|
 |
|
|
|
|
|
| Understanding Depression |
Depression affects so many people it’s sometimes called the common cold of mental illness, accounting for about 80 percent of psychiatric disability cases. It’s estimated to affect about 20 percent of the population at some time in their lives, and about 10 percent each year.
In the workplace, depression is costly. It’s a contributing factor to injuries, decreased productivity, disability payments and lost time from work.
With treatment, most depressed workers can be returned to full productivity. But an estimated 2 out of 3 don’t seek help. Embarrassment, fear of job dismissal and ignorance of effective new treatments are some of the reasons.
Many people do not understand depression is a physical illness, a glitch in the body’s biochemistry. The condition can be treated by anti-depressant medication and/or short-term talk therapy to overcome the negative thinking patterns caused by the physical illness.
As a supervisor, you might observe these signs of depression in an employee.
- Tiredness, lethargy and lack of motivation
- Forgetfulness and poor concentration
- Errors
- Absences
- Tardiness
- Getting into arguments with colleagues
- Decline in dependability or productivity
While it’s not your place to suggest a diagnosis, you should encourage the person to seek assistance if there’s a problem affecting work performance or safety, such as a health care professional or an Employee Assistance Program.
Work itself can be beneficial to a depressed individual. It provides a structure for the day, a reason to get out of bed in the morning. Work involves interaction with other people and the opportunity to experience personal pride about accomplishments. When a person is recovering from depression, light-duty or a part-time schedule can help hasten recovery.
SafetySmart has dozens of articles, posters and Safety Talks to help you address wellness issues in your workplace, including this Safety Talk on depression.
Need access to additional resources on this topic? Try SafetySmart today and get immediate access to safety talks, presentations and more. Sign up for a free 14-day trial now. |
|
|
|
|
|
|
|
|
|
|
|
 |
|
| If this set-up doesn’t appear safe, it’s only because it isn’t safe. A few temporary timber support posts were put in place after the original support posts were removed during demolition. The structure these workers are working from is not properly supported and could easily fail. (WorkSafe Victoria, Australia) |
|
|
|
|
|
|
|
|
|
| Special Report: The "Reprisals" Challenge & How to Overcome It |
The aspect of the newly passed Ontario OHS reform law, Bill 160, that’s probably going to have the most direct and immediate impact on you and your safety program are the changes that make it easier for workers to file reprisal complaints.
Of course, reprisals are a challenge to deal with even if you’re not from Ontario and don’t give a rodent’s posterior about what happens in that province.
Unfortunately, because it involves worker discipline, reprisals are too often relegated to the exclusive domain of the folks in HR. But while issues of discipline do require at least collaboration with HR, the reprisal threat is and will continue to emerge as a matter of workplace safety. OHS reform in Ontario only serves to accelerate and accentuate this trend.
The challenge: How do you discipline workers after they’ve raised safety concerns without being guilty of reprisals? This Special Report will help you answer that question.
Read this special report on OHSInsider.com
(Note: subscription is required; to get instant access , simply sign up for a No-Obligation Trial of OHSInsider.com. Sign up now and you will be entered into a drawing to win an iPad!)
|
|
|
|
|
|
|
| Study Finds Mental Health Issues Affect 44 Percent of Workers |
A Canadian study of 1,010 workers has found that 44 percent of them were either currently suffering from or had previously experienced mental health issues, including anxiety, burnout, depression, substance abuse and schizophrenia.
Yet more than half of the workers interviewed said they would be reluctant to disclose their burden to a co-worker, union official or especially, their boss. Fifty-four percent of the workers felt that disclosing a mental health problem to a supervisor would hurt their chances for promotion.
"Mental health is a significant business issue that requires the attention of organizations. People who experience mental health issues face incredible challenges in the workplace," says Karla Thorpe, Associate Director, Compensation and Industrial Relations for the Conference Board of Canada. "Many are misunderstood, shunned and underutilized."
Only about one in four of the respondents felt that their supervisor effectively manages mental health issues.
|
|
|
|
|
|
Related news story: Stress on the Job Leads to Fat on the Body
(Note: Subscription is required. To get instant access, simply sign up for a No-Cost Trial of Safe Supervisor.)
|
|
|
|
|
|
|
|
| Upcoming Events: |
|
 |
|
| Webinar - Jun 30, 12:00 EST (9 a.m. PST) |
| Ontario OHS Reform: How the New Bill 160 Will Affect Your Safety Training and JHSC Programs |
|
|
|
| Webinar - Jul 7, 12:00 EST (9 a.m. PST) |
| Domestic Violence in the Workplace: How to Protect Your Employees & Comply with Current Legislation |
| Webinar - Jul 13, 12:00 EST (9 a.m. PST) |
| Ontario WSIB Reform: What You Need to Know NOW About the New WSIB Return to Work Rules |
|
|
| Webinar - Jul 14, 12:00 EST (9 a.m. PST) |
| What You Must Know and Do NOW to Prepare for OSHA's New Stepped-Up PPE Enforcement Program |
|
|
|
|
|
|
 |
|
 |
| Due Diligence: Defining, Establishing & Demonstrating Your Record of Compliance |
Oct 24th & 25th
Hyatt Regency, Toronto, ON |
|
|
|
|
|
|
|
 |
| Join the online community of safety professionals |
|
|
|
 |
| Choose from over 1000+ posters on over 50 safety topics |
|
|
|
 |
| Take advantage of sophisticated and easy-to-use training resources. |
|
|
|
 |
| Become a member of the leading source of safety compliance information. |
|
|
|
 |
| Download hundreds of individual safety talks. |
|
|
|
 |
| Keeping up with changing and complex regulations. |
|
|
|
|
|
|
|
|
