Canadian HR Reporter Weekly

January 24, 2018 Published weekly by Thomson Reuters Canada Ltd. CUSTOMER SERVICE Tel: (416) 609-3800 (Toronto) (800) 387-5164 (outside Toronto) Fax: (416) 298-5106 customersupport.legaltaxcanada@tr.com www.thomsonreuters.ca One Corporate Plaza 2075 Kennedy Road, Toronto, Ontario, Canada M1T 3V4 Director, Media Solutions, Canada: Karen Lorimer Publisher/Editor-in-Chief: Todd Humber todd.humber@thomsonreuters.com (416) 298-5196 Editor/Supervisor: Sarah Dobson sarah.dobson@thomsonreuters.com (416) 649-7896 News Editor: Marcel Vander Wier marcel.vanderwier@thomsonreuters.com (416) 649-7837 Sales Manager: Paul Burton paul.burton@thomsonreuters.com (416) 649-9928 Circulation Co-ordinator: Keith Fulford keith.fulford@thomsonreuters.com (416) 649-9585 ©2018 Thomson Reuters Canada Ltd All rights reserved. No part of this publication may be reproduced, stored in a retrieval system or transmitted, in any form or by any means, electronic, photocopying, recording or otherwise without the written permission of the publisher (Thomson Reuters, Media Solutions, Canada). BY CHRISTINE ARNOTT As of Jan. 1, 2018, people with work-related chron- ic mental stress may be eligible for benefits from Ontario's Workplace Safety and Insurance Board (WSIB) under a new chronic mental stress policy. e benefits for allowed claims can include psy- chological assessment, treatment, prescription medications, wage replacement and return-to- work services. e board has specialized teams experienced in providing timely, quality care in these often com- plex cases, so those suffering with chronic mental stress can recover and return to work. What exactly is chronic mental stress? Work-related chronic mental stress is an appropri- ately diagnosed mental disorder that has been pre- dominantly caused by a substantial work-related stressor or series of stressors. A work-related stressor would generally be considered substantial if it is excessive in intensity or duration compared with the normal pressures and tensions experienced by people working in similar circumstances. Examples of work-related chronic mental stress: • Someone is the subject of demeaning comments from her supervisor on a regular basis, quite of- ten in front of colleagues, and develops an anxiety disorder as a result. • Someone is the subject of inappropriate and ha- rassing comments from co-workers on a regular basis. He attempts to confront them but the ha- rassment continues and in fact increases, and he develops a depression disorder as a result. Mental stress caused by an employer's management decisions is generally not covered by the WSIB. For example, a mental stress injury caused by an employer's decision would likely not be covered in the following situations: • A shift schedule is changed. • Someone is observed on a number of occasions not ad- hering to company safety rules. He is eventually sus- pended due to continued safety violations. • An employer repeatedly extends a probationary employee's contract and makes no offer of per- manent employment. Who is entitled to benefits for work-related chronic mental stress? People with chronic mental stress must meet three conditions to be eligible for WSIB benefits: • An appropriate regulated health professional, such as a family physician, provides a diagnosis based on the Diagnostic and Statistical Manual of Mental Disorders (DSM). • e person has experienced a substantial work- related stressor, such as workplace bullying or harassment. • e substantial work-related stressor was the pre- dominant cause of the mental stress injury. Christine Arnott is the public affairs manager at WSIB in Toronto. For more information, visit www.wsib.on.ca/ chronicmentalstress or call (800) 387-0750. Ontario unveils new policy for chronic mental stress Workers' comp board outlines three conditions for eligibility Promoting healthy minds Promoting healthy minds in the workplace is not only the right thing to do, it can also have a positive impact on a business. And prevention doesn't have to be costly — though doing nothing can be. Without proper support for mental health at work, employers could be putting employees at risk of personal suffering, which can impact employee morale, engagement and retention. Absenteeism, occupational mental stress claims and expenses for replacement staff all have an impact on an employer's bottom line. Studies have shown that employers that take action to prevent work-related mental stress have improved employee productivity. Taking care of the mental health of employees can help boost employee engagement and job satisfaction. Practical ways for employers to promote mental health can include: • celebrating successes and sharing in the burden of challenges • creating flexible working hours • clearly defining employees' duties and responsibilities • promoting work-life balance • reducing ineffective or unnecessary tasks. Prevention can also include teaching relaxation techniques and providing stress management training. Credit: one line man (Shutterstock)

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