Employment Of Workers Research Articles

The Psychology of Sustainability and Sustainable Development: Advancing Decent Work, Inclusivity, and Positive Strength-Based Primary Preventive Interventions for Vulnerable Workers.

This study discusses the contribution of the psychology of sustainability and sustainable development to the wellbeing of vulnerable workers. The psychology of sustainability and sustainable development is a current area of the research study in the field of sustainability science. It deals with sustainability as a framework to recognize and integrate the value of the psychological approach in the construction of processes linked to sustainable development. Accordingly, the psychology of sustainability and sustainable development could provide sustainable development processes for the employment of vulnerable workers. The contribution starts with the definition of the coordinates of a sustainable development process for vulnerable workers, anchoring it to the principles of decent work and inclusivity. Subsequently, positive variables involved in the sustainable development processes and their relationship with decent work and inclusivity are discussed. Moreover, positive healthy organizations are introduced as work environments capable to take care of the wellbeing, also, of vulnerable workers. Lastly, the applications of positive strength-based primary preventive interventions for vulnerable workers are analyzed. Perspectives for further research studies and interventions are also examined.

The Association between Unstable Employment and Suicidal Behavior in Young-Adult Precarious Workers.

ObjectivePrecarious workers have increased over the past two decades in South Korea. Employment instability, especially among young adults, is considered a serious social problem. The unstable employment status of precarious workers has negative impacts on their mental health, such as suicidal behavior. This study aims to identify the effect of the unstable employment conditions on the suicidal behavior of precarious workers. MethodsAn online survey was conducted with a panel sample of South Korean adults (n=797) who were precarious workers aged between 25–34 years. We applied Model 6 of SPSS PROCESS MACRO 3.5 to examine the multiple mediation effects of depression and anger in the relationship between employment instability and suicide. ResultsUnstable employment had no direct effect on suicidal behavior. The path of unstable employment to suicidal behavior via depression and anger had a significant indirect effect. However, employment and anger were negatively related. The indirect effect of depression and anger on the relation between unstable employment and suicidal behavior was statistically significant. ConclusionThis study suggests an association between unstable employment and suicidal behavior, mediated by depression and anger. Specifically, a high level of unstable employment status increased depression. In contrast, a low level of unstable employment status increased anger, which ultimately led to an increase in suicidal behavior. These contrasting findings are likely to reflect the heterogeneity of precarious workers. Further longitudinal studies are necessary to identify the causality between precarious employment and suicidal behavior over time.

From Working Tourists to Permanent Residents: Experiences of Migrant Workers with Youth Mobility Schemes in Canada

In OECD countries, international mobility programs such as youth mobility schemes have gained popularity over the last years. In Canada, the International Mobility Program (IMP) has become the dominant mechanism for temporary migrant workers to enter into Canada, and yet, this stream has operated largely below the radar of public debate. Our article focuses on International Experience Canada (IEC), a category of the IMP allowing young people to work and travel in Canada. Based on documentary, survey and interview material with IEC participants, we investigate how the IEC regulatory framework influences the employment and immigration experiences of these young workers. We argue that, instead of being a form of privileged youth mobility, the IEC is composed of multiple regulations resulting in significant variations in conditions of admission and stay among migrant workers. This situation leads to differentiated employment conditions and uneven transitions to permanent residence.

Immune response to SARS-CoV-2 and the risk of COVID-19 among different groups of healthcare workers

Introduction. To date, issues related to the protection of medical workers from COVID-19 infection, including immunological protection, are of particular interest. The aim of the study was to explore seroprevalence of the IgG to SARS-CoV-2 N-protein in various groups of medical workers with the following assessment of the risk of COVID-19, depending on the seropositivity and occupational group. Materials and methods. The study of the strength of immunity to COVID-19 was carried out within the framework of the large-scale Rospotrebnadzor program to assess population immunity to the SARS-CoV-2 virus in the population of the Russian Federation, considering the protocol recommended by WHO, on the basis of the laboratories of the Center for Hygiene and Epidemiology in the Republic of Tatarstan. From the sample of the study conducted in the Republic of Tatarstan, medical workers (301) were selected without a history of a new coronavirus infection and with no clinical symptoms of this disease at the time of biomaterial sampling (June 2020); the absence of the transferred new coronavirus infection was verified by the Unified State Information System "Electronic Health of the Republic of Tatarstan". The comparison group included 52 employees belonging to the engineering and technical personnel and not employed in medical institutions who met the above inclusion criteria. In the aggregate, the observation group (medical workers and the comparison group) included 12.1% of the participants in the population study. Results. The rate of seropositivity was 36.5% in the control groups, 23.7% - in doctors, and 38.9% - in nurses. Compared to doctors, seroprevalence was higher in nurses. The employment of medical workers in temporary infectious diseases hospitals did not affect the production of the IgG to SARS-CoV-2 N-protein. A relatively low prevalence of seropositivity among doctors of temporary infectious diseases hospitals was revealed. The probability of seroconversion decreased with age and did not depend on gender or history of recent contacts with COVID-19 patients. The survival analysis showed that the probability of remaining healthy by the end of the follow-up was the lowest among doctors from medical and preventive institutions that did not serve as temporary infectious diseases hospitals. The risk of COVID-19 in seronegative individuals was higher, but without statistical significance. Conclusion. According to the data of immunological studies for the presence of IgG antibodies to the nucleocapsid protein of the SARS-CoV-2 virus, it was found that the prevalence of seroprevalence in nurses is significantly higher than that of doctors, nurses of medical and prophylactic organizations of young age have higher seroprevalence to the nucleocapsid protein of the SARS-CoV-2. According to prospective observation, it was revealed that doctors of medical and prophylactic organizations that are not classified as temporary infectious diseases hospitals have a higher risk of developing a symptomatic form of COVID-19, which may be due to both the insufficient effectiveness of anti-epidemic measures and the peculiarities of the immune response and approaches, used to evaluate it. In the current epidemic situation, the detection of IgG antibodies to the SARS-CoV-2 virus can be used to decide on the distribution of responsibilities among medical personnel.

Will Disabled Workers Be Winners or Losers in the Post-COVID-19 Labour Market?

Workplace inflexibility contributes to the higher rates of job loss and unemployment experienced by disabled people. Prior to the COVID-19 pandemic, many countries already had significant disability employment gaps. Based on evidence from previous recessions, the global recession resulting from the pandemic is likely to have a severer and longer-lasting impact on the employment of disabled workers compared with non-disabled workers. In the UK, there is already evidence that the disability employment gap has widened since the pandemic. On the other hand, the pandemic initiated increased access to home-working, a change in working arrangements that may prove beneficial to disabled workers employed in desk-based roles. Home-working can increase the accessibility of employment and support work retention for disabled workers, yet pre-pandemic many employers had withheld it. Studies of employees’ and employers’ experiences of home-working during the pandemic have indicated a desire to retain access to home-working in the future. A permanent cultural shift to increased access to home-working would help address the disability employment gap for desk-based workers. However, disabled workers are over-represented in jobs not conducive to home-working, and in sectors that have been hardest hit by business closures during the pandemic, so the position of many disabled workers is likely to remain precarious.

Distributional Implications of Unemployment-Reducing Policies

We study the distributional implications that follow from the fact that higher-income households tend to consume higher-quality goods. This is done through a two-sector model in which one sector produces vertically differentiated products, whose skill intensity is an increasing function of quality. The skilled-to-unskilled wage ratio is fixed at a level sufficiently low that some unskilled workers remain unemployed. We show that uniform technological progress increases the unemployment rate, and we consider a number of policy responses to alleviate the “plight of the less-skilled”. Political economy consequences are emphasized, as we assess each policy’s chance of receiving political support. We conclude that a budget-neutral subsidy for the employment of unskilled workers is a viable policy option.

Managing Work and Care: Does Employing a Live-in Migrant Care Worker Fill the Gap? The Example of Taiwan

This article uses Taiwan as an example to examine how families manage work and care when the government and workplace provide limited support. Many Taiwanese households employ live-in migrant care workers to negotiate care responsibilities and adults’ paid jobs. Based on interviews with employers of live-in migrant care workers and workers, the findings demonstrate that daughters-in-law and occasionally daughters and sons become employers of live-in migrant care workers because of the limitation of public care services and lack of support they receive in seeking to combine paid work and family care responsibility. Even after employing migrant workers, women retain greater care responsibility in daily practices than their husbands. Hiring live-in migrant care workers also imposes risks to all parties involved in the processes of organising, coordinating, and providing care due to the uncertainty of care quality and the nature of care work.

The Relationship between Organizational Learning at the Individual Level and Perceived Employability: A Model-Based Approach

The challenges of the modern labor market determine increased job insecurity and the growing importance of sustainable employability. Today, in an era of the growth of the world’s knowledge resources, permanent learning is indispensable in order to maintain or strengthen one’s employability. Therefore, this article aims to determine the relationship between organizational learning solutions at the individual level and perceived employability in the modern labor market according to the workers’ opinions. Studies conducted on the subject literature confirm the lack of research in this field. A survey was conducted among 351 employees from a number of organizations based in Poland and was performed using a computer-assisted web interview (CAWI). The study’s results indicate that out of eleven analyzed solutions, people value those connected with sustainable actions the most, such as learning from one’s own mistakes (own mistakes), observing other employees’ work (observing others), self-education, incentive systems (contributing to an increase in the commitment to competency development), and providing employees with feedback on the results of their work (feedback). Moreover, it is important to state that EFA first revealed, and CFA subsequently confirmed, two factors: Factor 1, Practical Aspects, which includes organizational learning that covered such activities as incentive systems, feedback, self-education, modern technologies, and the use of case studies, and Factor 2, Active Learning, which consists of two activities—one’s own mistakes and observing others. The research results lead to the conclusion that Factor 1, Practical Aspects, had a significant impact on perceived employability, while Factor 2, Active Learning, did not have an impact on the general assessment of organizational learning in the context of perceived employability. The authors also present the diamond attempt toward actions that might be taken by organizations in order to enhance the employability of workers in general. The conducted research is considered to be idiographic and exploratory.

Collective Bargaining: A Tool for settling Industrial Disputes

The terms and conditions of employment of workers are regulated between their bargaining agents and the employers. Thus, the obligation to bargain collectively is mutual. So the union and the employer are under the duty to bargain, in view, that the parties are required to meet at reasonable times and confer in good faith, with an intention to negotiate on the subject matter called for. In relation to this, the collective bargaining agreement ought to be written and signed by parties on request, where in either party is required to agree to a proposal or make a concession. With an aim to reduce unwanted strikes and lockdowns caused by the workers, the paper revolves around the role of Trade Unions inthe settlement of disputes between the employer and workers through a collective bargaining process, resulting in the peaceful settlement of industrial disputes.

The Study on the Impact of COVID-19 on the Employment of People with Disabilities

본 연구는 COVID-19 사태에 따라 장애인의 고용에 미치는 영향 연구를 목적으로 2020년 장애인 경제활동 실태조사 데이터 중 현재 상태 취업자와 실업자를 기준으로 3,338명을 분석대상으로 하였다. COVID-19로 장애인 근로자가 느끼는 고용불안은 비임금 장애인 근로자가 임금 장애인 근로자보다 더 높게 인식하고 있었으며 “매출(소득) 감소”, “고객 감소”, “영업(근로)시간 단축” 등으로 나타났다. COVID-19 사태로 장애인의 고용에 미치는 영향은 “장애로 인해 업무를 제대로 수행하지 못해서”, “일거리가 없어서 또는 사업경영 악화”, “임시 또는 계절적 일의 완료(계약기간 종료)”, “직장의 휴업, 폐업”, “명예·조기퇴직, 정리해고” 순으로 나타나 코로나로 인한 장애인의 고용에 직접적인 영향이 있는 것으로 나타났다. 또한, COVID-19 사태에 따른 취·창업에 미치는 영향은 “일자리 채용 규모가 줄어들거나 채용 계획이 없어짐”이 가장 높은 빈도로 나타났고, COVID-19가 장애인 근로자의 취업과 창업에 매우 부정적인 영향을 미치고 있음을 알 수 있었다. 이에 따라 장애인 근로자에게 단기적으로는 생계에 직접적 도움이 되는 경제적 지원사업과 장기적으로 장애인 취업 알선, 장애인 특별채용 등으로 취업난을 해결할 수 있는 고용서비스가 필요하다고 하겠다.The purpose of this study was to study the impact of the COVID-19 incident on the employment of disabled workers, and 3,338 people whose current status was based on the employed and unemployed were analyzed among the data of the 2020 economic activity survey data. It was found that the age category, marital status, and economic activity status in the impact of COVID-19 and the general characteristics of the survey subjects had an effect of COVID-19 at a statistically significant level. The employment insecurity felt by workers with disabilities due to COVID-19 was perceived higher by non-wage disabled workers than workers with disabilities in wages. The impact on the unemployment of workers with disabilities due to the COVID-19 Incident was found to have a direct impact on the unemployment of workers with disabilities. In addition, the effects of the COVID-19 incident on intoxication and entrepreneurship revealed that COVID-19 has a very negative effect on employment and entrepreneurship of disabled workers. Accordingly, in the short term, there is a need for financial support programs that directly help disabled workers for their livelihoods, and employment services that can solve job difficulties through employment arrangements for persons with disabilities and special hiring for the disabled in the long term.

Foreign Workers Employment in the Hotel Industry: Evidence from Five-Star Hotels in Antalya

The purpose of this research is to reveal the reasons that prompt hotel managers to employ foreign workers. In this study which used qualitative research method, the managers of 18 five-star hotels operating in Antalya were selected as the sample. Opinions of the managers were collected through semi-structured interview forms via making face-to-face interviews and e-mails. According to prominent findings of the research; it was determined that the most employed foreign workers in hotels within the scope of the sample consisted of “Kyrgyz”, “Ukrainian” and “Russians”, and that the majority of foreign workers served at the “food and beverage department” in the hotels and were employed as “seasonal”. On the other hand, it was determined that the most important reason for the hotel managers to employ foreign workers was that they know “foreign languages”. However; hotel managers indicated “long bureaucratic procedures in the process of obtaining a work permit” as the main problem they face during the process of employing foreign workers.

Wage and employment effects of immigration: Evidence from South Korea

AbstractThis paper studies the impact of immigration on native labor market outcomes in South Korea. We exploit the variation in immigration flows in an education-experience cell and find that, on average, immigration has no harmful effect on the wages or employment of native workers. However, there is a great heterogeneity of wage effects across education groups: high school dropouts suffer from the adverse effects, whereas the effects for college graduates are positive. We find the potential explanation for these differential effects in the suggestive evidence on the degree of substitution. Specifically, we examine the similarity of occupational distribution between natives and immigrants and assimilation patterns for immigrants.

ASSESSMENT OF TRAINING NEEDS AND COMPETENCE LEVEL OF EXTENSION WORKERS IN KANO STATE, NIGERIA

The study assessed the competence level and skills gap of extension agents in Kano State, Nigeria. Three (3) Local Government Areas were purposively selected from each of the three administrative zones making a total of nine Local Government Areas. A total of 117 extension agents were randomly selected and data were collected using structured questionnaires. Descriptive statistics, Training Needs Analysis and SWOT Analysis were used to analyse the data. The study revealed that extension services in the study area were male dominated (88.9%) and more than two third obtained Ordinary and Higher National Diplomas. Extension workers were found to understand the organizations’ needs and had the impressions that issues of the organizations can be solved through training. The study further revealed that extension workers were competent in learning initiative and enterprises (3.41), team work (3.24), communication and problem solving (3.15) while they were found to be least competent in planning and organization (2.91) and leadership (2.96). The SWOT analysis found the strength and weakness of the extension workers as transferring of information through regular interactions with farmers (3.4) and having too many jobs with different specializations (3.12) while highest ranked opportunities and threats were good communication skills with farmers (3.44) and interference of politicians into technical aspects (3.41), respectively. Therefore, frequent professional and technical trainings, employment of more extension workers especially women, disengagement of politicians from technical aspects and collaboration with research institutes and universities would improve capacity and efficiency of extension service delivery in the study area.

Improving the Diagnosis and Early Follow-up of Children with Sickle Cell Disease Born in Mirebalais Haiti

Background: In Haiti, nearly 1% of babies are born with sickle cell disease (SCD) and up to 90% will die before their fifth birthday. Despite a high prevalence and the knowledge that newborn screening and early intervention greatly reduce morbidity and mortality associated with the disease, no national newborn screening program exists in the country. While a SCD program that focuses on newborn screening and early treatment for children with SCD was established in Mirebalais, Haiti in 2014, it has struggled to provide regular and accurate screening that leads to babies returning for routine SCD care. We developed a pilot quality improvement (QI) initiative to improve the diagnosis and early follow-up of children with SCD in Haiti.Objective: To increase by 20% the accuracy of SCD diagnosis by Haitian technicians and decrease the time to first penicillin prophylaxis prescription to 120 days or less for babies born at the University Hospital of Mirebalais within 6 months of start of QI initiative.Methods: We performed a needs assessment of the University of Mirebalais SCD program consisting of interviews with key stakeholders. A Strength, Weaknesses, Opportunities, and threats analysis and process map were developed to identify areas of improvement. Rapid cycle changes were tested using QI methodology based on Plan, Do, Study, Act cycles to streamline the process. Key interventions included: training of on-site laboratory technicians in isoelectric focusing (IEF) and nursing in care coordination every 3 months, review of every test and result by US based IEF consultant and nursing director, and creation of a shared database to track patient progress through our screening to follow-up process.Results: We compared the first 3 months of our study period (February to April 2017) to that of the next 3 months of the study period (May to July 2017). The number of gels run increased from 14 from February to April to 31 from May to July. We also found a reduction in the number of tests that needed to be repeated due to improperly run tests (32% to 28%), despite an increase in the total number of tests run (526 to 1706) and sustained accuracy in identifying IEF bands above 85%. 13 children were diagnosed with SCD. 3 patients could not be found and 1 died. Of the 9 patients contacted, the median time from screening date to start of penicillin was 109 days. This improved from 210 days in the first 3 months of the study period to 106 in the last 3 months of the study period.Conclusions: Training of technicians every 3 months greatly improved outcomes of IEF SCD diagnosis. The accuracy of SCD diagnosis did not improve but we increased the number of tests run while maintaining high accuracy at greater than 85%. The lack of patient contact information and slow turnaround of sample results influenced patient follow-up rates and the number of patients lost to follow-up. Improvement in time from heel stick to confirmation of IEF result and employment of community health workers when patient contact information is incomplete may improve follow-up. [Display omitted] DisclosuresNo relevant conflicts of interest to declare.

Problems and Prospects of SME Financing in Bangladesh

To conduct a comprehensive study on the SME sector of Bangladesh of its present state, prospects, issues and emerging challenges this “problems & Prospects of SME Financing in Bangladesh” research is carried out. The main objective of the study is to find out the SME financing’s different types of strategies & policies in Bangladesh. The SMEs are playing gradually more significant role as a mainstream of economic escalation in Bangladesh as well as all over the world. The SME usually creates the opportunities of employment at lower costs and render flexibility to the economy. The SMEs are playing an indispensable role for overall economic development. Since this sector is a manual labor intensivewith the short period of time, usually it is capable of increasing the national income as well as hasty employmentcreation by achieving the Millennium Development Goals (MDGs) as well as the abolition of extremepoverty and starvation, gender equality and women empowerment. This SME sector has played a vital role intheeconomic progress of some prosperous countries of Asia. In national economy of Bangladesh SMEs play mainly vital role by making manufacturing enterprises by providing the employment of industrial workers and contributing to the over one-third of industrial value-added to gross domestic product (GDP) and become accustomed quickly to change the market condition, create employment, help diversify economic activities, and also make a significantcontribution to the exports and trade. The economic competence and the overall performance of the SMEs are considerably depended upon the policy of environmental and specific promotional policies pursued for their benefits. Consequently, the policies and initiatives to develop the condition of SMEs and toincrease their competitiveness are a main concern of Bangladesh.

Medico-legal considerations of mandatory COVID-19 vaccination for high risk workers.

Medico-legal considerations of mandatory COVID-19 vaccination for high risk workers.

MAKE YOURSELVES SCARCE: THE EFFECT OF DEMOGRAPHIC CHANGE ON THE RELATIVE WAGES AND EMPLOYMENT RATES OF EXPERIENCED WORKERS

AbstractThis article studies the impact of demographic change on experienced workers' relative wages and employment rates. We investigate empirical predictions from a framework of supply and demand for experience skill, using variation across U.S. local labor markets (LLMs) over the last decades and instrumenting experience skill supply by the LLMs' age structures a decade earlier. We find that aging substantially reduces experienced workers' relative wages and full‐time employment rates, and also their labor market participation rates. Our results imply that the effect of demographic change on labor markets might be more severe than previously recognized, as it reaches beyond wages.

A Principal Component Analysis of the Problems Faced by Seafood Processing Export Firms in Kerala

The significance of the seafood processing export units has been undisputed owing to its contribution towards employment of skilled and semi-skilled workers, and its potential to generate foreign exchange earnings through export. The State of Kerala has been contributing a significant portion towards the Indian export of seafood products both in terms of value and quantity. Yet, there are evidences that the contribution has a staggered trend over the years, and it is declining. Studies in the past have highlighted the existence of various problems that are faced by the sea food processing export firms. These problems include raw material prices, quality of products, export regulations etc. The present study is an attempt to identify the specific nature of these problems through Principal Component Analysis. It is found that the problems faced can be segregated into four major components, namely, Labour Problems, Technical and Training Problems, Raw Material Problems, and Power and Other Inputs Problems.

The Cost of Chronic Disease—Clinical Exercise Physiologists Can Be Part of the Solution

Recently I was reading an article of an insurance study by the Health Action Council about the cost to employers for workers who have chronic diseases or conditions (1). The data was compiled from 57 nationwide employers who cover the healthcare of more than 280,000 individuals. The report stated that more than 60% of the employees had at least 1 of the following 5 chronic health issues: asthma, diabetes, hypertension, mental health conditions, and substance abuse. Over a 2-year period of analysis these employers spent about $2.5 billion to pay for treatment of their employees. As I read this article, I couldn't help but think, “I hope they include supervised exercise coverage for both primary prevention and as part of a treatment plan.” However, that desire is not likely to be the case for these particular health issues.Nonetheless, an argument can be made for the inclusion of exercise coverage. Of the 5 health issues listed, each can be either prevented or improved in some manner (e.g., primary prevention for those at risk, better control or management, reduced progression, fewer symptoms, less medication, and fewer emergency room visits or hospitalizations) with regular exercise training (2–6). The article went on to provide data showing some of these health issues affect certain races more than others. For instance, those of Asian descent were found to have a higher prevalence of diabetes (43%) compared with other races, and black individuals had a higher prevalence of asthma, by 20% or more, than other races. The rates of these health conditions also were affected by socioeconomic status, with lower income individuals at a higher risk.The aim of the Journal of Clinical Exercise Physiology is to provide meaningful, practical information that the practicing clinical exercise physiologist can immediately use in their own work with clients and patients. The journal supports submissions in each of the health issues mentioned in this editorial, including mental health conditions and behavioral strategies. Mental health in particular has an emerging body of literature suggesting exercise training as an important part of the overall treatment strategy with the potential to improve adherence to a healthy lifestyle. This may have important considerations (e.g., treatment adherence, desire to improve health, return to work) for both the chronic health issues mentioned here, as well as many others. As we continue to better understand the value of regular physical activity and exercise training in the primary and secondary prevention and treatment realms of care, the clinical exercise physiologist can play an important role in providing this type of care. Supervised exercise therapy is a low-risk, low-cost treatment strategy with a potentially high return on investment; as part of an overall wellness strategy, it may be as much as $3 to $6 on every dollar spent (7). So be the one in “your neck of the woods” to take advantage of any opportunity to suggest exercise training as a treatment strategy; it can potentially reduce the effect of chronic health conditions on treatment costs and lost workdays.

The role of nonstandard and precarious jobs in the well-being of disabled workers during workforce reintegration.

Nonstandard employment arrangements are becoming increasingly common and could provide needed flexibility for workers living with disabilities. However, these arrangements may indicate precarious employment, that is, employment characterized by instability, powerlessness, and limited worker rights and benefits. Little is known about the role of nonstandard and precarious jobs in the well-being of disabled persons during workforce reintegration after permanent impairment from work-related injuries or illnesses. We used linked survey and administrative data for a sample of 442 Washington State workers who recently returned to work and received a workers' compensation permanent partial disability award after permanent impairment from a work-related injury. Multivariable logistic regression models were used to examine associations between nonstandard employment and outcomes related to worker well-being and sustained employment. We also examined associations between a multidimensional measure of precarious employment and these outcomes. Secondarily, qualitative content analysis methods were used to code worker suggestions on how workplaces could support sustained return to work (RTW). Workers in: (1) nonstandard jobs (compared with full-time, permanent jobs), and (2) precarious jobs (compared with less precarious jobs) had higher adjusted odds of low expectations for sustained RTW. Additionally, workers in precarious jobs had higher odds of reporting fair or poor health and unmet need for disability accommodation. Workers in nonstandard and precarious jobs frequently reported wanting safer and adequately staffed workplaces to ensure safety and maintain sustained employment. Ensuring safe, secure employment for disabled workers could play an important role in their well-being and sustained RTW.