Emotional Well-being. The structured environment of martial arts training helps students manage stress and anxiety effectively. It provides a positive outlet for emotions and teaches resilience in the face of challenges.
Emotional Well-being. Emotional well-being and resilience are equally important components of overall well-being. • The City recognises that personal issues can impact on an Employee’s ability to carry out their duties in the work place and provides access to a free, confidential counselling service to assist Employees experiencing personal or work-related problems. • In addition, the City recognises that issues in the workplace can contribute to an Employee’s emotional well- being. Discriminatory practices including bullying and harassment are not tolerated. The City is committed to ensuring that it takes all reasonable steps to ensure that inter-personal relationships are managed professionally and that all Employees and customers understand what their rights and obligations are in terms of their behaviour towards others. The City will maintain a policy to reflect this. • The City recognises that workplace change can create uncertainty and anxiety and commits to using as consultative a process as possible through the various team meetings and cross-functional groups for major change initiatives. • The Parties are committed to ensuring that appropriate and confidential assistance is readily available to all Employees. The City is not responsible for providing therapeutic services but will assist by providing information and the details of advisory services, where practicable, for dealing with major life issues such as gambling, substance abuse addictions, or other life issues. The City will consider what policy and/or processes other than access to the EAP it may adopt via the consultative process in situations where staff members are confronting serious personal issues which are affecting their work performances. • It is emphasised that the City is not a therapeutic environment and does not wish to intervene in the private and personal lives of staff without their consent.
Emotional Well-being. The Parties agree to prioritize their emotional well-being and to communicate if any aspects of the open relationship are causing distress or discomfort. Both Parties agree to seek professional help, if necessary, to maintain their emotional health.
Emotional Well-being. Emotional well-being and resilience are equally important components of overall well-being. • The Employer recognises that personal issues can impact on an employee’s ability to carry out their duties in the work place and provides access to a free, confidential counselling service to assist Employees experiencing personal or work related problems. • In addition, the Employer recognises that issues in the workplace can contribute to an Employee’s emotional well-being. Discriminatory practices including bullying and harassment are not tolerated. The Employer is committed to ensuring that it takes all reasonable steps to ensure that inter-personal relationships are managed professionally and that all Employees and customers understand what their rights and obligations are in terms of their behaviour towards others. The Employer’s policy “Dignity at Work” will be maintained for this reason. • The Employer recognises that workplace change can create uncertainty and anxiety and commits to using as consultative a process as possible through the various team meetings and cross-functional groups for major change initiatives. • The Parties are committed to ensuring that appropriate and confidential assistance is readily available to all employees as outlined in the Employer’s Employee Assistance Guideline. • The Employer is not responsible for providing therapeutic services but will assist by providing information and the details of advisory services, where practicable, for dealing with major life issues such as gambling, substance abuse addictions, or other life issues. The Employer will consider what policy and/or processes other than access to the EAP it may adopt via the consultative process in situations where staff members are confronting serious personal issues which are affecting their work performances. • It is emphasised that the Employer is not a therapeutic environment and does not wish to intervene in the private and personal lives of staff without their consent.
