This module explores mental health in the workplace, including conditions commonly experience by workers such as anxiety and depression. It looks at both how to support individuals whose well-being may be declining and how organizational environments can influence mental health.
Individual supports, which may include stay-at-work and return-to-work strategies such as adapting job tasks, providing tools that reduce job strain, and helping employees connect with appropriate resources, are considered. Responses that can include reducing psychosocial risks and improving how work is organized and managed are identified.
The module also examines approaches that help all employees build skills and resilience so they can better handle life’s challenges as well as the importance of creating a work culture in which stigma is decreased and understanding is enhanced.
$250
Managing Grief at Work is a practical, grief-informed module designed for disability management practitioners. It recognizes the universal experience of grief and the reality that grief is often present in the workplace— affecting concentration, productivity, communication, attendance, and team dynamics. Often there is little direction on how to navigate grief in the workplace.
This module explores the disability manager’s role in responding to effective communication, navigating accommodation, and supporting return-to-work planning with both compassion and accountability. Disability Managers can help organizations create space for compassion, leading to improved engagement, retention, and psychological safety in the workplace. Through real-world scenarios and reflective practice, learners will build confidence implementing sustainable grief-informed practices that support employees while strengthening organizational culture.
$250
This examination preparation workshop provides a structured, competency-based review of the core domains assessed on the CDMP examination. Drawing directly from the CDMP Examination Blueprint and Occupational Standards, the course focuses on how key concepts are tested, how exam questions are constructed, and how candidates can approach both independent and case-based multiple-choice questions with confidence. Emphasis is placed on applied reasoning, legislative interpretation, and practical decision-making, consistent with professional disability management practice.
$325
The Government of British Columbia has recently enacted amendments to the workers’
compensation legislation aimed at providing greater clarity and reinforcement of the
obligations placed upon organizations in facilitating return to work (RTW) for employees
who have sustained mental or physical injuries or illnesses resulting from workplace
activities. The Workers Compensation Amendment Act (No. 2), which was ratified in
November 2022, is slated to come into effect on January 1, 2024. This legislation
introduces two new obligations for both workers and employers: the duty to collaborate
and the duty to sustain the employment of an injured worker.
The primary objective of this module is to offer guidance to organizations in British
Columbia to prepare for the imminent changes to the British Columbia Workers
Compensation Act. These amendments are poised to have a significant impact on
professionals specializing in disability management, potentially necessitating adjustments
to the employer’s return-to-work processes and the provision of information to injured
workers. The learning objectives for this module include:
- Describe the new requirements under the BC Workers Compensation Act.
- Understand the principles of the duty to cooperate and the duty to maintain
employment so that they can prepare to apply these within their own organization.
- Explain jurisprudence related to the duty to accommodate and undue hardship and
how the new BC amendments fit within the existing legal framework.
- Identify areas of policy, procedure, and process within their own organization that
relate to the new amendments.
- Relate the amendments to the wider Canadian context related to disability
management, return to work, and occupational insurance—particularly when an
organization has operations in more than one province.
Please click the following link to register for this class: https://mypcu.pcu-whs.ca/
BC Workplaces Supported with the DM and RTW Continuing Education Grant.
Learn more: nidmar.ca/news/full_story.asp?fid=281
$250
The circumstances within the workplace that can enhance or reduce mental health and wellness—the organizational context—are the focus of this module. To be effective, workplace strategies need to address mental health in an integrated manner, including initiatives aimed at prevention, health promotion and remain at/return to work.
The first section of this module describes the context and influences that need to be taken into account in discussions about mental health and mental illness with stakeholders. It describes the main workplace stakeholders addressed in the module; addresses the distinction between mental health and mental illness; briefly describes the meaning of common mental health disorders (CMDs); explores the mental health impact of Covid-19; and overviews electronic and mobile mental health tools. The second section provides an overview of an integrated approach to workplace mental health and covers the business case for more effective workplace mental health programs; the cost of presenteeism and the benefits of self-disclosure; and the components of an integrated approach to workplace mental health including workplace strategies to protect psychological health and safety, creating mental health promoting organizations, and addressing the accommodation needs of workers experiencing mental distress or illness.
$250
Addressing the sensitive issues of mental health or mental illness with an individual worker who is believed to be at risk of, or experiencing, mental distress can be challenging for DM professionals.
The primary purposes of this module are to describe first, how best to raise a concern about mental health with a worker who may not have considered that they may face challenges in this regard and, secondly, how to respond to a worker who approaches you with mental health concerns. In any conversation about mental health the way in which the topic is raised and how the conversation is completed are just as important as the key messages that need to be communicated about mental health and wellness.
This module covers three core areas: key messages and themes that must inform discussions with a worker related to mental health and illness, brief descriptions of mental health disorders that are most likely to emerge in work or return to work, and approaches that can create an open space for a worker to explain their perceptions about the challenges they face.
Resources that can be signposted by the DM professional to assist workers in exploring their mental health challenges and personal recovery and coping are reviewed.
$250
Change, both welcome and unwelcome, is inevitable, ongoing and multi-faceted. More than ever, people within organizations need strategies for reacting quickly to problems and opportunities—both external and internal to their workplaces. This course is designed to provide those who are involved with workplace health systems—disability management, wellness, and health and safety programs—with tools and techniques to identify and respond to disruptive events, new situations and changing conditions in the most positive way possible by:
• Recognizing unanticipated problems and challenges or needed changes.
• Applying problem-recognition and problem-solving strategies.
• Using idea generation tools and techniques to identify innovations and solutions.
• Using change management processes.
The course includes print materials and video, a workbook for trying out tools and techniques, discussion forums and a short assignment. Course activities will span 2 weeks, requires an estimated 22 hours of study activity, and has been endorsed for 22 continuing education credit hours for the designations of Certified Disability Management Professional (CDMP) and Certified Return to Work Coordinator (CRTWC).
$425
