Workplace Wellness Stream: A Fine Line Speakers: Maureen Grace Mental Health Works Trainer, Canadian Mental Health Association, Manitoba Division Carmen Barros Safety and Health Officer, Workplace Safety & Health Division

Some Stats: 1 in 5 people will experience a mental illness such as depression or anxiety in their lifetime The majority of these experiences will occur between the ages of 18 and 65, in their prime working years 2 out 3 will not seek help!!

The Survey says % say increased workload 72% say changes in duties 68% say increased absences 64% say tension is prevalent 61% say loss of productivity - costs 5% of payroll

MHW Strategy I notice I’m concerned Focus on solutions at work

Labels for mental illnesses clinical depression bipolar disorder anxiety disorders post-traumatic stress disorder phobias eating disorders schizophrenia

What might be a sign? What are the behaviours you see at work that would lead you to wonder if the worker was experiencing a mental illness?

Look for significant changes in: Eating/sleeping habits Alcohol or drug use Personal appearance Energy/sociability level Physical health Focus/productivity Errors or accidents on the job

Why work is important … Every case is unique, but research shows that extended disability leave can increase mental health problems because it can: –isolate the individual –increase feelings of worthlessness –make it more difficult to return to work

Why work is important … Work provides: Routine Social contact Activity Sense of identity

MHW Strategy I notice I’m concerned Focus on solutions at work

Why can’t we talk about it? What are some of the barriers to discussing or acknowledging mental health issues in your workplace?

We may be concerned about… Doing the right thing Not violating anyone’s rights Seen as harassing the individual Meeting obligations, deadlines Co-workers’ response Employee’s reaction Our own reaction to distress

Making a difference in your workplace: Let people vent, then ask them for the solution Empower people to see choice Look for a way to help save face Stay focused on workplace solutions and provide resources for personal issues

Notice Show concern and refer Focus on work solutions Qnet.ca mentalhealthworks.ca Suggested Ways to Take the Plunge…

Harassment in the Workplace

Harassment Definition “Harassment” means any objectionable, conduct that creates a risk to the health of a worker if it is based on: race, creed, religion, colour, sex, sexual orientation, gender-determined characteristics, marital status, family status, source of income, political belief, political association, political activity, disability, physical size or weight, age, nationality, ancestry or place of origin

Part 10 - Harassment Harassment Prevention Policy 10.1 (1) An employer must (a)Develop and implement a written policy to prevent harassment in the workplace; and (b)Ensure that workers comply with the harassment prevention policy.

10.1 (2) The harassment prevention policy must be developed in consultation with (a)The committee at the workplace; (b) The representative at the workplace; or (c) When there is no committee or representative, the workers at the workplace

Required Statements 10.2 (1) The harassment prevention policy must include the following statements: (a) Every worker is entitled to work free of harassment (b)The employer must ensure, so far as is reasonably practicable, that no worker is subjected to harassment in the workplace; (c)The employer will take corrective action respecting any person under the employer’s direction who subjects a worker to harassment;

(d)The employer will not disclose the name of a complainant or an alleged harasser or the circumstances related to the complaint to any person except where disclosure is: (i)Necessary to investigate the complaint or take corrective action with respect to the complaint, or (ii)Required by law;

(e) A Worker has the right to file a complaint with the Manitoba Human Rights Commission; (f)The employer’s harassment prevention policy is not intended to discourage or prevent the complainant from exercising any other legal rights pursuant to any other law.

10.2 (2) Policy must provide information on the following procedures: (a) How to make a harassment complaint; (b) How a harassment complaint will be investigated; (c) How a complainant and alleged harasser will be informed of the results of the investigation

Posting Policy 10.3 An employer must post a copy of the harassment prevention policy in a conspicuous place at the workplace

Psychological Harassment Yelling, insults and name calling Persistent & excessive criticism Malicious rumours Excluding individuals from activities

Sabotaging an individual’s work Using influence to negatively impact an individual’s promotions Knowingly making false allegations about someone

Bullying Bullying is another form of workplace violence, bullying is acts or verbal comments that may potentially hurt or isolate a person in the workplace Bullying usually involves repeated incidents or pattern of behaviour intended to intimidate, offend, degrade, or humiliate a particular person or group of people

A bully, in the role of a supervisor may set the target up for failure by setting goals or deadlines that are unrealistic. Bullies are driven by their need to control, they may withhold necessary information or resources, increase workload or responsibility, change job duties to those that are demeaning or take away authority

Awareness Train managers to react appropriately, handle cases of harassment appropriately, maintain the anti-harassment atmosphere Train workers to respect each other Bias: The complainant and the alleged harasser be assured that the people who receive, investigate or take action on the complaint are not biased

Formal Complaints and Investigation Maintain confidentiality Discuss the harassment process Investigate the incident and document Inform worker of the investigation results Relay corrective action, if any

Remember Harassment is against the law Every employer must provide all workers with a harassment-free work environment Prevention is the best remedy Preventing harassment is everyone’s responsibility Clear harassment policy, significantly reduces the likelihood of harassment

Ensure there is a policy Ensure policy meets requirements Review the implementation and investigation process DO NOT determine whether or not a worker was harassed Carmen Barros Role of the Workplace Safety and Health Division