Work Enviroment Policy

The overarching goal of the work environment efforts at Sharp Recruitment & Consultant is to promote factors that contribute to well-being. Through preventive measures, we aim to identify and address risks, preventing work-related injuries such as accidents and illnesses. This work encompasses both the physical and organizational, as well as social work environment. Beyond the statutory requirements outlined in the labor law and the occupational health and safety regulations, we strive to create a pleasant and welcoming work environment that inspires positive collaborations, high efficiency, and quality in our work, fostering development for all. We believe that development breeds engagement.

In our view, a good work environment means:

• Ongoing training for all leaders in leadership and work environment.
• Implementation of induction plans for new hires.
• Proactive prevention and clear opposition to all forms of offensive behavior and discrimination.
• Active and targeted efforts to promote diversity and gender equality.
• Goal-setting and expectation clarification through goal and development discussions.
• All employees having access to the same information.
• Monthly Business Review meetings accessible to all employees.
• Appropriate distribution of work environment responsibilities, documented accordingly.
• Regular safety inspections.
• Conducting and documenting risk analyses.
• Clear crisis management procedures.
• Documentation and investigation of all cases of illness, accidents, and incidents.
• Access to healthcare and rehabilitation procedures.
• Having fun at work.

Our work environment efforts should be an integral part of our operations, incorporating established procedures to continuously examine, assess risks, take action, and follow up. This ensures that work environment efforts remain dynamic and relevant. The work should be conducted in collaboration with employees.

The principles of our systematic work environment efforts include:

• Integration into daily operations.
• Regular safety inspections to examine the physical work environment.
• Regular development discussions, employee surveys, and check-in meetings, occurring weekly or bi-weekly, to examine organizational and social aspects.

Risk assessments and action plans should be documented and followed up.

According to labor law, safety representatives must be appointed at workplaces with at least 5 employees. Safety representatives represent employees in work environment matters and work towards maintaining a good work environment. Employers are responsible for providing safety representatives with the necessary training.

Effective leadership is a prerequisite for a good work environment, and we consistently invest in the ongoing development of our leaders. Within Sharp Recruitment & Consultants, work environment tasks are appropriately distributed to managers in the organization. Managers should possess the competence, resources, and authority needed to handle work environment tasks. If there is a lack of competence or mandate for any task, that task can and should be formally delegated to the immediate supervisor.

While the employer bears ultimate responsibility for a well-functioning work environment, all employees have a personal responsibility to actively participate in work environment efforts. Employees should adhere to regulations and internal rules, identify and report deficiencies in the work environment to management, and a good colleague shows care, provides support, or seeks help for a colleague in distress.

• Work Environment Ordinance (1977:1166)
• Work Environment Act (1977:1160)
• Systematic Work Environment Management (AFS 2001:1)
• Organizational and Social Work Environment (AFS 2015:4)