Workers & Public Employees

Loudoun County depends on teachers, drivers, aides, maintenance workers, public safety employees, childcare staff, tradespeople, service workers, and thousands of others who keep the community running.

The people who make Loudoun work should be able to live here.

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Introduction

A wealthy county cannot call itself successful when the people who serve its residents cannot afford to live nearby.

Workers deserve fair pay, meaningful benefits, safe working conditions, predictable schedules, respect on the job, and a voice in decisions that affect their work.

Jon has spent nearly four decades in public service. He understands the commitment of frontline employees and the frustration created when decisions are made without listening to the people who actually perform the work.

What Jon Supports

Fair Pay That Reflects Loudoun’s Cost of Living

Competitive salaries
Regular market reviews
Pay compression adjustments
Transparent salary ranges
Fair compensation for specialized skills
Policies that help retain experienced employees

Wages should reflect what it actually costs to live in Loudoun County.

National averages and poverty guidelines do not reflect Loudoun’s housing, transportation, and childcare costs.

Collective Bargaining and Worker Voice

Stronger collective bargaining rights
Good-faith negotiations
Protection from retaliation
Clear grievance procedures
Employee participation in workplace decisions
Respect for organized labor

Workers should have a meaningful voice in their pay, benefits, safety, and working conditions.

Unionization gives workers a structured and democratic way to advocate for fair treatment.

Convert Long-Term Part-Time Jobs

Reviewing long-term part-time positions
Converting positions to full-time when workload justifies it
Providing benefit eligibility where practical
Reducing excessive reliance on hourly employees
Creating stable career paths

Part-time work can be appropriate for temporary or limited schedules. But government should not use permanent part-time positions to avoid providing benefits for work that is consistently needed.

Employees who perform essential work year after year deserve stability.

Respect Frontline Expertise

Involving employees before major operational changes
Listening to frontline recommendations
Testing new systems before full implementation
Measuring whether changes improve service
Giving employees safe ways to report problems
Recognizing and rewarding practical innovation

The people performing the work often know how to improve it. Decisions and processes should not be pushed down without getting feedback to ensure it will work in real world situations.

Good government depends on leadership that listens downward as well as upward.

Reduce Burnout and Improve Retention

Staffing based on real workload
Reasonable schedules
Adequate leave
Mental health support

Chronic understaffing, mandatory overtime, unpredictable schedules, and unmanageable workloads hurt employees and residents.

Better succession planning
Reviewing vacancy and turnover trends
Holding leadership accountable for persistent staffing problems

Encourage Voluntary Leave Without Pay

Some jobs have seasonal or slower periods. Employees may also want extended time for family, travel, education, or personal projects.

Jon supports a policy that makes voluntary leave without pay easier to approve when operations allow it, while exploring continued benefits during approved leave.