Agenda

PERTH/BOORLOO 9-May | BRISBANE/ MEEANJIN 16-May | SYDNEY/ EORA 23-May |MELBOURNE/ NAARM 30-May

Registration and welcome coffee: 8:30am | Course duration: 9:00am-4:30pm, including networking breaks

  • Analysis of how typical workplaces deal with mental health issues and evaluation of their effectiveness 
  • Assess recent issues that have created increased challenges in dealing with mental health 
  • Understand where HR and their processes should focus on to be more effective 
  • Introduction to SAD (Stress/ Burnout, Anxiety, Depression) 
  • The biological response to mental health 
  • The chemical response to mental health 
  • The physical response to mental health \
  • The link between psychosocial hazards and actual harm
  • Identify main psychosocial risks in the workplace 
  • Sources of legal obligations 
  • Duties of organisations and individuals 
  • Likely regulatory impact of recent changes to the law 
  • Understanding core elements of a psychologically safe workplace 
  • Understanding the individual impact (positive / negative) that individual managers can have on psychological safety 
  • In depth look at practical tools that can be introduced to achieve psychologically safe workplaces 
  • Introduction to the workplace regarding an identification of performance management issue with an employee who has or is about to identify they have a mental health condition 
  • Triage to: characterize issues, determine facts as to likely causes of the poor performance and consider methods of resolution;  
  • Identify the difference between inherent requirements of a position and other job requirements; 
  • Manage attendance and absenteeism;  
  • Balance provision of support (Care) and maintaining standards (Competence) 
  • Understand the limits of seeking medical advice including requesting and analysing medical certificates; 
  • Assess return to work plans including COVID-19 special cases; 
  • Implement the right response action for better outcomes with reference to applicable workplace policies and procedures including determining the extent of incapacity;  
  • Introduction to the workplace regarding an identification of a workplace investigation with an employee who has or is about to identify they have a mental health condition 
  • Understand the types of investigations and determine whether an investigation is necessary or not;  
  • Identify an investigator within the organisation or external;   
  • Frame allegations and provide meaningful particulars taking into account mental health issues;  
  • Communicate with relevant parties balancing provision of support (Care) and maintaining standards (Competence);  
  • Understand the practical application of legal terms such as standard of proof and natural justice/ procedural fairness;  
  • Protect confidentiality and privacy;  
  • Troubleshoot common investigation issues and legal risks;  
  • Review evidence including resolving issues such as 'credit worthiness' and drawing adverse inferences;  
  • Make well-reasoned findings of fact;  
  • Compile a report  
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