Leadership Learning Series©

Health Upwardly Mobile (HUM) Inc.

Leadership Learning Series© 

Empowering leaders with the right health information 

available for employee management 

Why HUM Inc.?

UNDERSTANDING WHAT YOU DON’T KNOW IS EVERYTHING.

Innovation in the management of employee health, mental health, and addictions is rapidly changing. To best arm your organization you need to have access to current knowledge, and resources to make the best decisions for your employees and organization. HUM Inc. is leading the way to help you create healthy environments through: direct employee healthcare services (direct referrals for: mental health/addictions/chromic pain), leadership education, employee education, corporate consulting services, train the trainer certification programs, video online training, and speaking engagements to support continuing education credits for professionals. HUM Inc is invested in the latest research to support your organization with a continuum of resources from front line or crisis care to policy development for best practices in the areas of health, mental health, addictions, and chronic pain.

HUM Leadership Learning Series©

1) Select a Topic of Your Choice (or Request One)

2) Select Dates for Training

3) Book a Consult to Discuss Your Unique Needs with Denise Baril at denise@workplacespeakernetwork.com

 

Popular Leadership Topics:

Understanding The World of Addiction Today
Understand the latest research regarding Addiction and how you can support employees and/or their family members in getting appropriate help. Knowledge is power! Use the latest research to empower your leaders to recognize and deal with addiction in the workplace.
Performance Issues and Addiction
Supporting an employee who is struggling with Addiction can be a huge challenge for many employers and it is a challenge that’s not going away anytime soon. When you have concerns that an employees performance may be impacted by Addiction, you need to act. Learn how to have critical conversations, handle confidential medical information professionally and understand your options for treatment.

Signs of Addictive Behaviour in The Workplace

It can be hard to identify whether you are observing active addiction or another mental health or emotional issue in an employee. Learn the warning signs of addiction and receive supportive strategies about how to respond.

For example: Sam is a fulltime accountant at a medium size company. For the past 6 months, he has shown up late for work, had unexplained absences and come to work disheveled. What does this mean and what are next steps?

Employee Stress Management: How Leaders Can Address Managing Employees With Stress

In this session we will talk about typical triggers, short vs. long-term stress, and warning signs to look out for. We will also cover how to provide appropriate support to help people care for themselves or their loved one.

Recognizing and Dealing with Addiction in the Workplace

Alcohol and other drugs cost workplaces an estimated $6 billion per year in lost productivity, recent research has estimated that 2.5 million days are lost annually due to alcohol and other drug use, at a cost of more than $680 million. One in ten workers have reported experiencing the negative effects associated with a co-worker’s misuse of alcohol and drugs. The negative effects include reduced ability to do their job, involved in an accident or close call, worked extra hours to cover for a co-worker, and took at least one day off work. Apart from alcohol, marijuana is the most commonly used and abused illegal drug by employees, followed by cocaine, with prescription drug use steadily increasing.

In this session we will address common challenges leaders face in dealing with addiction issues in the workplace. In Canada, Addiction is recognized under employment law as a disability so what are some key strategies to put in place to deal with addiction to assist and accommodate these employees before terminating their employment?  To what extent must employers accommodate these employees including those in more safety sensitive workplaces where an impaired employee is putting other employees at risk?

 Addiction and Emotions: The Volcano Effect

When someone has Addiction, it is not uncommon for emotions and feelings to be suppressed. If feelings aren’t communicated and dealt with, they can boil beneath the surface and eventually cause so much pressure that they erupt like a volcano. Understand common underlying emotions and feelings people tend to suppress, how they are magnified with Addiction and can triggered by people, places and things. What are healthy strategies to deal with feelings?

For example: Joan is approached by a coworker to help with a project that is overdue; she feels rage and blasts him for coming to her for help. She later goes and apologizes, feeling embarrassed she caused such a scene and potentially jeopardized her job. What is going on? How can these situations be dealt with effectively in the workplace?

 

Understanding the Role of an Employer in Dealing with Confidential Information 

When dealing with health related situations, it is critical that employers set up a process and have a policy about what information they need and don’t need to help an employee get help. Know what the boundaries are, when to refer, how to refer, what information is required, who is responsible in the organization to obtain this information and how to set up employee files for tracking confidential medical information and communication.

Develop a Substance-Free Workplace Policy

Given the increasing prevalence of Addiction and mental health globally, most employers will have to deal with this issue at some point. Accordingly, organizations need to ensure that there is a policy that encompasses more than dealing with the employees’ rights to confidentiality. Learn about the necessary components in the policy, identify the issues, how substance use and addiction impacts the workplace, what are the expectations of the employee and how they will be assisted. Organizations need to make their policy accessible to all employees, and make sure that all employees are aware of the policy.

Dealing with Addiction in Safety-Sensitive or Safety Critical Positions

Learn how employers can balance the safety risks associated with workplace impairment and individual privacy rights for employees. Unannounced or random drug testing programs are only one element of a more comprehensive fitness-for-duty or drug-and-alcohol policy that applies to the workplace. Understand the key components employers need to understand in regards to their business and industry to create a well thought-out policy.

How and When to Make Referrals for Mental Health and Addiction

The terms mental health and Addiction mean different things to different people and can refer to a wide range of symptoms that affect mood, thinking and behaviour. Common issues are depression, anxiety, stress as well as addiction involving substances and addiction beyond substances (eg. gambling). Symptoms vary from mild to severe and with appropriate treatment and support, most people can improve their overall health and wellness. Learn how and when to make referrals, the importance of a comprehensive assessment to determine the acuity of the problems, determine the treatment plan.

Understanding Resources, Treatment Options, and The Process of Care for People with Addiction

When someone has been diagnosed with Addiction, understand what resources are available, how to access appropriate professional support and treatment, why holistic recovery beyond abstinence is recommended. Learn about treatment options available comparing outpatient, intensive outpatient and inpatient treatment, when a person is fit to return to work. What is the role of the employer when the person returns to work?

Employees and Chronic Pain: The Role of Employers 

Nearly one in five Canadians or 18% suffers from chronic pain, defined as pain that lasts longer than six months. Chronic pain can be mild or excruciating, episodic or continuous, merely inconvenient or totally incapacitating. On average employees with chronic pain miss 28.5-work days/year. In most cases, chronic pain is a type of disability that employers have a legal obligation to accommodate and supporting these employees can be very challenging. Learn more about ways employers and employees can take steps, and explore ways for chronic pain sufferers to stay on the job and remain productive.

Health Upwardly Mobile (HUM) Inc is now offering introductory educational sessions (HUM Inc Leadership Learning Series©) to answer questions you may have about dealing with employees and topics relating to: addictions, mental health, and chronic pain.Our introductory sessions will provide managers, supervisors, human resource professionals, occupational health leaders, and key decision makers with practical hands on information to address issues that surface in the workplace. Sessions are designed to speak to real issues you deal with in your workplace environment. Your first session is complimentary. Contact us now.

 

For information about HUM’s general policies, including cancellations and fees, please click here