Case study: giving employees control at Delta Hotels[4] Action: Employees’ families were invited to participate in a wellness program. The programs were designed in a way that builds social support, which is important to an employee’s mental health. Multiple aspects of health that affect employees’ lives were addressed. Action: The company integrated the Human Resources and Environment and Health and Safety functions into the overall business strategy. Also, it had the leads from those departments sit equally beside Operations do your assignment, and Sales and Marketing at the Management Team table. The Human Resources department proactively monitors the pulse of the employees, which helps inform discussions and business strategy development. A program focus on occupational health and safety Action: Implemented a program that addressed multiple components of workplace health. Programs and activities addressed: Action: Employees are encouraged to find a work-life dynamic rather than balance because work and home demands fluctuate over time. Vancity offers “care days” rather than sick days, allowing human resources to see whether employees are away caring for themselves, a child or an elderly person. Knowing why an employee is away can help Vancity to decide if employees may need addition supports to help them succeed at work. Action: Ran a Gift of Health campaign where employees had access to tests and consultations conducted by health care professionals during work hours. The employees left the session with a confidential report on their health status which explained whether there were any health concerns. Result: Employees have gained more control over their work. They stay more engaged because they know their work directly impacts the business. Case Study: CIBC’s employer-paid back up child care [10] Result: Employees of Petro Canada and Burrard Products Terminal describe their flexible work hours as a great way to reduce work-life conflict and improve employee well-being. Burrard Products Terminal has worked to design a wellness program to meet the unique needs of both their employees and their organization. Case Study: Irving Paper setting up employees for success from all sides[12] Action: Vancity has their third party EAP counsellors call the employee and the employee’s family to touch base with everyone, talk about the event and help assess whether the employee or their families needs additional services. In addition papers for college students, Vancity sends in complementary massage therapists or reflexologies to work with the employees. Result: As a result the employees of Kraft Canada were able to see that their leaders were on board with their workplace health promotion initiatives. Click on image below to view the full version: Case Study: Employee-focused flexibility at MDS Nordion [8] Result: The positive results gathered by the annual evaluation proved to employees and management the importance of having a fair, equitable and mentally healthy place to work. The company has an average tenure of almost 13 years, turnover of around one employee every two years, and no absenteeism problems. Result: BC TEL has shown a long-term commitment to investing in the health of its employees. Their program constantly evolves to meet the needs of employees. Case Study: Petro Canada Burrard Products Terminal (BPT)[13] Over the years, various studies were conducted, including “Work and Family,” “Supportive Manager” and “Pulsecheck.” Corporate Health Services works to ensure that employees receive professional and confidential health care to support the employee in the management of health. They promote wellness and lifestyle initiatives, ergonomic intervention, fitness facilitation, and employee assistance counselling. Our customers want more than work-life and support services. They want results. At Workplace Options, we hear success stories from businesses that use our services every day. Here are just a few. A client based in Germany e-mailed the EAP service and requested to speak with a counselor. He indicated that his father passed away the previous week and he was having difficulty coping with the loss. He did not have a strong support system nearby, as his family lived three hours away. His father’s death occurred suddenly and he was grappling with not being able to say goodbye to his father. PROBLEM: Productivity loss due to grief. Our care consultant, trained and experienced in elder crisis intervention, interviewed the caller about his mother’s needs. After learning that she no longer had family in Pennsylvania, They discussed the option of moving his mother to a facility closer to his home in New York. Our care consultant searched for facilities located within a 25-mile radius of his home that could accommodate his mother’s needs and included secure dementia units. The consultant also found a local geriatric care manager who could tour the facilities for this busy professional and make recommendations as to which was the most appropriate facility. LOCATION: Sacramento, CA By prioritizing her wellness needs, the coach was able to introduce small but regular walking exercises that the client used as an outlet for the stresses and strains of a busy lifestyle. The client embraced her new time management skills to work more effectively and actively encouraged her team to use them. A couple called Workplace Options from their home in London. They were worried about their 15-year-old daughter. They were concerned that she may be experimenting with drugs and alcohol. One of our counselors spoke with the parents about typical communication problems that occur between parents and teenagers. They were advised on how to cope with conflict in the family and how best to set boundaries and ground rules that both they and their daughter would feel are fair. PROBLEM: National restaurant chain with multiple location training need. The caller visited two facilities and made his selection. During our customary follow-up call lab report physics, he reported that his mother had made a good transition to the new facility and that our services had greatly relieved his stress. He said that we had saved him from missing a week or more of work to address this crisis and that the support provided to him by our care consultant and the geriatric care manager was invaluable. He reported that he would definitely utilize the services again if needed, and that he would urge his co-workers to do the same. A nurse’s aide from a Sacramento area hospital called our service center. She had shared with her supervisor that she was experiencing stress due to a disagreement with a roofer she had hired to do some work at her home. She gave him money as a deposit to repair a leak in the roof over her daughter’s room and he had not returned. She was trying to get her money back but he would not answer her calls. Our care consultant told the caller that she could provide her with an attorney in our network who could give her a free, 30-minute consultation to discuss her issue. The care consultant also directed the client to her work-life website, which contained a link to the Better Business Bureau where she could file a complaint against her roofer. During the call writing salary requirements in cover letter, the client also said she was feeling overwhelmed with credit card debt and wanted to talk to someone about it. Our care consultant was able to immediately connect the caller with a financial advisor to discuss the credit card problems. A human resources representative from a national restaurant chain determined that their managers needed assistance with time management in both their professional and personal lives. They approached the WPOs Advantage Training Center to develop a customized training program that could be delivered at their national three-day conferences to be held in Cincinnati and Denver. The training modules would be delivered twice at each location to allow all managers to attend. After dealing with the loss of his father in a more productive way, he was able to return to his job with more focus. Norman was advised to discuss his work concerns with his manager. With Norman’s consent thesis led essay ielts, his manager was contacted and advised to carry out a comprehensive stress risk assessment as per the HSE management standards. It was suggested to Norman that he contact the organisation’s employee assistance programme and Access to Work, which offers grants for practical support for individuals with disabilities/health conditions to assist them with starting and staying at work. A phased return to work was formulated assisting Norman back into work and supporting him to stay at work. The following work regime was recommended: The HSE (2007) management standards for work stress cover six main areas of primary work design that can contribute to stress if not properly managed. These include: He had been prescribed 75mg of Venlafaxine a day with good effect. Venlafaxine is a serotonin and noradrenaline re-uptake inhibitor used to treat depression or generalised anxiety disorder. His GP also prescribed 5mg of diazepam – a long-acting benzodiazepine anxiolytic – to be taken as required. Recently he had not taken this as he felt better. A full functional capability assessment should have been performed at the start of his employment, facilitating adjustments enabling him to function effectively (Palmer et al write me a book review, 2013). This had not been undertaken. Although working primarily at the reception desk, Norman frequently got up from his chair to deal with customers and to undertake photocopying duties. On one occasion he spent an afternoon mostly standing, which resulted in leg discomfort. No workplace adjustments had been effected to support his disability. Although his disability had not been disclosed at PES, under s.2 of the Health and Safety at Work etc Act 1974, Norman’s employer has a duty of care to him. Withholding information at PES that later comes to light could lead to disciplinary action but Norman considered that declaring his disability may have precluded his employment. The Mental Health Foundation claims 12 million adults consult their GP each year due to mental illness, much of it stress related; one in six of the population experiences anxiety (MHF, 2014). Cortisol effects are far-reaching, including lipolysis, gluconeogenesis and reducing inflammation. (Tortora and Grabowski, 2003). The body compensates for the effects of stress as long as possible. Three phases of stress are described as the general adaptation syndrome: alarm phase, resistance and exhaustion (Blows, 2011). The resistance and exhaustion phases may lead to immunosuppression and consequent disease (Tortora and Grabowski, 2003). Alexander MF, Fawcett JN, and Runciman PJ (2006). Nursing Practice: Hospital and Home. 3rd edition. Edinburgh, Elsevier. A patient health questionnaire (PHQ-9), providing an indication of depression, could have been used to assess Norman. Arroll et al (2010) found that the PHQ-9 is unreliable for diagnosing depression, whereas Manea et al (2012) refutes this assertion. At the time it seemed to be of limited value as he was making good progress. Norman had cerebral palsy and experienced difficulty walking during his early years. Achilles tendon surgery in childhood improved this, although surgery left him with residual lower leg discomfort if he walked too far or stood for sustained periods without resting. The orthopaedic team monitored him every 18 months. Palmer K, Brown I, and Hobson J (2013). Fitness for Work, 5th edition, Oxford University Press. Withholding information at PES was fundamental to the case of Cheltenham Borough Council v Laird (2009). The council accused Laird of lying on her PES questionnaire by not disclosing her mental health history. She had been taking long-term antidepressants that kept her depression under control, but after some work problems her health deteriorated and she retired on health grounds. The judge confirmed there was no general duty of disclosure of information that was not specifically requested. Manea L, Gilbody S how to write thesis proposal, and McMillan D (2012). “Optimal cut-off score diagnosing depression with the Patient Health Questionnaire (PHQ-9): a meta-analysis”. CMAJ, vol.184(3). doi: 10.1503/cmaj.110829. Thus, if a PES form does not directly ask about cerebral palsy, disclosure was not required. Kloss (2010) mentions these types of dilemmas are often only answered through the courts, but unless the employer is given information regarding disability, he cannot reasonably put adjustments in place. In the case of Hanlon v Kirklees Metropolitan Council and others. the employee declined to consent to the disclosure of medical records, arguing this would contravene his right to privacy, and subsequently lost his case of disability discrimination. Tortora G and Grabowski S (2003). Principles of anatomy and physiology, 10th edition, Hoboken NJ writing a thesis for masters degree, John Wiley & Sons. Crone D, and Guy H (2008). “I know it is only exercise, but to me it is something that keeps me going: a qualitative approach to understanding mental health service users’ experiences of sports therapy”. International Journal of Mental Health Nursing, vol.17(3), pp.197-207. Health and Safety Executive (2007). Managing the causes of work-related stress. A step-by-step approach using the management standards. 2nd edition HSE books. Available online. Accessed 12 April 2016. Norman’s case illustrates how lack of control and apparent excessive demands and change can influence stress at work to negatively affect health. It reached a successful conclusion, but Norman’s case may have been prevented from requiring OH intervention had he been able to discuss his concerns and feelings with his manager in the first instance and a proactive approach, including the use of HSE stress management standards, been used at an earlier stage. Waddell G essay linking words ielts, Burton K, and Kendall N (2008). Vocational Rehabilitation, what works comparison essay write, for whom and when? London: TSO pdf. Available online. Accessed 19 April 2016.
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