Mental Health & Wellness

Mental health and wellness refer to our emotional, psychological, and social wellbeing. It affects how we think, feel, manage stress, relate to others, and make decisions. Mental wellness is not just the absence of illness it includes feeling supported, valued, balanced, and able to cope with daily challenges at work and in life.

At ONLS, our work is people-centered, relational, and often complex. Supporting residents with diverse needs requires focus, empathy, patience, and resilience. Prioritizing mental health and wellness helps ensure employees are healthy, engaged, and able to provide safe, consistent, and compassionate support.

When employees feel mentally well and supported:

• Communication improves
• Teamwork is stronger
• Decision-making is clearer
• Burnout and stress-related absences are reduced
• Workplace morale and retention increase

ONLS recognizes that employees may experience stress related to workload, shift work, emotional demands, and personal responsibilities. Supporting mental health in the workplace:

• Encourages a culture of respect, openness, and psychological safety
• Helps employees manage stress and prevent burnout
• Supports work-life balance and resilience
• Reinforces that asking for support is a strength, not a weakness

Employees are encouraged to look after their own wellbeing and to support colleagues by being respectful, attentive, and compassionate.

Employee mental wellness directly impacts the quality of resident support. When staff are well:

• Residents receive more consistent and attentive care
• Interactions are calmer, more patient, and trauma-informed
• Supports are more person-centered and responsive
• Risks related to errors, conflict, or reactive responses are reduced

Healthy teams create safer, more stable environments where residents can thrive.

ONLS is committed to promoting mental health and wellness by:

• Fostering a supportive and inclusive workplace culture
• Encouraging open communication and early support
• Providing access to wellness resources and education
• Promoting teamwork, reflection, and professional growth
• Recognizing the emotional demands of our work and responding with care

Mental health and wellness are shared responsibilities. By supporting ourselves and one another, we strengthen our teams and enhance the quality of life for the residents we serve.

Our Commitment

The organization is committed to promoting a healthy, respectful, inclusive, and supportive work environment. Administration shall ensure that employee well-being is prioritized through compliance with collective agreement provisions, relevant legislation, and recognized best practices in workplace health and safety, inclusion, and professional development.

Guiding Principles

Employee well-being will be supported through adherence to the following principles:

1. Compliance with collective agreement terms

o   Compliance with ONLS policies

o   Respect for diversity, equity, and inclusion

o   Promotion of mental, physical, and emotional health

o   Encouragement of work-life balance and personal growth

o   Maintenance of a safe and respectful workplace culture

Guidelines

Employee Well-Being, ONLS policies, and the Collective Agreement

ONLSwill review, to remain informed of, all provisions within ONLS policy andthe collective agreement relating to health and safety, accommodations, work-life balance, and employee support.

Safe and Healthy Work Environment

1. ONLS will conduct regular safety audits and ensure compliance with occupational health and safety regulations.
2. Will promote mental health awareness training and ensure access to support resources.
3. Will maintain confidential reporting mechanisms for safety concerns and workplace misconduct.

Work-Life Balance

1. ONLS will offer flexible work arrangements, where operationally feasible, in accordance with the collective agreement and policy. (Work arrangements will be scheduled around the needs and wellbeing of the residents we support. This is our paid employment responsibility.)
2. Encourage and schedule the use of earned vacation time.
3. Promote a culture that values rest, recuperation, and family responsibilities.

Employee Support and Development

1. ONLS will provide access to Employee Assistance Programs (EAPs).
2. Facilitate access to professional development and skill-building opportunities.
3. Implement feedback mechanisms such as surveys and meetings to assess employee needs.

Inclusive and Respectful Workplace Culture

1. ONLS will uphold anti-discrimination and anti-harassment policies.
2. Facilitate opportunities for social connection and team-building.

Recognition and Reward

1. ONLS will establish formal and informal recognition systems for employee achievements.
2. Provide constructive and strengths-based performance feedback.
3. Promote a culture of appreciation and acknowledgment.

Compliance and Accountability

1. ONLS will conduct regular reviews and audits to ensure adherence to this policy and the collective agreement.
2. Collaborate with union representatives as needed to resolve concerns.
3. Communicate clearly and consistently with employees regarding available well-being supports.

Employee Personal Lives

While the organization acknowledges that personal challenges can impact workplace performance, employees are responsible for managing their personal affairs. ONLS shall provide appropriate workplace support upon request, including access to available accommodations, modifications, and resources as per organizational policies and the collective agreement.

RICK Directive

All employee and Administrative interactions shall align with the RICK Directive:

1. Respect – Commitment to fairness, diversity, and meaningfulness through advocacy, rights, and choice.
2. Integrity – Consistency in actions grounded in trust, collaboration, and honesty.
3. Caring – Empathy and dignity in the pursuit of safety and understanding.
4. Knowledge – Continuous learning and critical thinking to drive improvement.

Roles and Responsibilities

• Administration:
  • Responsible for implementing this policy, monitoring compliance, and fostering a culture of well-being.
  • Employees:
    • Responsible for engaging in available supports, providing feedback, and upholding respectful workplace values.

1. Human Resources:

Responsible for supporting policy application, training, and conflict resolution in collaboration with union representatives where applicable.

Review and Updates

ONLS shall:

1. Review the collective agreement and policies regularly.
2. Identify areas for improvement using employee feedback and organizational goals.
3. Implement well-being initiatives aligned with this policy and contractual obligations.
4. Evaluate the effectiveness of these initiatives on a regular basis and make necessary adjustments.

Acknowledgement(s)

1. Employees acknowledge that they have read and understand this policy.
2. While Administration plays a critical role in supporting employee well-being through policies, resources, and a healthy work environment, individual well-being is a shared responsibility. Employees, peers, and organizational culture all contribute to creating and maintaining a supportive workplace. Administration alone cannot bear sole responsibility for an individual’s overall well-being.
3. At ONLS, our first responsibility is to the individuals we support, ensuring their safety, dignity, and quality of life. In fulfilling this commitment, we must also uphold the safety, integrity, and sustainability of the organization. While we are dedicated to promoting well-being in the workplace, these efforts must align with our core mission and operate within responsible budgetary constraints.

ONLS recognizes that management well-being is essential to maintaining an effective and person-centered support environment. While employees may not directly manage or influence the personal wellness of leadership staff, their daily actions and professional behavior can play a vital role in reducing workplace stress, supporting decision-making, and contributing to a healthy organizational culture.

All employees are expected to demonstrate proactive, respectful, and collaborative behaviors that contribute positively to management’s well-being, strengthen overall team dynamics, and provides a safe home environment for those who live within ONLS.

Guidelines

Promote Open Communication and Transparency

• Constructive Feedback: Provide feedback that is solution-focused and respectfully delivered. Address concerns early to prevent escalation.
• Clarity in Expectations: Communicate expectations and deliverables clearly to reduce misunderstandings.
• Appreciation: Regularly acknowledge and thank management for leadership and support efforts.

Support Management Decision-Making

• Proactive Approach: Present issues with proposed solutions whenever possible.
• Reliability: Consistently meet performance expectations and deadlines to build trust and ease oversight responsibilities.
• Team Collaboration: Encourage teamwork to reduce decision-making burdens on management.

Respect Management’s Time

• Efficient Communication: Be concise and purposeful in conversations with management.
• Time Boundaries: Avoid non-urgent communications outside of work hours.
• Preparedness: Come to meetings with organized points to maximize efficiency.

Offer Support during Challenging Times

• Empathy: Acknowledge and validate the pressures management may face.
• Flexibility: Be adaptable and understanding during periods of high demand or organizational change.

Maintain a Positive Team Environment

• Team Spirit: Engage in team-building and foster a collegial, respectful workplace.
• Conflict Resolution: Address interpersonal issues early to avoid unnecessary involvement from management.

Be Solution-Oriented and Supportive of Change

• Adaptability: Embrace and support organizational changes and new initiatives.
• Innovation: Participate in improving processes and systems through constructive feedback and idea-sharing.

Prioritize Individual and Team Well-Being

• Self-Care: Manage stress proactively and maintain a healthy work-life balance.
• Use of Resources: Access HR supports or employee assistance programs when needed to prevent undue pressure on management.

Adhere to the RICK Directive

• Respect: Advocate for fairness, diversity, and meaningful inclusion.
• Integrity: Maintain consistency and honesty in a trusting environment.
• Caring: Uphold dignity and empathy in all relationships.
• Knowledge: Commit to continuous learning, growth, and reflection.

Roles and Responsibilities

• Supervisors:
  • Will model these expectations and support staff in aligning with the policy.
• Employees:
  • Are expected to embody the spirit of this policy in their daily conduct and communication.
• Human Resources:
  • Will provide support and guidance in upholding this policy and ensuring its integration into training and performance management processes.

Review and Updates

ONLS shall:

• This policy will be reviewed every two years, or sooner if organizational changes or incident reports indicate the need for revision.
• Identify areas for improvement using employee feedback and organizational goals.

Conclusion

The health and well-being of management is not a standalone concern but a shared responsibility that enhances the entire workplace ecosystem. When employees engage in respectful, solution-focused, and proactive behaviors, they help create a culture where management and staff can succeed together. This collective strength directly supports ONLS residents in enjoying a safe, supportive, and thriving home environment.

ONLS is committed to ensuring employees have access to appropriate supports when mental health or wellness concerns arise. Help is available, and reaching out early is encouraged.

Employee Support

Employee Assistance Program (EFAP):
Employees and their immediate family members can access confidential counselling and support services through the EAP. Services may include mental health counselling, stress management, family support, and crisis assistance.  Can be accessed online at one.telushealth.com (formerly LifeWorks) or through the Telus Health One app. 

Supervisors:
Employees are encouraged to speak with their Supervisor or Manager if they are experiencing stress, workload concerns, or need workplace support or accommodations.

Human Resources:
HR can provide guidance on benefits, accommodations, wellness resources, and support options available through ONLS. Seeking support is a proactive step toward wellness. ONLS encourages a culture where asking for help is supported, respected, and responded to with care.

Virtual platforms and tools are making mental health care more accessible and affordable than ever. The following free (or low-cost) resources, tools and services can be a gateway to seeking further care and help you manage your day-to-day stress.

The resources listed below are labeled by payment style:

• (F) free
• (F/P) free with an option for a paid version
• (S) For subscription.

ONLS takes no responsibility for any employee use of the following resources.

Calm

Calm is a meditation app for beginners that also includes programs for intermediate and advanced meditators. (F/P)

MindShift

MindShift CBT is a free self-help anxiety relief app that helps you reduce worry, stress, and panic by following evidence-based strategies. Using CBT tools, you can challenge negativity, learn more about anxiety, develop more effective ways of thinking, be mindful, and relax. (F)

Happify

Happify focuses on building resilience by overcoming stress and negative thoughts. It can be integrated into an EAP program to offer virtual mental health benefits like online therapy and self-guided coaching. The program also connects employees with qualified mental health professionals within their network for more intensive treatment. (S)

10 Percent Happier10 Percent Happier is a meditation app that offers a group subscription for employers and provides users with a library of guided meditations led by top experts and teachers. The platform also has videos and self-guided tools focused on sleep and overall well-being. (F/P)

Useful Tools

• About mental health 
• More mental health and wellness topics 
• Substance use 
• ONLS Employee Supports