Canadian HR Reporter

CANADIAN HR REPORTER FEBRUARY 2019 20 FEATURES Your indispensable resource for conducting thorough and legally defensible workplace investigations Order # L7798-8414-65203 $99 December 2018 softcover approx. 280 pages 978-0-7798-8414-8 Shipping and handling are extra. Price(s) subject to change without notice and subject to applicable taxes. Written by leading experts in the field, Human Resources Guide to Workplace Investigations, Second Edition breaks down the investigative process into manageable pieces and provides you with a detailed step-by-step roadmap that includes sample templates and forms. This handy resource explains: • The need for investigations • The circumstances surrounding workplace investigations • The types of workplace incidents requiring investigation • The investigative process • The evidence and how to report on the findings This new edition includes updated information on legislation and case law surrounding violence and harassment. It also includes additional recommendations for workplace assessments and reviews, tips and strategies for dealing with unreported harassment allegations, information on coaching and other forms of workplace restoration, suggestions for dealing with the media and public scrutiny surrounding investigations, and a new chapter on self-care for investigators. AVAILABLE RISK-FREE FOR 30 DAYS Online: store.thomsonreuters.ca Call Toll-Free: 1-800-387-5164 | In Toronto: 416-609-3800 New Edition Human Resources Guide to Workplace Investigations, Second Edition A Canadian HR Reporter Special Report Janice Rubin, B.A., LL.B., and Christine Thomlinson, B.A., LL.B. © 2018 Thomson Reuters Canada Limited 00249LA-94321-NP MENTAL HEALTH 5 tips to boost employee mental health during the cold winter months Workplace activities, networking and EAP support can help combat the blues By Jason McCormick W inter in Canada of- fer s bre atht ak ing landscapes, world- class skiing and bustling festi- vals. However, once the holiday cheer subsides and the new year has turned, it can become easy for employees to feel dispirited. In fact, more than half of Cana- dian workers say winter weather negatively impacts their mood, according to a 2018 survey by Accountemps. Ensuring employees are happy and healthy during the winter is both a personal and professional responsibility. On the one hand, empathizing and supporting peo- ple is what makes us human. On the other, employee engagement and motivation are directly tied to an employer's bottom line. Fortunately, there are steps em- ployers can take to cheer up em- ployees and combat winter blues that address both imperatives. Understand employee needs While employers look for simi- lar characteristics in employ- ees — such as being motivated, hardworking or organized — that doesn't mean all employees are the same when they're off the clock. So, when it comes to en- suring their mental health in the winter, individual employees need individualized support. Consider an employee who has young children at home. When cooped up inside, children can be prone to hyperactivity and even aggression, often acting out. Dur- ing this time, employers should be mindful and try to be flexible. When situations allow, consid- er permitting employees to work from home or offer occasional flexible work hours. Small chang- es to an employee's schedule can alleviate unneeded stress and al- low them to spend more time with their family. en there are employees who have recently moved to Canada, especially those who hail from warmer climates. For new Cana- dians, adjusting to the cold can be a challenge. To help with the tran- sition, begin preparing expats im- mediately upon arrival, no matter the time of year. at could mean hosting webinars with winter tips on how to spot dangerous condi- tions, preparing vehicles for the cold, and driving in the snow. It may also help to prepare people with pre-trip planning to make sure expats have realistic expectations of Canadian winters and know where to seek care for their mental health needs. Light things up At many offices, employees can go entire days without seeing sunlight, affecting their circadian rhythms and melatonin levels. is lack of sunlight may trigger symptoms of lethargy, anxiety, dif- ficulty sleeping and concentrating and, in more extreme cases, Sea- sonal Affective Disorder (SAD). In the winter, two to three per cent of Canadians will experience SAD, according to the Canadian Men- tal Health Association, and an- other 15 per cent will experience a milder form of SAD that leaves them slightly depressed. To help ease symptoms and prevent SAD onset, employers should open office blinds, trim shrubbery that may be blocking sunlight, reposition furniture to enhance natural light, and en- courage walks outside during lunch. Exposing employees to more sunlight allows people to better maintain the regulatory cues that indicate it is time for sleep or peak energy levels. Sign off of social media When temperatures drop, many employees head indoors and turn to social media as a form of enter- tainment. However, social media use can exacerbate feelings of iso- lation and loneliness. Why? At the most basic level, while employees are staying warm at home, their social media "friends" are out and about, posting about their adven- tures, food creations or family fun. To combat such emotions, en- courage employees to be active. Canada offers plenty of fun winter activities such as skating, hockey, tubing, ice fishing and toboggan- ing that allow employees to em- brace the cold. For those who prefer the in- doors, exercise is an excellent al- ternative that offers many of the same health benefits. If a company offers subsidized gym member- ships, winter is the perfect time to highlight these resources and help employees kick-start a healthy new year. Build bonds e anticipation of a fun event or activity can greatly improve em- ployee morale. Employers should plan fun activities monthly to offer a break from day-to-day routines and facilitate bonding. Group ac- tivities such as bowling, skiing or indoor scavenger hunts can foster team-building and create a sense of community at the workplace. For expat employees, this can be particularly important. Build- ing a community can help with their adjustment by providing a sense of connection with similar- minded people and a support network they may otherwise be lacking. Root out the taboo Stigma still exists around mental health, which often means those suffering don't ask for help. One of the most effective ways employers can support employees in the win- ter is to encourage open discus- sions about mental health in the workplace and inform employees of available resources. Web-based applications such as Aetna's myStrength can be an instrumental resource for em- ployees seeking to improve and maintain overall well-being and resilience. ey empower users to address depression, anxiety, stress, substance use, chronic pain and sleep challenges, while supporting the physical and spiritual aspects of whole person health. Similarly, employee assistance programs (EAPs) can be useful to address members' mental health needs. Many EAPs offer confiden- tial, over-the-phone assessments and services to help resolve em- ployees' personal or work-related problems, ensuring that employ- ees always have access to the help they need. Employees may work for em- ployers but when it comes to the winter months, employers should go to work for employees. By tak- ing simple steps, they can help people maintain their mental health. Jason McCormick is head of sales and services for Canada at Aetna Interna- tional in Toronto. For more informa- tion, visit www.aetnainternational. com. Credit: Vadim Zakharishchev (Shutterstock)

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