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2015 Summit Agenda

Schedule:

October 22nd, 2015 Event:
12:30pm to 1:00pm Registration
1:00pm to 1:30pm Summit Opening
1:30 pm to 1:40pm Exhibitors Intro – Pushor Mitchell LLP & Diversified Rehab
1:40pm to 2:40pm How Employers can Minimize Liability and Promote Employee Recovery, Alf Kempf & David Brown
2:40pm to 3:40pm Physician Education on Preventing Needless Disability, Dr. Bruce Hobson & Celina Dunn
3:40pm to 4:00pm Exhibitors Intro
4:00pm to 4:30pm Disability Management in the Workplace. United Nations Best Practices on Return to Work (RTW), Wolfgang Zimmermann
4:30pm to 4:50pm Exhibitors Intro
5:30pm to 8:30pm Networking Event with Dinner & Wine Tasting
October 23rd, 2015 Event:
7:30am to 8:30am Registration & Breakfast
8:30am to 8:45am Opening Remarks
8:45am to 9:30am The Wellness Dividend: How Healthy Organizations Maximize Employee Health, Safety and Performance, Graham Lowe
9:30am to 10:15am An Introduction to Psychological Health and Safety in the Workplace, Merv Gilbert
10:15am to 10:30am Coffee Break
10:30am to 11:15am Best Practices for Work Disability Prevention: Culture, Action, and Leadership, Renèe-Louise Franche
11:15am to 12:00pm You Can't Give What You're Not Getting: Employee Wellness as a Strategic Imperative, Christine Devine and Wolf Klassen
12:00pm to 12:45pm Lunch Break
12:45pm to 12:50pm Exercise
12:50pm to 1:20pm Enhanced Disability Management Program in British Columbia's Healthcare Sector, Gayle Duteil
1:20pm to 2:05pm Psychosocial Hazards, Sari Sairanen
2:05pm to 2:50pm Reclaim Organizational Wellness, Derek Sienko
2:50pm to 3:30pm Panel/Closing the Summit

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Session Details:


How Employers can Minimize Liability and Promote Employee Recovery
Alf Kempf & David Brown

We will deal with the legal issues faced by employers engaged in the disability management process with a focus of avoiding pitfalls and pointing out proactive steps available. Some of the issues which will be addressed:

  1. How to deal with medical opinions that are vague, or suspected to be misinformed;
  2. What information can you request from employees and their medical advisors;
  3. Understanding the difference between types of medical information;
  4. What can / should you do with unsolicited information from the employee;
  5. What happens when disability management comes to an end.
  6. How to deal with conflicting decisions/opinions from LTD providers, WorkSafeBC, Union representatives and Physicians.

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Physician Education on Preventing Needless Disability
Dr. Bruce Hobson & Celina Dunn

This interactive session is facilitated by a community physician from Powell River and a physician member of the BC Collaborative for Disability Prevention who participated/developed a physician education program in preventing disability with UBC Continuing Professional Development). The learnings from this project to date will be shared, along with an interactive inquiry aimed at looking for next steps to improve outcomes for individuals and workplaces vis-à-vis work disability.


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Disability Management in the Workplace. United Nations Best Practices on Return to Work (RTW)
Wolfgang Zimmermann

Canada's workforce is rapidly aging, health benefits and absenteeism costs are rising, and the need for an engaged and resilient workforce has never been greater. These mega-trends are motivating Canadian employers to seek better ways of making workplaces healthy, safe and productive. The most effective way forward is to link employee wellbeing and performance goals. Indeed, the same workplace factors that contribute to employees being healthy and safe also support them to be engaged, innovative and collaborative in their work. This integrated approach is guided by a healthy organization vision - a vision which encourages a highly strategic approach to wellness. A healthy organization maximizes the synergies between health, safety and wellness initiatives and core human resource goals, particularly engagement. Leaders understand that wellbeing is a key indicator of employees' capabilities and therefore, of future business performance. Evidence-based insights from current research support this approach and provide principles that can help employers reap a significant 'wellness dividend'.



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The Wellness Dividend: How Healthy Organizations Maximize Employee Health, Safety and Performance
Graham Lowe

Canada's workforce is rapidly aging, health benefits and absenteeism costs are rising, and the need for an engaged and resilient workforce has never been greater. These mega-trends are motivating Canadian employers to seek better ways of making workplaces healthy, safe and productive. The most effective way forward is to link employee wellbeing and performance goals. Indeed, the same workplace factors that contribute to employees being healthy and safe also support them to be engaged, innovative and collaborative in their work. This integrated approach is guided by a healthy organization vision - a vision which encourages a highly strategic approach to wellness. A healthy organization maximizes the synergies between health, safety and wellness initiatives and core human resource goals, particularly engagement. Leaders understand that wellbeing is a key indicator of employees' capabilities and therefore, of future business performance. Evidence-based insights from current research support this approach and provide principles that can help employers reap a significant 'wellness dividend'.



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An Introduction to Psychological Health and Safety in the Workplace
Merv Gilbert

Canadian organizations have made progress in identifying and addressing workplace factors that contribute to worker's physical health and safety. There is now a corresponding need to systematically assess and address risks to psychological health and safety. Over the last decade, there has been increased recognition that work and workplaces are important determinants of psychological health. Mental health disorders are rapidly becoming the leading cause of disability in many Canadian organizations, surpassing the impact of musculoskeletal-related disability. These conditions have a profound impact on employee productivity and engagement, and thus the bottom line.

This issue is highlighted by the recent creation of the National Standard for Canada of Psychological Health and Safety in the Workplace. Introduction of this voluntary standard has been an impetus for many organizations to begin addressing this issue. Enlightened organizations realize this and are dedicated to the creation of psychologically healthy and safe workplaces, environments where all staff are supported to be resilient, engaged and productive, and where employees who are struggling have the resources they need to return to optimal health and functioning. This 60 minute interactive presentation by a leading Canadian research practitioner will:

  • Explain common workplace psychological health issues and their impact on individuals and organizations;
  • Articulate key workplace factors that impact employee psychological health;
  • Outline the components of a psychologically healthy and safe workplace;
  • Describe a strategic approach to achieving a sustainable psychological health and safety management system;
  • Identify a range of readily accessible, effective tools that will benefit employees and employers.


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Best Practices for Work Disability Prevention: Culture, Action, and Leadership
Renée-Louise Franche

To be effective, Evidence-based Best Practices for Work Disability Prevention need to be offered in an organization with a well-developed wellness culture and need to be supported by the organization's leaders, in collaboration with all return-to-work stakeholders. Dr. Renée-Louise Franche has extensive research and applied experience in the area of work disability prevention. She will present the World Health Organization (WHO) model of disability to introduce the main drivers of work disability. She will present the most recent evidence on Best Practices in Work Disability Prevention for absenteeism associated with both physical and mental health conditions. The key role of a collaborative partnership among return-to-work stakeholders will be highlighted as well as the role of workplace culture. Finally, an implementation program for work disability prevention, involving design, implementation, management, and evaluation aimed at reducing economic and human costs, will be discussed.


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You Can't Give What You're Not Getting: Employee Wellness as a Strategic Imperative
Christine Devine and Wolf Klassen

Providing a work environment that makes employees feel safe, secure and valued fosters employee engagement, resiliency and innovation - all critical for organizational success in today's competitive knowledge-based economy. Organizations that recognize a healthy and safe work environment is a strategic investment - and not a discretionary cost - reap the benefits of enhanced quality of working life for their employees and increased organizational effectiveness. Investment starts with a comprehensive wellness program designed utilizing a holistic approach to promote optimal functioning. Exceptional wellness programs address physical and psychological wellbeing, and are characterized by continuous analysis and improvement.

Toronto East General Hospital will share its journey toward implementing a comprehensive wellness program. Program structure, content, tools and lessons learned will be highlighted. Toronto East General's experience will demonstrate that a commitment to a healthy workplace can translate into significant increases in employee engagement, innovation, retention, and ultimately, positively impact the provision and quality of care.


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Psychosocial Hazards
Sari Sairanen

It is recognized that we spend more waking hours in the workplace than anywhere else and that the workplace plays an essential part in maintaining positive physical and mental health. Whether you work in a casino, office, hospital or factory, mental health is a growing concern. According to the Mental Health Commission of Canada, one Canadian in five will experience a mental illness in a given year. In addition, mental health problems and illnesses are a leading cause of disability in Canada, estimated to account for nearly 30% of disability claims and 70% of the total costs.

The presentation will discuss psychological health and safety in the workplace and in particular the importance of collaborative efforts to optimize the health of an organization. In addition, the discussion will focus on psychosocial hazards, the hot potato in modern workplaces and the strategies needed to address them. Developing psychologically safe climates at work is essential to promote the idea that the workplace takes mental hazards just as seriously as physical safety hazards. Examples of success stories will be shared.

Unifor is Canada's largest private sector union, with more than 305,000 members across the country, working in every major sector of the Canadian economy.


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Enhanced Disability Management Program in British Columbia's Healthcare Sector, Gayle Duteil

Despite years of high rates of injury and illness among BC nurses, an effective and standard approach to assisting affected nurses back to work did not exist until a few years ago.

In 2009, the Nurses Bargaining Association, led by BCNU, negotiated a letter of agreement with the BC government and its six Health Authorities which provided a framework for a ground-breaking new collaboration aimed at improving disability management. Further negotiations the following year clarified the language and process. The Enhanced Disability Management Program (EDMP) is a pro-active, jointly developed and administered, customized disability management program. It is designed to provide early, appropriate and on-going support to maintain an employee'€™s connection with the workplace and /or return to work in a safe and timely manner.

This presentation will describe the program, the process that enabled its creation, the successes and the challenges that remain.


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Reclaim Organizational Wellness
Derek Sienko

Canada’s economic prosperity relies on business opportunities, and on a mentally and physically healthy labour force. Today, Workplace Health and Wellness is more crucial to business success than ever. According to the US Surgeon General, 75% of illnesses are related to lifestyle habits such as poor diet, lack of exercise and stress; the factors that we all have control over. Therefore, if 75% of illnesses are preventable, then a question comes to mind: Are 75% of illnesses that cause work absences preventable as well?

This presentation will focus on the value of workplace wellness programs with respect to areas such as organizational culture and engagement, productivity, as well as data and analytics on how to increase employers' ROI. In addition, it will provide participants with integrated, measurable, sustainable and cost effective strategies for workplace wellness programs.


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Panel
The Future of Organizational Health & Wellness
Moderator: Graham Lowe


  1. What’s the best way to make organizations healthier?
  2. How can we collaborate to achieve this goal?
  3. What are the biggest barriers to progress?
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