SEATTLE DEACTIVATION POLICY | Effective January 1, 2025
This policy applies to app-based workers using the Expedite platform in conjunction with their GigSafe contract Effective January 1, 2025.
Seattle Deactivation Policy & Notice of Rights
Compliant with Seattle App-Based Worker Deactivation Rights Ordinance (SMC 8.40) Effective January 1, 2025
OVERVIEW
This policy applies to app-based workers using the Expedite platform who perform services in the City of Seattle and are covered by Seattle’s App-Based Worker Deactivation Rights Ordinance (SMC 8.40), effective January 1, 2025. Unless otherwise specified, deactivations may result in permanent loss of access to the Expedite platform.
SECTION 1: GROUNDS FOR DEACTIVATION
Gigsafe may deactivate a worker where the reason for deactivation is reasonably related to Expedite’s safe and efficient operations. Grounds that may lead to deactivation include, but are not limited to:
a) Multiple or Sustained Customer Complaints
Patterns of complaints related to service quality, conduct, or reliability that indicate a failure to meet Expedite’s platform standards.
b) Bullying, Cyberbullying, or Assault
Any conduct, whether in person or through digital means, that is threatening, intimidating, or harassing toward customers, other workers, or third parties, including conduct occurring on or off the platform where it affects platform operations or safety.
c) Criminal Activity Related to Assault or Theft
Drivers will undergo periodic reviews of their Motor Vehicle Record (MVR). Charges that constitute egregious misconduct may lead to deactivation.
Additional grounds for immediate deactivation (egregious misconduct) include, but are not limited to:
- Sexual assault or sexual harassment
- Hate crimes or use of racial slurs
- Kidnapping or stalking
- Unlawful possession of a firearm
- Solicitation of any sexual act
- Fraud or money laundering
- Driving-related crimes under RCW 46.61.500–46.61.540
SECTION 2: PROHIBITED GROUNDS FOR DEACTIVATION
Per Seattle’s App-Based Worker Deactivation Rights Ordinance (SMC 8.40), Gigsafe cannot deactivate a worker for any of the following reasons:
- Availability to work or number of hours worked
- Acceptance or rejection of any individual offer, any type of offer, or any number or proportion of offers
- Cancellation of an offer “with cause” as defined in Seattle Municipal Code Section 8.37.020
- Contacting Expedite
- Solely due to a quantitative metric derived from aggregate customer ratings of performance
- Statements regarding compensation and/or working conditions made to customers, other workers, network companies, the media, public officials, or the public
- Asserting legal rights, whether in court or via procedures provided by a government agency
- Results of a background check, consumer report, driver record, or record of traffic infractions, except in cases of egregious misconduct or where required by other applicable law
Any deactivation that is intended to result in, or does result in, discrimination based on a protected characteristic is impermissible.
SECTION 3: TEMPORARY SUSPENSIONS (NOT A DEACTIVATION)
A temporary suspension of less than 48 hours that is unrelated to a worker’s action or behavior and is clearly communicated at the time of the suspension is not considered a deactivation under this policy. Examples include:
- Technology, software, or network outages
- Account access or security issues
- Routine maintenance
- Inclement weather conditions
Account holds that require worker action to resolve access or security issues are also not considered deactivations.
SECTION 4: NOTICE OF DEACTIVATION
Standard Deactivation (Non-Egregious Misconduct)
Gigsafe will provide written notice of deactivation at least 14 days prior to the deactivation effective date, and again on the effective date. The notice will include:
- The specific reason(s) for deactivation
- The Expedite policy or community guideline that was violated
- The date the deactivation will take effect
- Instructions for initiating a deactivation challenge
Immediate Deactivation (Egregious Misconduct or Legal Requirement)
Gigsafe will provide written notice no later than the effective date of deactivation.
SECTION 5: DEACTIVATION CHALLENGE PROCEDURE
Workers have the right to challenge any deactivation. The challenge process is as follows:
Step 1: Submit a Challenge
Workers have the right to challenge any deactivation through Gigee's internal challenge procedure, regardless of where the incident that led to the deactivation occurred. Upon receiving a deactivation notice, workers may submit a written challenge by contacting Gigee support within 14 days of receiving the notice. Notices should be submit to support@gigeeapp.com. The challenge should include:
- The worker’s name and account information.
- The reason the worker believes the deactivation is unwarranted.
- Any supporting documentation or evidence.
Step 2: Internal Review
Gigsafe will review the challenge and relevant records within 3 business days of receiving a complete submission.
Step 3: Decision
Gigsafe will provide a written decision, including the outcome and the basis for the decision.
Step 4: External Recourse
If a worker is not satisfied with the outcome of the internal challenge, they may file a complaint with the Seattle Office of Labor Standards (OLS) or file a lawsuit after completing Expedite’s internal challenge procedure.
Contact OLS - Seattle Office of Labor
810 Third Ave, Suite 375, Seattle, WA 98104
Phone: 206-256-5297
Email: laborstandards@seattle.gov
Hours: Monday–Friday, 8:00 AM – 4:00 PM
Web: seattle.gov/laborstandards
Note:
Retaliation against any worker for asserting their rights under this policy or under Seattle’s App-Based Worker Deactivation Rights Ordinance is prohibited.
Discrepancy Summary: Bill of Rights Comparison
The following potential discrepancies were identified when comparing this policy against the Seattle App-Based Worker Deactivation Rights Bill of Rights: