Bill 14 is all the buzz in our HR world these days. Recently in the Fraser Valley, the Senior Leader Forum had an opportunity to come together with topic expert, Karen Ayres, CHRP to have a meaningful discussion about success and opportunities in implementing best practices around the bill.

In addition to her role as president of Corporate Inspirations, Ayres is the executive director of Excellence Canada for British Columbia and the Yukon.  Excellence Canada is one of the pioneer organizations that participated in the development and implementation of the National Standards on Psychological Health & Safety in the Workplace.

Although Bill 14 did not come into effect until July 1, 2012, the background pertaining to psychological health and safety in the workplace started much earlier with the Canadian Health Commission of Canada’s ten year mandate on this subject beginning in 2007. Based on the fact that 70 per cent of all disability claims in Canada are related to a mental health issues, there is a clear understanding that we must move beyond earlier notions that a healthy body equals wellness.

Ayres shared the P6 Framework that ensures employers are effectively implementing best practices in relation to Bill 14. The six Ps include: Policy, Planning, Promotion, Prevention, Process, and Persistence. She then took the group through risk mitigation awareness, including a few examples of recent case law and shared the pillars of a “Psychologically Safe System of Work” which include:

1. Be Aware – the critical need for employers to ensure contracts of employment are in place and outline in very clear and comprehensive terms the expectations of the employment relationship.
2. Be Just – Which relates to the resolution of issues as they arise. It is important to balance the rights of employers and the rights of employees. Proactive planning and communication are keys to success in this area.
3. Be Careful – Employers must behave in such ways to “avoid reasonably foreseeable harm to others.” One of the most critical lessons in this area is around management training. Any person supervising or leading people can be a risk to your organization. It is imperative that you train anyone with people responsibilities to proactively mitigate risk.
4. Be Vigilant – This includes watching for signs of conflict, acting quickly and responsibly to resolve conflict and regularly evaluating fair, civil and respectful conduct and standards.

The information presented was very thought provoking and led to a dynamic and meaningful discussion among the group of senior HR professionals in attendance.  Thanks to Suzanne Pottinger of The Original Cakery for hosting this valuable roundtable.

For more information on these practices please contact Karen Ayres at karena@excellence.ca

The next Fraser Valley Senior Leader Forum is June 12, 2014. The topic will be “Evaluating Performance Practices: A Fresh Look” presented by Gary Muuren, VP, Human Resources, Baptist Housing. For more information on this roundtable please contact Heather Johnson, CHRP at hjohnson@prospera.ca.