Presentation on theme: "PREVENTION AND MANAGEMENT OF PSYCHOLOGICAL INJURIES A FORUM FOR THE DISABILITY SECTOR August 2009."— Presentation transcript:
PREVENTION AND MANAGEMENT OF PSYCHOLOGICAL INJURIES A FORUM FOR THE DISABILITY SECTOR August 2009
AGENDA Welcome Legislative obligations Research Project overview – Disability Workers and Job stress Research Project – Strategies to improve management of Psychological Injuries Preventing Psychological Injury Employee Assistance Programs Managing claims for psychological injury – insurer perspective Way ahead
LEGISLATIVE OBLIGATIONS SUE SMITH, Disability Safe Project Manager
WHAT IS A PSYCHOLOGICAL INJURY Under Workers Compensation legislation a psychological injury is defined as one which has a physiological effect as opposed to producing a mere emotional impulse, which arose out of or in the course of employment and employment was a substantial contributing factor. Exclusion is in cases where the psychological injury arose wholly or predominantly from the reasonable action of employer in relation to transfer, promotion etc
NSW OHS Act 2000 Employer has an obligation to ensure the health, safety and well-being of employees. Employers are required to identify foreseeable hazards that may arise from the conduct of the employer’s undertaking, to assess the risks of those hazards and to eliminate the risks or if not reasonably practicable to do so, to control the risks.
Step 1: Identify the hazards What or who is creating the stress? Consider: Culture Demands such as workload Control Relationships Change Role Support from colleagues and management Training Individual factors
Step 2: Identify the risks which flow from the hazards Who might be harmed? How?
Step 3: Evaluate the risks, eliminate or manage them Consider: Improve communication Provide sufficient resources Policies and procedures dealing with behaviour issues Give staff opportunity to plan their own work Disciplinary and grievance procedures to deal with unacceptable behaviour Genuine consultation before, during and after change Roles discussed and negotiated Induction and professional development opportunities