Job Security & Working Conditions

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Ensure a safe, healthy, and accessible workplace and offer job security. Minimize temporary or
contractor labor solutions, using such workers mainly to adjust for short-term needs. Assess and
schedule hours that are adequate and predictable.

Strategies and Actions

Increase job security.

• Minimize part-time and contingent work, which can cause job insecurity and deprive workers of important benefits and protections. Be sure that part-time and contingent workers feel valued and that they are a part of the organization.
• Prepare the workforce for changing capacity and needs, and balance the needs of the workforce and the organization.
• Offer job sharing.
• Ensure organizational continuity.
• Plan to prevent workforce reductions and minimize the impact of any necessary reductions.
• Enact just-cause standards for employment, which would prohibit discipline and dismissal unless for a just cause or genuine business needs.

Ensure that workers are physically safe.

• Fulfill the requirement that all workers have the right to safe, healthy, and sanitary working conditions.
• Prohibit and prevent all forms of violence in the workplace, including verbal, physical, andgender-based violence, as well as sexual harassment.
• Regularly assess working conditions and promptly address safety issues to ensure workers’ continued safety.
• Ensure that the safety system addresses prevention, inspection, root-cause analysis of failures, and recovery.
• Support a worker safety and health committee.

Ensure that workers are psychologically safe.

• Assess/measure the workforce’s sense of psychological safety.
• Actively support workers’ sense of well-being at work.
• Actively ensure an absence of fear, intimidation, or neglect in the workforce. Have a clear system of reporting and remedy.

Anticipate and respond with agility to reduce job strain.

• Utilize ongoing assessments of work activity, intensity, risk, and need for flexibility to adjust or lessen worker stress.
• Anticipate high-volume times and adjust staffing to accommodate those times.
• Adjust workload, staffing, and pay based on location specific circumstances and reflect locality pay and complexity.
• Make staffing decisions to maximize product and service effectiveness and customer value and not to meet payroll targets.
• Be prepared to ensure coverage in case of employee emergencies and time off.
• Encourage workers to discuss burnout or fatigue and offer resources to reduce it.

Protect workers’ data and information.

• Establish clear data confidentiality and protection policies for workforce information.
• Regularly inform workers of information collection, surveillance, or monitoring and how information will be used, including for performance purposes (promotions, discipline, or dismissal).
• Give workers ownership over the data that they generate.

Offer stable and predictable hours to all workers.

• Assess and, when possible, meet workers’ hourly needs.
• Provide workers their schedule at least two weeks in advance.
• Schedule most workers consistently for more than 15 hours a week.
• Minimize deviations from planned schedules. Make last-minute management-driven changes rare).

Offer flexible remote-work options.

• Offer telework or remote work.
• Ensure that telework and remote work do not adversely impact career advancement.