considered for our overall workplace mental health program. [Confirm who else may be assisting in the meeting if this might include other supervisors, HR, occupational health or union representatives.] I also like you to consider your thoughts or ideas for each of the following questions and come to the session prepared to discuss: What will be your process when conflict arises? How will you consider whether conflict may be related to mental health issues and will this change your approach? Under what circumstances would you feel discipline is necessary and what would be your process? What resources or information do you access to assist with conflict resolution? How should we measure effective conflict resolution? I am looking forward to your [YOUR SIGNATURE] ********************************************************************* The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message. 60 Osborne Street North Winnipeg, Manitoba R3C 1V3 Managing Mental Health Matters - Email 1: Managing Return to Work – what you can do [Suggested content for the next Managing Mental Health Matters (MMHM) that you could send to your management team is below. Refer to the for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.] Hi, Once I want to thank you for your ongoing commitment as we continue to work towards improving workplace mental health. This episode will look at some of the accommodations and strategies that can be used when an employee is returning to the workplace after a leave where mental health is a factor. While this might not be relevant to you currently, these strategies, like all of those we've looked at over the past several months, can help strengthen our understanding and awareness of the specific needs of employees during times of emotional upset.
considered for our overall workplace mental health program. [Confirm who else may be assisting in the meeting if this might include other supervisors, HR, occupational health or union representatives.] I also like you to consider your thoughts or ideas for each of the following questions and come to the session prepared to discuss: What will be your process when conflict arises? How will you consider whether conflict may be related to mental health issues and will this change your approach? Under what circumstances would you feel discipline is necessary and what would be your process? What resources or information do you access to assist with conflict resolution? How should we measure effective conflict resolution? I am looking forward to your [YOUR SIGNATURE] ********************************************************************* The information in this e-mail is intended solely for the addressee(s) named, and is confidential. Any other distribution, disclosure or copying is strictly prohibited. If you have received this communication in error, please reply by e-mail to the sender and delete or destroy all copies of this message. 60 Osborne Street North Winnipeg, Manitoba R3C 1V3 Managing Mental Health Matters - Email 1: Managing Return to Work – what you can do [Suggested content for the next Managing Mental Health Matters (MMHM) that you could send to your management team is below. Refer to the for more information. PLEASE REMEMBER TO REMOVE THIS GREY TEXT BEFORE SENDING TO YOUR MANAGEMENT TEAM.] Hi, Once I want to thank you for your ongoing commitment as we continue to work towards improving workplace mental health. This episode will look at some of the accommodations and strategies that can be used when an employee is returning to the workplace after a leave where mental health is a factor. While this might not be relevant to you currently, these strategies, like all of those we've looked at over the past several months, can help strengthen our understanding and awareness of the specific needs of employees during times of emotional upset.