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CSA

By Michele Glassford | 4 Minutes Read March 4, 2013

Integrating the psychological health and safety standard into existing organizational policies and processes

On January 16, 2013, the Standards Council of Canada (CSA) published a new national standard dealing with psychological health and safety in the workplace. Although not a mandatory standard at this time, it is foreseeable that legislators, health and safety officers and inspectors, adjudicators and tribunals will be influenced by the standard when dealing with psychological and mental health issues in the workplace. In addition, such standards may be absorbed into the employer’s general duty to protect workers from harm in the workplace, which exists in all jurisdictions in Canada. Employers should also scrutinize their workplace operations, policies, procedures and processes under the auspices of the psychological health and safety system recommended in the standard.

Article by Michele Glassford / Accessibility Standards, Employee Relations, Employment Standards, Health and Safety, Human Rights, Payroll, Union Relations / Accessibility for Ontarians with Disabilities Act, Accessibility Standards PolicyPro, AODA, Benefits policies, CAN/CSA-Z1003-13/BNQ 9700-803/2013, CSA, Disability, Employee Relations policies, employer’s general duty to protect workers from harm in the workplace, employment policies, Employment Principles, Health and safety policies, HR practices, Human Resources PolicyPro, Integrated Accessibility Standards Regulation, mental health, Mental illness, national standard, Pay and Performance policies, persons with disabilities, policies, policies and processes, PolilcyPro, prevention, procedures, promotion and resolution, promotion of mental health, psychological health and safety in the workplace, psychological health and safety system, Standards Council of Canada, the following workplace policies may be of particular relevance to the prevention of psychological health and safety issues, The Human Resources Advisor

By Clear Path Employer Services | 2 Minutes Read February 8, 2013

Psychological health & safety in the workplace: Now more important than ever

As of January 2013, Canada is now the first country in the world to adopt a national standard for mental health in the workplace. Several health and safety and human rights legislation across Canada already address providing safe and healthy workplaces, the prevention of harassment that includes bullying, sexual harassment, and discrimination based on disability which includes mental illnesses. However, this new standard now gives employers and employees support to make their workplaces psychologically safe and healthy.

Article by Clear Path Employer Services / Accessibility Standards, Employee Relations, Health and Safety, Human Rights / Absenteeism, bullying, Conference Board of Canada, CSA, discrimination, duty to accommodate, employment law, harassment, Long-Term Disabilit, mental health, Mental Health Commission of Canada, mental health issues, national standard, national standard for mental health in the workplace, policies and processes, psychological health and safety in the workplace, psychologically safe and healthy, Risk mitigation, sexual harassment, short-term disability, workplaces psychologically safe and healthy

By David Hyde | 8 Minutes Read May 18, 2012

Conducting a workplace violence risk assessment: six common pitfalls

Despite the fact that a significant majority of Canadian organizations are legally obligated to conduct workplace violence risk assessments, it appears that uncertainty and inconsistency are commonplace when it comes to the actual conduct of the assessment. This month, we will take a closer look at workplace violence risk assessments: what they are, what they aren't, common pitfalls in conducting them and some best practice considerations from the available literature.

Article by David Hyde / Employee Relations, Health and Safety / atlantic provinces, BC, Bill 168, British Columbia, Canadian Standards Association, conditions of work, CSA, employment law, federal jurisdiction, hazard identification, health and safety committee, independent contractors, internal responsibility system, manitoba, nature of the workplace, occupational health and safety act, Occupational Health and Safety Council of Ontario, OHSCO, ontario, potential for violence, reports of violence, risk assessment, risk assessment checklist, type of work, violence prevention, workplace harassment, workplace investigation, workplace violence, workplace violence and harassment policy, workplace violence program, workplace violence training

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