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Roadmaps to Resiliency, CMHAMay 14, 2019
PTSD Next Steps
MENTAL HEALTH AMONG FIRST RESPONDERS
• A national study, completed in 2017, found that 44% of Canadian First Responders screened positively for clinically significant symptom clusters consistent with one or more mental disorders.
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A Prevention Plan will Help You…• U n d e r s t a n d t h e i m p a c t o f t r a u m a t i c
e x p o s u r e s o n w o r k e r s a n d t h e w o r k p l a c e• T a k e s t e p s t o i d e n t i f y a n d i m p l e m e n t
p r e v e n t i o n , i n t e r v e n t i o n a n d r e c o v e r y a n d r e t u r n t o w o r k s t r a t e g i e s , s t r u c t u r e s a n d s u p p o r t s
• B u i l d a c u l t u r e t h a t p r o m o t e s p s y c h o l o g i c a l h e a l t h a n d s a f e t y i n t h e w o r k p l a c e a n d b r e a k s d o w n s t i g m a b a r r i e r s
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Big 3
T h r e e e l e m e n t s o f y o u r p l a n • P r e v e n t i o n• I n t e r v e n t i o n• R e c o v e r y a n d R e t u r n t o W o r k
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Prevention
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Getting Started Taking Proactive Steps Implement Best Practices
• Understand legal requirements
• Incident reporting• Customize sample
policies and procedures
• Define roles and responsibilities
• What are signs and symptoms?
• Anti-stigma campaigns
• Manager Training• Awareness Training• Resiliency Training
• Leadership commitment
• Engage JHSC/HSR in continuous improvement
• Identify link with HSMS
• Open dialogue• Enhanced benefits
and wellness
Intervention
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Getting Started Taking Proactive Steps Implement Best Practices
• Crisis intervention• Know how to access
treatment andsupport options in the community
• Manager response to signs/symptoms
• Understanding of intervention options
• WSIB• OHIP
• Knows signs and symptoms
• Emergency response and mitigation strategies
• Peer support,Psychological first aid
• Employee Assistance Program
• Worker exposure screening
• Suicide and substance abuse
• Evaluation leads to specialized OSI resources
• Research on emerging treatments
• Response and support for co-workers in the event of a suicide
• Engagement of the family in PTSD prevention programs
Recovery and RTW
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Getting Started Taking Proactive Steps Implement Best Practices
• Duty to accommodate
• Customize sample procedures
• Understand reintegration within the workplace and working with WSIB
• Information for families on how to support worker
• Return to work coordination
• Relapse prevention• Understand how EAP
can assist and cost considerations
• Provisions of family support
• Family/community engagement
• Dedicated psychological support for returning workers evaluation
Current State Assessment• W h a t ’s a l r e a d y i n p l a c e a t y o u r
o r g a n i z a t i o n ?
• H i g h l e v e l s u m m a r y • H i s t o r y w i t h P T S D• W h y i t ’s i m p o r t a n t t o y o u r o r g a n i z a t i o n
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Policy Statements
• C o r p o r a t e P T S D P o l i c y• A n t i -S t i g m a P o l i c y• M a n a g e r r e s p o n s e t o s i g n s /s y m p t o m s• I n t e r v e n t i o n p r a c t i c e s• R e c o v e r y a n d R T W
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PREVENTION
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Training
R e v i e w a n d c u s t o m i z e t h e T r a i n i n g w o r k s h e e t s t o f i t y o u r o r g a n i z a t i o n . M a k e s u r e t h e f o l l o w i n g c o m p o n e n t s a r e r e f l e c t e d a c c u r a t e l y i n t h e w o r k s h e e t s :
W h a t d o e s t h e t r a i n i n g i n c l u d e ?W h o r e c e i v e s t r a i n i n g ?
W h o d e v e l o p s t h e t r a i n i n g ?R o l l -o u t d a t e ?
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PTSD Awareness and Anti-StigmaTraining
Recognizing Signs & Symptoms and Response Training
New Worker Orientation Training
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INTERVENTION
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Intervention Components
A n i m p o r t a n t p a r t o f d e v e l o p i n g i n t e r v e n t i o n s t r a t e g i e s f o r P T S D i s a n t i c i p a t i n g p o s s i b l e t r a u m a t i c e x p o s u r e s a n d t h e n p l a n n i n g h o w t h e s e t h i n g s m i g h t b e a d d r e s s e d i n y o u r o r g a n i z a t i o n . H e r e a r e a f e w t h i n g s t h a t y o u m a y n e e d t o c o n s i d e r :
• E a r l y i n t e r v e n t i o n• R e s p o n d i n g P T S D s i g n s a n d s y m p t o m s• S c r e e n i n g p r o t o c o l s• P T S D i n j u r y r e p o r t i n g• R e s p o n d i n g t o a c r i s i s s i t u a t i o n• A c c e s s i n g t r e a t m e n t a n d s u p p o r t o p t i o n s
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Early InterventionStrategies
• A n i m p o r t a n t p a r t o f p r e v e n t i n g a n d m a n a g i n g t h e c r i s i s i s h e l p i n g y o u r w o r k e r s m i n i m i z e s t r e s s w h e n t h e y r e t u r n t o w o r k .
• W h a t d o y o u w a n t t o c o n s i d e r a s p o s t -e v e n t i n t e r v e n t i o n s ?
• W h a t d o t h e s e e a r l y i n t e r v e n t i o n s l o o k l i k e ? t i m e o f f ? c o u n s e l l i n g s e r v i c e s ? d e b r i e f i n g ? s c r e e n i n g ?
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Responding to Signs and Symptoms• P o l i c y s t a t e m e n t w o r k s h e e t• O u t l i n e e x p e c t a t i o n s o f m a n a g e r s a n d
S u p e r v i s o r s i .e . E n s u r e c o n f i d e n t i a l i t y B e s u p p o r t i v e , I n d i c a t e “ n o r m a l r e a c t i o n ” t o e v e n t , P r o v i d e i n f o r m a t i o n a n d a s s i s t a n c e s e r v i c e s ,
e t c …
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Sample Screening Protocol
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Self-Assessment ToolDo I have PTSD?
Avoidance SymptomsSelect (☒) all that apply. In the last month have you experienced any of the following avoidance symptoms:
T r y i n g t o a v o i d t h i n k i n g a b o u t t h e e v e n t a v o i d i n g p l a c e s , o b j e c t s , a c t i v i t i e s o r p e o p l e t h a t r e m i n d y o u o f t h e e v e n t .
I n c r e a s e d n e g a t i v e f e e l i n g s a b o u t s e l f o r o t h e r s . F e e l i n g e m o t i o n a l l y n u m b o r i n a b i l i t y t o e x p e r i e n c e
p o s i t i v e o r n e g a t i v e e m o t i o n s . F e e l i n g h o p e l e s s a b o u t t h e f u t u r e . L o s i n g i n t e r e s t i n a c t i v i t i e s t h a t w e r e e n j o y a b l e i n t h e
p a s t . F e e l i n g s t r o n g g u i l t , d e p r e s s i o n o r w o r r y . M e m o r y p r o b l e m s i n c l u d i n g n o t r e m e m b e r i n g
i m p o r t a n t a s p e c t s o f t h e t r a u m a t i c e v e n t . D i f f i c u l t y m a i n t a i n i n g c l o s e r e l a t i o n s h i p s .
Hyper-arousal SymptomsSelect (☒) all that apply. In the last month have you experienced any of the following hyper‐arousal symptoms:
I r r i t a b i l i t y , f e e l i n g t e n s e o r “ o n g u a r d .” D i f f i c u l t y s l e e p i n g . A n g r y o u t b u r s t s o r a g g r e s s i v e b e h a v i o u r s . B e i n g o n c o n s t a n t g u a r d f o r d a n g e r . F e e l i n g s o f o v e r w h e l m i n g g u i l t o r s h a m e . S e l f ‐d e s t r u c t i v e b e h a v i o u r s . T r o u b l e c o n c e n t r a t i n g o r s l e e p i n g . B e i n g e a s i l y s t a r t l e d o r f r i g h t e n e d
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E d u c a t e t h e w o r k e r a n d p r o v i d e i n f o r m a t i o n o n h o w t o a c c e s s t r e a t m e n t a n d c a r e i f t h e y h a v e b e e n e x p e r i e n c i n g t h e s y m p t o m s f o r m o r e t h a n o n e m o n t h a n d a r e e x p e r i e n c i n g a t l e a s t : O n e i n t r u s i v e m e m o r y s y m p t o m T h r e e a v o i d a n c e s y m p t o m s a n d T w o h y p e r ‐a r o u s a l s y m p t o m s
Intrusive Memory SymptomsSelect (☒) all that apply. In the last month have you experienced any of the following intrusive memories:
R e c u r r i n g , u n w a n t e d d i s t r e s s i n g m e m o r i e s o f t h e t r a u m a t i c e v e n t .
R e l i v i n g t h e e v e n t a s i f i t w e r e h a p p e n i n g a g a i n . U p s e t t i n g d r e a m s a b o u t t h e e v e n t . S e v e r e e m o t i o n a l d i s t r e s s o r p h y s i c a l r e a c t i o n s (h e a r t
r a c i n g , h a n d s s w e a t i n g ) t o s o m e t h i n g t h a t r e m i n d s y o u o f t h e e v e n t .
Intervention Components
A n i m p o r t a n t p a r t o f d e v e l o p i n g i n t e r v e n t i o n s t r a t e g i e s f o r P T S D i s a n t i c i p a t i n g p o s s i b l e t r a u m a t i c e x p o s u r e s a n d t h e n p l a n n i n g h o w t h e s e t h i n g s m i g h t b e a d d r e s s e d i n y o u r o r g a n i z a t i o n . H e r e a r e a f e w t h i n g s t h a t y o u m a y n e e d t o c o n s i d e r :
• E a r l y i n t e r v e n t i o n• R e s p o n d i n g P T S D s i g n s a n d s y m p t o m s• S c r e e n i n g p r o t o c o l s• P T S D i n j u r y r e p o r t i n g• R e s p o n d i n g t o a c r i s i s s i t u a t i o n• A c c e s s i n g t r e a t m e n t a n d s u p p o r t o p t i o n s
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Reporting an Injury
• E s t a b l i s h r e p o r t i n g p r o c e d u r e s f o r P T S D• C o n s i d e r e x i s t i n g a c c i d e n t a n d i n c i d e n t
r e p o r t i n g p r o c e d u r e s• C a n b e e x p a n d e d t o i n c l u d e m e n t a l h e a l t h
c o n c e r n s l i k e t r a u m a t i c m e n t a l s t r e s s o r P o s t T r a u m a t i c S t r e s s D i s o r d e r.
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Internal Reporting ProceduresO c c u p a t i o n a l H e a l t h a n d S a f e t y A c t
• F o l l o w i n g t h e n o t i f i c a t i o n o f a n i n j u r y / i l l n e s s M i n i s t r y o f L a b o u r J H S C o r H & S r e p r e s e n t a t i v e t r a d e u n i o n (i f a p p l i c a b l e )i f a n e m p l o y e e i s c r i t i c a l l y i n j u r e d , d i s a b l e d f r o m p e r f o r m i n g t h e i r o w n w o r k o r r e c e i v e s m e d i c a l a t t e n t i o n r e s u l t i n g f r o m a n i n c i d e n t .
• D e t a i l s r e q u i r e d a n d t h e p a r t i e s w h o m u s t b e n o t i f i e d a r e o u t l i n e d
b a s e d o n t h e s e v e r i t y o f t h e i n j u r y i n c l u d e s t e p s t o p r e v e n t f u r t h e r i l l n e s s .
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Reporting to the WSIB
• P T S D h a n d l e d i n t h e s a m e m a n n e r a s o t h e r i n j u r i e s o r i l l n e s s e s .
• N o s p e c i a l r e q u i r e m e n t s a t t h i s t i m e .
• F o r m 7 R e p o r t o f I n j u r y /I l l n e s s w i t h i n t h r e e d a y s .
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Responding to a Crisis SituationT h e f o c u s o f a p e e r s u p p o r t p r o g r a m i s t o e s t a b l i s h p o s i t i v e c o p i n g s t r a t e g i e s , u s i n g c o m m o n l a n g u a g e w h i c h f o s t e r s t r u s t a n d c r e d i b i l i t y b e t w e e n t e a m m e m b e r s .
• P e e r s u p p o r t i s a n i n t e r v e n t i o n : t h a t l e v e r a g e s s h a r e d e x p e r i e n c e f o s t e r s t r u s t r e d u c e s s t i g m a c r e a t e s o p e n c h a n n e l s o f c o m m u n i c a t i o n f o r :
s e e k i n g h e l p s h a r i n g i n f o r m a t i o n s e e k i n g s u p p o r t r e s o u r c e s .
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Peer Support Program Crisis Intervention TeamsI f y o u a r e J u s t G e t t i n g S t a r t e d , h e r e a r e s o m e a p p r o a c h e s y o u m a y w a n t t o c o n s i d e r :
• U t i l i z i n g t h e S e r v i c e C h a p l a i n a s a s o u r c e o f p e e r s u p p o r t .• U t i l i z i n g a v o l u n t e e r P e e r S u p p o r t M e n t o r f r o m t h e J H S C .
T h i s p e r s o n s h o u l d b e p r o v i d e d t r a i n i n g t o h e l p t h e m f u l f i l l t h e i r d u t i e s w h i c h i n c l u d e s :a . b a s i c s k i l l s t o b e a p e e r s u p p o r t m e n t o r,b . l i s t e n i n g s k i l l s ,c . p s y c h o l o g i c a l f i r s t a i d , a n dd . r e f e r r a l o p t i o n s f o r w o r k e r s w i t h i n t h e o r g a n i z a t i o n .
T h e b e n e f i t o f u t i l i z i n g t h i s a p p r o a c h i s t h a t t h i s p e r s o n i s a l r e a d y f a m i l i a r w i t h y o u rh e a l t h a n d s a f e t y p r o g r a m a n d t h e y a r e a m e m b e r o f t e a m . W h e n s e l e c t i n g t h i s p e r s o nt h e y s h o u l d b e v i e w e d a s b e i n g a c r e d i b l e r e s o u r c e , a r e r e s p e c t e d b y p e e r s a n d u n d e r g oa s e l e c t i o n p r o c e s s .
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Accessing Treatment and SupportUnderstanding the Strengths and Limitations of your Service’s Employee Assistance Program (EAP)
A n i m p o r t a n t p a r t o f d e v e l o p i n g y o u r p r e v e n t i o n p l a n
• u n d e r s t a n d i n g t h e s t r e n g t h s a n d w e a k n e s s e s o f y o u r s e r v i c e ’s E A P
• t h e e m p l o y e e s o f t h e E A P a r e n o t a l w a y s e q u i p p e d t o d e a l w i t h t h e t r a u m a t i c e v e n t s t h a t f i r s t r e s p o n d e r s a r e e x p o s e d t o
• u n d e r s t a n d t h e s e r v i c e s t r e n g t h s a n d l i m i t a t i o n s s o t h a t y o u c a n a d d r e s s a n y g a p s i n y o u r p r e v e n t i o n p l a n
• A r e t h e r e s p e c i f i c p r o v i s i o n o f s e r v i c e f o r y o u r w o r k e r s w i t h r e g a r d s t o P T S D ?
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EAP Provider Checklist
• R e f e r e n c e t h e c h e c k l i s t i n t h e P W• L e v e l s o f s e r v i c e a r e g e o g r a p h i c , s o e n s u r e
E A P p r o v i d e r i s r e s p o n d i n g t o s e r v i c e s a v a i l a b l e i n y o u r a r e a
• I n c l u d e i n q u i r i e s a b o u t d i s t a n c e s t o o b t a i n s e r v i c e s
• W i l l t h e s e r v i c e s b e s u i t a b l e /e f f e c t i v e ?
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Community Support Options
• W h a t ’s a v a i l a b l e i n y o u r c o m m u n i t y ?
• W h a t a r e t h e s p e c i f i c s e r v i c e s ?
• A n y t h i n g P T S D s p e c i f i c ?
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Distress Centres
T h e r e a r e a n u m b e r o f d i s t r e s s a n d c r i s i s c e n t r e st h r o u g h o u t O n t a r i o
• I s t h e r e o n e i n y o u r a r e a ? D o y o u p r o v i d e s p e c i f i c s e r v i c e s i n s u p p o r t o f P T S D ? W h a t a r e t h e q u a l i f i c a t i o n s o f a v a i l a b l e c o u n s e l o r s ? A r e t h e y t r a i n e d t o r e c o g n i z e t h e s i g n s a n d s y m p t o m s
o f P T S D a n d p r o v i d e a p p r o p r i a t e s u p p o r t a n d d i r e c t i o n ?
D o t h e y p r o v i d e t r a i n i n g o r r e s o u r c e s f o r m a n a g e r s o n h o w t o r e c o g n i z e t h e s i g n s a n d s y m p t o m s o f P T S D ?
D o t h e y p r o v i d e p e e r s u p p o r t t r a i n i n g ?
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Distress Centres
T o f i n d y o u r l o c a l d i s t r e s s c e n t r e c o n t a c t i n f o r m a t i o n v i s i t t h i s w e b s i t e :h t t p ://w w w .d c o n t a r i o .o r g /T h e G o v e r n m e n t o f C a n a d a a l s o h a s a M e n t a l H e a l t h H e l p l i n e . I n f o r m a t i o n a b o u t t h i s s e r v i c e c a n b e f o u n d o n t h e i r w e b s i t e :h t t p ://w w w .m e n t a l h e a l t h h e l p l i n e .c a /
• W o r k s h e e t 2 0 : W i l l c o m m u n i t y s u p p o r t o p t i o n s f o r m p a r t o f y o u r P T S D p r e v e n t i o n p l a n ?
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OHIP PTSD Treatment Options• I t i s i m p o r t a n t t o u n d e r s t a n d t h e
t r e a t m e n t o p t i o n s w h i c h a r e c o v e r e d b y O H I P
• Y o u w i l l n e e d t o c o n t a c t y o u r l o c a l h e a l t h c a r e p r o v i d e r t o u n d e r s t a n d t h e t r e a t m e n t o p t i o n s a v a i l a b l e t o y o u i n O n t a r i o .
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Intervention Training Programs M e n t a l H e a l t h F i r s t A i d - M e n t a l H e a l t h C o m m i s s i o n o f
C a n a d a : T W M F R - M e n t a l H e a l t h C o m m i s s i o n o f C a n a d a :
M i l i t a r y , P o l i c e , F i r e a n d E M S v e r s i o n s a v a i l a b l e L i v i n g W o r k s E d u c a t i o n I n c H E A R T P r o g r a m - B i z L i f e S o l u t i o n s B e y o n d S i l e n c e - P u b l i c S e r v i c e H e a l t h a n d S a f e t y
A s s o c i a t i o n
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Additional Mental Health Resources• N o t M y s e l f T o d a y .c a• W o r k p l a c e S t r a t e g i e s F o r M e n t a l H e a l t h .c o m• C h e c k U p F r o m T h e N e c k U p .c a• F e e l i n g B e t t e r N o w• W o r k L i f e H e a l t h .c o m• C a n a d i a n M e n t a l H e a l t h A s s o c i a t i o n• e M e n t a l H e a l t h .c a
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RECOVERY AND RETURN TO WORK
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RTW Principles
• S t r o n g c o m m i t m e n t t o O H S• M o d i f i e d w o r k o f f e r s• R T W p l a n s u p p o r t s w o r k e r, c o w o r k e r,
s u p e r v i s o r• S u p e r v i s o r s t r a i n e d a n d i n c l u d e d• E a r l y c o n t a c t w i t h i l l /i n j u r e d w o r k e r• R T W c o o r d i n a t o r• E m p l o y e r /h e a l t h c a r e p r o v i d e r
c o m m u n i c a t i o n
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June-26-19
A Toolkit for Supervisors
M A N A G IN G M E N TA L H E A LT H S TAY A T W O R K A N D R E T U R N T O W O R K IN F IR S T R E S P O N D E R O R G A N IZ A T IO N S
June-26-19
T h e p u r p o s e o f t h i s c o u r s e i s t o h e l p y o u b u i l d y o u r o w n “ S u p e r v i s o r s T o o l k i t ” o f r e s o u r c e s t o h e l p y o u s u p p o r t h e a l t h y , s a f e a n d s u c c e s s f u l s t a y a t w o r k a n d r e t u r n t o w o r k a f t e r a n a b s e n c e .
IN T R O D U C T IO N
Time Topic
9:00 Section 1: Introduction
9:55 Section 2: Mental Health in First Responder Organizations
Section 3: Organizational Facilitators and Barriers
Section 4: Disability Management and Prevention Practices
Section 5: WSIB Policy Review and Legal Requirements
Section 6: Supervisors Toolkit for Stay at Work and Return to Work
AGENDA
39
• T h e m e n t a l h e a l t h c o n t i n u u m m o d e l p u t s m e n t a l h e a l t h o n a c o n t i n u u m f r o m g r e e n (h e a l t h y ) t o r e d
• S t r e s s o r s t h a t y o u e x p e r i e n c e c a n m o v e y o u a l o n g t h i s c o n t i n u u m t o w a r d s i l l (r e d ), a n d y o u c a n t a k e s t e p s t o m a n a g e o r r e d u c e t h e s e s t r e s s o r s t o m o v e b a c k t o w a r d s h e a l t h y (g r e e n ).
MENTAL HEALTH CONTINUUM MODEL
40
Healthy Reacting Injured Ill
CAF Road to Mental Readiness (R2MR) mental health continuum model
Healthy
ReactingInjured
Ill
WHAT CAN BE DONE FOR SELF-CARE?
41
• Focus on tasks at hand• Break work into
manageable chunks• Nurture a support
system• Use deep, controlled
breathing
• Recognize limits, take breaks
• Rest, eat properly, take breaks as needed
• Identify and resolve problems
• Reduce barriers to help seeking
• Talk to someone, ask forhelp
• Pay attention to your ownsigns of distress
• Make self care a priority• Identify and resolve problems early• Maintain social connections
• Ask for help• Follow care plan• Take steps to stay active,
eat healthy and regain physical and mental health
What it is not What it is
• Diagnosis or treatment of health concerns (mental or physical)
• Counselling/Therapy• Employee personal life concerns
(marital issues, change in family make-up, childcare, financial concerns, legal challenges)
• Creating a Safe and Healthy Work Environment (physically and mentally)
• Accommodation following direction from health professional
• Coaching• Providing Information• Sharing Resources• Work concerns (interpersonal conflicts,
ergo, workload, organizational change, attendance, harassment, violence, etc)
WHAT IS THE SUPERVISORS ROLE?
42
• W o r k -r e l a t e d c h r o n i c m e n t a l s t r e s s i s a m e n t a l d i s o r d e r t h a t h a s b e e n p r e d o m i n a n t l y c a u s e d b y a s u b s t a n t i a l (e x c e s s i v e i n i n t e n s i t y a n d /o r d u r a t i o n ) w o r k -r e l a t e d s t r e s s o r o r s e r i e s o f s t r e s s o r s .
CHRONIC MENTAL STRESS
43
• W o r k -r e l a t e d t r a u m a t i c m e n t a l s t r e s s i s a n i n j u r y c a u s e d b y o n e o r m o r e t r a u m a t i c e v e n t s a r i s i n g o u t o f a n d i n t h e c o u r s e o f t h e w o r k e r ’s e m p l o y m e n t .
• A t r a u m a t i c e v e n t m a y b e a r e s u l t o f a c r i m i n a l a c t , a h o r r i f i c a c c i d e n t , a n d m a y i n v o l v e a c t u a l o r t h r e a t e n e d d e a t h o r s e r i o u s h a r m a g a i n s t t h e w o r k e r, a c o -w o r k e r, a w o r k e r ’s f a m i l y m e m b e r, o r o t h e r s .
TRAUMATIC MENTAL STRESS
44
• P o s t T r a u m a t i c S t r e s s D i s o r d e r (P T S D ) i s a m e n t a l h e a l t h c o n d i t i o n c a u s e d b y w i t n e s s i n g o r e x p e r i e n c i n g a c t u a l o r t h r e a t e n e d d e a t h , s e r i o u s i n j u r y o r v i o l e n c e
• P T S D i s d i a g n o s e d u s i n g t h e D i a g n o s t i c a n d S t a t i s t i c a l M a n u a l o f M e n t a l D i s o r d e r s (D S M -5 ) w h i c h l o o k s a t a s p e c i f i c s e t o f c r i t e r i a
POST TRAUMATIC STRESS DISORDER
45
June-26-19
SECTION 3: FACILITATING STAY AT WORK
Important factors that improve on inhibit a persons ability to stay at work, or return to work
Understanding the impact of stigma
• E s t a b l i s h p o l i c i e s a n d g o o d l e a d e r s h i p p r a c t i c e s• B e a w a r e a s a s u p e r v i s o r i n c h a n g e s i n e m p l o y e e
b e h a v i o u r s a n d u n d e r s t a n d i n g t h e a v a i l a b l e m e n t a l h e a l t h s u p p o r t s , s h a r i n g r e s o u r c e s a n d p o i n t i n g o u t a v a i l a b l e s u p p o r t s
• D o n ’t e n g a g e i n s t i g m a s u p p o r t i n g c o n v e r s a t i o n s a n d a d d r e s s t h e s e b e h a v i o u r s i n o t h e r s
• P r o m o t e o f w o r k l i f e b a l a n c e• B r i n g m e n t a l a n d p h y s i c a l h e a l t h a n d w e l l b e i n g i n t o t e a m
m e e t i n g c o n v e r s a t i o n s
THINGS YOU CAN DO AS A SUPERVISOR TO REDUCE STIGMA IN THE WORKPLACE
47http://hrprofessionalnow.ca/health-and-safety/140-healthy-minds-reducing-stigma-in-the-workplace
• L a n g u a g e M a t t e r s• E d u c a t e Y o u r s e l f • B e K i n d• L i s t e n a n d A s k • T a l k a b o u t i t
5 STEPS TO ELIMINATE STIGMA – DR. HEATHER STUART
http://letstalk.bell.ca/en/news/135/bell-lets-talk-the-5-simple-ways-to-help-fight-the-stigma-around-mental-illness
June-26-19
In this section you cover components included in disability management, including prevention and return to work. You will also be able to describe the impact of triggers in the workplace how to incorporate exposure to them into the return to work process.
UNDERSTANDING DISABILITY MANAGEMENT AND POINTS OF PREVENTION
1. Commitment to Health and Safety
• Strong commitment to health and safety, which is demonstrated by the behaviors of the workplace parties
2. Offer of Modified Work
• The employer makes an offer of modified work to injured/ill workers so they can return early and safely
3. Plan Supports Returning Worker & Co-Worker
• RTW planners ensure that the plan supports the returning worker without disadvantaging co-workers if possible
SEVEN PRINCIPLES FOR RETURN TO WORK
50
4. Supervisors Receive Training on RTW
•Supervisors are trained in disability prevention and included in RTW planning
5. Early and Considerate Contact
•Early and considerate contact with injured/ill workers
6. Clear Responsibilities for RTW
•Assigned responsibilities in coordination of RTW
7. Ongoing Communication
•Communication between employer, health-care provider, employee, and supervisors about workplace demands and appropriate accommodations
SEVEN PRINCIPLES FOR RETURN TO WORK
51
M o d i f i e d w o r k p r o g r e s s i v e l y m o v i n g t o w a r d s r e s t o r a t i o n t o t h e o l d p o s i t i o n (a s m u c h a s p o s s i b l e , p r i o r i t i z i n g s a f e t y ). E x a m p l e s :
D e s k w o r k S h o r t e r s h i f t s
Incorporating exposure into return to work program W i t h r e p e a t e d e x p o s u r e s , s e v e r i t y a n d d u r a t i o n o f
a n x i e t y d e c r e a s e s
WHAT SHOULD BE UNIQUE ABOUT FIRST RESPONDERS’ RETURN TO WORK PROGRAM
52
• “ T r i g g e r ” – a s t i m u l u s t h a t a c t i v a t e s t h e f i g h t -o r -f l i g h t r e s p o n s e b e c a u s e i t r e m i n d s o n e o f s o m e t h i n g t r a u m a t i c a n d /o r a n x i e t y -p r o v o k i n g .
• T h e r e w i l l b e m a n y t r i g g e r s i n t h e w o r k p l a c e t h a t o t h e r s m a y n o t s e e a s r e l a t e d t o t r a u m a , e v e n i f t h e r e t u r n i n g e m p l o y e e w o r k e d w i t h t h o s e t h i n g s f o r m a n y y e a r s .
S o m e e x a m p l e s a r e : u n i f o r m s , s q u a d c a r s /a m b u l a n c e /f i r e t r u c k s , s i r e n s /t o n e s , f l a s h i n g l i g h t s , h e a r i n g d i s p a t c h c a l l s , h e a r i n g o r r e a d i n g d e t a i l s o f t r a u m a t i c c a l l s
INCORPORATING EXPOSURE INTO RETURN TO WORK PROGRAM
53
E m p l o y e r s h a v e a d u t y t o a c c o m m o d a t e e m p l o y e e s w i t h d i s a b i l i t i e s (r e c a l l d e f i n i t i o n ) u p t o t h e p o i n t o f u n d u e h a r d s h i p
ONTARIO HUMAN RIGHTS CODE
Determine if the employee can
perform his/her original job
Determine if the employee can
perform the job in a modified form
Explore other jobs in their existing form that the
employee may be capable of performing
Explore whether the employee can
do another jobwith modifications
• P h y s i c a l o r m e n t a l h e a l t h i n f o r m a t i o n , i n c l u d i n g h e a l t h h i s t o r y o f t h e i n d i v i d u a l ’s f a m i l y
• T h e i d e n t i f i c a t i o n o f t h e p r o v i d e r o f h e a l t h c a r e t o t h e i n d i v i d u a l
• A p l a n o f s e r v i c e w i t h i n t h e m e a n i n g o f t h e L o n g -T e r m C a r e A c t , • P a y m e n t s o r e l i g i b i l i t y f o r h e a l t h c a r e , o r f o r c o v e r a g e • T h e d o n a t i o n o f a n y b o d y p a r t o r b o d i l y s u b s t a n c e o f t h e
i n d i v i d u a l , o r t h a t d e r i v e d f r o m t h e t e s t i n g o r e x a m i n a t i o n • T h e i n d i v i d u a l ’s h e a l t h n u m b e r a n d s u b s t i t u t e d e c i s i o n -m a k e r
WHAT IS PERSONAL HEALTH INFORMATION
55
Accommodations
• D u t y t o a c c o m m o d a t e t o t h e p o i n t o f u n d u e h a r d s h i p
• Q u e s t i o n s w h e n a c c o m m o d a t i n g W h a t i s w o r k e r e x p e r i e n c i n g a n d w h a t a r e
l i m i t a t i o n s ? D o l i m i t a t i o n s i m p a c t w o r k t a s k s ? W h a t a c c o m m o d a t i o n s c a n a d d r e s s
l i m i t a t i o n s ?
56
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