A human resources planning strategy must be implemented to plan and identify potential vacancies in order to keep staff out of «transitional status.» A common process to review the situation of staff in transition situations is recommended. Employers, unions and workers have a mutual and lasting responsibility to actively take advantage of the transition period, to achieve a return to the previous classification, or to explore other ways that contribute to the achievement of job security objectives. «To offer the employees of the permanent emperor the greatest possible job and income security in the field of the permanent emperor and/or public health.» Trade unions also have a strong influence on job security. Traditionally labour-based jobs, such as many government and employment jobs in the education, health and law enforcement sectors, are considered very safe, while many non-unionized jobs are generally considered to be lower job security in the private sector, although this varies by sector and country.  This 1999 agreement provides for retraining and redeployments for workers who have been displaced by new technologies or by changes in labour. Each region will develop and use a partnership redress mechanism and will stick to a settlement mechanism to verify difficulties in achieving the objectives of job security or non-compliance with reciprocal agreements. In 1998, the Permanent Emperor and the laboratory partners recognized their mutual commitment and intention to maximize job security and income security for Kaiser Permanent employees by avoiding the displacement of Kaiser permanent employees. Job security and staff engagement are essential to achieving a common partnership goal that brings in top-noted performance. Job security is one of the objectives of the partnership and one of the cornerstones of worker engagement and, as such, an integral part of the partnership commitment to leading services in the marketplace. It is an expression of Kaiser Permanente`s vision and the unions to offer the Emperor`s permanent workers affected by the partnership a new level of commitment to employment and income security, in order to do all that is reasonable to avoid the permanent eviction of staff. While workers with such legally binding and indeterminate contracts are in an enviable position to know that they (and their families) have complete financial security for the rest of their lives, it is important to recognize that these obligations work both ways.
In some countries, such as Germany, a company may prevent a worker (whose vocational training he has paid for) from taking a better job in another place until compensation is agreed. Even an employee of a company who is known to be aware of folding may be forced to stay in the company until the end, even if he is offered a job in another company. It is a list of countries in terms of job security, an important element in measuring the quality of life and well-being of its citizens. It lists the chances of workers in OECD countries losing their jobs in 2012, including some non-OECD countries.