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DTSTART;TZID=America/New_York:20250814T123000
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UID:15677-1755174600-1755180000@lancasterhouse.com
SUMMARY:Responding to Employees in Distress: Recognizing and responding to mental health crises at work
DESCRIPTION:$595.00Add to cart	\n			\n  \nProgramIf a mental health emergency occurred at work today\, would you and your organization know how to respond? In this webinar\, expert panelists will examine key legal obligations and provide essential guidance in proactively addressing mental health crises in the workplace. The webinar will examine questions including: \n\nWhat signs may indicate that an employee is struggling with a mental health issue? How can these concerns be identified for employees working remotely? When may the “duty to inquire” arise and what steps must employers and unions take to fulfill this duty?\nHow\, where\, and when should employers or union representatives ask someone if support and/or accommodation is needed for a mental health issue? How should managers and union representatives engage with someone who is reluctant to discuss a possible mental illness or disability?\nDoes an employer’s duty to provide a safe work environment extend to ensuring psychological safety at work? What steps can organizations take to create workplaces where employees feel able to come forward before reaching a crisis point?\n\n\nWhat signs may indicate that an employee is in crisis and what steps should be taken in response? For example\, how should employers and union representatives respond when an employee:\n\n\n\n\nExperiences a panic attack?\nEngages in or expresses thoughts of self-harm or suicide?\nAppears out of touch with reality or intoxicated?\nUtters threats or appears on the verge of violence?\n\n\n\n\n\n\nWhat steps should be taken following a mental health crisis at work? How can organizations balance the need to communicate with other employees regarding the situation while respecting employee privacy? What additional steps should be taken where the crisis involves or impacts multiple employees (for example\, in the event of a traumatic incident in the workplace)?\nIs it ever permissible or appropriate to discipline an employee who engages in misconduct as a result of a mental health crisis? May an employer require medical proof that an employee is fit to return to work following a crisis?\nCan employers and unions be held liable for failing to appropriately respond to a mental health crisis?\nWhat steps should organizations take now to prepare for potential future mental health emergencies?\n\nModerator\n\n \nGeneviève Debané\nMediator and Arbitrator\nVice-Chair\, Ontario Labour Relations Board \n\n\nSpeakers\n\n \nJenna Brookfield\nNational Health and Safety Representative\nCanadian Union of Public Employees (CUPE) \n\n\n \nLiz Horvath\nFounder and President\nHale Health and Safety Solutions Ltd. \n\n\n \nVeronica Ukrainetz\nAssociate Counsel and Mediator\nAscent Employment Law \n\n\nAccreditationCPD\n\n\nThis program has been approved by CPHR Alberta for 1.5 Continuing Professional Development hours.\n\n\n\n\nThis program has been approved by CPHR BC & Yukon for 1.5 Continuing Professional Development hours.\n\n\n\n\n \nThis program has been approved for 1.5 Continuing Professional Development (CPD) hours under Section A of the Continuing Professional Development (CPD) Log of the Human Resource Professionals Association (HRPA). \n\n\n\n\n\n \n\nThis program has been approved by the Law Society of British Columbia for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of Ontario may consider counting this program for 1.5 Substantive hours; 0 Professionalism hours.\nMembers of the Nova Scotia Barristers’ Society may count this program for 1.5 Continuing Professional Development hours.\nMembers of the Law Society of New Brunswick may consider this program for 1.5 Continuing Professional Development hours.
URL:https://lancasterhouse.com/event/responding-to-employees-in-distress-recognizing-and-responding-to-mental-health-crises-at-work/
LOCATION:Virtual Event
CATEGORIES:Webinar
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