The Benefits of Workplace Wellbeing
Did you know that the European Network for Workplace Health Promotion has defined workplace health promotion as the ”combined efforts of employers, employees and society to improve the health and well-being of people at work”?
According to the World Health Organisation, there are many benefits of workforce health promotion to the employee and the organisation.
Benefits of Workforce Health Promotion
|To the organisation
||To the employee
|A well managed health and safety programme
||A safe and healthy work environment
|A positive and caring image
|Improved staff morale
|Reduced staff turnover
||Increased job satisfaction
||Increased skills for health protection
|Reduced health care/insurance costs
|Reduced risk of fines and litigation
||Improved sense of well-being
Large and small companies across the country are encouraged to participate in Ireland’s National Workplace Wellbeing Day, which is on 31st March2017. The event aims to improve employee health through promoting better nutrition and physical activity. Click on the link to find out how your company can get involved: http://www.who.int/occupational_health/topics/workplace/en/index1.html
When preparing for a hearing it is prudent to list a series of questions before the meeting so that you can ensure you discuss all the relevant issues arising from the allegations and also cross reference to any witness statements.
- Ensure that before you start the meeting you can, were possible identify clearly in your company policies which procedures or regulations have been breached. Having a copy of the employee handbook and the signed employee contract at the meeting is a useful tool for this.
- Where possible have all witness statements to hand (ensure that they have been given to the employee in good time before the meeting) you can quote directly from them in order to aid your argument (e.g. employer: did you refuse to follow the instruction of the manager? Employee: No, employer: in that case why did the manager and the witness both state that you did? At this point refer and produce these statements).
- Minutes should b, where possible, written word for word (example at the rear of this document) and all discussions should be recorded even if you do not consider it to be relevant.
- These minutes are a suggested template only, as each hearing will differ depending on its facts; this document covers salient points which should as a matter of course be included in the minutes of any disciplinary meeting.
- This document should not be on show or available in the disciplinary hearing for this document “itself” may become evidence, we recommend that you jot down or transpose for yourself as an reminder as to how to conduct the proceedings
- Where possible, ensure that the manager conducting the disciplinary hearing has had no involvement in the investigation procedure or is not a witness, and does have the authority to issue a disciplinary sanction up to and including dismissal: (due to the size of the organization this may not be possible, and if this is the case it should be stated in the Employee Handbook
- At any point during the hearing, the manger/disciplinary officer may adjourn the proceedings if it appears necessary or desirable to do so, e.g. for the purpose of gathering further information.
Give Mary a call on 086 8225448 or email on firstname.lastname@example.org for more information