Once simply considered a dismissive solution to life’s woes, “just walk it off” can become a message with a proactive purpose, as well as a way to resolve conflict in the workplace. A benefit to both physical and mental health, walking is ideal for any fitness and commitment level. Employers would be wise to promote […]
The season is changing as the long, carefree, lazy days of summer are wrapping up. Everyone is preparing for a change in weather, as well as their own mood, behaviour and stress levels. This time of year produces some of the highest stress levels for Canadians — even more than the holidays — and it […]
Canadian workers are more likely to see presenteeism as a serious issue than employers, finds a Morneau Shepell survey.
Organizations across Canada need to put in place graduated return-to-work strategies to help employees after being treated for depression, according to a report.
On any given day, you may look around your office and see that all your employees are at work. But present doesn’t always mean productive. Presenteeism—absenteeism’s lesser known, but still costly, cousin—occurs when employees who are physically present are, due to a physical or emotional issue, distracted to the point of reduced productivity.
Workplace absenteeism is a major concern these days––and with good reason. Even casual absenteeism costs Canadian employers billions of dollars a year. And that doesn’t take into account disability costs, lost productivity or the demoralizing impact on the workplace.
Absenteeism is an issue every employer must deal with. But how do employers deal with it before it becomes a serious problem? That was the focus of Benefits Canada's Face to Face Workforce Management half-day conference in Toronto yesterday.
For Dr. Stanley Dermer, chief psychiatrist for D.W. Dermer & Associates, mental health in the workplace is associated with two metaphors: an elephant and an iceberg.