Yep, I think what we’re really seeing is some of these things should be formalized in the employment contract, and the employer should be held to that within reason. Sounds like the linked article is pretty clear cut, the company claims time starts/ends when the vehicle’s engine starts, but there’s also clear regulation that employees should do an inspection before operating a vehicle, they may also have duties regarding reviewing shipping paperwork, signing in/out of a pick-up/drop off location, etc… This is similar to how many retail employees are pushed to clock in-out at the advertised hours of operation, while there’s obviously things that need to be done before/after actually being available for business.
For the rest, it could be as simple as considering work location a substantial part of the job, if a person accepts a remote position and the company decides to change it to an in-person position that should qualify as constructive dismissal, the employee should have the choice of taking a severance and moving on, or re-negotiating things like salary before accepting the change. Similar arguments for thing like working hours, if a company changes the location or wants a staff member to work at a different location, etc.
Unionization can help sometimes too. One place I worked had in the CBA that if an employee stayed more than 2 hours past the scheduled shift the employer would provide a meal. Some trade unions have language regarding covering mileage and paid travel time when the worksite is a particular distance from some specific location, as well as how far that distance can be before the employer also has to cover food and lodging.