Canadian HR Reporter - Sample Issue

CANADIAN HR REPORTER May 1, 2017 FEATURES 13 For 25 years, The Annotated Canada Labour Code has been the authoritative resource labour relations professionals rely on to help them interpret and apply the Canada Labour Code. New in this edition • Commentary on the CIRB's interpretation and application of the Employees' Voting Rights Act • Case law and commentary on the Board's review of how union membership fees are paid in determining the strength of certifi cation applications, commentary on the duty of fair representation owed by employer representatives to their member companies, the rights of litigants to be represented by legal counsel at arbitration proceedings, and further explanation of how the "maintenance of activities provisions" of the Code will be applied • Cases offering insight into when "violence in the workplace" complaints must be investigated and the role of employee representatives in "refusal to work" complaints • Digests covering the noted 2016 Supreme Court of Canada judgment in Wilson v. Atomic Energy of Canada Ltd., 2016 SCC 29, 2016 CSC 29, which dealt with what constitutes an "unjust dismissal," as well as other cases dealing with issues of whether paternity leave can be sought, what constitutes the date of dismissal for s. 240 purposes, as well as consideration of the "arguably relevant" test for the production of documents New Edition The 2017 Annotated Canada Labour Code, 25th Anniversary Edition Ronald M. Snyder Available risk-free for 30 days Order online: www.carswell.com Call Toll-Free: 1-800-387-5164 | In Toronto: 416-609-3800 Order # 987131-65203 $167 Softcover approx. 1900 pages December 2016 978-0-7798-7131-5 Shipping and handling are extra. Price(s) subject to change without notice and subject to applicable taxes. © 2017 Thomson Reuters Canada Limited 00242GT-85857-NK Also available as an eBook on Thomson Reuters ProView™ A professional grade platform that allows you to A professional grade platform that allows you to interact with your eBooks in entirely new ways. interact with your eBooks in entirely new ways. This free app allows you to access your most This free app allows you to access your most trusted reference materials where you need them trusted reference materials where you need them most: everywhere. This free app allows you to access your most This free app allows you to access your most trusted reference materials where you need them trusted reference materials where you need them • New highlighting options let you choose from • From the library view, you can perform a downloaded eBook within your own Thomson Reuters ProView library. • A layered table of contents allows you to drill • A layered table of contents allows you to drill down to find what you need while keeping down to find what you need while keeping track of your path. • From the library view, you can perform a search that returns results from any downloaded eBook within your own downloaded eBook within your own Thomson Reuters ProView library. Thomson Reuters ProView library. MENTAL HEALTH More than just a bandage Mental Health First Aid training boosts employee knowledge and confidence By Adelle Stewart and Ashley Breland M ental wellness is one of the largest initiatives being undertaken by organizations today. By increas- ing awareness, organizations can reduce stigma and foster a culture of resiliency. A majority of employers rank mental health conditions among the top three causes of short-term disability, and about one-third of all short- and long-term disability claims relating to mental health problems and illnesses, according to the Mental Health Commission of Canada (MHCC). Working under these condi- tions are risk factors that can lead to employee burnout. Mental health is an "invisible disability" and it has three main phases: mental wellness, mental stress and mental illness. Unlike a physical fracture, in which a bone breaks, mends and is healed, mental health is a con- stant fluctuation of a person's state of mind. Every individual floats between mental wellness and mental stress, usually on a daily basis. Many employees report exces- sive stress in their jobs, and while many organizations don't have a mental health policy, workplace legislation in many provinces is beginning to change to further support mental injuries in the workplace. Many employers are left won- dering, "What do we do?" When it comes to mental health, employers should focus on: • building awareness of mental health in the workplace •reducing stigma •identifying indicators and work- place factors for psychological health and safety •expanding support and recovery. The key is prevention, open communication and a top-down support mechanism for the re- cognizance and support of mental health in the workplace. While many employers under- stand the benefits of addressing, advocating for and improving mental health in the workplace, there is an identifiable gap within this process — a gap in practical, applicable and real strategies and tools managers, leaders and orga- nizations can use. at's why Mental Health First Aid (MHFA) makes sense. e program was first developed in Australia in 2001 and since then, it has been facilitated in 23 addi- tional countries. MHFA came un- der the leadership of the Mental Health Commission of Canada in 2010 and is now offered in ev- ery province and territory. As of 2015, more than one million peo- ple have been trained in Mental Health First Aid worldwide, ac- cording to the MHCC. It adds up to a large win for or- ganizations in providing people with tangible tools and strategies. MHFA gives front-line managers (or any certified individual) the ability to provide assistance to a person developing a mental health problem or experiencing a mental health crisis. Just as physical first aid is administered to an injured person before medical treatment can be obtained, MHFA is pro- vided until appropriate support is found or the crisis is resolved. Once trained in MHFA, col- leagues and managers are best placed to be the first to recognize the signs and symptoms of men- tal health issues among their co- workers, and mental health stress- ors can be recognized first at the workplace, instead of at home. The MHFA evidenced-based program not only boosts aware- ness but also increases employ- ees' confidence in their ability to identify crises and have difficult conversations. By highlighting the essential components — such as effective listening, empathy and how to appropriately support an individual in distress or crisis — participants are better equipped to provide early intervention. On day one of the training, many participants talk about the significant amount of pressure they put on themselves (based on their role) to: • have all the right answers • know how to respond • know how to problem-solve and fix • know how to provide support • provide advice • handle each distressing situation confidently. is leads to feelings of uneasi- ness, trepidation and fear, result- ing in higher stress and anxiety rates. But by the end of the two- day program, participants say they feel much less pressure to have all the answers and they feel better prepared to assist a dis- tressed employee. MHFA highlights ways to sup- port employees using solution- centred conversation tactics and strategies versus problem-centred conversations. These tools and strategies are imperative as the chances of having a distressed employee at work are probable, and early intervention is key to successful outcomes. MHFA is an international pro- gram that's proven to be effective, By the end of the two-day program, participants say they feel much less pressure to have all the answers, and they feel better prepared to help. RESPONSIBILITY > pg. 14

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