Kelly Alarie

With the human rights, workers compensation rules, laws to protect our employees and new mental health laws, how are people leaders able to successfully manage disabilities. Workplace disabilities continue to rise in prevalence and length. This seminar can be 1 to 2 hours but would benefit from a full day of learning. The real medical definition of duty to accommodate. Review of the best practices such as Compensation laws and Canadian Mental Health Standards. Tips and tools of assisting you to return employees to work in a safe and timely manner. Utilize primary, secondary and tertiary interventions in managing disability in the workplace. Reviews of successfully managed disability cases including addiction How much is enough in ensuring due diligence to assist your employees back to work or not

Preventing and managing mental health issues in the workplace is a relatively new and difficult skill. Under the Health and Safety Act and the Canada Labour Code, this is law. How are successful companies doing this? This presentation will assist you in understanding mental illness and defining and refining your ability to successfully plan your detours through the ongoing construction of your policies. Included, in this seminar is the area of addictions. The mental health standards review Successful implementation in real life Areas where companies struggle ignore or prevent Getting buy-in from the top down

A View of Caring for your Mental and Physical Health upon returning to work after COVID.. Human Resource Professionals need support for dealing with the Mental Health aspects of their employees. Never will this be more important than during the return to work process after the COVID pandemic. The emotional and physical reactions of having experienced this life changing event that we all faced, will be varied, wide-ranging, and powerful. This course will enable the HR professional to have an understanding of the varied emotional reactions such as grief, post-traumatic stress disorder and recovering after a critical incident. Physical reactions are also explained, and ways to maintain good health upon returning to crowds are discussed. With this understanding there will be suggested ways in which to assist their staff and cope themselves with the reactions they will face upon a full fledged return to work. From anger towards others and how they handled (or didn't handle) the crisis, to grief reactions that require assistance to overcome, as well as ways of debriefing after a critical incident, the HR professional will be better equipped to expect and handle each situation. Reminders of good physical health are also reviewed along with important rationale as to how and why to stay safe.