Nancy Elliott is a business agent with NSUPE and a labour lawyer. The timestamp for the issues covered is below:

0:20 – Introduction by CCU President Kelly Johnson
1:30 – Think about someone you know with mental illness
2:15 – There are many different forms of mental illness
3:15 – 20% of Canadians are affected by mental illness in any given year
3:50 – Almost half of all Canadians will have a form of mental illness by the age of 40
4:30 – What does it mean to be “healthy”
5:05 – There can be no health without mental health
5:25 – What is the meaning of mental health well-being
6:30 – People can seem to be perfectly well in one moment, but struggling tremendously the next
7:00 – Diagnosis and testing for mental health is very difficult
7:45 – Mental illness is complex enough, but it becomes even more confusing when it happens in the workplace
9:45 – A mentally-healthy workplace is the exact same as a psychologically-healthy workplace
11:20 – We have to be careful with the use of words
11:45 – Mental health also affects your physical health
12:45 – When we suffer from mental illness, it’s more difficult to remember and learn
13:15 – This also means increased conflict and passivity
13:45 – Mental health issues also means lower productivity and creativity in the workplace
15:00 – The stigma of mental illness is everywhere
15:55 – Can we use humour to reduce the stigma?
16:55 – People make assumptions and judgements about those with mental illness
17:15 – Example of a young worker with mental health issues
19:35 – Comment: “Some people with mental health issues are in denial that they have them”
20:15 – What can you do when people are in denial?
21:15 – Sometimes the best thing to do is just be kind to them
22:10 – Over half of people with mental illness don’t seek treatment
23:00 – Bell’s “Let’s Talk” campaign about mental illness
23:50 – The first duty of labour unions is to raise awareness about mental illness
23:55 – The second is to promote good mental health
24:00 – The third is to assist those who are affected
24:15 – We have to educate union reps and members. The more education, the better
25:45 – Having effective health and safety committees makes a big difference
26:15 – Mental health is usually not on the radar of most health and safety committees
27:00 – Work life balance can contribute a lot to mental well-being
27:55 – We don’t take time to look at the policies in collective agreements regarding mental illness
29:00 – There are consultants who will come and analyze the levels of mental stability in your workplace
29:30 – There are progressive social and economic models that can contribute to mental health
30:45 – If we properly address mental health, we’ll create better workplaces for everyone
31:05 – In some provinces, the Workers’ Compensation Board doesn’t cover moderate mental illness
32:05 – In some provinces, mental health isn’t even in health and safety legislation
33:40 – There’s a business case to be made for taking preventative measures in creating good workplaces for mental well-being
34:20 – Courts are becoming more sympathetic towards mental illness in the workplace
37:20 – Group breakout period. Discussion about made-up scenarios about mental illness in the workplace
40:40 – Question: “Why don’t people with mental illness take their meds?”
41:15 – Comment: “Meds have side effects that inhibit people from doing other things”
42:20 – What about co-workers who don’t want those with mental illness in the workplace?
43:45 – Education is key to developing workplace that are safe for everyone
43:55 – But, what about those with mental illness who may be a threat to other co-workers?
46:50 – Also, what happens to the worker who has mental illness who you may not get along with?
49:05 – As well, what about those with mental illness who engage in inappropriate behavior at work?
50:20 – Some arbitrators will treat it as if it’s a straightforward disciplinary case
50:55 – Workers have rights to a safe and secure, harassment-free work environment
51:25 – Member to member conflicts are among the most difficult to deal with
53:15 – Question: “How have union contracts dealt with mental illness issues?”
55:15 – So called “nice sounding values” might be nice, but we need real, concrete policies to deal with mental illness
56:50 – YUSA is the only union at York University that has specific health and safety language in the collective agreement
57:45 – PPWC stewards are being educated and trained in mental health and wellness issues.
59:00 – Employer policies on mental illness and wellness can be problematic and inadequate
01:00:25 – Comment: “A lot of harassment issues had mental health attached to it”
01:00:40 – Is it mental illness that causes harassment, or the other way around?
01:01:15 – As union representatives, sometimes we have to defend members who have done bad things
01:03:05 – NAPE (Newfoundland and Labrador Association of Public and Private Employees) have pre-emptive mental health legislation
01:03:40 – Policies like that have been set up in Nova Scotia to assist government workers
01:04:40 – EFAP (Employees and Family Assistance Programs) are very good for helping workers
01:05:20 – Comment: “Even supervisors and stewards can use EFAPs”
01:06:45 – Comment: “The Red Cross just created a new, psychological first aid program. Information is located on the Red Cross website”
01:07:05 – Special thanks to Nancy Elliott from NSUPE (Nova Scotia Union of Public and Private Employees)