WHAT IS STRESS? So what causes stress?
|
|
- Christiana Stokes
- 7 years ago
- Views:
Transcription
1
2 WHAT IS STRESS? Recognise stress in the workplace Stress is the reaction a staff member may have to excessive pressures or other types of demands placed upon them. It arises when a staff member worries that they cannot adequately cope with the demands being made of them. So what causes stress? Stress is often described as a feeling of being unable to cope, being overloaded, uptight, tense or worried. Stress is a personal experience caused by pressure or demands, and impacts on person s ability to cope, or their perception of that ability. Stress can be both productive and destructive. Whether the effects of stress are positive or negative depends on how it is perceived, the individual reaction and the change it brings to the person s lifestyle. Stress resulting from challenges or events that bring out the best in you or are seen as achievable can be referred to as positive. Similarly, stress resulting from challenges or events that are seen as impossible to achieve can be referred to as negative. Stress can be caused by various factors; some are external (for example where we work or live) and some internal (such as physical illnesses or worry). Some factors we can control and others we cannot. There are a number of factors inside and outside of the workplace that can lead a staff member to experience stress including: Organisational: poorly managed workplace change, uncertainty, low levels of control over work, work demands, poorly managed relationships, poor levels of support by leaders, role conflict and lack of role clarity, excessive hours, shiftwork, bullying/harassment Environmental: weather, pollutants, office ergonomics Socio-economic: family, financials strains, marriage/relationship issues, children, housing, death, illness, social Physical and mental illness: anxiety, depression, adjustment disorders and weight loss/gain. We re all vunerable to stress in the workplace. As a leader you are responsible for making sure that the workplace doesn t make your staff ill. If you identify that a staff member is particularly vunerable because of their work circumstances and demands, look at ways to relieve their work pressures so that they do not become excessive. Don t asume that all staff are capable of withstanding reasonable work pressure!
3 3 Managing workplace stress: s IMPACTS AND COMMON CAUSES OF STRESS Recognise stress in the workplace Workplace stress can have physical, behavioural, mental or emotional impacts, with varying signs and symptoms. The earlier you identify that a staff member may be suffering possible signs of stress, the sooner you can act proactively to help them. Some signs are obviously related to stress, but some are less obvious. This can make stress difficult to identify. Here are some common signs, symptoms and behaviors relating to workplace stress that will assist you to recognise the signs of stress in your staff, you may see some or all of these: Mental stress which may appear as: anger, sadness, irritability, excessive worrying and hyperactivity defensiveness and emotional outbursts (crying or yelling) forgetfulness, pre-occupation and difficulty in decision making. Behavioural stress which may appear as: talking too much and withdrawing from colleagues difficulty resting, taking breaks and diminished performance inappropriate and impulsive behaviour substance abuse (e.g. increased alcohol consumption or smoking). Physical stress which may appear as: fatigue, headaches, dizziness and sleep disturbances muscle tightness (neck, shoulders, jaw) shortness of breath, gastrointestinal upsets and raised blood pressure. Some common causes of stress are: Death of spouse, family member or close friend Marriage, marital issues including separation or divorce or marital reconciliation Pregnancy Addition to family (e.g. new baby, relative moves in etc.) Conflict or violence at home or in the community Personal injury or illness Change in family member s health Job termination or redundancy Retirement from job Significant change in job duties Change in financial status Loss of housing due to lack of finance. Workplace culture which stress may appear as: high absenteeism and high turnover low morale, apathy, lack of teamwork and team spirit low productivity and poor performance increased accident and incident reports.
4 LEGAL RESPONSIBILITIES Understand and prevent workplace stress Workplace stress can be a significant health and safety issue. Leaders have a duty to make sure that their staff are not subjected to unnecessary stress in the workplace. As a leader, you can positively influence and contribute to your workplace meeting its legislative responsibilities. So what are your legal responsibilities? Leaders play an important role in supporting their employers to meet their primary duties under the Work Health and Safety Act 2012 (SA) (the WHS Act) to ensure the health and safety of workers and others at the workplace so far as reasonably practicable by: providing and upholding a work environment without risk to health and safety including psychological health and safety providing and maintaining systems of workers that are safe monitoring the health and wellbeing of workers and the conditions with the business consulting with staff and representatives on work health and safety issues and matters providing information, training, supervision and instruction to enable and empower staff to safely perform their duties. Under the WHS Act leaders and staff (regardless of their level within a business) are required: What if a claim for mental illness is made? The Return to Work Act 2014 (RTW Act) (Section 7) defines a psychiatric injury as: being an injury arising out of or in the course of employment and that the employment was the significant contributing cause. If a claim is lodged, the claims agent for ReturntoWorkSA will determine if employment is the significant contributing cause or if the claim arose due to industrial or other issues. Your obligations as a leader are to ensure you are proactive and respond quickly to manage potential issues. to take reasonable care for their own health and safety cooperate with their employer s reasonable policies and procedures comply with instructions issued about work health and safety matters ensure their acts or oversights do not adversely affect the health and safety of themselves or others.
5 5 Managing workplace stress: s RISK MANAGEMENT FRAMEWORK Understand and prevent workplace stress A structured risk management approach helps leaders support their workplace in complying with their general duty of care. Leaders should proactively apply the risk management process to control, as far as resasonably practicable, exposure to factors which may contribute to workplace stress. So what is the risk management framework for managing stress? STEP 1: IDENTIFY THE RISKS: Risks have the potential to cause harm. It s important to remember that a risk is the likelihood that harm will result from exposure to a single factor or a group of factors. You can identify the risks of stress in your workplace by considering: sick leave, absentee records, staff turnover rates, staff complaints, and work injury claims feedback from your workforce through one-to-one and group discussions staff interactions you may observe or overall work performance. STEP 2: ASSESS THE RISK Once risks are identified, consider some of the following to determine the level of risk of stress in your workplace: The nature of the risk the capacity the risk has to bring harm, i.e. a staff member being exposed to low levels of colleague conflict in the workplace may be unpleasant without causing a health and safety risk. However, significant levels of conflict that has not been managed, may increase workplace stress. The degree of exposure to the risk this requires consideration of the frequency, duration and intensity of exposure to the risk, e.g. a staff member working under prolonged time pressures may suffer from workplace stress. STEP 3: CONTROL THE RISK After determining workplace stress factors, appropriate risk control measures can be nominated and implemented in order to control the risk, so far as is reasonably practicable. Here are some examples of control measures that you can put in place to manage the risk of workplace stress: planning workloads to address level of control and job demands reassessing position descriptions to guarantee role clarity providing assistance to staff to increase level of job support. STEP 4: MAINTAIN AND REVIEW In relation to workplace stress, it is recommended that control measures are reviewed to ensure that they remain effective. This approach also contributes to ensuring employers, or persons in control in the workplace, are meeting their obligations to eliminate or minimise risks to staff health and safety.
6 STRATEGIES TO MANAGE WORKPLACE STRESS Manage workplace stress Leaders are in a unique position to manage stress in the workplace and provide support to staff who may be experiencing workplace stress. Here are some ways in which you can manage workplace stress, provide support to your staff and create a supportive work environment. There are a number of strategies that you can implement to provide support to a staff member that may be suffering from workplace stress. have clear work goals and assist with work demands provide staff with training and development opportunities provide all staff with adequate information provide (where appropriate) backfilling of roles or redistribute work when staff are on leave provide additional assistance to staff who may be undertaking a challenging task or project provide adequate information to your workforce and communicate often hold regular meetings with your staff and discuss work pressures and challenges within the workplace provide an induction to new staff or staff who may undergoing role changes when implementing change (particularly change impacting roles) give staff the with the opportunity to provide input and feedback encourage your staff to have input into policies, procedures and tasks. You can provide a supportive work environment for your staff by: dealing with your staff in a professional, sensitive and empathetic manner regularly monitor staff level of satisfaction and general wellbeing ensuring your staff know they can talk to you about stress they may be experiencing in the workplace fostering a team approach through collaboration and good relationships between staff. The features of a high performing team that leaders should be committed to: having a shared vision ensuring clear roles and responsibilities promoting a common purpose creating a trusting and respectful environment with open communication having documented core business systems, policies and procedures.
St. John s Church of England Junior School. Policy for Stress Management
St. John s Church of England Junior School Policy for Stress Management Review Date: September 2012 Policy to be reviewed next: September 2014 ST. JOHN S C OF E JUNIOR SCHOOL STRESS MANAGEMENT FRAMEWORK
More informationThe policy also aims to make clear the actions required when faced with evidence of work related stress.
STRESS MANAGEMENT POLICY 1.0 Introduction Stress related illness accounts for a significant proportion of sickness absence in workplaces in the UK. Stress can also be a contributing factor to a variety
More informationStress Management Policy
, Stress Management Policy January 2014 Also available in large print (16pt) and electronic format. Ask Student Services for details. www.perth.uhi.ac.uk Perth College is a registered Scottish charity,
More informationWork Related Stress - Information for Managers / Supervisors
Work Related Stress - Information for Managers / Supervisors What is Stress? The Health and Safety Executive have defined stress as:- 'The adverse reaction people have to excessive pressure or other types
More informationMANAGEMENT OF STRESS AT WORK POLICY
MANAGEMENT OF STRESS AT WORK POLICY Co-ordinator: Director of HR Reviewer: Grampian Area Partnership Forum Approver: Grampian Area Partnership Forum Signature Signature Signature Identifier: NHS/OH&S/Pol
More informationUNIVERSITY OF SUSSEX
UNIVERSITY OF SUSSEX STRESS MANAGEMENT POLICY 1. INTRODUCTION 1.1 Introductory note 1.2 Note on terminology CONTENTS 2. STRESS MANAGEMENT POLICY 2.1 Policy statement 2.2 Stress in the workplace 2.3 The
More informationSTRESS MANAGEMENT POLICY
STRESS MANAGEMENT POLICY NWAS Stress Management Policy Page: 1 of 21 Recommending Committee: Health, Safety and Security Sub Committee Approving Committee: Trust Board Approval Date: October 2010 Version
More informationThe Cost of Workplace Stress in Australia
The Cost of Workplace Stress in Australia August 2008 Workplace stress is costing the Australian economy $14.81 billion a year. Stress related presenteeism and absenteeism are directly costing Australian
More informationModel Work Health and Safety Act. Identification and Management of Psychological Hazards and Risks
Model Work Health and Safety Act Identification and Management of Psychological Hazards and Risks Overview Model Work Health and Safety Act Understanding the Key Definitions The role of consultation in
More informationFatigue. Version 1. Prevention in the NZ Workplace. Fatigue prevention Version 1 July 2014
Fatigue Prevention in the NZ Workplace Version 1 1 Contents Introduction... 3 What is Fatigue?... 4 Risk Management Approach to Fatigue... 5 Appendices... 11 Toolbox Talks: A, B, C.... 122 Heat Safety
More informationWORKPLACE STRESS POLICY AND PROCEDURE
WORKPLACE STRESS POLICY AND PROCEDURE NORTHERN IRELAND FIRE & RESCUE SERVICE WORKPLACE STRESS POLICY & PROCEDURE SECTION 1 INTRODUCTION 1.1 Introduction 1.2 Aims and Objectives 1.3 Scope 1.4 Confidentiality
More informationWORKPLACE STRESS: a collective challenge WORLD DAY FOR SAFETY AND HEALTH AT WORK 28 APRIL 2016
WORKPLACE STRESS: a collective challenge WORLD DAY FOR SAFETY AND HEALTH AT WORK 28 APRIL 2016 WHAT IS WORK-RELATED STRESS? Stress is the harmful physical and emotional response caused by an imbalance
More informationStress Assessment questionnaire
MySkillsProfile Report Stress Assessment questionnaire Dave Smith myskillsprofile.com around the globe Report The SAQ questionnaires are copyright MySkillsProfile.com. MySkillsProfile.com developed and
More informationMEDICINA y SEGURIDAD del trabajo
Editorial Senior Specialist on Occupational Health. Programme on Health Promotion and Well-being. International Labour Office. Correspondencia Specialist on Occupational Health Programme on Health Promotion
More informationSTRESS POLICY. Stress Policy. Head of Valuation Services. Review History
STRESS POLICY Title Who should use this Author Stress Policy All Staff SAC Approved by Management Team Approved by Joint Board Reviewer Head of Valuation Services Review Date 2018 REVIEW NO. DETAILS Review
More informationSTRESS MANAGEMENT FOR PARENTS
CENTER FOR EFFECTIVE PARENTING STRESS MANAGEMENT FOR PARENTS Stress is something that is a part of all of our lives. It is impossible to totally avoid stress. In fact, mild to moderate amounts of stress
More informationWork-related stress risk assessment guidance
Safety and Health Services Work-related stress risk assessment guidance Document control information Published document name: stress-ra-gn Date issued: Version: 5.0 Previous review dates: Next review date:
More informationPolicy for Prevention and Management of Stress in the Workplace
Policy for Prevention and Management of Stress in the Workplace Document reference number HSAG 2012/2 Document developed by Revision number 1.0 Document approved by Consultation with 14 September 2012
More informationAppendix A MF&RA Critical Incident Stress Management (CISM) Implementation Plan
Appendix A MF&RA Critical Incident Stress Management (CISM) Implementation Plan 1. Introduction Merseyside Fire and Rescue Authority (MF&RA) have a responsibility to ensure as far as reasonably practicable,
More informationWork-related stress can be caused by psychological hazards such as work design, organisation and management, and issues like bullying and violence.
Work-related Stress Work-related stress is a very significant occupational health and safety problem for teachers which can lead to conditions such as depression, anxiety, nervousness, fatigue and heart
More informationPostpartum Depression and Post-Traumatic Stress Disorder
Postpartum Depression and Post-Traumatic Stress Disorder Emotional Recovery: Postpartum Depression and Post-Traumatic Stress Disorder By: Lisa Houchins Published: July 23, 2013 Emotions vary widely after
More informationEmployee Assistance Programme
32938_ONEGI_GEN1914.qxp:32938_ONEGI_GEN1914 30/9/11 03:45 Page 1 Employee Assistance Programme Winner Best Occupational Health Provider Health Insurance Awards 2007, 2008, 2009 and 2010 Contents: Why consider
More informationOverview of work-related stress
Department of Justice and Attorney-General www.worksafe.qld.gov.au Overview of work-related stress 01 Stress is a term that is widely used in everyday life and most people have some idea of its meaning.
More informationPolicy for Managing Stress & Mental Wellbeing in the Workplace
Policy for Managing Stress & Mental Wellbeing in the Workplace Procedure Revision No: 1 Prepared by : S. Woolcott, Director Health, Safety & Wellbeing Ratified by (Group and Date): Health, Safety & Wellbeing
More informationAFTRS Health and Safety Risk Management Policy
AFTRS Health and Safety Risk Management Policy Responsible Officer Contact Officer Authorisation Director, Corporate and Student Services Head of Human Resources Chief Executive Officer Effective Date
More informationPolicy for Preventing and Managing Critical Incident Stress
Policy for Preventing and Managing Critical Incident Stress Document reference number HSAG 2012/3 Document developed by Revision number 1.0 Document approved by Consultation with 14 September 2012 Presented
More informationCreating a healthy and engaged workforce. A guide for employers
Creating a healthy and engaged workforce A guide for employers 1 Introduction The health and wellbeing of your workforce is fundamental to the achievement of your company s current goals and future ambitions.
More informationChelmsford City Council. Human Resources. Drugs and Alcohol at Work
Chelmsford City Council Human Resources Drugs and Alcohol at Work Table of contents 1. Introduction... 1 2. Scope... 1 3. Advice... 1 4. Assistance... 2 5. Further Support and Information... 3 1. Introduction
More informationPublic Service Association of NSW Policy on Occupational Stress
Public Service Association of NSW Policy on Occupational Stress & Premier s Department Guidelines on Occupational Stress Hazard Identification and Risk Management Strategy August 2003 : PSA Policy on Occupational
More informationASTH416 Develop practices which promote choice, well-being and protection of all individuals
Develop practices which promote choice, well-being and protection of Overview For this unit you will need to develop, maintain and evaluate systems, and support others to promote the rights, responsibilities,
More informationStresswise preventing work-related stress
Stresswise preventing work-related stress A guide for employers in the public sector Edition No. 2 April 2007 The information presented in Stresswise preventing work-related stress is intended for general
More informationSTRESSWISE PREVENTING WORK-RELATED STRESS
STRESSWISE PREVENTING WORK-RELATED STRESS Disclaimer This Guide provides general information about the obligations of persons conducting a business or undertaking and/or persons in control of premises
More informationHandout: Risk. Predisposing factors in children include: Genetic Influences
Handout: Risk The more risk factors to which a child is exposed the greater their vulnerability to mental health problems. Risk does not cause mental health problems but it is cumulative and does predispose
More informationEmployee Drug-Free Workplace Education
Employee Drug-Free Workplace Education South Carolina State University Alcohol- and Drug-Free Workplace Provided by the Office of Professional Development & Training SC State University Employee Education
More informationStress Management Policy
Level 3 - H&S Policy Structure Stress Management Policy BACKGROUND The Health & Safety Executive (HSE) define stress as the adverse reaction people have to excessive pressures or other types of demand
More informationStress Management Policy, Procedure and Toolkit
Issue No: 04 Date: April 2009 Resources Human Resources and Organisational Development Stress Management Policy, Procedure and Toolkit This blank page is for the purpose of printing in duplex format Contents
More informationA Carer s Guide to Depression in People with a Learning Disability
A Carer s Guide to Depression in People with a Learning Disability Fife Clinical Psychology Department Lynebank Hospital Halbeath Road Dunfermline Fife KY11 4UW Tel: 01383 565 210 December 2009 This booklet
More informationManaging the causes of work-related stress
Managing the causes of work-related stress A step-by-step approach using the Management Standards This is a free-to-download, web-friendly version of HSG218 (Second edition, published 2007). This version
More informationCode of Practice for Social Service Workers. and. Code of Practice for Employers of Social Service Workers
Code of Practice for Social Service Workers and Code of Practice for Employers of Social Service Workers 1 Code of Practice for Social Service Workers Introduction This document contains agreed codes of
More informationOrganisational wellbeing solutions. Comprehensive solutions to enhance the wellbeing of companies and their employees.
Organisational wellbeing solutions Comprehensive solutions to enhance the wellbeing of companies and their employees. Optum - what we offer Increasing productivity in the workplace while improving overall
More informationStress Risk Assessment. The key to tackling stress in the workplace by Dr Hillary Bennett, Director PsychAssessments Ltd.
The key to tackling stress in the workplace by Dr Hillary Bennett, Director PsychAssessments Ltd. Healthy Work A healthy workplace promotes employee well being and improves organisational effectiveness.
More informationPRESENTATION OVERVIEW
WORK PLACE STRESS AND MANAGING SICKNESS ABSENCE - A PRESENTATION BY PAUL MAYNARD PRESENTATION OVERVIEW Work Place Stress - What is stress - Why is it a problem for you - HSE Management Guidelines - Benefits
More informationStand up to bullying. Serving those who serve the public
Stand up to bullying Serving those who serve the public Beating bullying IMPACT first published guidelines on workplace bullying in 1997. We ve now updated them to take account of a major report by the
More informationSTRESS MANAGEMENT INTERVENTION TRAINING SECTION 7
STRESS MANAGEMENT INTERVENTION TRAINING SECTION 7 Stress Management Toolkit Section 7 Stress Intervention Training 06.03.12 Page 1 of 15 7.0 STRESS MANAGEMENT INTERVENTION TRAINING 7.1 INTRODUCTION This
More informationPPC Worldwide Manager Resource
PPC Worldwide Manager Resource Guide Act as if what you do makes a difference. It does. William James (1842-1910 American Philosopher) Take control of the Employee Assistance Program in your workplace.
More informationAdult Information Form Page 1
Adult Information Form Page 1 Client Name: Age: DOB: Date: Address: City: State: Zip: Home Phone: ( ) OK to leave message? Yes No Work Phone: ( ) OK to leave message? Yes No Current Employer (or school
More informationA Manager s Guide to Psychiatric Illness In The Workplace
A Manager s Guide to Psychiatric Illness In The Workplace Purpose of this guidance note Mental health problems can provide very challenging human resources management tasks for University administrators
More informationSupporting the return to work of employees with depression or anxiety
Supporting the return to work of employees with depression or anxiety Advice for employers Around one million Australian adults live with depression. Over two million have an anxiety disorder. On average,
More informationInformation paper. Human Factors: Change Management. Key Messages. N-06300-IP1039 Rev 1 November 2014
Information paper N-06300-IP1039 Rev 1 November 2014 Human Factors: Key Messages Change management is a critical component of effective risk management. The impact of technical and organisational change
More informationWorkplace Solutions. Supervisor Intervention Training
Workplace Solutions Supervisor Intervention Training What is Workplace Solutions? Workplace Solutions is the new name for the internal Employee Assistance Program Workplace Solutions is a work-based intervention
More informationAlcohol and Drug Use Following Traumatic Brain Injury. Patient Information Booklet. Talis Consulting Limited
Alcohol and Drug Use Following Traumatic Brain Injury Patient Information Booklet Talis Consulting Limited Why does Alcohol and Drug Use Matter after a Head Injury? Alcohol and drugs affect our behaviour,
More informationThe Irish Congress of Trade Unions has identified common causes of occupational stress:
Tipp FM Legal Slot 25 th September 2012 Workplace Stress & Repetitive Strain Injury Melanie Power, Solicitor What is Workplace Stress? Stress is not an illness in itself but it is characterized by a feeling
More informationManagement of Stress Policy & Procedure. All employees HR, NEL CSU. Policy Screened Yes
1 SUMMARY Management of Stress Policy & Procedure Jennie Williams, Executive Nurse and 2 RESPONSIBLE PERSON: Director of Quality & Integrated Governance 3 ACCOUNTABLE DIRECTOR: 4 APPLIES TO: 5 6 GROUPS/
More informationSuicidal. Caring For The Person Who Is. Why might a person be suicidal?
Caring For The Person Who Is Suicidal For further information see also the following MIND Essentials resource Conducting a suicide risk assessment. Suicidal thoughts and behaviours are not unique to mental
More informationEmployee Financial Stress is Costing Your Company a Bundle-- And How You Can Stop It Now!
Employee Financial Stress is Costing Your Company a Bundle-- And How You Can Stop It Now! There is a silent epidemic that afflicts 30 million workers in the US a quarter of the American workforce and is
More informationDiploma In Child Protection Studies Block Two
Diploma In Child Protection Studies Block Two 1 Neglect 2 Neglect Is. any act or omission that results in impaired physical functioning, injury, and/or development of a child or young person Types Of Neglect
More informationThe health of Australia s workforce November 2005
The health of Australia s workforce November 2005 Healthy employees are nearly three times more productive than unhealthy employees Unhealthy employees take up to nine times more sick leave than their
More informationReference document. Alcohol addiction
Reference document Alcohol addiction Table of content Introduction 2 Definition 2 Signs and symptoms 3 Intervening with an employee 4 Available treatments and resources 5 Conclusion 5 Reference document
More informationNon-epileptic seizures
Non-epileptic seizures a short guide for patients and families Information for patients Department of Neurology Royal Hallamshire Hospital What are non-epileptic seizures? In a seizure people lose control
More informationHELPING YOUNG CHILDREN COPE WITH TRAUMA
HELPING YOUNG CHILDREN COPE WITH TRAUMA Disasters are upsetting to everyone involved. Children, older people, and/or people with disabilities are especially at risk. For a child, his or her view of the
More information431 SUPPORT INDIVIDUALS WHERE ABUSE HAS BEEN DISCLOSED
Unit overview Elements of competence 431a 431b Support individuals who disclose abuse Support individuals who have been abused About this unit For this unit you will need to support individuals who have
More informationSCDLMCB3 Lead and manage the provision of care services that deals effectively with transitions and significant life events
Lead and manage the provision of care services that deals effectively with transitions and significant life events Overview This standard identifies the requirements associated with leading and managing
More informationOrganising for Health & Safety. Stress at work. A guide for UNISON safety reps
Organising for Health & Safety Stress at work A guide for UNISON safety reps UNISON s guide to stress at work Contents Definition and introduction 3 Work-related stress: facts and figures 4 Causes of stress
More informationObjective: Identify effects of stress on everyday issues and strategies to reduce or control stress.
Lesson Plan: Dealing with Stress Objective: Identify effects of stress on everyday issues and strategies to reduce or control stress. Time: 45-60 minutes Structure: On-line homework before class (Stress
More informationEarly Intervention, Injury Resolution & Sustainable RTW Outcomes. Presented by: Mr. Fred Cicchini, Chief Operations Manager September 2013
Early Intervention, Injury Resolution & Sustainable RTW Outcomes. Presented by: Mr. Fred Cicchini, Chief Operations Manager September 2013 Session Objectives Early Intervention in the RTW Context Injury
More informationMANAGEMENT OF STRESS AT WORK POLICY
MANAGEMENT OF STRESS AT WORK POLICY Co-ordinator: Director of HR Reviewer: Employee Stress Management Advisory Group Approver: OH&S Committee; Grampian Area Partnership Forum Signature: Signature: Signature:
More information35 PROMOTE CHOICE, WELL-BEING AND THE PROTECTION OF ALL INDIVIDUALS
Unit overview Elements of competence 35a 35b 35c Develop supportive relationships that promote choice and independence Respect the diversity and difference of individuals and key people Contribute to the
More informationOUR MISSION. WE HELP YOU TO ACHIEVE WELLBEING. Your Wellbeing.
OUR MISSION. Your Wellbeing. WE HELP YOU TO ACHIEVE WELLBEING 01 OUR FOCUS. Develop employee s total potential. HELP EMPLOYEES GET FIT, GET WELL, GET INSPIRED TO EXPERIENCE ULTIMATE BLISS IN LIFE. 02 WORK-RELATED
More informationMental Health in the Workplace. Kate Hubl- Occupational Therapist
Mental Health in the Workplace Kate Hubl- Occupational Therapist So what does the workplace have to do with mental health and mental health issues? Its not abnormal, weird, strange or weak to experience
More informationNEUROPSYCHOLOGY QUESTIONNAIRE. (Please fill this out prior to your appointment and bring it with you.) Name: Date of appointment: Home address:
NEUROPSYCHOLOGY QUESTIONNAIRE (Please fill this out prior to your appointment and bring it with you.) Name: Date of appointment: Date of birth: Age: _ Home address: _ Home phone: Cell phone: Work phone:
More informationThe sooner a person with depression seeks support, the sooner they can recover.
Depression Summary Depression is a constant feeling of dejection and loss, which stops you doing your normal activities. Different types of depression exist, with symptoms ranging from relatively minor
More informationSAFETY and HEALTH MANAGEMENT STANDARDS
SAFETY and HEALTH STANDARDS The Verve Energy Occupational Safety and Health Management Standards have been designed to: Meet the Recognised Industry Practices & Standards and AS/NZS 4801 Table of Contents
More informationBullying in the Workplace
Bullying in the Workplace Ian O Herlihy 4 November 2014 Bullying in the Workplace 12 things to say! Bullying in the Workplace What it is and what it is not! HSA Definition Repeated inappropriate behaviour
More informationBODY STRESSING RISK MANAGEMENT CHECKLIST
BODY STRESSING RISK MANAGEMENT CHECKLIST BODY STRESSING RISK MANAGEMENT CHECKLIST This checklist is designed to assist managers, workplace health staff and rehabilitation providers with identifying and
More informationHEALTH 4 DEPRESSION, OTHER EMOTIONS, AND HEALTH
HEALTH 4 DEPRESSION, OTHER EMOTIONS, AND HEALTH GOALS FOR LEADERS To talk about the connection between certain emotions (anger, anxiety, fear, and sadness and health) To talk about ways to manage feelings
More informationTHE CAUSES OF DRUG ADDICTION
1 Statistical facts associated with addiction and substance abuse are concerning, but many men and women choose to ignore the dangers. By understanding the main causes of addiction to drugs, it is possible
More informationThe National Occupational Standards. Social Work. Topss UK Partnership
The National Occupational Standards for Social Work Topss UK Partnership May 2002.doc &.pdf files edition Every effort has been made to keep the file sizes of this document to a manageable size. This edition
More informationReturn to Work after Brain Injury
Return to Work after Brain Injury This section talks about return to work after head injury and what kind of difficulties people experience. It moves onto talking about what kind of help and support is
More informationSick at Work. The cost of presenteeism to your business and the economy. July 2011 Part of the Medibank research series
Sick at Work The cost of presenteeism to your business and the economy. July 2011 Part of the Medibank research series In 2009/10, the total cost of presenteeism to the Australian economy was estimated
More informationPrescription Drug Abuse
Prescription Drug Abuse Introduction Most people take medicines only for the reasons their health care providers prescribe them. But millions of people around the world have used prescription drugs for
More informationWide Bay Respite Services Supporting the caring role of families. Service Management Policy
Service Management Policy Organisation Structure Flowchart Legislation / Industry Standards Department of Communities, Child Safety & Disability Services (Funding Body) Board of Management Other Agencies
More informationSample Risk Management Policy and Procedure
Sample Risk Management Policy and Procedure 1. Purpose and Scope This policy establishes the process for the management of risks faced by [organisation]. The aim of risk management is to maximise opportunities
More informationFacts About Men's Mental Health - The Hidden Happiness of Gender Differences
Men s hidden depressions, Ph.D. Head of Department Copenhagen University Hospital, Rigshospitalet Denmark Gender differences in mental health statistics There are significant gender differences in mental
More informationRecommended time for assessment:
Recommended time for assessment: Basic Intermediate Advanced FIMTM: (see attachment 1) - Entry to rehab - Discharge rehab - 1 month post injury - 3 months post injury NSI: (see attachment 2) - Entry to
More informationQueensland State Emergency Service Operations Doctrine
Queensland State Emergency Service Operations Doctrine Human Resources Business Management Directives Peer Support Version: 1.0 Valid from: 14/05/2008 BMH 19.0 1. PURPOSE To outline the scope and functions
More informationTraumatic Stress with Alcohol and/or Drug Addiction
Traumatic Stress with Alcohol and/or Drug Addiction information for individuals and families Eastern Trauma Advisory Panel What is Post Traumatic Stress Disorder (PTSD)? How people react to a traumatic
More informationSafeguarding Children Policy (Early Years Child Protection)
Safeguarding Children Policy (Early Years Child Protection) All parents and carers are asked to read this document carefully prior to a child being placed The purpose of this is to keep each child safe
More informationPost Traumatic Stress Disorder and Substance Abuse. Impacts ALL LEVELS of Leadership
Post Traumatic Stress Disorder and Substance Abuse Impacts ALL LEVELS of Leadership What IS Post Traumatic Stress Disorder (PTSD) PTSD is an illness which sometimes occurs after a traumatic event such
More informationHealth and Safety Management in Healthcare
Health and Safety Management in Healthcare Information Sheet Nov 2010 This information sheet gives guidance on the key elements of health and safety management in healthcare. It is intended for small employers
More informationAlcohol and Other Drugs in the Workplace. employer guide
Alcohol and Other Drugs in the Workplace employer guide 1 2 Managing alcohol and other drugs as hazards in the workplace Introduction This resource has been developed by the Alcohol Advisory Council of
More informationWhat you should know about treating your pain with opioids. Important information on the safe use of opioid pain medicine.
What you should know about treating your pain with opioids Important information on the safe use of opioid pain medicine. If your healthcare provider has determined that opioid therapy is right for you,
More informationTreatment Bulletin. Stress & HIV: the good, the bad, & the ugly. Toronto People With AIDS Foundation
Toronto People With AIDS Foundation Treatment Bulletin Stress & HIV: the good, the bad, & the ugly January 2010 No. 2 Disclaimer The Treatment Resources Program at the Toronto People With AIDS Foundation
More informationPRSSO305A Manage conflict through negotiation
PRSSO305A Unit descriptor Employability skills Application of the unit Manage conflict through negotiation This unit of competency specifies the outcomes required to use effective communication techniques
More informationMODULE 1.3 WHAT IS MENTAL HEALTH?
MODULE 1.3 WHAT IS MENTAL HEALTH? Why improve mental health in secondary school? The importance of mental health in all our lives Mental health is a positive and productive state of mind that allows an
More informationA Depression Education Toolkit
A Depression Education Toolkit Facts about Depression in Older Adults What is Depression? Depression is a medical illness. When sadness persists or interferes with everyday life, it may be depression.
More informationRisk management a practical approach
Risk management a practical approach Introduction Preventing work related accidents and injuries is the primary concern for all those involved in health and safety. Work related accidents and injuries
More informationWHAT IS PTSD? A HANDOUT FROM THE NATIONAL CENTER FOR PTSD BY JESSICA HAMBLEN, PHD
WHAT IS PTSD? A HANDOUT FROM THE NATIONAL CENTER FOR PTSD BY JESSICA HAMBLEN, PHD Posttraumatic Stress Disorder (PTSD) is an anxiety disorder that can occur following the experience or witnessing of a
More informationEmployee Wellness and Engagement
Employee Wellness and Engagement HEALTH POLICIES 01. Proactive Health Policy 02. Internal Health Relationships 03. Health Surveillance and Screening 04. Mental Health and Stress 05. Getting People Back
More informationSix steps to Occupational Health and Safety
Six steps to Occupational Health and Safety This booklet gives basic guidelines for workplace health and safety systems to help industry in NSW comply with the "duty of care" principle outlined in the
More information