Winter Blues Workplace Wellness Ideas

February 16, 2016 Audra Sayn-Wittgenstein

Winter Blues workplace wellness activities can help employees with seasonal depression.

Winter blues, seasonal affective disorder, SAD, depression, fatigue, loss of interest and decreased enthusiasm are all ways to describe a phenomenon that affects many workers in northern countries like Canada. Winter blues can cause worker productivity to decrease and absenteeism to increase. Employers who plan winter blues workplace wellness activities can reduce the pain of employees who experience this seasonal mental health problem.

In the winter months, changes in activity levels, nutritional habits and the environment (less sun) are thought to be some of the reasons why people experience changes in their energy levels and mood. An employee affected by winter blues may show symptoms of depression such as insomnia, anxiety, irritability, weight gain or loss, and social withdrawal. Though these mental health problems are usually short lived, they can impact the individual’s ability to work effectively.

Employers can help employees afflicted with the winter blues with simple workplace wellness strategies. Directly acknowledging the reality of winter blues is a key way to support those affected by seasonal affective disorder.

Interesting activities to look forward to can improve the mood of employees battling winter blues at work. Incorporating opportunities to socialize and exercise into the work day is helpful. Encouraging employees to go outside during day is a good strategy to improve energy and mood. Flexible work scheduling in the winter months can make things easier such as later start times or shortened work weeks. Scheduling special workplace events during the winter months is another idea, such as exercise and relaxation sessions, healthy snacks or lunch days or inviting a wellness speaker to the workplace. For those in need, making available EAP or distress centre contact information is also a good idea.

Workplace wellness strategies that optimize activity, nutrition, socialization and stress management do not replace the need for professional help from a doctor or counsellor for people experiencing severe symptoms of depression. Professionals may prescribe medication, psychotherapy and light therapy to individuals who cannot manage symptoms on their own. But, employers who do implement a few wellness activities create a more positive and healthy work environment for those workers who continue going to work while struggling with seasonal affective disorder.

Read more about Seasonal Affective Disorder.

Supervisors & Safety Violation Penalties

January 19, 2016 Audra Sayn-Wittgenstein

Is enforcement by penalizing supervisors for safety violations the solution to preventing injuries at work? Health & Safety experts say yes.

Last week’s criminal conviction of a supervisor for criminal negligence related to the death of four workers in Ontario is an example of a severe penalty that enforces health & safety law. Workplace supervisors are in a unique position of power. If they don’t take supervision duties seriously, negative consequences can occur.

All workplace parties can be punished in some way if safety procedures are not used while working. It is important that employers, supervisors and employees remember that they all have a legal responsibility to work together to maintain a safe work environment. Penalties for workplace safety violations include work stoppages, repair and re-training orders, employee discipline, fines, and, in extreme situations, criminal charges and jail time.

Research supports enforcement of workplace health & safety laws by using penalties for safety violations . Recent research done by the Institute of Work & Health (IWH) shows that penalties lower workplace injuries. Penalties are an effective way to motivate people to be safe and comply with safety procedures at work.

Supervisors need to remember that they can be personally punished if an employee does not follow safety procedures. Supervisors and managers must commit to providing proper supervision and training to workers. They must also effectively communicate with the employer so safety problems can be identified and solved. Employers and workers should see supervisors as safety advocates.

To learn more about recent convictions related to breaches of employment and workplace health & safety laws in Ontario, read the court bulletins on the Ontario Ministry of Labour Website.

Medical Marijuana at Work

December 22, 2015December 22, 2015 Audra Sayn-Wittgenstein

The legalization of medical marijuana in Ontario and its use in public places is a sensational and confusing topic.

Business managers have lots of questions about how to handle medical marijuana at work. The rights of users of medical marijuana and the people who may be exposed to it in public places appear to be conflicting. Employers and business owners are fearful of breaching human rights as this new law doesn’t seem to consider everyone’s rights, putting the patient ahead of the general public.

Marijuana’s history as an illegal drug has made the legalization of medical marijuana very complex. People worry about exposure to marijuana smoke in public places and its effects on bystander health, safety and things like employment drug testing results. Employers worry about how to handle the risks of medical marijuana in the workplace. Though the legislation is now enacted, the government has acknowledged that there are issues that still need to be figured out and changes may be made with regards to marijuana use in public places.

It is important to acknowledge the value of medical marijuana as a treatment similar to that of many other prescription drugs. Medical marijuana is prescribed by physicians to manage health conditions like nausea, vomiting, pain or muscle spasticity when other medications do not work. It is occasionally used in emergency situations to manage acute symptoms. Over time, other indications for marijuana prescriptions will be identified. Side-effects can include cognitive impairment to the user. Marijuana is considered useful but not a first choice treatment for symptom management. Marijuana is available in many different pharmaceutical and herbal forms. Patients can ingest it orally via tablets, food, teas, or juices; inhale it via sprays, smokeless vaporizers, or burn and smoke it (like cigarettes); apply it to skin with lotions, oils, balms and creams; or, place it under the tongue as drops of concentrated tincture. Each method works a bit differently but there are many options available for patients to take marijuana. Accessing it legally is highly regulated, similar to other controlled prescription drugs.

There are many safety controls that currently exist in our health care, business management and government systems to manage the issues related to the use of controlled drugs, like medical marijuana. Many prescription and non-prescription drugs are already used in employment settings. The current intense public interest about medically prescribed marijuana demands that health professionals and business managers work together with employees to comply with workplace policies and respect employee rights.

Employers need to be aware that:

Employees have the responsibility of notify the employer if they are taking prescription medication that may interfere with work duties. They do not necessarily have to disclose the medication name.
Employees using medical marijuana do not have the right to be impaired at work or work unsafely.
The legislation about public medical marijuana use indicates that business owners may override the right to use marijuana in their business settings if it conflicts with existing workplace policies and laws.
Employers can consult physicians regarding the employee’s functional abilities if there are concerns about worker impairment that may interfere with workplace safety. Physicians are qualified to measure the benefits and risks of this drug’s use. Business managers need to communicate clearly with health professionals regarding the hazards of safety-sensitive work activities so physicians can make informed recommendations regarding the patient’s job duties and work environment.
Employees with medical ailments have the right to accommodation at work. Accommodation decisions must consider issues related to patient, other employees and the employer needs.
Business policies worth reviewing include workplace safety procedures related to worker impairment and exposure to marijuana by other workers, medication use in the workplace, employment drug testing, and disability accommodation. Drug and alcohol policies should include references to prescription and non-prescription drugs and the employee’s responsibility to report impairment or medical treatments that may affect their ability to work safely. The consequences of non-reporting and discipline policies should also be re-examined.

Employers need to deal with this issue with compassion and common sense with the goal of maintaining workplace management and safety best practices and employee dignity. Review and minor modifications of existing policies may be all that is required.

One can expect the marijuana laws in Ontario will change over time as problems are identified and improvements are made. In the mean while, employers can demonstrate due diligence related to medical marijuana use at work by keeping up to date regarding the legislation, regularly reviewing business policies and striving towards safe and effective work practices that respect all employees in the workplace.

Holiday Parties – Tips to Make Your Office Party a Success

December 1, 2015 Carol Irwin

Four Tips to Make Your Holiday Party a Success

The office holiday party is a chance for everyone to get out from behind the confines of the cubicle and enjoy an afternoon with colleagues in an easy going environment with food, drinks and laughter. Having a good time is the ultimate goal of any holiday party. It sounds so easy, and it should be, however managers must also take into consideration safety measures to protect both the organization and its’ employees. Here are a few tips to ensure your company’s holiday party goes off without a hitch!

1. Be diligent if alcohol is being served

The majority of holiday party mishaps can be blamed on the over consumption of alcohol. Everything from inappropriate texts or photos, nasty comments, racist remarks, harassment, declarations of love, assault or personal injury can occur. Most of us have witnessed how too much alcohol can quickly spoil the fun for everyone. While you don’t need to eliminate spirits entirely, you should consider the following preventative measures to ensure employees stay safe:

Limit free drinks by providing drink vouchers or tickets to employees and their guests.
Select one or more company leaders to oversee the party.
Serve food and plenty of water and soft drinks.
The biggest alcohol-related risk takes place after the party when employees are heading home. Your company could be held liable if an employee chooses to drink and drive. To prevent devastating accidents, offer transportation alternatives for your employees — such as cab reimbursements or Uber credits.
Talk to your employees in advance about transportation options and safety.
Seriously consider not serving alcohol – instead focus on the Food.

2. Focus on the Food…

Great food should be a feature of any holiday party. There are lots of options to consider from local restaurants to catering an event at your office. Take inspiration from the popular “food truck” movement and consider setting up a crepe, noodle, taco, or sushi bar. Assemble a holiday party committee to organize the event and choose a theme.

3. Create a Holiday Party Committee

Having a diverse party planning committee with a mix of members will ensure that the party is inclusive for everyone who attends. Experts advise getting new people on the planning committee every year to provide new perspectives and ideas. The committee can help choose the venue, caterer, theme, food selection, and suggest other ideas such as fundraising to support a local charity or community event.

4. Remind Everyone about Good Conduct

Managers should remind staff about the company code of conduct. No one wants to regret things they said or did at the office party. Keep your message light using humor. Try sharing some examples of past party horror stories from the news or show a short clip of Steve Carell in the TV series, The Office, as a gentle reminder of how not to behave. Share a laugh and good luck.

Employers need to be responsible, inclusive and aware when hosting a holiday party; ensuring that they’ve taken all measures to make every employee feel safe and included…all without taking the fun and enjoyment out. It’s not an easy task, but using these tips will help you get there. Happy Holidays!

Review your Corporate Health & Safety Policy Annually and Celebrate Success!

November 24, 2015 Audra Sayn-Wittgenstein

Each Year Employers are required to Review their Corporate Health and Safety Policy – This is also a great time to Celebrate Your Health and Safety Success!

The Ontario Occupational Health and Safety Act (OHSA) requires employers to review their organization’s Health & Safety policy annually. This review process allows employers to reflect on their organization’s Health & Safety goals and procedures and make improvements as necessary.

The OHSA requires employers to operate a safe and healthy workplace and to do everything reasonable to protect the health and safety of their workers. This includes establishing health and safety policies, setting workplace health and safety goals, approving an annual budget, demonstrating commitment of senior management, assigning responsibility for the health and safety program, communicating with staff and posting policies in the workplace.

The Corporate Health and Safety Policy should be:

A reflection of management’s commitment, support and attitude to the health and safety program.
A statement outlining management’s commitment to the protection of workers.
Signed by the employer and the highest level of management at the workplace.
Reviewed, updated and signed annually.
Posted in the workplace in a visible location for all staff to see.

The end of the year is a good time to reflect on the health and safety program and to celebrate your success! Some metrics you might use to review your health and safety performance include:

Training Hours Completed
Results and Actions Taken from Employee Surveys
Programs implemented
Wellness Program Participation
Number of Days / Months with no incidents / injuries
Hazards identified, corrected and managed
Incident Rate up or down over last year (including Workplace Violence and Harassment)
Lost Time Injury Rate up or down over last year
Inspections completed
Safety Meetings held

For a sample policy have a look at the Fusion Career Services Health and Safety Policy.

The Ontario Ministry of Labour offers helpful resources to create and review your corporate Health and Safety Policy and Program.

Thermostat Wars at Work – Employee Workplace Complaint – Office Temperature

November 17, 2015 Carol Irwin

Guess what the number one employee complaint is in most workplaces? The Office Temperature!

It’s too Hot… It’s too Cold…

It has been called the Thermostat Wars. Year after year employee surveys come back with a similar result – employees are not happy about the temperature in the office.

Office temperature should matter to employers as well, as it impacts worker productivity. If the office is too warm, everyone is sluggish and sleepy. If the office is too cold, people’s alertness soon turns to discomfort.

Adjusting the temperature to the ideal setting can be difficult. First, everyones ideal temperature varies a little and it varies enough to create the situation where some people will be comfortable while others will be uncomfortable. Second, office buildings have not been designed to easily regulate temperature. Older buildings heat up and cool down too slowly. Often taking several days to adjust to swings in the outdoor temperature. Newer buildings are often not much better than older buildings at temperature regulation – blasting freezing cold air by the vents and heating up like a sauna near windows. Third, we live in Canada where we experience alot of different weather throughout the year – 4 seasons and several days each summer and winter of extreme temperatures.

Is there a solution to the Thermostat Wars?

No there is not a perfect solution, but there are things employers and employees can do to manage office temperature.

Accept some discomfort – especially during extreme temperatures. Most of us do not break the bank heating and cooling our houses to the perfect temperature every day of the year. We live with a little discomfort. Your expectation at the office should be the same.
Dress appropriately for the weather both outside and inside the office.
Layer, layer, layer. Dress in layers so you can adjust as needed.
Keep a shall, scarf, blanket, sweater, vest or jacket at work to pull on and off as needed.
Some fabrics are better at helping you maintain an even temperature – natural fibers such as cotton, linen, and wool.
Use a heater or fan to supplement the building heating and air-conditioning.
When it is cold, get up from your chair and move around more frequently.
When it is hot, take a break outside for 5 to 10 minutes – when you come back inside it will feel cooler.
Warm drinks can help regulate the body temperature. Warm drinks work well in both cold and hot weather.
Drink plenty of water. Ice water is great in hot weather. Slightly chilled or room temperature water is good in cold weather.