Our goal is to recruit, promote and maintain the human resources necessary for the institution to fulfill its purpose and goals. We want to create a positive working environment and support staff. We want to create an attractive workplace that attracts qualified and ambitious staff.

The values of the Directorate of Labour are respect, exemplary service and reliability and we emphasise that the work of employees and their efforts reflect these values.

The Directorate of Labour's human resources policy is divided into three parts:

Human resources

Recruitment

We want to ensure that the most qualified applicants are employed in each job in accordance with the law and regulations. We are committed to making the recruitment process thorough, professional and transparent and to strengthening the institution's professional image.

We welcome new employees with a proactive approach and with high quality recruitment training, so that new employees adapt quickly and effectively to their new work.

Managers are aware of the importance of motivation and feedback and use it systematically and regularly.

Conditions of employment

Wages are determined in collective agreements and take into account individual aspects of institutional agreements between the Directorate of Labour and the union concerned.

Retirement

We are in favour of a separation from the workforce, whatever the reasons.

Development and education

That employees maintain and develop knowledge and professional competence so that the institution is always ready to provide exemplary services.

Staff meetings shall be held regularly and at least once a year, and shall be accompanied by a personal development plan.

Respect

Equality and diversity

Our employees should have equal opportunities to take responsibility and perform tasks regardless of gender, race, ethnic origin, religion, life opinion, disability, reduced work ability, age, sexual orientation, gender identity, gender characteristics or gender expression.

We are committed to working on gender equality issues, taking initiatives in these areas, and thus showing social responsibility. To help us achieve these goals, we work on equal pay and equal opportunities policies that are reviewed and regularly reformed in line with the current emphasis in society. There should be a special gender equality policy.

Balancing and entrapment

We are committed to creating an inclusive environment that prioritises diversity, equality and inclusion.

Our goal is to be a workplace where each individual is valued according to their ability and performance and to create an environment where diversity, equality and inclusion are prioritized. At the Directorate of Labour, individuals should also be paid comparable wages for the same and equally valuable work.

Welfare

Bullying and EKKO

It is in everyone’s interest to create conditions in the workplace where everyone feels comfortable, it is important to have open communication and have clear rules. The well-being and health of employees is key to a good and healthy work community.

It is our policy that employees show their colleagues courtesy and respect in communication and seek to ensure that employees form a strong team and that communication is characterized by honesty, support and respect. All employees of Vinnumálastofnun have the right to feel comfortable in their workplace. They should be safe in the workplace and not be subjected to bullying, gender-based harassment, sexual harassment or violence (EKKO) of any kind. Vinnumálastofnun does not suffer from this kind of behaviour. In order to prevent the abovementioned behavior, we have a bullying policy and a bullying response plan that we implement and review annually.

Safety and wellbeing

We care that our work environment is healthy, stable and safe. We want our employees to adapt their work environment to their needs, that facilities, air quality and safety equipment are exemplary and according to standard requirements. We also strive to ensure that employees experience psychosocial security that contributes to well-being and growth at work. In this regard, it is important to monitor the well-being and attitudes of employees, and regular job satisfaction surveys and contacts are used, as well as the institution has a specific action plan to take action if it is considered necessary.

Health and existence

We want to offer as much flexibility as possible in terms of working hours and work-life balance without compromising the service level of the institution. We want to promote general well-being and good health, whether mental, physical or social, and encourage and support employees to cultivate their own health and pursue a healthy lifestyle.

Telework

To help create a better balance between work and personal life, there is a special telework policy where one day a week is offered in telework.

The Directorate of Labour's human resources policy is approved by the Director and the senior management of the institution and the Director of Human Resources is responsible for the policy under their authority. The policy shall be reviewed every two years and the Director of Human Resources is responsible for the review being carried out. The policy is published on the Directorate of Labour's external website and the Information page on human resources (the internal website).

Acceptance

November 14, 2024