Page 27 - OOHNA Spring-Summer 2017
P. 27
Working with Unions – Benefits, Challenges and Tips for the OHN n Practice
– both the “what” and the “how”. an example of this has been Jo-anne doesn’t think they
this can be challenging for all, but the development of Hydro one’s would have had such success had
they not met with workers and
particularly for the oHN who may mental health program, which
feel pressured and conflicted in his/ has resulted in a stronger oHN- unions to get a feel for the cul-
her role as both an agent of man- union relationship and helped the ture and what approaches would
agement and a worker advocate. union recognize the value of the work; as well as the support of
oHN. the program, which includes her employer. Her advice: be clear
OHN – Union case example “mental health first aid” was devel- about your role, be transparent
Establishing credibility as a worker oped by the oHN with union and and honest, communicate often
and uphold professional integri-
advocate and building trust with expert input taking into consider- ty. recently, when meeting with
union stewards and officials is one ation the concerns of both workers a worker and their chief steward,
of the biggest challenges but is a and management. Even though
fundamental step towards success- 1000 workers were put through the the union official said “This is our
ful outcomes according to Jo-anne two-day course, requests for edu- nurse, you can trust her, and she’s
not going to tell your personal
Bassett, occupational Health Nurse cation and assistance continue to information to your boss.” this
with Hydro one. She and her col- pour in from both management trust and advocacy is extremely
league work with approximately and workers. as is the oHN’s usual valuable and has to be earned.
seven unions, 5000 staff and some practice, they went on site across
2000 contract employees. She has the province to deliver a shortened Summary
found that engaging with frontline version of the course to all workers.
workers and union officials at every this in-person contact was helpful While the traditional oHN focus
opportunity and involving the union in establishing a relationship with on protecting worker health and
as a partner in development of poli- individual workers and the union, keeping workers healthy has not
cies and procedures affecting their making it easier for those that may changed, contemporary practice
members has enhanced the effec- need oHN assistance to reach out includes a focus on health promo-
tiveness of her role. to someone they know. tion, research, work life balance,
Renascent.
We’re here to help.
Education: policy development and intervention support.
Treatment: in-patient, out-patient, and continuing care.
Return to Work: relapse prevention and compliance reporting.
Renascent has been a national leader in abstinence-based drug and alcohol treatment since
1970, and we’re proud to be the treatment provider of choice for hundreds of corporations,
professional bodies, and unions.
Our Workplace Solutions program supports both the employee and the employer in addressing
substance abuse issues in the workplace. Renascent’s treatment outcomes are amongst the best
in Canada, with over 71% of our Complete Care alumni remaining abstinent at least 24 months
post-treatment.* We know the value of a productive and healthy employee to a supportive and safe
workplace.
In today’s stressful work environments, education, health promotion, early identification, and access
to treatment services are the greatest investments an employer can make. Insurance is accepted.
renascent.ca
38 Isabella Street, Toronto, ON. M4Y 1N1 1-866-232-1212 Email: info@renascent.ca * Sue Weinstein, Research & Evaluation Consultants, Oct. 2008 Charitable #11911 5434 RR0001
OOHNA JOURNAL n spRiNg/sUmmeR 2017 25
– both the “what” and the “how”. an example of this has been Jo-anne doesn’t think they
this can be challenging for all, but the development of Hydro one’s would have had such success had
they not met with workers and
particularly for the oHN who may mental health program, which
feel pressured and conflicted in his/ has resulted in a stronger oHN- unions to get a feel for the cul-
her role as both an agent of man- union relationship and helped the ture and what approaches would
agement and a worker advocate. union recognize the value of the work; as well as the support of
oHN. the program, which includes her employer. Her advice: be clear
OHN – Union case example “mental health first aid” was devel- about your role, be transparent
Establishing credibility as a worker oped by the oHN with union and and honest, communicate often
and uphold professional integri-
advocate and building trust with expert input taking into consider- ty. recently, when meeting with
union stewards and officials is one ation the concerns of both workers a worker and their chief steward,
of the biggest challenges but is a and management. Even though
fundamental step towards success- 1000 workers were put through the the union official said “This is our
ful outcomes according to Jo-anne two-day course, requests for edu- nurse, you can trust her, and she’s
not going to tell your personal
Bassett, occupational Health Nurse cation and assistance continue to information to your boss.” this
with Hydro one. She and her col- pour in from both management trust and advocacy is extremely
league work with approximately and workers. as is the oHN’s usual valuable and has to be earned.
seven unions, 5000 staff and some practice, they went on site across
2000 contract employees. She has the province to deliver a shortened Summary
found that engaging with frontline version of the course to all workers.
workers and union officials at every this in-person contact was helpful While the traditional oHN focus
opportunity and involving the union in establishing a relationship with on protecting worker health and
as a partner in development of poli- individual workers and the union, keeping workers healthy has not
cies and procedures affecting their making it easier for those that may changed, contemporary practice
members has enhanced the effec- need oHN assistance to reach out includes a focus on health promo-
tiveness of her role. to someone they know. tion, research, work life balance,
Renascent.
We’re here to help.
Education: policy development and intervention support.
Treatment: in-patient, out-patient, and continuing care.
Return to Work: relapse prevention and compliance reporting.
Renascent has been a national leader in abstinence-based drug and alcohol treatment since
1970, and we’re proud to be the treatment provider of choice for hundreds of corporations,
professional bodies, and unions.
Our Workplace Solutions program supports both the employee and the employer in addressing
substance abuse issues in the workplace. Renascent’s treatment outcomes are amongst the best
in Canada, with over 71% of our Complete Care alumni remaining abstinent at least 24 months
post-treatment.* We know the value of a productive and healthy employee to a supportive and safe
workplace.
In today’s stressful work environments, education, health promotion, early identification, and access
to treatment services are the greatest investments an employer can make. Insurance is accepted.
renascent.ca
38 Isabella Street, Toronto, ON. M4Y 1N1 1-866-232-1212 Email: info@renascent.ca * Sue Weinstein, Research & Evaluation Consultants, Oct. 2008 Charitable #11911 5434 RR0001
OOHNA JOURNAL n spRiNg/sUmmeR 2017 25
