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Healthy Workplaces | Homewood Health EAP EFAP Healthy Workplaces Blog

News just released Jul 10: Sickness absence costs, stigma, Apple’s health app

Some of the lat­est we are following:

Com­pa­nies urged to become ‘men­tal health friendly’ to cut sick­ness absence costs

Employ­ers are being urged to become ‘men­tal health friendly’ employ­ers, with back­ing from the gov­ern­ment, in order to tackle the huge costs of sick­ness absence due to men­tal health issues.

More…

 

New report says peo­ple with men­tal ill­ness ‘held back’ by stigma

A report has said many peo­ple with a men­tal ill­ness also suf­fer from dis­abil­i­ties and that stigma is still hold­ing them back from social inter­ac­tion and the workplace.

The report, Under­stand­ing Emo­tional, Psy­cho­log­i­cal and Men­tal Health (EPMH) dis­abil­ity in Ire­land: Fac­tors Facil­i­tat­ing Social Inclu­sion, was pub­lished by the ESRI and the National Dis­abil­ity Author­ity yesterday.

Get the pre­sen­ta­tion of the report here

 

Can Apple Health Change Behav­ior? (Op-Ed)

You need moti­va­tional sup­port to turn inten­tion into action,” said David Con­roy, a pro­fes­sor of kine­si­ol­ogy at Penn­syl­va­nia State Uni­ver­sity in an inter­view with me. His cur­rent study in The Amer­i­can Jour­nal of Pre­ven­tive Med­i­cine, con­ducted with col­leagues at Penn State, exam­ined more than 150 of the most pop­u­lar exer­cise apps.

Most of the apps Con­roy stud­ied demon­strate how to prop­erly per­form a work­out, which is great if you’ve taken the ini­tia­tive to locate a gym, buy a mem­ber­ship, set aside time and show up to exer­cise. But, accord­ing to the U.S. Cen­ters for Dis­ease Con­trol and Pre­ven­tion (CDC), 80 per­cent of Amer­i­cans never make it that far — espe­cially those most in need of healthy habits, such as the elderly, the sick and the poor.

More…

 


About Home­wood Health Home­wood Health is the Cana­dian leader in men­tal health and addic­tion ser­vices. With over 130 years of expe­ri­ence, we achieve out­stand­ing out­comes every day through our national net­work of nearly 4,000 employ­ees and clin­i­cal experts, and through the Home­wood Health Cen­tre — one of Canada’s largest and lead­ing facil­i­ties for med­ical treat­ment of men­tal health and addic­tion dis­or­ders. Our com­plete suite of ser­vices includes orga­ni­za­tional well­ness, employee and fam­ily assis­tance pro­grams, assess­ments, out­pa­tient and inpa­tient treat­ment, recov­ery man­age­ment, return to work and fam­ily sup­port ser­vices, cus­tomized to meet the spe­cial­ized needs of indi­vid­u­als and orga­ni­za­tions. Home­wood Health is redefin­ing men­tal health and addic­tion ser­vices to help Cana­di­ans live health­ier, more pro­duc­tive and more ful­fill­ing lives. NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Health, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

Is your workplace making your mentally unhealthy?

Is your work­place mak­ing your men­tally unhealthy?

ABC Health (Aus­tralia) reports;

  • Half of employ­ees believe their work­place is men­tally unhealthy.
  • Fac­tors can con­tribute include: prob­lems with the job itself,difficult rela­tion­ships with col­leagues or man­agers, organ­i­sa­tional fac­tors, thier issues hap­pen­ing in the employee’s life indi­vid­ual fac­tors, such as per­son­al­ity, cop­ing style and level of resilience.
  • Men­tal ill­ness costs to the econ­omy are the lead­ing rea­son for absen­teeism, with one in five tak­ing time off due to men­tal health issues in the past year (edi­tor note: Aus­tralian stats).

http://www.abc.net.au/health/features/stories/2014/07/07/4040588.htm

Ingrid Ozols, man­ag­ing direc­tor of MentalHealth@Work (a provider of work­place men­tal health edu­ca­tion, train­ing and strate­gic pro­gram devel­op­ment) says pre­sen­teeism, when peo­ple go to work despite being injured or unwell, also hurts business’s bot­tom line.

Pre­sen­teeism is when the lights are on but no-one is home. Some­one is star­ing at the com­puter but on autopi­lot. It is hard to observe and quan­tify but is a great bur­den to work­places of all shapes and sizes,” she says.

But it’s not a sim­ple equa­tion of a prob­lem­atic work­place dam­ag­ing staff men­tal health. Dr Sam Har­vey, con­sul­tant psy­chi­a­trist and head of the Work­place Men­tal Health Research Group (a part­ner­ship between The Black Dog Insti­tute and UNSW), says “work­place men­tal health is a com­plex inter­ac­tion between indi­vid­u­als, their cop­ing and resilience skills, and their jobs.

Many peo­ple work in stress­ful sit­u­a­tions and they don’t get unwell. We are only now start­ing to look at what it is about their resilience and cop­ing mechanisms.


About Home­wood Health

Home­wood Health is the Cana­dian leader in men­tal health and addic­tion ser­vices. With over 130 years of expe­ri­ence, we achieve out­stand­ing out­comes every day through our national net­work of nearly 4,000 employ­ees and clin­i­cal experts, and through the Home­wood Health Cen­tre — one of Canada’s largest and lead­ing facil­i­ties for med­ical treat­ment of men­tal health and addic­tion dis­or­ders. Our com­plete suite of ser­vices includes orga­ni­za­tional well­ness, employee and fam­ily assis­tance pro­grams, assess­ments, out­pa­tient and inpa­tient treat­ment, recov­ery man­age­ment, return to work and fam­ily sup­port ser­vices, cus­tomized to meet the spe­cial­ized needs of indi­vid­u­als and orga­ni­za­tions. Home­wood Health is redefin­ing men­tal health and addic­tion ser­vices to help Cana­di­ans live health­ier, more pro­duc­tive and more ful­fill­ing lives.

NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Health, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

Not good news about mental health conditions in the construction industry

A recently com­pleted Aus­tralian sur­vey of the con­struc­tion indus­try in Aus­tralia revealed some sur­pris­ing find­ings. Quot­ing the article:

More than three in ten work­ers within the Aus­tralian con­struc­tion indus­try do not believe their work­places are men­tally healthy accord­ing to a new sur­vey which exam­ines the cost of men­tally unhealthy work­places upon employ­ers and typ­i­cal worker responses to such environments.

Con­ducted by pub­lic health advo­cacy out­fit Beyond Blue, the sur­vey of 1,126 par­tic­i­pants includ­ing 85 senior man­agers and 1,041 employ­ees found that while more than eight in 10 work­ers within the con­struc­tion sec­tor con­sid­ered their work­places to be phys­i­cally safe, as many as 37 per cent did not feel their cur­rent work­place was men­tally healthy even though more than nine in 10 said men­tally healthy work­places were important.

he sur­vey also found that work­ers in ‘men­tally unhealthy’ work­places were more than three times more likely to take time off work com­pared with their peers in ‘healthy’ work­places and that employ­ees in such work­places were more likely to observe depres­sion in their col­leagues.
More­over, the ‘stigma’ attached to men­tal health issues in the work­place remains. Almost half of those sur­veyed within ‘unhealthy’ work­places (46 per cent) and more than a third of those sur­veyed within ‘healthy’ work­places say they would not want oth­ers in their work­place to know if they were expe­ri­enc­ing depres­sion or anxiety.

How­ever, the con­struc­tion sec­tor actu­ally com­pared rel­a­tively well to other sec­tors sur­veyed, where only 52 per cent of work­ers over­all said their cur­rent place of employ­ment was men­tally healthy.

We are curi­ous what the con­tribut­ing fac­tors are more specif­i­cally, and there will likely be fall­out from this given the for­ward think­ing of the var­i­ous Aus­tralian men­tal health agencies.

Source: http://sourceable.net/37-construction-workplaces-mentally-unhealthy/

 


About Home­wood Health

Home­wood Health is the Cana­dian leader in men­tal health and addic­tion ser­vices. With over 130 years of expe­ri­ence, we achieve out­stand­ing out­comes every day through our national net­work of nearly 4,000 employ­ees and clin­i­cal experts, and through the Home­wood Health Cen­tre — one of Canada’s largest and lead­ing facil­i­ties for med­ical treat­ment of men­tal health and addic­tion dis­or­ders. Our com­plete suite of ser­vices includes orga­ni­za­tional well­ness, employee and fam­ily assis­tance pro­grams, assess­ments, out­pa­tient and inpa­tient treat­ment, recov­ery man­age­ment, return to work and fam­ily sup­port ser­vices, cus­tomized to meet the spe­cial­ized needs of indi­vid­u­als and orga­ni­za­tions. Home­wood Health is redefin­ing men­tal health and addic­tion ser­vices to help Cana­di­ans live health­ier, more pro­duc­tive and more ful­fill­ing lives.

NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Health, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

Con­ducted by pub­lic health advo­cacy out­fit Beyond Blue, the sur­vey of 1,126 par­tic­i­pants includ­ing 85 senior man­agers and 1,041 employ­ees found that while more than eight in 10 work­ers within the con­struc­tion sec­tor con­sid­ered their work­places to be phys­i­cally safe, as many as 37 per cent did not feel their cur­rent work­place was men­tally healthy even though more than nine in 10 said men­tally healthy work­places were important.

The sur­vey also found that work­ers in ‘men­tally unhealthy’ work­places were more than three times more likely to take time off work com­pared with their peers in ‘healthy’ work­places and that employ­ees in such work­places were more likely to observe depres­sion in their colleagues.

More­over, the ‘stigma’ attached to men­tal health issues in the work­place remains. Almost half of those sur­veyed within ‘unhealthy’ work­places (46 per cent) and more than a third of those sur­veyed within ‘healthy’ work­places say they would not want oth­ers in their work­place to know if they were expe­ri­enc­ing depres­sion or anxiety.

How­ever, the con­struc­tion sec­tor actu­ally com­pared rel­a­tively well to other sec­tors sur­veyed, where only 52 per cent of work­ers over­all said their cur­rent place of employ­ment was men­tally healthy

- See more at: http://sourceable.net/37-construction-workplaces-mentally-unhealthy/#sthash.LPQ1Py0d.dpuf

More than three in ten work­ers within the Aus­tralian con­struc­tion indus­try do not believe their work­places are men­tally healthy accord­ing to a new sur­vey which exam­ines the cost of men­tally unhealthy work­places upon employ­ers and typ­i­cal worker responses to such envi­ron­ments — See more at: http://sourceable.net/37-construction-workplaces-mentally-unhealthy/#sthash.LPQ1Py0d.dpuf

More than three in ten work­ers within the Aus­tralian con­struc­tion indus­try do not believe their work­places are men­tally healthy accord­ing to a new sur­vey which exam­ines the cost of men­tally unhealthy work­places upon employ­ers and typ­i­cal worker responses to such envi­ron­ments. — See more at: http://sourceable.net/37-construction-workplaces-mentally-unhealthy/#sthash.LPQ1Py0d.dpuf

 

 

More than three in ten work­ers within the Aus­tralian con­struc­tion indus­try do not believe their work­places are men­tally healthy accord­ing to a new sur­vey which exam­ines the cost of men­tally unhealthy work­places upon employ­ers and typ­i­cal worker responses to such envi­ron­ments. — See more at: http://sourceable.net/37-construction-workplaces-mentally-unhealthy/#sthash.LPQ1Py0d.dpuf

More than three in ten work­ers within the Aus­tralian con­struc­tion indus­try do not believe their work­places are men­tally healthy accord­ing to a new sur­vey which exam­ines the cost of men­tally unhealthy work­places upon employ­ers and typ­i­cal worker responses to such envi­ron­ments. — See more at: http://sourceable.net/37-construction-workplaces-mentally-unhealthy/#sthash.LPQ1Py0d.dpuf
More than three in ten work­ers within the Aus­tralian con­struc­tion indus­try do not believe their work­places are men­tally healthy accord­ing to a new sur­vey which exam­ines the cost of men­tally unhealthy work­places upon employ­ers and typ­i­cal worker responses to such envi­ron­ments. — See more at: http://sourceable.net/37-construction-workplaces-mentally-unhealthy/#sthash.LPQ1Py0d.dpuf

Open plan offices rates as ‘unhealthiest’ work environments

Find­ings from a recent Canada research fojnd that over a quar­ter of employ­ees say their work­ing envi­ron­ment pro­motes stress.

When asked to rank how easy it was to be healthy in their work­ing environment:

  • employ­ees scored their work­places an aver­age of 6.3 out of 10,
  • open plan offices received a 6.1 rating
  • employ­ees who mostly worked from home rat­ing their envi­ron­ment at 8.1.
  • Many office-based work­ers favoured the idea of out­side areas in the work­place as well as health ben­e­fits, with a third of pri­vate office work­ers (33%) and 32% of open plan office work­ers say­ing they would like an out­side seat­ing area to get fresh air or stretch their legs.
  • Office work­ing also appeared to encour­age unhealthy eat­ing pat­terns, with 19% admit­ting to eat­ing lunch at their desk as they did not have time to eat a proper lunch.
  • 28% of respon­dents work­ing in open plan offices said that their work­ing envi­ron­ment caused stress (5% of home work­ers say­ing this was the case).
  • The find­ings also indi­cated that office work­ing envi­ron­ments were more likely to induce headaches and other ill­nesses, with over a third (34%) of employ­ees in open plan offices say­ing that they suf­fered from a lack of fresh air.

When asked about pos­si­ble solutions:

  •  38% of respon­dents said they would like to have healthy liv­ing or weight loss clubs available
  • 22% said they would like to see an employee and fam­ily assis­tance pro­gram offered.

Canada Life mar­ket­ing direc­tor Paul Avis commented:

We spend the major­ity of our time at work, so it’s not sur­pris­ing that the type of envi­ron­ment you work in can have such a sig­nif­i­cant impact on your health and well­be­ing. Employ­ers have a duty to ensure they are pro­vid­ing an appro­pri­ate and com­fort­able work­space and encour­age their employ­ees to take reg­u­lar breaks away from their desks. With ill­ness already prone to spread­ing in office envi­ron­ments, it’s cru­cial to offer a work­space that cul­ti­vates good health and well­be­ing rather than dam­ages it. It’s par­tic­u­larly con­cern­ing that a quar­ter of employ­ees feel their men­tal well­be­ing is being neg­a­tively affected by their work envi­ron­ment: stress is a major cause of long-term absence and can be hugely detri­men­tal to both employee and employer.”

 


About Home­wood Health

Home­wood Health is the Cana­dian leader in men­tal health and addic­tion ser­vices. With over 130 years of expe­ri­ence, we achieve out­stand­ing out­comes every day through our national net­work of nearly 4,000 employ­ees and clin­i­cal experts, and through the Home­wood Health Cen­tre — one of Canada’s largest and lead­ing facil­i­ties for med­ical treat­ment of men­tal health and addic­tion dis­or­ders. Our com­plete suite of ser­vices includes orga­ni­za­tional well­ness, employee and fam­ily assis­tance pro­grams, assess­ments, out­pa­tient and inpa­tient treat­ment, recov­ery man­age­ment, return to work and fam­ily sup­port ser­vices, cus­tomized to meet the spe­cial­ized needs of indi­vid­u­als and orga­ni­za­tions. Home­wood Health is redefin­ing men­tal health and addic­tion ser­vices to help Cana­di­ans live health­ier, more pro­duc­tive and more ful­fill­ing lives.

NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Health, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

 

 

Do clients focus too much on wellness ROI?

Do clients focus too much on well­ness ROI?

From the article:

From an employer’s stand­point, when employ­ees suf­fer from chronic dis­eases, both pro­duc­tiv­ity and oppor­tu­ni­ties are lost in terms of:

  • increased employee absenteeism;
  • increased dis­abil­ity;
  • increased acci­dents;
  • reduced work­place effec­tive­ness; and
  • neg­a­tive impacts on work qual­ity or cus­tomer service.

While well­ness pro­grams are valu­able tools to pro­mote healthy lifestyles and to improve the work­place envi­ron­ment, nail­ing the data and ROI is elu­sive. There is lit­tle short­age in stud­ies north and south of the 49th par­al­lel, but how this data is inter­preted and how it is over­laid on the par­tic­u­lar work­force is crit­i­cal to suc­cess. Real­is­ti­cally, employ­ers should use com­mon sense in mak­ing the well­ness deci­sion. Some ele­ment of trial and error will be crit­i­cal because chang­ing behav­iour is no easy task.

Read the full arti­cle here, includ­ing extrap­o­la­tion of study data to the Cana­dian context.

 


About Home­wood Health

Home­wood Health is the Cana­dian leader in men­tal health and addic­tion ser­vices. With over 130 years of expe­ri­ence, we achieve out­stand­ing out­comes every day through our national net­work of nearly 4,000 employ­ees and clin­i­cal experts, and through the Home­wood Health Cen­tre — one of Canada’s largest and lead­ing facil­i­ties for med­ical treat­ment of men­tal health and addic­tion dis­or­ders. Our com­plete suite of ser­vices includes orga­ni­za­tional well­ness, employee and fam­ily assis­tance pro­grams, assess­ments, out­pa­tient and inpa­tient treat­ment, recov­ery man­age­ment, return to work and fam­ily sup­port ser­vices, cus­tomized to meet the spe­cial­ized needs of indi­vid­u­als and orga­ni­za­tions. Home­wood Health is redefin­ing men­tal health and addic­tion ser­vices to help Cana­di­ans live health­ier, more pro­duc­tive and more ful­fill­ing lives.

NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Health, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

Manulife / Ipsos Reid Health and Wealth Wellness Study 2014

The Man­ulife / Ipsos Reid Health and Wealth Well­ness Study 2014 is based on the results of an online sur­vey of over 2,000 work­ing Cana­di­ans from across Canada. The sur­vey was fielded in Feb­ru­ary 2014.

Take­away 1

There are strong links between how finan­cially pre­pared an employee feels, and how healthy, engaged and pro­duc­tive they are in the workplace.

Take­away 2

There is a pos­i­tive link between health and finan­cial well­be­ing. Employ­ees that are finan­cially pre­pared are more likely to be health­ier than those feel­ing unprepared.

Take­away 3

There is a very strong link between hav­ing a ben­e­fits and sav­ings plan and being finan­cially pre­pared. In fact, indi­vid­u­als with both a work­place ben­e­fits and retire­ment sav­ings plan are over 50% more likely to be finan­cially pre­pared than those with­out plans.

Take­away 4

Finan­cial advi­sors improve chances to be finan­cially prepared.

Source: Read the Man­ulife report here.


About Home­wood Health

Home­wood Health is the Cana­dian leader in men­tal health and addic­tion ser­vices. With over 130 years of expe­ri­ence, we achieve out­stand­ing out­comes every day through our national net­work of nearly 4,000 employ­ees and clin­i­cal experts, and through the Home­wood Health Cen­tre — one of Canada’s largest and lead­ing facil­i­ties for med­ical treat­ment of men­tal health and addic­tion dis­or­ders. Our com­plete suite of ser­vices includes orga­ni­za­tional well­ness, employee and fam­ily assis­tance pro­grams, assess­ments, out­pa­tient and inpa­tient treat­ment, recov­ery man­age­ment, return to work and fam­ily sup­port ser­vices, cus­tomized to meet the spe­cial­ized needs of indi­vid­u­als and orga­ni­za­tions. Home­wood Health is redefin­ing men­tal health and addic­tion ser­vices to help Cana­di­ans live health­ier, more pro­duc­tive and more ful­fill­ing lives.

NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Health, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

 

Keeping Our Customers Fit and Healthy, Away From Home

Con­grat­u­la­tions to our Orga­ni­za­tional Well­ness Team!

Dur­ing a two-day event in Feb­ru­ary, our Home­wood Health Orga­ni­za­tional Well­ness team launched a large employer’s cus­tomized health and well­ness pro­gram. The project was specif­i­cally designed for the employ­ees reach their health and well­ness goals.

The Orga­ni­za­tional Well­ness team engaged with employ­ees look­ing to address a vari­ety of health and well­ness issues rang­ing from nutri­tion and fit­ness, to coun­selling and coach­ing. The pro­gram was sup­ported through our long-standing EFAP, as well as the inte­gra­tion of Per­sonal Train­ing and Health Coaching

Employ­ees enthu­si­as­ti­cally embraced the pro­gram and were sur­prised by the num­ber of spe­cial­ity pro­grams avail­able. Shift­work, smok­ing ces­sa­tion and nutri­tional coun­selling were among the hot top­ics dri­ving employ– ees to make health­ier choices.

We received com­ments such as:

“This is so cool, when can I start!?”

“The [pro­gram] makes my ben­e­fits approach­able and easy to understand”

This remark­able event reflects our team’s com­mit­ment to ‘accel­er­at­ing our rev­enue growth’ by expand­ing the scope of ser­vices we offer clients and tai­lor­ing pro­grams to meet their spe­cific needs.

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How can we help?

The Healthy Work­places blog is brought to you by Home­wood Human Solu­tions. We are part of Schlegel Health Care, a family-owned health care orga­ni­za­tion with a focus on men­tal health and addic­tions, employee and fam­ily assis­tance, dis­abil­ity man­age­ment, and long-term care for older adults. How can we help?

Home­wood Human Solutions

Nation­wide EFAP and Dis­abil­ity Pro­grams

Home­wood Human Solu­tions™ offers a one-of-a-kind approach to the mar­ket: the high­est qual­ity of clin­i­cal sup­port and inter­ven­tion avail­able within the EFAP indus­try, and an unmatched con­tin­uum of ser­vices — span­ning health pro­mo­tion, men­tal health and addic­tions treat­ment, and prevention-focused work-life coun­selling services.

Home­wood Dis­abil­ity Treat­ment Program

Effec­tive dis­abil­ity man­age­ment for men­tal ill­ness must go beyond “man­ag­ing” dis­abil­ity to include both inpa­tient and out­pa­tient treat­ment. Treat­ment goals must incor­po­rate strate­gies for suc­cess­ful work rein­te­gra­tion to min­i­mize recur­rence and relapse.

The Home­wood Dis­abil­ity Treat­ment Pro­gram (HDTP) com­bines the ser­vices avail­able through the Home­wood Health Cen­tre – a nation­ally rec­og­nized men­tal health and addic­tion treat­ment cen­tre with the best national net­work of skilled men­tal health and addic­tion treat­ment pro­fes­sion­als through Home­wood Human Solu­tionsTM.

Home­wood Health Centre

Nation­ally rec­og­nized men­tal health and addic­tion facil­i­ties

Home­wood Health Cen­tre is Canada’s unsur­passed med­ical leader in addic­tion and men­tal health treat­ment, pro­vid­ing highly spe­cial­ized psy­chi­atric ser­vices to all Cana­di­ans. We are a 312-bed, Sched­ule 1 facil­ity under the Ontario Men­tal Health Act. We oper­ate nine pro­grams treat­ing a range of men­tal health and addic­tion issues.

Home­wood Health Cen­tre is located in Guelph, Ontario.

Schlegel Vil­lages

Con­tin­uum of care facil­i­ties for older adults (long-term care and retire­ment homes)

Schlegel Vil­lages are designed, built and man­aged by the Schlegel fam­ily of Kitch­ener, Ontario. Our motto: “It Takes a Vil­lage to Care” lives on.

Cana­dian owned and oper­ated, our Vil­lages ben­e­fit from the Schlegel fam­ily hav­ing over 40 years of direct expe­ri­ence co-owning, man­ag­ing and oper­at­ing Long Term Care and Retire­ment Com­mu­ni­ties in Ontario. There are eleven Schlegel Vil­lages hous­ing approx­i­mately 2500 seniors. Each Vil­lage has a Long Term Care com­po­nent, with Full Ser­vice Retire­ment Liv­ing, Assisted Care, Mem­ory Care and Inde­pen­dent Liv­ing options being added in stages. The first Schlegel Vil­lage opened in 1998 in Guelph.

Have you vis­ited our Pin­ter­est site? We have many, many more info­graph­ics to peruse. Have a look here!

We’re on Google Plus!

NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Human Solu­tions, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

 

Investing in Employees’ Health Leads to Increased Productivity

An annual gain of 10 hours in pro­duc­tive time for work­ers who improve health!
Work­place health pro­mo­tion pro­grams that improve employee health can lead to sig­nif­i­cant increases in pro­duc­tiv­ity — and asso­ci­ated cost sav­ings, reports a study in the Octo­ber Jour­nal of Occu­pa­tional and Envi­ron­men­tal Med­i­cine, offi­cial pub­li­ca­tion of the Amer­i­can Col­lege of Occu­pa­tional and Envi­ron­men­tal Med­i­cine (ACOEM).“Participating in health pro­mo­tion pro­grams can help improve pro­duc­tiv­ity lev­els among employ­ees and save money for their employ­ers,” accord­ing to the study by Rebecca J. Mitchell, MPH, and col­leagues of OptumHealth, Golden Val­ley, Minn.The researchers ana­lyzed the pro­duc­tiv­ity effects of a pro­gram in which well­ness coaches pro­vided tele­phone sup­port to help employ­ees address health prob­lems or risks. The study used mea­sures of lost work time includ­ing absen­teeism as well as “pre­sen­teeism” — time spent at work with reduced productivity.The pro­gram led to sig­nif­i­cant reduc­tions in lost work time — equiv­a­lent to about 10.3 hours in addi­tional pro­duc­tive time per year. Sav­ings aver­aged about $350 per par­tic­i­pat­ing employee, com­pared to sim­i­lar work­ers who did not par­tic­i­pate in the well­ness program.The sav­ings were even greater for employ­ees who suc­cess­fully improved their health or low­ered health risk in at least one area. For a typ­i­cal employee, the gain in pro­duc­tive time amounted to about 0.5 percent.Effective health pro­mo­tion pro­grams lead to sav­ings in med­ical and absen­teeism costs. The new results “add to the grow­ing body of evi­dence that invest­ing in a healthy work­force can help to increase pro­duc­tiv­ity lev­els of employ­ees,” Ms. Mitchell and coau­thors con­clude. How­ever, they add, “It takes time and com­mit­ment for pro­gram par­tic­i­pa­tion to yield success.”

Cita­tion — Mitchell RJ, Ozminkowski RJ, Serxner S. Improv­ing employee pro­duc­tiv­ity through improved health. J Occup Env­i­ron Med. 2013;55(10):1142–8.

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How can we help?

The Healthy Work­places blog is brought to you by Home­wood Human Solu­tions. We are part of Schlegel Health Care, a family-owned health care orga­ni­za­tion with a focus on men­tal health and addic­tions, employee and fam­ily assis­tance, dis­abil­ity man­age­ment, and long-term care for older adults. How can we help?

Home­wood Human Solutions

Nation­wide EFAP and Dis­abil­ity Pro­grams

Home­wood Human Solu­tions™ offers a one-of-a-kind approach to the mar­ket: the high­est qual­ity of clin­i­cal sup­port and inter­ven­tion avail­able within the EFAP indus­try, and an unmatched con­tin­uum of ser­vices — span­ning health pro­mo­tion, men­tal health and addic­tions treat­ment, and prevention-focused work-life coun­selling services.

Home­wood Dis­abil­ity Treat­ment Program

Effec­tive dis­abil­ity man­age­ment for men­tal ill­ness must go beyond “man­ag­ing” dis­abil­ity to include both inpa­tient and out­pa­tient treat­ment. Treat­ment goals must incor­po­rate strate­gies for suc­cess­ful work rein­te­gra­tion to min­i­mize recur­rence and relapse.

The Home­wood Dis­abil­ity Treat­ment Pro­gram (HDTP) com­bines the ser­vices avail­able through the Home­wood Health Cen­tre – a nation­ally rec­og­nized men­tal health and addic­tion treat­ment cen­tre with the best national net­work of skilled men­tal health and addic­tion treat­ment pro­fes­sion­als through Home­wood Human Solu­tionsTM.

Home­wood Health Centre

Nation­ally rec­og­nized men­tal health and addic­tion facil­i­ties

Home­wood Health Cen­tre is Canada’s unsur­passed med­ical leader in addic­tion and men­tal health treat­ment, pro­vid­ing highly spe­cial­ized psy­chi­atric ser­vices to all Cana­di­ans. We are a 312-bed, Sched­ule 1 facil­ity under the Ontario Men­tal Health Act. We oper­ate nine pro­grams treat­ing a range of men­tal health and addic­tion issues.

Home­wood Health Cen­tre is located in Guelph, Ontario.

Schlegel Vil­lages

Con­tin­uum of care facil­i­ties for older adults (long-term care and retire­ment homes)

Schlegel Vil­lages are designed, built and man­aged by the Schlegel fam­ily of Kitch­ener, Ontario. Our motto: “It Takes a Vil­lage to Care” lives on.

Cana­dian owned and oper­ated, our Vil­lages ben­e­fit from the Schlegel fam­ily hav­ing over 40 years of direct expe­ri­ence co-owning, man­ag­ing and oper­at­ing Long Term Care and Retire­ment Com­mu­ni­ties in Ontario. There are eleven Schlegel Vil­lages hous­ing approx­i­mately 2500 seniors. Each Vil­lage has a Long Term Care com­po­nent, with Full Ser­vice Retire­ment Liv­ing, Assisted Care, Mem­ory Care and Inde­pen­dent Liv­ing options being added in stages. The first Schlegel Vil­lage opened in 1998 in Guelph.

Have you vis­ited our Pin­ter­est site? We have many, many more info­graph­ics to peruse. Have a look here!

We’re on Google Plus!

NOTE: The con­tent and opin­ions offered in Healthy Work­places blog posts do not nec­es­sar­ily reflect the for­mal stance of Home­wood Human Solu­tions, unless oth­er­wise iden­ti­fied. We bring this infor­ma­tion for­ward in the inter­ests of openly shar­ing val­ued infor­ma­tion in this time of fast-growing online con­ver­sa­tions and knowledge.

 

Are employees facing the schoolyard bully in your workplace?

Note: Orig­i­nally pub­lished on the Healthy Work­places blog Feb 12, 2012

A recent (2011) Career­Builder study shows that 27% of U.S. work­ers have felt bul­lied in the work­place with the major­ity not con­fronting or report­ing the bully. Addi­tion­ally: 11% of respon­dents say they felt bul­lied by a coworker, and 14% say they felt bul­lied by their imme­di­ate super­vi­sor. Another 7% say the bully was not their boss, but some­one higher up in the organization.

In Canada, employ­ers have a respon­si­bil­ity to take rea­son­able steps to pro­tect employ­ees from harm that may occur in the work­place. The gov­ern­ing laws vary by province and ter­ri­tory, but the require­ment is basi­cally the same across Canada— employ­ers are required to:

  • Rec­og­nize signs of vio­lence and harassment;
  • Assess poten­tial risks to employ­ees and other bystanders (e.g., clients, customers);
  • Estab­lish pro­ce­dures to con­trol these risks;
  • Edu­cate employ­ees, man­agers, super­vi­sors and key per­son­nel on these issues;
  • Respond appro­pri­ately and conᴀ­den­tially to issues (e.g., inci­dents, com­plaints) that are iden­tiᴀed; And,
  • Take rea­son­able action to resolve issues.

Pro­gres­sive provini­cial leg­is­la­tions are help­ing help­ing to change this pic­ture and requir­ing account­abil­ity from employ­ers to have poli­cies and train­ing in place that sup­port more respect­ful work­places (e.g. Bill 168 amend­ment to the Ontario Occu­pa­tional Health and Safety Act that came into effect June 15, 2010).

When work­place behav­iour is inap­pro­pri­ate and/or dis­repect­ful, do you know your responsibilities?
Sources:
2. Home­wood Human Solu­tions e-learning course: Sup­port­ing Respect in the Work­place, 2011.
Note: Orig­i­nal pub­li­ca­tion date Feb 21, 2012.

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