The “Guide to Combatting Harassment in the Construction Industry” by the Office of Federal Contract Compliance Programs (OFCCP) provides an overview of what constitutes harassment in the workplace, including the definition of sex- and gender-based harassment. The guide is most relevant for employers and workers in the construction sector. It defines harassment (unwelcome conduct based on a protected characteristic) and sexual harassment, as well as offering promising practices to prevent and remedy harassment, such as providing and posting EEO policy statements, developing formal complaint procedures, and promoting apprenticeship programs accessible to all individuals. While the guide was created for the construction industry, and contains best practices and strategies for employers in this industry, the content may be helpful to those in other industries as well.

This is part of a collection of resources created by the Department of Labor and other federal agencies, relating to job quality and implementing good jobs priorities through federal investments and beyond. Many of these resources are no longer publicly available on government websites, though they were all at one point public and shared with the intent of preserving these resources for public use.

Please note that we cannot guarantee that information contained in these resources related to specific programs, policies, and processes remains accurate, though many best practices and examples remain useful. In addition, many of these resources link out to government websites that do not exist anymore. You may be able to find these linked resources in the archive itself by searching the Overview document. For more resources, please visit the Data Rescue Project website, at https://www.datarescueproject.org/

Today’s politicized environment poses unique challenges for worker rights advocates. With Congress often divided, and many state and local governments as well, the path to improving worker rights through legislation is narrow. Nonetheless, we have seen some remarkable progress on worker rights over the last few years through executive action. Leveraging executive action, however, is not a straightforward and easily discernible path for grassroots activists and organizations interested in advancing worker rights and job quality.

In the “Toolkit: An Organizer’s Guide to Executive Action,” Mary Beth Maxwell, executive director of Workshop, demystifies and democratizes the policy-making process by sharing lessons learned during her time in federal government. Toolkit offers a blueprint for advocates inside and outside on how they can collaborate to build an economy that works for all and, in the process, rebuild a healthy democracy.

This webinar, co-hosted by the Aspen Institute Economic Opportunities Program and Workshop, featured a panel of experienced public servants and organizers. Speakers will dive into the lessons and stories from Toolkit and provide guidance to advocates and organizers striving to advance worker rights.

This website includes resources to support pregnant and breastfeeding workers. Resources are designed to educate employees about their workplace rights, for employers to adopt family-friendly policies and ensure compliance with state and federal laws, and for policymakers and advocates to support pregnant and breastfeeding employees. Tools include a model policy that reflects current legal requirements, a webinar for employee training, and a chart of workplace accommodations for common pregnancy-related conditions. In addition to workers, employers, and policymakers, workforce development professionals who support workers may also find this resource guide useful.

This report uses principles of behavioral economics to offer recommendations to workforce development professionals about how to strengthen their collaboration with business leaders and better understand how they make decisions. The report outlines four cognitive biases that might affect an employer’s decisions, including those related to business practice changes, and suggests practical solutions.

The Management Center created this library of tools related to equity and inclusion aimed at addressing internal practices and management approaches of organizations. Included are worksheets, resources, and case studies that have applications for organizations seeking further equitable opportunities and outcomes.

The Job Accommodation Network’s publications include a resource series on Accommodation and Compliance, designed to support employers and employees in determining effective accommodations that comply with the Americans with Disabilities Act (ADA). Each publication in the series addresses a specific medical condition and potential accommodations and points toward resources for additional information. These publications can be used by practitioners assisting employers in accommodating disabilities as well as by individual employees as they discuss accommodations with their employer.

This post and sample letter details how to document your disability and how to share the information with your employer to provide an accommodation. It includes helpful information about an employee’s rights and a sample letter of inquiry to an employer. Employees and the advocates who support them may find this tool useful when interfacing with an employer about needed accommodations.

This guide includes information about the legal basics of the Americans with Disabilities Act and how to request and negotiate an accommodation. Each section responds to commonly asked questions about the policies and practicalities of getting an accommodation at work, including if you have to disclose your disability to your employer and what accommodations you can request. This tool could be helpful for an individual employee, a practitioner informing clients of their rights, or an employer seeking to strengthen accommodations.

This framework can help employers and their partners define job quality and design high-quality job opportunities in collaboration with workers, based on a menu of components of a quality job. The tool is built around three pillars that can help to attract and retain talent: foundational elements of a quality job such as wages and benefits, support elements such as training, and opportunity elements such as recognition.

MIT’s Good Jobs Institute created this framework to help employers seeking to improve worker experience, retention, and productivity to assess their performance across nine “essential elements” of a quality job. These include meeting an employee’s basic needs, such as through fair wages and a flexible schedule, and meeting “higher needs” such as personal growth, belonging, and recognition. While designed for employers, the framework has relevance for all practitioners seeking to define and assess job quality in an organization.