Workplace Wellness Stream: A Fine Line

1. 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

2. 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!!

3. The Survey says.... • 91% 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

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

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

6. 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?

7. 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

8. 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

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

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

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

12. 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

13. 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

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

15. Harassment in the Workplace

16. 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

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

18. 10.1 (2) The harassment prevention policy must be developed in consultation with • The committee at the workplace; • The representative at the workplace; or • When there is no committee or representative, the workers at the workplace

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

20. (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: • Necessary to investigate the complaint or take corrective action with respect to the complaint, or • Required by law;

21. (e) A Worker has the right to file a complaint with the Manitoba Human Rights Commission; • 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.

22. 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

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

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

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

26. 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

27. 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

28. 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

29. 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

30. 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

31. Role of the Workplace Safety and Health Division • 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 carmen.barros@gov.mb.ca www.safemanitoba.ca