Report from the OH&S Canada magazine (Spring 2022)
Report by the Canadian Centre for Occupational Health and Safety (CCOHS) Corner
This is the third article of a three-article ongoing report from the CCOHS. I felt it necessary to pass this complete article on because of the growing stress in the world today and the need to address workplace stress in general.
Dan Beal – CHSEP Advanced
Create a Supportive Culture
To get started, develop a policy on disconnecting that defines the boundaries between work and non-work time. It should set expectations for response times to non-essential emails sent after established hours and how working across different time zones will be addressed. Consider how disconnecting impacts emergencies and other safety-related issues and include how labour or employment standards protections will be respected.
Organizations can also implement ‘quiet hours’ to reduce and discourage emails or meetings outside of established hours. If an email is sent after hours, make it clear a response is not expected outside of established hours, have a conversation and offer support.
Managers and supervisors can lead by example by signing off when their work hours are over and sharing how they transition from work time to personal time. This also shows the disconnecting isn’t a barrier to achievement.
Help Workers Disconnect
- Lead by example,
- Promote disconnecting at the end of the day as part of your corporate culture,
- Provide awareness of work-life balance skills as part of workplace health and wellness programs,
- Do not send, and instruct workers not to respond to, work communications during their time off, and
- Avoid rewarding workers who continue to work outside of their established hours.
Employers and employees can support this initiative by not routinely calling or emailing outside the established working hours and by indicating when a communication doesn’t need immediate attention.
Disconnecting can start with something as simple as an end of workday ritual, like heading out for a walk immediately after shutting down your computer. If you have enough space at home, create a separate working room or area, and ignore it when the workday is over.
The rise of mobile technology and alternate work arrangements have opened the doors to unlimited access to work, and pressure to continue working outside of required hours.
Like Amira, the boundaries between being at work and not at work have become increasingly blurred for many workers. Promoting the right to disconnect can help everyone work toward a safer, healthier and more productive workplace.
HRS Group Inc. has a great team that can help you with all your health and safety needs including ‘Stress in the Workplace’, and ‘Violence and Harassment in the Workplace’.
Contact Deborah toll free at 1-877-907-7744 or locally at 705-749-1259.
We can also be reached at info@hrsgroup.com
Ensure your workplace is a safe place.
Remember – In Canada, “ALL Accidents are Preventable”
‘Work’ and ‘Play’ safe.
Daniel L. Beal
CHSEP – Advanced Level
CEO & Senior Trainer
HRS Group Inc.