Person: Aloisi, Antonio
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Antonio
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Aloisi
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IE University
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IE Law School
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Digital & Tech Law
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Publication “A Worker is a Worker is a Worker” Collective Bargaining and Platform Work, the Case of Deliveroo Couriers(SSRN, 2019) Aloisi, Antonio; https://ror.org/02jjdwm75The focus of this commentary is the compatibility of Section 296(1)(b) of the 1992 Trade Union and Labour Relations (Consolidation) Act 1992 (TULR(C)A) with Article 11 of the European Convention on Human Rights (ECHR), insofar as it excludes workers who do not provide their service personally from being represented by a union on the negotiation of pay and terms and conditions of work. The case shows how the domestic term worker may be equivocal and its interpretation seems at odds with various international standards, including the ILO’s instruments. This confusion raises the question of whether steps should be taken to “bring domestic law into alignment [with European law] in the interests of legal certainty.”Publication Artificial intelligence is watching you at work: digital suveillance, employee monitoring, and regulatory issues in the EU context.(University of Illinois Press, 2019) Aloisi, Antonio; Gramano, Elena; https://ror.org/02jjdwm75By affecting activities in both traditional and modern industries, countless invasive devices constitute a burgeoning terrain for new forms of monitoring assisted by artificial intelligence and algorithms; these range from badges to tablets, from wearables to exoskeletons, from collaborative software to virtual personal assistant, from computer networks to face recognition systems. From a legal perspective, these tools constantly collect, produce, share and combine data that may be used by the employer for all the many different reasons, thus leading to a “genetic variation” of the organizational, monitoring and disciplinary prerogative, considered as the core of the employment contract. When it comes to recruiting, managing, and vetting the workforce, AI applications can be considered as an effective combination of big data analytics and algorithmic governance. Only recently, have international, European and domestic institutions started considering how to update existing regulation in order to face these complex and far-reaching challenges. This article assesses the effects of AI application on the employment relationship, with a view to understanding how social and legal institutions act, react or adapt to a potential experience of unprecedented digital surveillance in the workplace, entrenching command-and-control relationships between management and workers. The paper is organized as follows. After describing the new arenas of workplace surveillance, we provide a comprehensive conceptualization of AI application. Section 2 explores the latest generation of digital devices, understood in their broadest definition encompassing both physical supports as well as intangible tools. In many cases, AI prevents accidents caused by human error or reduce the hazard (or even the burden) of routine and menial activities. On the other hand, these software and devices create an effective, invasive and elusive system of watchfulness increasing conformity and promoting docility. Section 3 describes how the EU has set the tone globally in the regulation of privacy and data protection. In particular, we scrutinize the new GDPR thoroughly. One concern on its effectiveness revolves around the limits on the automated decision-making processes (Art. 22). Section 4 describes how some European civil law systems deal with the regulation of surveillance of workers. The cases of France, Germany and Italy are analyzed by stressing the common elements and loopholes. Section 5 assesses some conclusions by verifying whether the current regulations are suitable to cope with the adoption of AI at work.Publication Workers Without Workplaces and Unions Without Unity: Non-Standard Forms of Employment, Platform Work and Collective Bargaining(SSRN, 2019-05-14) Aloisi, Antonio; Gramano, Elena; Pulignano, Valeria; Hendrickx, Frank; https://ror.org/02jjdwm75Non-standard forms of employment (NSFE) are on the rise in different sectors and various countries all over the world. Concomitantly, technological and organizational change represents a major challenge for collective bargaining systems, given that they are often still predicated on the concept of a standard employment relationship. Meanwhile, some innovative and spontaneous solutions are emerging. In order for collective bargaining, unions, and business associations to continue to be impactful in the “new world of work”, it may be necessary to adapt the way they currently operate. There may also be a need to adjust or update the relevant legal frameworks. This article investigates challenges to freedom of association and the effective recognition of the right to collective bargaining for non-standard workers, from a legal and practical perspective. In particular, the article examines the relevant legal framework with a critical approach and stresses the relevance of legal hurdles that non-standard workers face. After presenting the legal determinants of NSFE, the paper provides an analysis of existing legal frameworks regulating the organization of non-standard forms of work and the negotiation of terms and conditions of work at the supranational level, with a particular focus on the implications related to competition law and its rigid limits in the European Union system. Finally, it sketches a mapping of nascent initiatives of workers’ organization, by distinguishing classic resources of unionization from other tools (e.g. social media groups, strategic litigation, rating widgets) in a selection of European Union countries.Publication Máquinas, algoritmos, plataformas digitales Facultades ampliadas y libertades virtuales. Notas sobre el futuro (del derecho) del trabajo(Tirant lo Blanch, 2020-05) Aloisi, Antonio; De Stefano, Valerio; https://ror.org/02jjdwm75Seguramente puede decirse que las evoluciones actuales no presentan caracteres de linealidad. Esto, combinado con la naturaleza intrínsecamente cambiante de algunos fenómenos y las sinergias prometedoras entre los diferentes vectores de cambio, hace que todas las predicciones sean frágiles y, al mismo tiempo, nos desanima a mirar al pasado en busca de respuestas cíclicas. Por lo tanto, es conveniente volver a calibrar el enfoque de la discusión sobre el futuro del trabajo, tratando de descifrar las consecuencias de la automatización, la digitalización y de la plataformalización desde un punto de vista cualitativo. Las metamorfosis más profundas, como explica Eurofound, requieren a menudo una adecuación de las prácticas empresariales, de las infraestructuras sociales e incluso del marco institucional. Para hacerlo, es necesario abandonar cualquier visión ideológica de la promesa tecnológica, ya sea ésta apologética o apocalíptica. Sobre todo, es necesario realizar un esfuerzo analítico para evaluar secularmente los elementos de continuidad y discontinuidad, antes de emprender acciones judiciales y regulatorias. Las máquinas, los algoritmos y las plataformas constituyen un objetivo móvil; por lo tanto, es necesario que el legislador, los jueces, los emprendedores y las organizaciones sindicales valoren las virtudes de resiliencia del marco normativo laboral y traten de tejer una red de coherencia entre las opciones de las empresas y el marco normativo regulatorio.Publication Il tuo capo è un algoritmo : contro il lavoro disumano(Editori Laterza, 2020) De Stefano, Valerio; Aloisi, Antonio; https://ror.org/02jjdwm75Automazione, algoritmi, piattaforme, smart working: il mondo del lavoro sta vivendo una vera e propria rivoluzione. La paura è che crolli il numero degli occupati e che il lavoro umano venga riconosciuto e apprezzato sempre meno. Si teme la capacità di controllo dei software di intelligenza artificiale. Ma non esistono tecnologie buone e tecnologie cattive; esistono usi distorti e usi consapevoli delle invenzioni e delle innovazioni. La tecnologia cambia rapidamente e incide in profondità in tutti gli ambiti, con esiti spesso preoccupanti. È quello che accade al mondo del lavoro, tra trasformazione digitale, utilizzo dei robot e dell'intelligenza artificiale e diffusione delle piattaforme. Che cosa sta accadendo alle professioni che non sono state spazzate via dalla tecnologia? Come ci si confronta con strumenti di sorveglianza dei lavoratori sempre più pervasivi? Quante possibilità ci sono che il modello della gig-economy si affermi come nuovo paradigma produttivo? Che cosa potranno fare le parti sociali e le forze politiche per mettere in campo protezioni efficaci? La qualità del lavoro presente e futuro dipende da come esso è concepito, contrattato e organizzato. La trasformazione digitale può essere infatti un alleato indispensabile, dalla fabbrica alla scrivania, dal magazzino all'ufficio, ma va messa alla prova sul terreno della convenienza sociale e politica e non solo su quello della convenienza economica. Questo libro è uno strumento prezioso per orientarsi con coordinate precise sui nuovi scenari, sui rischi che corriamo e sulle scelte necessarie per affrontare il futuro.Publication Time to Deliver? Assessing the Action Plan on the European Pillar of Social Rights(IE University, 2021-06-25) Rainone, Silvia; Aloisi, Antonio; European Commission; https://ror.org/02jjdwm75The Action Plan on the European Pillar of Social Rights (EPSR) and the Porto Social Summit have created a momentum for the enhancement of the social dimension of the European Union (EU), but, so far, without much to show by way of innovation. The EU should further expand the legislative agenda in the social and labour fields in order to address the risks of precariousness and degradation of working conditions faced by numerous workers in several sectors. The role of the EPSR and of the Social Scoreboard within the European Semester should also be significantly reinforced, so as to establish binding social safeguards supporting the betterment of working and living conditions. A highly crucial challenge for EU policymakers is to ensure that the recovery strategy and the digital and green transitions, beside contributing to job creation, also result in better social standards and good-quality professional opportunities.Publication ‘With Great Power Comes Virtual Freedom’. A Review of the First Italian Case Holding That (Food-Delivery) Platform Workers Are Not Employees(SSRN, 2018) Aloisi, Antonio; https://ror.org/02jjdwm75This dispatch concentrates on a review of the first Italian ruling on the legal status of six platform workers who demanded to be reclassified as employees of the food-delivery company Foodora. Last April, the Employment Tribunal of Turin rejected their claims on the basis of the freedom they enjoyed in deciding if and when to work and even to disregard previously agreed shifts. The case note is organised as follows. Section I describes the main facts underlying the legal dispute, according to the judge’s description. Section II offers a context analysis of the Italian legal framework by clarifying the differences between the notions of employment and self-employment. Particular attention is paid to the most recent legislative interventions aimed at extending labour protections to independent workers whose personal activity is organised by the client. By arguing that the judge failed to consider the specificities of the digital work model, section III criticises the reasoning relying on a too narrow and formalistic understanding of the notion of subordination as well as the conclusive relevance attributed to the riders’ presumed flexibility. Section IV closes by summarising the main rulings decided in a set of European countries and providing some reflections on the possibility of applying the current legislation to platform worker. In sum, the dispatch advocates that, in order to properly classify the nature of the actual activity performed by platform workers, judges should assess the role of digital tools when it comes to organising, monitoring and disciplining the workforce, rather than merely focusing on discontinuity and flexibility that are key features of these non-standard work arrangements enabled by technology.Publication Time Is Running Out'. The Yodel Order and Its Implications for Platform Work in the EU(IE University, 2020-12-21) Aloisi, Antonio; European Commission; https://ror.org/02jjdwm75This commentary examinescase C-692/19, an order in response to a request for a preliminary ruling regarding the scope of application of working time protection, handed down by the Court of Justice of the European Union (CJEU) in April 2020.A courier working for a shipping company filed a claimbefore aUKemployment tribunal demanding reclassification as a ‘worker’with accessto the national legislation implementing Directive 2003/88/EC on working time.The tribunal decided to refer the question to the CJEU. At first glance, some elements of the order maygive us the impression that EU working time protection does not cover workerswho may find themselves in a situation of (bogus) self-employment, including those in the platform economy. However, this is not the case. The order is based on a specific set of facts that are in line with the CJEU’s established jurisprudential practiceson the conceptofworker, according towhich workers formally classified as self-employed under the contract or the national law are excluded from the scope of the Working Time Directive only if they enjoy genuine, not nominal organisational autonomy.This analysis is organised as follows. After some introductory remarks, part 2 summarises the arguments of the remitting court and reviews the business model of the delivery company. Part 3 critically discusses some passages of the order. It also examines the notion of ‘worker’ asshaped by the CJEU, highlights strengths and shortcomings of this interpretive attitude, and summarises the proposals to overcome the weaknesses of an under-inclusive and potentially ineffective application of EU law. After appraising the widespread practices in the platform economy and the most recent regulatory developments, part 4 demystifies the issueof organisational flexibility, which is often understood in a unidirectional way, to the advantage of business. This analysisconcludes by advocatingfora purposive adaptionof existing legal categories, beyond the formalistic approach adopted by the referring court in this case.Publication COVID-19 and the Accelerated Shift to Technology-Enabled Work from Home(IE University) Marcus, J. Scott; Petropoulos, Georgios; Aloisi, Antonio; European Commission; https://ror.org/02jjdwm75People have been working remotely from many locations for many years, but the growth in work from home has historically tended to be slow in both the USA and the EU. Most of those who worked from home did so for only a portion, often a small portion, of their working hours. COVID-19 has given a huge impetus to working from home for those jobs that can be performed from home. Work from home can be a driver of sustainability in the context of the green and digital transition. Data on productivity effects of this shift does not offer a compelling view on whether there have been gains or losses, given the multifaceted set of elements that need to be considered and contrasted. However, many workers appreciate and benefit from the flexibility that work from home provides. At the same time, this shift has significant implications for many aspects of our lives, and it raises a number of possible concerns that may need to be addressed by public policy. There is a risk that some groups (women, young workers and those who are less technically capable of using digital technology) may suffer from decline in wages and loss of opportunities for promotion and training. There are some indications of mental health issues due in part to the inability to separate work from private life, increased work hours, and the need to deal with children who are at home, but it is difficult to disentangle aspects that are caused by work from home in general from those that are primarily related to the pandemic. By adopting a comparative approach, this research note explores these aspects and the main differences between the USA and the EU. It concludes by highlighting the key implications for public policy in terms of work-life balance, gender gaps, skill acquisition, modernisation of workflows, technology adoption, managerial culture and flexibility enhancement.Publication Από μηχανής αφεντικό: Οι εργοδοτικές εξουσίες στους χώρους εργασίας που διευθύνονται από αλγορίθμους και τεχνητή νοημοσύνη(Nomos, 2023) Aloisi, Antonio; https://ror.org/02jjdwm75Είναι σε θέση το υφιστάμενο νομικό πλαίσιο να ανταποκριθεί στα λεγόμενα «αλγοριθμικά αφεντικά»; Τι θα συμβεί αν η τεχνολογία καταλήξει να διαταράξει τα παραδοσιακά όρια των κατ’ αρχήν νόμιμων διευθυντικών εξουσιών; Η παρούσα μελέτη έχει ως στόχο να διαπιστώσει κατά πόσον η ψηφιακή αυτοματοποίηση έχει οδηγήσει στη διεύρυνση των οργανωτικών, ελεγκτικών και πειθαρχικών προνομίων που ήδη έχουν στη διάθεσή τους οι εργοδότες και οι διευθύνοντες υπάλληλοι. Χρη- σιμοποιώντας απλή γλώσσα, η μελέτη διαιρείται σε τέσσερις ενότητες. Στην Ενότητα 2 εξετάζονται οι σκοποί της εργασιακής σχέσης και αποσαφηνίζεται η έννοια της εξουσιαστικής θέσης που κατέχουν οι εργοδότες. Στην Ενότητα 3 καταγράφονται οι πιο διαδεδομένες τεχνολογίες τεχνητής νοημοσύνης και αλγορίθμων που εισβάλ- λουν σήμερα στον εργασιακό χώρο· στην ίδια ενότητα υποστηρίζεται ότι, παρά τις ετερογενείς χρήσεις τους, κοινός παρονομαστής είναι η δυνατότητα καταγραφής και επεξεργασίας πληροφοριών που μπορούν να χρησιμοποιηθούν προκειμένου να υποστηρίξουν τους διευθύνοντες υπαλλήλους στη λήψη εκτελεστικών αποφάσεων. Στην Ενότητα 4 εντοπίζονται οι κίνδυνοι που ελλοχεύουν όταν διευρύνονται τα διευ- θυντικά προνόμια μέσω της υιοθέτησης αυτοματοποιημένων αποφάσεων, καθώς οι αναγκαστικού δικαίου διατάξεις, οι διαδικαστικοί περιορισμοί και οι αντισταθμιστικοί παράγοντες που προκύπτουν από τις συλλογικές διαπραγματεύσεις υφίστανται συνε- χή πίεση. Υιοθετώντας μια πολυδιάστατη προσέγγιση, στην ενότητα αυτή προτείνο- νται διορθωτικά μέτρα που πηγάζουν από το δίκαιο προστασίας δεδομένων και της απαγόρευσης των διακρίσεων, τα οποία, σε συνδυασμό με την εργατική νομοθεσία, θα μπορούσαν να οδηγήσουν στην τιθάσευση των αλγοριθμικών αφεντικών. Στην Ενότητα 5 διατυπώνονται ορισμένες συμπερασματικές παρατηρήσεις.