C.3.3.7 - Employee relations
Employee Relations designs, develops, and implements programs that strive to maintain an effective employer-employee relationship that balance the agency's needs against its employees' rights.
This sub-function includes: addressing employee misconduct; addressing employee performance problems; managing administrative grievances; providing employee accommodation; administering employees assistance programs; participating in administrative third party proceedings; and determining candidate and applicant suitability. The recommended provisional security categorization for employee relations information is as follows:
Security category
Confidentiality Low
The confidentiality impact level is the effect of unauthorized disclosure of employee relations information on the ability of responsible agencies to design, develop, and implement programs that strive to maintain an effective employer-employee relationship that balance the agency's needs against its employees' rights. The consequences of unauthorized disclosure of the employee relations information will result in a limited adverse effect on agency operations, agency assets, or individuals. Special Factors Affecting Confidentiality Impact Determination: Where more sensitive information is involved, it will probably be personal information subject to the Privacy Act of 1974, the Health Insurance Portability and Accountability Act of 1996, or other laws and executive orders affecting the dissemination of information regarding individuals. (The provisional impact levels for personnel information are documented in the Personal Identity and Authentication.) In such cases, the consequences of unauthorized disclosure of Employee Relations information could be serious. In such cases, the confidentiality impact level might be moderate. Recommended Confidentiality Impact Level: The provisional confidentiality impact level recommended for disclosure of employee relations information is low.
Integrity Low
The integrity impact level is based on the specific mission and the data supporting that mission, not on the time required to detect the modification or destruction of information. The consequences of unauthorized modification or destruction of employee relations information depends mostly on the criticality of the information with respect to agency mission capability, protection of agency assets, and safety of individuals. Although there can be serious short-term effects for individuals, the effects of modifications or deletion of this information are generally limited with respect to agency mission capabilities or assets. Special Factors Affecting Integrity Impact Determination: In some cases, integrity compromises that adversely affect a significant subset of the workforce can result in work stoppages that adversely affect the agency's mission. Where interruptions to agency missions can have serious or lifethreatening consequences for individuals, the impacts of integrity compromises can be moderate or even high. Recommended Integrity Impact Level: The provisional integrity impact level recommended for employee relations information is low.
Availability Low
The availability impact level is based on the specific mission and the data supporting that mission, not on the time required to re-establish access employee relations information. Employee relations processes are generally tolerant of delay. Typically, disruption employee relations information can be expected to have only a limited adverse effect on agency operations, agency assets, or individuals. Recommended Availability Impact Level: The provisional availability impact level recommended employee relations information is low.