Digital and psychological safety

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As digital technologies increasingly mediate work, unions have negotiated provisions to address the psychological and safety risks that can arise from their use. These include protections against overwork, digital harassment, and technology-driven strain on mental health. Agreements in this section reflect an expanding view of workplace safety that incorporates not only physical well-being, but also emotional and psychological security in digital environments.

Examples are grouped into the following categories:

• Adequate staffing to prevent overload from technology: Provisions that ensure new technologies do not lead to unsafe workloads or undermine staffing levels necessary to protect worker health and safety.
• Protections from online harassment: Agreements that establish procedures, supports, and employer responsibilities to address and mitigate the risks of digital abuse, harassment, or threats faced by employees working in online environments.

Adequate staffing to prevent overload from technology

Some agreements recognize that the introduction of new technologies can intensify workloads if not accompanied by appropriate staffing. These provisions require employers to maintain safe staffing levels and ensure that technological tools do not compromise employee health or safety through overwork or insufficient human resources.

Example:

• “The [Employer] will balance manning levels and the use of technology in a manner that does not adversely affect the safety of Bargaining Unit employees.” (AFGE-OPM118)

Protections from online harassment

As digital work increasingly exposes employees to public-facing platforms, some unions have secured protections against online abuse and harassment. These provisions establish employer obligations to support affected employees, provide relevant training and mental health resources, and take proactive steps to limit harm—such as blocking repeat offenders or providing access to privacy-protection services.

Examples:

• “The Employer shall provide employees with support in the event they are subjected to online harassment related to their work for the Company on the Company’s website, inclusive of Company-owned and personal social media. This support shall include, but is not limited to: Informing all bargaining unit employees that they have the support of the Employer if they experience online harassment, including potential access to accommodations in the case that harassment constitutes a health and safety risk. Making managers and supervisors aware of the risks of online harassment and who is more likely to be targeted. Making training on online security and anti-harassment available to bargaining unit employees. Making EAP counseling available to bargaining unit employees who have experienced online harassment and/or who are required to monitor and respond to abusive posts.” (WGAE-PCBA42)
• “The Company is committed to addressing work-related online harassment (e.g., abusive comments, threats of violence, doxxing, hate speech, etc.) by non-employees on its editorial platforms and enforcing its community standards for online content (including comments) in a consistent manner. In the event an employee believes they have been subjected to such online harassment relating to their employment, or will face a foreseeable risk of online harassment, they may report it to their manager or Human Resources. The Employer shall block individuals that it deems are “serial harassers” from a vertical’s social media accounts if requested by an employee. The Employer will provide relevant training to Employees on the issues of online harassment, and the Employer will inform employees of the reporting procedures for such online harassment, provide appropriate guidance, and establish best practices for addressing such issues. If there is a reason to believe the employee will be a target of work related online harassment, the employer shall take reasonable steps, which, depending on the circumstances, may include contacting social media providers, informing the employees EIC that the employee may need additional appropriate accommodations to address the online harassment, and assisting the employee with contacting the Employer’s EAP program for mental health services to assist employees in protecting them from online harassment. When the Employer determines that the circumstances require the employer shall provide and pay for DeleteMe or any similar service to their employees and their families.” (WGAE-PCBA78)

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