Prevention, Early Identification and Effective Management of Mental Health Disorders and Disabilities in the Workplace

Dr. Merv Gilbert, PhD, R. Psych., Principal,
Gilbert Acton Consultants

Dr. Tony Le Page, PhD, R. Psych.,
Le Page and Associates

Workshop Outline

Mental disorders, particularly depression, are rapidly becoming the major source of disability in North America and elsewhere. Existing approaches to this issue are frequently reactive and inadequate, reflecting a gap between the world of work and the world of mental health care. The current workshop will provide an overview of the nature and functional impact of depression on work functioning and it’s prevalence and cost. Existing and ‘best practice’ treatments and rehabilitation approaches will be reviewed, with particular attention to the relative costs and benefits of each. The emphasis will be on identification organizational and individual ‘risk factors’, and appropriate ameliorative action. Finally, innovative models, processes and tools for improved management of depression-related disability will be discussed .

Learning Outcomes

Participants in this preconference workshop will learn:

• A greater understanding of the impact of mental disorders, such as depression, on the workplace
• Mechanisms for identification of the functional signs of depression on individuals and their workmates
• Knowledge of the nature, availability, effectiveness and limitations of ‘best practice’ mental health care
• Understanding of the utility of individual and organizational risk management strategies to prevent depression-related disability in the workplace
• Practical recommendations for developing integrated disability management for depressed employees
• Strategies for improving coordination and communication amongst those persons concerned with the depressed employee

Managing Absenteeism – An Integrated Approach to Addressing Non-culpable Absenteeism, Workers Compensation Claims, Sick Leave and Ability Management

Laurence Beatch, Assistant Vice President & Western Canadian Practice Leader, Integrated Disability Management, Marsh Canada

The numbers don’t lie.

Significant increases in the human and financial cost of absenteeism are having adverse effects on companies and industries in all sectors. Average employee absenteeism now exceeds 8 days a year. In today's economy where the knowledge employees possess is often one of a company's greatest assets, there is a business advantage in having a plan in place to help injured employees return to work quickly and safely.

Over the past decade the cost of absenteeism in Canada is estimated to have increased by 50%, primarily as a result of longer claim duration and the increased complexity of claim types. The direct cost of absenteeism was estimated in a recent study to be up to 13.5% of total payroll.

Direct costs include:

• Increased workers’ compensation premiums
• Increased insurance premiums
• Increased self insured costs.

Indirect costs often exceed direct costs and provide further incentive to actively manage absenteeism.

Indirect costs include:

• the salary of replacement workers
• overtime
• increased administration and training
• lost productivity

Plan to attend and learn how to:

• standardise your approach
• address non-culpable attendance issues
• reduce organisational risk and liabilities
• manage workers’ compensation claims
• manage non-occupational absence issues, and
• have a sound ability management program that values your employees for their contribution to your organization.

Who Attended?

• financial officers
• human resource professional
• risk managers
• senior managers