Respect and Your Role

2009

Team Issues

• Conflict / Stress• Expectation - Quality Service• Impact of Change • Mental Health Needs • Respectful Workplace• Work-Life Balance• Brainstorm

Ability to Cope and Deal with Stress & Change:

What impacts?• Team approach – group attitude• Past successes• Amount of recent change in your

personal & work life• Significance of the losses• Thinking of the change: threat or

challenge• Supports to help cope

Basic Mental Health Needs

in the Workplace• Respect and appreciation• Feeling heard or listened to• Freedom to speak up• A sense of confidence and self worth• A sense of belonging to a meaningful and

supportive work group• Freedom from chronic symptoms of

distress,• Skills to manage anxiety and depression• Periods of relative calm and peace of mind

Work Factors Threatening Mental Health & Physical

SafetyExamples of “Stressors”

• Work overload and time pressure• Lack of influence over day-to-day work• Lack of training and/or preparation• Too little or too much responsibility• Ambiguity in job responsibility (too many

masters)• Lack of recognition• Discrimination• Poor communication • Disrespect in the Workplace

Consequences of Excessive Stress

• Rushed, stressed and helpless

• Abused• Nervous• Depressed• Angry and upset• Lack of

concentration• Easily distracted

• Eat poorly• Drink excessively• Use too many

medications• No time for exercise• Sleep poorly• Prone to infections• More likely to get

injured• Cardiovascular risk

Mental Consequences

Physical Consequences

• Ability to form and maintain relationships is threatened

• More socially isolated

• More quarrelsome and argumentative

• Waste time• Likely to damage things• High absenteeism• Less creative• Less productive• Less efficient• Less courteous with

customers• High medical and drug

claim costs

Social Consequences

Economic Consequences

Ongoing Destructive Conflict and Stress

can Result in a

DISRESPECTFULWORKPLACE

What is Disrespectful or Inappropriate Behavior?

Disrespectful or inappropriate behavior/conduct may be defined as:

behavior or conduct that is known or ought reasonably to be

known to be unwelcome, objectionable or offensive

Examples of Disrespectful Behaviour

Yelling or using profanity

Physically abusing or threatening abuse

Intruding on a persons privacy by spying or stalking

Constantly interrupting

Spreading malicious rumors or gossip

Name Calling Sarcasm

Rolling eyes Offensive jokes Demeaning a

person Not helping

someone Humiliating

someone Belittling someone Ignoring someone Yelling, shouting Making Fun Being impolite

Effects of “Disrespect” Individual• Feelings of

frustration• Anger &

helplessness• Loss of confidence• Inability to sleep• Panic & anxiety• Depression• Family tension &

stress• Inability to

concentrate

Workplace• Increased

absenteeism• Increased turnover• Increased stress• Decreased morale• Increased risk of injury• Decreased

productivity• Avoidance of specific

units/skill deterioration

• Increased safety risks for patients

Respectful Workplace:

What’s Your Responsibility?

All employees are encouraged to address disrespectful behavior when it happens, tell the person to stop it!

Refuse to participate in disrespectful behavior Support your colleagues who are the target of

that behavior Be aware of your own role in perpetuating

disrespectful behavior Report

Laws, regulations, and procedures are important, but they do not by themselves ensure a respectful workplace.

Each employee can have a powerful impact on the environment in which they work.

Creating a Respectful Workplace – Employee’s

Role

Resolution Options

Direct Response

Manager HandlesSituation

Mediation / EAP Collective

AgreementHarassment

PolicyHuman Rights

Commission

RNC orLawyer

Option becomes more formal

Staff Address

Leader Role - What to do if you Observe Disrespectful Behavior

If you observe someone being treated in a humiliating, degrading or disrespectful manner, address the issue.

Address disrespect and bullying in the workplace

Discipline where appropriate Harassment Policy

Role Model Respect

What to do if You are Accused of Disrespectful

Behavior: If your behavior becomes the focus of an

respectful workplace discussion, you are encouraged to become involved to help resolve the conflict.

Be willing to listen to what the problem is about. Try to be open to the other person’s perspective

and see if there could be a misunderstanding. Something you consider to be humorous, for example, may be offensive to someone else.

Consider the impact of your actions on the other person and be willing to make reasonable changes that could make a difference.

You are encouraged to discuss your concerns with others – Supervisor, Director, VP.

Respect is a Serious Matter…

All complaints of disrespectful behavior must be taken seriously and dealt with in a confidential and impartial manner.

Retaliation against an individual because they have made a complaint is considered unacceptable behavior and will be dealt appropriately.

Malicious complaints or complaints with a specific intent to harm will also be dealt with as unacceptable behavior and may result in disciplinary action.

Who is Responsible to Prevent Disrespect?

A REVIEW

Everyone has a Responsibility to Prevent Disrespect

• Source The person whose action offends others. If you think your behaviour offends someone else, stop the behaviour. 

• Target Tell someone if their behaviour offends you. Ask them to stop. Give a respectful response and avoid blaming. If the behaviour continues or is serious, report the incident to the appropriate person in the workplace.  

• Observer The person who sees disrespectful behaviour occur. You are not innocent. You have a responsibility to call attention to the disrespectful behaviour. Offer suggestions for more respectful behaviour. 

• Person with Authority Supervisors and managers should address disrespect immediately. Ultimately, it is the employer's responsibility to provide a respectful and harassment free workplace.

Employer / Manager Role

Emerging case law

- obligations for employers to take active steps to ensure that employees experience civil, kinder, gentler, respectful interactions from co-workers, supervisors and managers. (Respectful Workplace Initiatives)

- Employers who make the mistake of treating uncivil or volatile interactions between co-workers or supervisors as personality conflicts are at serious risk.

- Employers who fail to effectively deal with persons in authority who provide direction that includes yelling, screaming, rudeness, demeaning, belittling or threatening conduct or communications are at risk.

Legal & Ethical Responsibility

Human Rights Legislation Occupational Health & Safety Legislation Canadian Labor Code Duty of Care in Employment Law Due Diligence Tort Law (negligence)

Nancy Sulz vs Donald Smith (RCMP)British Columbia Supreme Court – January 19, 2006

A recent decision of the Supreme Court of British Columbia sends the latest, reminder of the serious risk of significant employer liabilities where an employee loses the capacity to earn a living in connection with mental health.

The plaintiff, Ms. Sulz, initiated a civil action against the RCMP, and her immediate supervisor, Donald Smith; claiming that as a result of the intentional or negligent harassment she was exposed to by Staff Sergeant Smith, she became clinically depressed and ultimately had to accept a medical discharge from her employment.

The Facts

Ms. Sulz experienced a relatively uneventful and relatively successful career with the RCMP for a period of approximately six years after joining the RCMP (between 1988 and 1994).

This all changed between 1994 and 1996. In 1994, the defendant, Don Smith, became Ms. Sulz’s Detachment Commander. In December of 1994, Ms. Sulz took medical leave in connection with complications attending her first pregnancy.

Ms. Sulz alleged that she was exposed to a course of harassment in 1994 and 1995 that destroyed her mental health and resulted in a medical discharge. A summary of the acts of harassment that she attributed primarily to Donald Smith were the following:

• Being advised that she had done something “stupid” and would have to pay the price. This was in response to her making a visit to the U.S. while on her medical leave without specific permission from her Detachment Commander.

• Receiving the following message on her voice mail while on medical leave, “Don says get your ass down here and sign this form or you won’t get any more pay cheques”.

• Exposed to the following message delivered on behalf of Don Smith, “I could fill out these forms for you should I so desire, but I don’t – so I won’t….”.

• Reports that Smith disseminated the following comments regarding Sulz, “She could not cut the mustard and had no place in the RCMP.”

Court Conclusion1. The defendant, Don Smith, as an

officer in charge, owed a duty of care to ensure a work environment free from harassment.

2. Don Smith breached his duty of care: was based on the following factual findings of the court:

i) Evidence of angry outbursts by Smith directed at or about Sulz.

ii) Failure of Smith to curb his temper.

iii) Failure of Smith to prevent rumours regarding the plaintiff.

The court determined that the defendant’s harassment materially contributed to the plaintiff’s mental health issues:

“The evidence shows that the harassment which the plaintiff experienced between 1994 and 1995 was the proximate cause of her depression; which in turn, ended her career with the RCMP.”

Summary of Damages

Past wage loss -$225,000

Future wage loss - $600,000

General damages - $125,000

Total - $950,000 + legal costs

Where Should Western Health Go From Here?

1. Develop and implement civil, respectful workplace policies.

2. Take steps to position our Organization to limit exposure to risk to employees whose ability to work is temporarily or permanently disrupted as a result of mental illness triggered by co-worker/ supervisor/ manager’s conduct inconsistent with an employee’s well-being.

3. Deliver relevant training to employees and management regarding respectful workplace requirements.

4. Take steps to ensure that everyone in our workplace is equipped with the knowledge, tools, skills and commitment to conduct themselves in a manner that complies with current requirements for workplace environments and interactions.

6. Equip supervisors and managers with the knowledge, sensibilities and skills they require to direct, manage, supervise and performance manage employees consistent with current standards.

7. Monitor, reinforce and enforce compliance with respectful workplace standards. Take issues of conduct below the standards seriously.

8. Respond in a timely, effective and meaningful manner to all incidents of conduct below the required standards.

9. Take the issues seriously: Investigate and

remediate.

Current Initiatives

Respectful Workplace SessionsMediation

Employee Wellness ProgramEmployee Assistance Program

Violence Prevention PolicyHarrassment Policy

As STRESS increases…so does, disrespect, sick

leave and anxiety….

Take a Step Back

Take Care of Yourself

Exploring Your Balance

A balance that fits: there is no “right” balance

Tips to Manage Stress

• Talk it out !!!• Escape…for a short while• Assess where feelings come from• Establish personal goals• Do something for others• Shun the “Superwoman” role• Schedule “ me time”• Schedule exercise• Laugh

Employee Assistance Program

A Component of Wellness

• Counselling available to employees to address work related or personal problems

• Confidential

How Do You Access EAP?

• Call 637 – 5306 • Toll Free – 1-866-637-5306• All calls are strictly

confidential

Everyone has the Right to be Respected and the Responsibility

to Respect Others

Questions/ Comments