Bill Howatt

3 weeks ago | ohscanada.com | Bill Howatt |Troy Winters

Workplace health and safety has evolved significantly in Canada. Psychological health and safety (PHS) is no longer optional; it’s becoming a legal imperative.

3 weeks ago | ohscanada.com | Bill Howatt |Troy Winters

As we continue our series on psychological health and safety policies, we focus on the privacy and confidentiality policy related to psychological health and safety and mental health in the workplace. Privacy is the right of individuals to control access to their personal information and decide what information they share, with whom and under what circumstances. Confidentiality is the obligation of those who receive information to keep it secure and not disclose it to unauthorized parties.

4 weeks ago | ohscanada.com | Bill Howatt

Once an employer decides to engage in workplace psychological health and safety, there are a few imperatives for success. They must be clear on why, how and what success looks like and how they will implement their workplace psychological safety program. Success will depend on a two-way accountability model between the employer and employees.

1 month ago | ohscanada.com | Bill Howatt |Troy Winters

In our ongoing series on psychological health and safety policies, we now address the return-to-work and disability management policy. This policy is crucial for supporting employees through the challenging back-to-work transition after an absence related to mental health conditions or other disabilities. Why a person is off work is not as important as how their employer will help them get treatment and support while they are off work, and support them when they return to work.

1 month ago | ohscanada.com | Bill Howatt

Psychological health and safety (PHS) programs are intentional actions that leverage a plan-do-check-act (PDCA) approach to create workplaces that reduce mental harm and promote mental health. Before beginning a PHS journey, the employer must consider their why, what and how.