The Simplification Project inaugurated the total employee involvement program which would reflect in job security introduced beginning in 1988.  The no dismissal Policy is one of the pillars of the Simplification Project. This policy inspires confidence among the employees to generate ideas, because they know that the company absorbs temporary downtime without resorting to firing.  In the opinion of the chief executive officer “job security functions as a safety net which enables the trapeze artist to perform to his best ability without risking his life.”

On the other hand it is often the case that the ideas put forth result in a reduction in the number of employees.  Among one of the many award winning ideas, was the suggestion made by two employees to eliminate their own jobs.  Their explanation was that they had eliminated their job positions to increase company profitability and this would in turn be distributed to all; as mentioned previously 15% of Brasilata net profits are shared by the employees.  As expected, these employees were not dismissed but their idea was implemented and the company found new positions for them.   

There was an energy crisis in 2001, popularly referred to here as the “blackout syndrome.”  Simplification Project was called into action and the “electrical power consumption reduction” plan was introduced.  Ideas flowed in by the hundreds and some of them resulted in permanent effects and others were employed on a temporary basis.  All totaled, energy consumption was reduced by 35% in a few short weeks enabling Brasilata in turn to sell its excess electrical energy quotas.