Just got deactivated. "Ive had more cancellations than other partners"

chi1cabby said:

There is no set acceptable percentage or cancellation policy laid out.

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When I signed on to Uber Taxi in February, 2013, the Uber guys at the event told us that they wanted a sixty-five per-cent acceptance rate. In fact, back when they were running incentives/contests for Uber Taxi, still, one of the qualifying requirements was a sixty-five per-cent acceptance rate. I suspect that one reason for so low a bar might be that the Uber people do understand that when a taxi takes a street hail, sometimes the driver forgets to go offline on the Uber Taxi application. In fact, the Uber people at the event told us specifically that they did understand that sometimes we might forget to go offline. I know that I have done so more than once. CAVEAT : Do keep in mind that in this paragraph, I am discussing Uber Taxi. Taxis, be they Uber Taxi or not, can accept street hails. If anyone who reads this is driving any other level of Uber, do not accept street hails. Uber has stated specifically and more than once that it will de-activate any driver who accepts street hails unless it is Uber Taxi.

I never did receive anything from Uber that indicated a Minimum Desired Acceptance Rate from UberX. Some of the incentives/contests on UberX have had Acceptance Rate qualifications that ranged from seventy-five to one-hundred per-cent. This is one thing that inspired me to post satires of the incentive/contest rules here that stated: You must accept one-hundred three per-cent of the requests we send you. Do not tell us about the laws of mathematics. We are Uber. Legislation is not the only rules we violate.

Choochie said:

if they want to deactivate you they will and use whatever excuse they feel they can justify.

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In fact, your contract states that either Uber or you can terminate the "partnership" for "no reason". The courts have upheld the validity of unilateral, "no reason" clauses in contracts. I have been down this road as a Company Official that had, and exercised, such a contractual right.

"Employment-at-will" laws in such states are a parallel to this. Oddly enough, the District of Columbia is an employment-at-will state. In an employment-at-will state, you do not need a reason to sack someone. All that you need do is tell the dismissed employee "It is the decision of the Management of this firm that you are no longer employed here", hand him a cheque for everything that you owe him and have him escorted off the premises. In fact, sometimes this was the best way to get rid of an employee whom you no longer wanted. In D.C., at least, that means that you will have to pay his unemployment for twenty-six weeks, but sometimes, twenty-six weeks of unemployment payments for a minimum wage employee were cheaper than legal bills to defend against busybody do-gooder lawyers.

While, with the exception of certain cases in which lower courts have ruled, we are not employees but independent contractors. Still, employment-at-will does provide a parallel.