention training.

In the latest example of broader billing in the US via the gig economy, several major cities are questioning how cellphone classifies and treats workers like Demiraiakian.

In a letter this week to Oisin Hanrahan, co-founder of Handy and CEO of Angi, Workers in Philadelphia, Seattle and Chicago write that it is “very likely” that the company will misclassify its workers as independent contractors in order to avoid certain responsibilities it would have as an employer under applicable labor laws, such as a copy of the shared Writing out first with CNN Business. It will be signed by Andrew Fox and Steven Marchese, directors of the Chicago and Seattle Labor Standards Offices, and Amanda Shimko, director of the Philadelphia Office of Worker Protections.

“Cell phone’s treatment of its employees shows classic characteristics of the relationship between employer and employee,” said the letter. Workers use the “Economic Realities” test under the Federal Act on Fair Labor Standards to support their assessment. Officials note that this is a “far more forgiving standard” than local “ABC” tests, which use three criteria to determine whether workers are salaried in states like California and Massachusetts. (Uber, Lyft, DoorDash, and Instacart spent more than $ 200 million passing an election measure to exempt their companies from a new California labor law – Assembly Bill 5 or AB-5 – that requires an ABC test on the ballot contain.)

An integral part of this “economic reality” test is the level of control a company has over its employees. The letter says that cell phones control everything based on the information it tells workers about a job and employee communications with clients to compensate, including charging various charges to punish workers.

In a statement to CNN Business, a spokesman for Handy said that its employees, whom the company describes as professionals, “are properly classified under both tests.”

“Professionals decide if, when, where, how often, for whom they want to provide their services, and are not obliged to accept a certain number of jobs or even to work via the platform at all,” the statement said. “Professionals use the mobile platform to supplement their income and find jobs that fit their schedules, including other jobs and personal commitments.”

The spokesman said cell phones limit “length of communication only for the safety and protection of professionals,” claiming employees could exchange information with customers for future jobs outside of the app. However, Handy charges employees a fee for arranging off-platform jobs with customers, according to its website.

Labor officials also raised concerns outside of the worker classification issue, writing that they believed Handy violated other local regulations that protect workers, such as being an essential company in certain markets during part of the pandemic, even though they did not meet the requirements as failure to comply with various local protective measures for domestic workers. (The cell phone spokesman said he “fully adhered to public health rules and regulations in all markets during the pandemic”.)

An industry that is being scrutinized

The investigation comes at a time when the local workforce is increasingly scrutinizing how workers are being treated by companies. A report by Terri Gerstein of the Economic Policy Institute earlier this week found that an increasing number of prosecutors and attorneys general are taking on employers on issues ranging from employee misclassification to wage theft. Meanwhile, gig economy companies like Uber and Lyft are struggling more than ever to cement a business model that doesn’t require certain workers to be classified as workers.

Fox, the director of the Chicago Office of Labor Standards, said in a statement to CNN Business, “We have worked hard in Chicago to ensure that all of our employees receive a living wage and receive the stability, fairness and reliability they deserve . ” . ”

He said his office is “proud to join forces with our colleagues in encouraging Handy to get involved and provide their employees with the protection they have guaranteed here in Chicago and across the country.” The letter describes requests for additional information from Handy about its business practices.

With this move, Handy is now being closely monitored in five of its top markets – as measured by the number of detergents it works with in those areas – for its business model, according to Jenny Montoya Tansey, political director of the Public Rights Project. The Public Rights Project is a legal, not-for-profit organization that works with state and local governments, including Philadelphia, Seattle, and Chicago, to step up enforcement of potential labor rights violations.

In March, San Francisco and Los Angeles district attorneys filed a lawsuit against Handy for allegedly misclassifying its workers under AB-5. Demiraiakian, along with several other workers, filed a statement in support of the lawsuit earlier this month, outlining their experiences as part of the case. The cell phone spokesman said the suit was “categorically wrong and shows a fundamental misunderstanding of cell phones business” and that the company “will aggressively combat this misguided action”. The suit is still ongoing.

In Angi’s annual state-of-the-art filing with the Securities and Exchange Commission, the company said it was “particularly sensitive to adoption of employee classification laws” and noted “adverse tax, legal and other consequences” if it did the status of an independent contractor of its workers is challenged. Handy had some success lobbying local carve-out bills to defend its business model, exempting it and other gig companies from labor standards like minimum wage and hourly laws and unemployment insurance.

“We focused on cell phones”

The California litigation came after the Public Rights Project filed a complaint with the California Department for Fair Employment and Housing last fall alleging that some cell phone cleaners in the state reported having been sexually harassed at work , and that the company not only had not done enough to address incidents, but at times penalized workers with fees for leaving jobs early after incidents. The New York Times reported that Handy at the time said it was responding to such incidents and “workers are only charged a fee if the customer complains about an unfinished job,” which could be verified and not by the worker was contested.

Handy general counsel Jennifer Bishop said in a statement to CNN Business that training for the support team on responding to harassment reports has increased. “Any time a professional is harassed, we encourage that professional to leave the site immediately and report it to our team. The professional is paid in full, reimbursed for travel expenses from the location of the incident, and receives a call from our specially trained response Team, “Bishop said in a statement.

According to Montoya Tansey, there are a number of factors that have led cell phone to be scrutinized, including an increasing organization of domestic workers and new local domestic worker protection.

“We started tracking the problem of low-wage worker misclassification a few years ago when AB-5 was advancing in California legislature,” said Montoya Tansey, adding that home services was one of the sectors she added to this The exact time examined came to enforcement.

“We got into cell phones pretty quickly … because they seemed to have significantly more control over their people than some of the other companies in the market,” she said, noting that this matters as the control factor is used to determine it whether the workers are properly classified.

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LOS ANGELES (CNS) – Los Angeles District Attorney George Gascon announced today that he has joined with San Francisco District Attorney Chesa Boudin to admit Handy, an on-demand household services company, to it prevent its employees from being classified as independent contractors.

Gascon and Boudin filed the motion in the San Francisco Supreme Court on Friday in a civil lawsuit filed in March alleging unfair business practices by Handy Technologies, Inc.

Prosecutors say Californians who work on cell phones must be treated as employees rather than independent contractors under state law.

“This illegal and shameful practice must come to an end,” said Gascon. “Employees deserve protection in terms of occupational health and safety, especially in these precarious pandemic times. In addition, competing companies who abide by the law deserve a level playing field. ”

According to Gascon, workers treated as independent contractors are not eligible for minimum wage, access to paid sick leave, family leave, business reimbursement, disability and unemployment insurance.

Under AB 5, which passed in 2019, it is more difficult for companies to treat California residents as independent contractors. However, the primary targets of that legislation were Uber and Lyft, and last November California voters passed Proposition 22, exempting hailer shipping companies from reclassifying their drivers as employees.

Uber and Lyft, which reportedly spent $ 205 million in support of Prop 22, argued that drivers prefer the flexibility to work independently and that hiring drivers as employees would mean laying off hundreds of thousands of drivers around the world Maintain a viable, inexpensive transportation service.

Handy is a New York-based company that sells housekeeping services, including pre-arranged housekeeping and manual labor. According to Gascon, the company employs around 17,500 people in California.

The civil lawsuit seeks a nationwide reimbursement for cell phone workers to permanently halt the ongoing illegal misclassification and civil sanctions.

Photo: Getty Images

Copyright 2021, City News Service, Inc.

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