Stress Management Policy

Transcription

1 Stress Management Policy 1 Last updated: August 2011

2 Stress Management Policy The Students Union Stress Management Policy is not contractual, but sets out UPSU policy and objectives for preventing and managing harmful levels of employee stress, regardless of whether the origin is work-related or external factors. This policy applies to all employees and trustees of UPSU. Introduction This document sets out UPSU policy and objectives for preventing and managing harmful levels of employee stress, regardless of whether the origin is work-related or external factors. As UPSU has close links with the University of Plymouth we are able to gain advice and support from their Occupational Health and Health & Safety Departments. Policy Statement UPSU is committed to promoting a healthy working environment for its entire staff. We recognise that excessive levels of stress are a potential cause of ill-health and acknowledge the importance of identifying, preventing and managing the risk of stress to enable staff to maximise their potential within a positive working environment. Our objectives are to: Ensure that managers are able to identify sources of harmful levels of work-related stress and, as far as is reasonably practicable to do so, either prevent or reduce the risk of their employees being exposed; Enable managers and employees to recognise, at an early stage, problems which might indicate stress related symptoms; and Provide support for those who are suffering ill health due to work-related or other stress and provide assistance to enable employees to recover their full potential as soon as possible. This policy should be read in conjunction with other relevant UPSU policies and the risk assessment for work related stress. Definition of stress The Health and Safety Executive defines stress as the adverse reaction people have to excessive pressure or other types of demand placed on them. This makes an important distinction between pressure, which can be a positive state if managed correctly, and stress which can be detrimental to health. Work places demands and pressures on everyone. 2

3 Appropriate amounts can stimulate and motivate - hopefully overall with beneficial effects. If demands and pressures are too great, they can induce, in anyone, the harmful or potentially harmful mental and physical feelings and manifestations commonly known as stress. Each individual member of staff will react differently to a situation. Causes of Work-Related Stress The Health and Safety Executive has developed six Management Standards to help assess and tackle the main causes of stress. UPSU commits to using these HSE Management Standards to ensure that the risk of work-related stress is effectively managed. The standards focus on six aspects of work as follows: Demands Includes issues like workload, work pattern and the work environment Control How much say the person has in the way they do their work Support Includes the encouragement and resources provided by the organisation, line management and colleagues Relationships Includes promoting positive working to avoid conflict and dealing with unacceptable behaviour Role Whether people understand their role within the organisation and whether the organisation ensures that the person does not have conflicting roles Change How organisation change (large or small) is managed and communicated in the organisation External factors, for example difficulties in an employee s personal life, can also make it difficult for an individual to cope with the demands of their job. UPSU will ensure that the management standards outlined above are recognised as part of the responsibilities of managers as clarified in Section 6 of this policy and will use the standards to help identify sources of harmful levels of stress at work via a specific risk assessment. Indicators of Stress Harmful levels of stress can result in a number of adverse psychological and physical symptoms which can lead to anxiety and depression. For the individual there can be a number of indicators both physical and psychological - headaches, disturbed sleep, fatigue, aches and pains, chest pain and palpitations. Irritability, poor concentration and changes in appetite can also occur. These are reversible but serious long term health problems can develop if high levels of stress are sustained. 3

4 For UPSU it can cause increased sickness absence levels, increased staff turnover and reduced productivity. Responsibilities UPSU Managers are responsible for: Gaining appropriate levels of competence in managing staff through participation in training, reflection on practice, and other developmental activities; Recognising that staff are individuals - enabling, supporting and coaching staff to enable them to achieve their potential; Ensuring there is an effective planning process; Ensuring effective communication, consultation and involvement in decision making where changes affect employees and their working environment; Reviewing staff progress against objectives, workloads, hours and general wellbeing to ensure that employees are not overloaded and are coping effectively; Ensuring attendance is pro actively managed, including the implementation of return to work interviews; Ensuring staff have adequate direction, clarity, control, resources and information to enable them to achieve their objectives; Facilitating team development to promote good working relationships amongst team members and supporting meaningful development for individuals; Ensuring that bullying and harassment is not tolerated through promotion of a positive culture and addressing issues identified effectively; Conducting and implementing recommendations of risks assessments within their jurisdiction (see appendix 1 for risk assessment form); and Ensuring access to appropriate sources of advice and support (e.g. EAP), and if necessary making referrals to Occupational Health. University Occupational Health and Safety staff are able to: Provide specialist advice on stress; Support managers in implementing risk assessments including impact on staff stress levels; Support individuals who have been off sick with stress and advise them and their management on a planned return to work; Refer to staff counsellors or specialist agencies as required; Monitor and review the effectiveness of measures to reduce stress; and Inform UPSU of any developments in the field of stress at work. UPSU Human Resources are responsible for: Contributing to the development, implementation and review of the Managing Stress Policy and other wellbeing initiatives; Providing support and guidance for managers implementing the policy; 4

5 Supporting staff who have been off work due to stress and advising them and managers on a planned return to work; Providing advice and guidance for managers in conjunction with Occupational Health, identifying and dealing with individual issues relating to employee wellbeing; Providing information for monitoring stress indicators, including absences, retention and the annual staff survey; Providing advice and support for managers and individuals implementing change; Continuing to monitor and review employee wellbeing provision at UPSU; and Monitoring working hours and overtime where appropriate to ensure staff are not overloaded. Staff are responsible for: Recognising their own limitations and taking steps to minimise impact; Taking responsibility for their own personal development through participation in UPSU training, reflection on practice, and other developmental activities; Raising concerns, normally in the first instance with their line manager, or with Human Resources where appropriate; Receiving advice from Occupational Health (normally following a Management referral), including taking up opportunities for staff counselling if appropriate; and Ensuring they plan work to enable adequate breaks and use of annual leave entitlement. University Employee Assistance Programme (EAP) are responsible for provision of service to staff for: Psychological support for dealing with stress; Personal counselling; Consultation for managers; Telephone counselling. UPSU Safety Committee shall: perform a pivotal role in ensuring that this policy is implemented; and oversee the monitoring of the policy and other measures to reduce stress and promote workplace health and safety. Recognised Trades Unions UPSU recognises that trade unions and other employee representatives have a positive role to play in all areas of health and safety, including work related stress where it might exist. Confidentiality 5

6 Confidentiality will be maintained between the individual and their manager, and other relevant support services where and as appropriate. Monitoring the effectiveness of policy The effectiveness of the policy will be monitored through the annual staff survey, 1 to 1 s and exit interviews. END OF POLICY 6