Mr Forster says the details are "being worked on" but it "requires training. While the government is deciding how to punish internal trafficking, debate continues about the severity of the problem. This is partly because some children receive wages. For Hieu at least, the horror of the sweatshop is in the past. Why are so many of the UK's missing teenagers Vietnamese? China's child trafficking raids. Blue Dragon Children's Foundation.
International Organization for Migration. Trafficking gangs in Dien Bien, one of Vietnam's poorest provinces, promise to provide work for children but many of the victims are then forced into long hours for little or no pay.
Prostitution, begging and garment factories. Conditions are often harsh. A child working in one of the garment factories raided by the Blue Dragon Children's Foundation in Vietnam. Work conditions for children held against their will in garment factories can be harsh and dangerous.
One of the sweat shops raided by the Blue Dragon Children's Foundation. Legal confusion. In order to compete, carriers shifted the inefficiencies onto drivers in the form of unpaid time and worse working conditions. On the whole, many of the benefits of this scenario would accrue to the public, though the costs would at least immediately be borne by the trucking carriers and their customers. But if public policy does not require or incentivize these changes, trucking carriers will choose a cheaper system that externalizes costs onto the public, truckers, and the environment.
Without deliberate policies, the cheaper option will be autopilot, the hybrid scenario that keeps a driver in the truck at all times. Autopilot could defy fantasies of shiny technology creating upskilled jobs, instead placing poorly paid humans at the beck and call of their machines around the clock.
Whether human labor is cheap enough to allow use of this kind of robot truck is being decided by policy today, specifically the laws that govern hours of service for drivers, minimum wage, and employment classification. Already, large trucking companies support autopilot as the most desirable use of autonomous trucks, often comparing it to autopilot for airplanes. When the truck is on the highway, the driver would remain in the cab, and the machine would drive itself, with the driver taking over to do local driving, fuel the truck, deal with a shipper, or handle an emergency.
Promoting this scenario has many benefits for industry: human-machine driving teams could operate for far longer shifts than a single driver could without the need for additional stops at autonomous truck ports and the associated costs and risks, including the expense of different kinds of trucks, additional trailers, land for the ports, and the like.
This scenario would not bring the full fuel saving of more specialized trucks—though self-driving trucks could still draft one another in platoons to achieve at least some fuel savings. The autopilot scenario will further degrade the working conditions of drivers by breaking their workday into smaller amounts of local driving and nondriving work.
It will also deskill the work as the machine will do the high-speed driving. Autonomous trucking, in this scenario, would be the culmination of interlocking policies that have created the structures of what truckers do and how they are compensated, which have been fought and refought since deregulation came into rule.
The central question in autonomous trucking is whether the time the truck is driving itself counts as work time for the driver, and how the driver should be compensated. Today, drivers at companies likely to automate make about half that much. Under regulation, the Teamsters Union negotiated a single contract with all the large employers that set the bar for wages and working conditions. Truckers are required to record all their time as one of four different statuses off-duty, sleeper berth, on-duty driving, on-duty not driving.
Drivers cannot exceed 11 hours on-duty driving or 14 hours total on-duty in a day. They are required to take a hour break. Drivers cannot exceed 60 hours of on-duty time in a seven-day period or 70 hours over eight days.
HOS limits were intended to prevent fatigued driving by limiting the amount of time during which truckers have any responsibility to perform or oversee a task or wait to perform a task. Basically, if truckers are performing tasks such as driving, loading, or waiting, they are supposed to log the time as on-duty.
The only time not considered on-duty is when drivers are resting in the truck in the sleeper berth, with no responsibilities at all, or when they are away from the truck pursuing their own interests. The big question for self-driving trucks will be whether the time the truck is driving itself will count as on-duty time for the driver.
If HOS rules state that human drivers are on-duty even when the computer is driving, which might be prudent because of safety concerns, the autopilot scenario will most likely be prohibitively expensive for trucking companies.
But technology has already changed HOS reporting without maximizing safety benefits to the public. But recording nondriving time, such as time loading at customer locations, is still controlled by drivers.
Geofencing customer locations to automatically record this time would have solved this problem. The question of how truckers should be compensated has now moved to the courts, as a number of large minimum-wage class action lawsuits have been launched against truckload carriers.
Trucking companies have argued that the time workers report as on-duty for HOS is all they are entitled to be paid for. But the Department of Labor, which governs minimum wage, uses a broader definition of work, including, potentially, all the time a worker spends for the benefit of the employer. This definition would include almost all the time a trucker is required to spend on the road other than sleeping time in order to do the job. Even moderately experienced drivers can sit unpaid for days and fail to earn minimum wage as a result.
In October , a US District Court in Arkansas ruled that long-haul drivers were entitled to at least 16 hours a day of minimum wage, explaining that although HOS rules are intended to ensure safety, they do not determine compensability. Since deregulation many long-haul carriers have ignored this, as did drivers, until wages dropped so low that they violated minimum wage laws.
Many drivers do not earn minimum wage every week. Yet another policy debate that will influence the future design of self-driving trucking is employment classification. Many big trucking companies currently make heavy use of independent contractors. Critics argue that this is an employee misclassification—and California in instituted a landmark law known as AB5 that establishes a legal test of employment for companies that use contractors.
In the case of trucking companies, the law essentially says if you hire a trucker, that worker is your employee. Although the trucking industry continues to claim that independent contractors are part of a long-standing tradition of owner-operators, the relationship has been transformed by satellite-linked computers and the associated management systems that allow carriers to monitor and manage drivers.
Despite the fact that the truckers bear the risk and burden of paying for the trucks they drive, they are now often otherwise indistinguishable from employees as a result of these systems. Self-driving trucks might be able to drive themselves safely in most situations, but a driver may still need to take over in case of traffic, bad weather, malfunction, or crashes. Envision this situation: a self-driving truck is operating normally on an interstate, but several miles ahead a disabled vehicle is partially blocking the right lane.
A straightforward interpretation of HOS rules would suggest that all the time a driver spends in a self-driving truck should be logged as on-duty, which would entitle the driver to pay.
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