MENTAL HEALTH IN THE WORKPLACE Sample Clauses

MENTAL HEALTH IN THE WORKPLACE. 1. The Government of the Northwest Territories and the Northwest Territories Teachers’ Association recognize that the Northwest Territories with its many and diverse cultu res creates a distinct environment which brings with it unique challenges related to teacher mental health in the schools and other workplaces. The multi-generational tra xxx xxxxx ng out of the Residential School experience has had a lasting impact on the mental health and well-being of many of our comm unities.
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MENTAL HEALTH IN THE WORKPLACE a) The Employer and the Union recognize the importance of psychological health and safety in the workplace.
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MENTAL HEALTH IN THE WORKPLACE. Training:
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MENTAL HEALTH IN THE WORKPLACE. Stanwell Corporation Ltd recognises that the workplace plays a vital role in assisting employees affected by mental health issues including anxiety and depression and is committed to:  Eliminating stigma attached to mental health in the workplace;  Providing support and assistance to employees; and  Effectively assessing and minimising workplace contributory risks and causes of mental illness. Stanwell Corporation Ltd recognises the importance of proactive initiatives which support employees who may be suffering from mental health issues. To assist the facilitation of such initiatives Stanwell Corporation Ltd is committed to partnering with external providers to deliver a holistic and best practice approach to support employees affected by mental health issues.
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MENTAL HEALTH IN THE WORKPLACE. The Parties recognize that mental health issues are a major cause of disability and other problems in the workplace. The Employer recognizes that mental illness may constitute a disability for the purposes of the Human Rights Act and recognizes its duty to accommodate mental disabilities to the point of undue hardship. ON BEHALF OF THE UNION: ON BEHALF OF THE COMPANY: Xxxx Xxxx, USW Representative Xxxxxxx Xxxx, Director Labour and Employee Relations, Canada Xxxxxxx Xxxxxxxxx, Plant Chair Xxx XxXxxx, Plant Manager Xxxx Xxxxxx, Bargaining Committee Xxxxx Xxxxx, CI Manager
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MENTAL HEALTH IN THE WORKPLACE. Energy Queensland recognises that the workplace plays a vital role in assisting employees affected by mental health issues including anxiety and depression and is committed to: • Eliminating stigma attached to mental health in the workplace; • Providing support and assistance to employees; and • Effectively assessing and minimizing workplace contributory risks and causes of mental illness Energy Queensland recognises the importance of proactive initiatives which support employees who may be suffering from mental health issues. To assist the facilitation of such initiatives Energy Queensland is committed to partnering with external providers to deliver a holistic and best practice approach to support employees affected by mental health issues New Clause 14.8 Asbestos Management Schedule 2 - Redundancy Provisions Schedule 3 - Classification Structure Includes commitment to introducing EQL policy within 3 months Adopted Energex Clause as it is more perscriptive Addition of 5.4.1 Classification Structure Energy Queensland acknowledges that ongoing discussions will occur between the parties to this Agreement regarding issues identified within the classification structure. In line with the Queensland Code of Practice for How to Manage and Control Asbestos in the Work Health and Safety Xxx 0000 and relevant legislation (as amended from time to time), the long-term goal of Energy Queensland is to achieve, as far as is reasonably practicable, an asbestos- free workplace. Energy Queensland will continue to maintain and further develop an asbestos management plan, with a view to achieving the objective which is set out above. Energy Queensland commits to introducing and EQL Asbestos Management Policy within 3 months of approval of agreement
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MENTAL HEALTH IN THE WORKPLACE. ‌ It is important to raise awareness in the workplace around mental health issues and ensure managers and employees learn how to recognize a potential mental health issue and how to address the issue appropriately and professionally. It is also important for the parties to work together to help employees dealing with mental health issues to address those issues within the professional workplace setting. Raising awareness and knowledge are seen as key steps towards ending the stigmas associated with suffering from a mental illness and creating a safe and comfortable workplace environment for everyone. The parties further agree to bring a mental health expert or lead to a labour management meeting annually to review various training tools available as well as supports and initiatives within the workplace to assist employees. Understanding the above, the parties agree to work together during the life of the agreement in the hopes of engaging managers and employees on mental health issues and their effect on the workplace.
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MENTAL HEALTH IN THE WORKPLACE. The parties recognize that mental health issues may be a cause of disability. Voluntary standards for the promotion of good mental health in the workplace have been produced by the Canadian Standards Association and endorsed by Health Canada. The Employer has been made aware of these standards. The Employer agrees that appropriate measures to address such standards are a suitable topic for dialogue held under the Labour Management Committee. The Employer recognizes that the return to work of an employee who has been disabled due to mental health issues is, in general, a desirable goal. APPENDIX J
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MENTAL HEALTH IN THE WORKPLACE. The parties both agree that a psychologically healthy work environment is a desirable objective for both the Employer and its employees. The Union acknowledges that it can play a role in reaching this objective. The parties further acknowledge that one challenge is identifying psycho-social hazards in the workplace that may cause or contribute to mental health conditions, and looking for ways to eliminate them or reduce these effects. The parties must be committed to a greater awareness of mental health issues needed to break down barriers for those suffering. It is important to raise awareness in the workplace around mental health issues and ensure managers and employees learn how to recognize a potential mental health issue and how to address the issue appropriately and professionally. It is also important for the parties to work together to help employees dealing with mental health issues to address those issues within the professional workplace setting. Raising awareness and knowledge are seen as key steps towards ending the stigmas associated with suffering from a mental illness and creating a safe and comfortable workplace environment for everyone. The parties further agree to meet within ninety (90) days of ratification to discuss various training tools available with a desire to establish a mutually agreeable mechanism in which to facilitate workplace training on this subject. Understanding the above the parties agree to work together during the life of the agreement in the hopes of engaging managers and employees on mental health issues and their effect on the workplace.
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Related to MENTAL HEALTH IN THE WORKPLACE

  • Violence in the Workplace (a) The parties agree that violence shall be defined as any incident in which an employee is abused, threatened or assaulted while performing his or her work. The parties agree it includes the application of force, threats with or without weapons and severe verbal abuse. The parties agree that such incidents will not be condoned. Any employee who believes he/she has been subjected to such incident shall report this to a supervisor who will make every reasonable effort to rectify the situation. For purposes of sub-article (a) only, employees as referred to herein shall mean all employees of the Employer notwithstanding Article 2.12.

  • Mental Health The parties recognize the importance of supporting and promoting a psychologically healthy workplace and as such will adhere to all applicable statutes, policy, guidelines and regulations pertaining to the promotion of mental health.

  • Harassment in the Workplace The Union and the Employer recognize the right of employees to work in an environment free from personal and sexual harassment ("Harassment"), and the Employer shall take such actions as are necessary respecting an employee engaging in Harassment in the workplace.

  • Family Medical Leave or Critical Illness Leave a) Family Medical Leave or Critical Illness leaves granted to an employee under this Article shall be in accordance with the provisions of the Employment Standards Act, as amended.

  • Occupational Health & Safety (a) It is a mutual interest of the parties to promote health and safety in workplaces and to prevent and reduce the occurrence of workplace injuries and occupational diseases. The parties agree that health and safety is of the utmost importance and agree to promote health and safety and wellness throughout the organization. The employer shall provide orientation and training in health and safety to new and current employees on an ongoing basis, and employees shall attend required health and safety training sessions. Accordingly, the parties fully endorse the responsibilities of employer and employee under the Occupational Health and Safety Act, making particular reference to the following:

  • Cosmetic Surgery Any non-medically necessary surgery or procedure whose primary purpose is to improve or change the appearance of any portion of the body to improve self-esteem, but which does not restore bodily function, correct a diseased state, physical appearance, or disfigurement caused by an accident, birth defect, or correct or naturally improve a physiological function. Cosmetic Surgery includes, but is not limited to, ear piercing, rhinoplasty, lipectomy, surgery for sagging or extra skin, any augmentation or reduction procedures (e.g., mammoplasty, liposuction, keloids, rhinoplasty and associated surgery) or treatment relating to the consequences or as a result of Cosmetic Surgery.

  • Substance Abuse Program The SFMTA General Manager or designee will manage all aspects of the FTA-mandated Substance Abuse Program. He/she shall have appointing and removal authority over all personnel working for the Substance Abuse Program personnel, and shall be responsible for the supervision of the SAP.

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