sensitize Union members about mental health disabilities
ensure we have harassment-free workplaces
listen carefully and respectfully
recognize signs of mental health disabilities so that we can assist our members and direct them to appropriate resources
find out what assistance and recourse routes are available in the workplace and community for members with mental disabilities
be sure that members know their rights
find out if the member is competent and well enough to act – and if not, work with a health practitioner to get them there and ensure they are protected in the workplacehelp members to navigate the various systems and recourse avenues, including their obligations in this regard (i.e. medical certificates etc.)
use Union expertise to create accommodation plans that work
seek time extensions where necessary for the memberhelp the member accept the need for accommodation
minimize conflict and stress for the member
respect the confidentiality of the member (unless they are a danger to themselves or to others)be flexible
assume the member knows what is best for him/her
always respect the dignity of the member
document every interaction with the member and the employer
get assistance when we need it
Don’t
assume we know what is best for the member
divulge information that is confidential
label or stereotype members with mental health disabilities
act like a counsellor / therapist or give advice on how to address the mental health issues in theworkplace
impose solutions or resolutions on the member
look for quick fixes
be inflexible
talk down to the member
tolerate “mobbing” or discrimination
allow opportunities for sensitization to pass us by
stop assisting the member because they are “difficult” or “uncooperative”
