During our research, we were able to nurture relations with existing and new community partners as we worked to become informed and gain access to different polices, collective agreements and legislation. Specifically, we connected with Newfoundland Association of Public Employees union (NAPE) staff along with other unions within the occupational groups examined (both federal and provincial). We also made contacts and developed relationships with Human Resource personnel in diverse police services, provincial correctional directors, and social service providers. Connections were also made with compensation policy and operational staff in NL and NS and nationally, including the Association of Workers’ Compensation Boards of Canada (AWCBC). Overall, the endeavours were fruitful and did much to expand our connections and partnered work in the community. Planned next steps related to this work (research grants, communication, further work) Future directions for this work is to continue to develop papers from the extensive policy and legislation reviews completed and then make movement towards advocacy for the recognition of mental health related to disability in the workplace in NL and NS, and later the other Atlantic provinces. We will continue to review several countries (e.g. Sweden, Denmark, Finland, Australia) and a number of provinces (e.g. Quebec, Saskatchewan, Ontario) that have introduced presumptive PTSD compensation legislation and other legislative reforms as well as health and safety legislation aimed at preventing harassment and violence in the workplace (see Lippel and Sikka, 2010; Lippel and Quinlan, 2011). We will also promote ways for NL and NS legislation to move beyond their current restrictions on chronic stress compensation and OHS laws given that such policies are limited to violence without broader harassment and stress prevention policies. With this in mind, we will put forward a grant, possibly focused on the Atlantic region or NL to
During our research, we were able to nurture relations with existing and new community partners as we worked to become informed and gain access to different polices, collective agreements and legislation. Specifically, we connected with Newfoundland Association of Public Employees union (NAPE) staff along with other unions within the occupational groups examined (both federal and provincial). We also made contacts and developed relationships with Human Resource personnel in diverse police services, provincial correctional directors, and social service providers. Connections were also made with compensation policy and operational staff in NL and NS and nationally, including the Association of Workers’ Compensation Boards of Canada (AWCBC). Overall, the endeavours were fruitful and did much to expand our connections and partnered work in the community. Planned next steps related to this work (research grants, communication, further work) Future directions for this work is to continue to develop papers from the extensive policy and legislation reviews completed and then make movement towards advocacy for the recognition of mental health related to disability in the workplace in NL and NS, and later the other Atlantic provinces. We will continue to review several countries (e.g. Sweden, Denmark, Finland, Australia) and a number of provinces (e.g. Quebec, Saskatchewan, Ontario) that have introduced presumptive PTSD compensation legislation and other legislative reforms as well as health and safety legislation aimed at preventing harassment and violence in the workplace (see Lippel and Sikka, 2010; Lippel and Quinlan, 2011). We will also promote ways for NL and NS legislation to move beyond their current restrictions on chronic stress compensation and OHS laws given that such policies are limited to violence without broader harassment and stress prevention policies. With this in mind, we will put forward a grant, possibly focused on the Atlantic region or NL to
report_1_-_disability_policy_final-rr.docx