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Information of interest to our Clients and for the industry


Upskill, Update and Refresh with Work Options’ Online Training

Face-to-face training can be costly, time consuming and logistically challenging, especially during these difficult times.  That’s why Work Options has developed a series of online training courses to reduce costs and give you and your employees flexible access to training any time of day.

Our training is conducted through an online training management system that both groups and individuals can access once registered.  With your user login, you’re able to see what courses you have in progress, those completed and also get a certificate as evidence of your training.  Each course is approximately 30 minutes long, containing videos, slides, animations and information sheets and quizzes requiring minimum pass marks.

Current courses:

Introduction to Drugs & Alcohol in the Workplace (1A)

Managing the Risk of Drugs and Alcohol in my Workplace (1B)

These two courses are designed to go together and aim to educate all workers on the risk of drugs & alcohol at work. They can be used as general training or to incorporate into your induction program. Each course is approximately 30 minutes and include competency quizzes and a certificate of completion.

1A provides general information on drugs & alcohol, including: drug definition and classifications; effects of drugs & alcohol on body, health & behaviour; detailed information on alcohol, other drugs and medications; drugs & alcohol in the Australian workplace – risks to you and your work, laws, WHS and obligations of workers in relation to drugs & alcohol at work.

1B provides information on the key components of a Drug and Alcohol Management System, including: its purpose, elements, privacy, code of behaviour; understanding misuse; education; drug & alcohol testing & post-testing actions; support and discipline.

Managing Drugs & Alcohol at Work – A Guide for Supervisors & Managers

This course is designed for supervisors & managers who have responsibility for managing people or projects. It covers the role and responsibilities of supervisors and managers in managing the risk of drugs and alcohol at work, including: obligations of the business, workers and supervisors; identifying drug & alcohol misuse, signs & symptoms; what to do in a number of scenarios, such as a reasonable concern, WHS incidents, voluntary disclosure; managing drug testing and results, refusal, and breaches of the code of behaviour; and other issues, such as privacy, communication and safety.

Drug and Alcohol Program Officer Training

This course is designed for the designated contact within an employer for their drug and alcohol management program. It provides specialized training on: conducting a reasonable concern interview, managing drug and alcohol results, conducting risk assessments, implementing the drug and alcohol management program and developing Drug and Alcohol Management Plans for individual workers after a positive drug or alcohol screen.

New courses coming soon!

Mental Health Consulting and Training

With much uncertainty about the future, significant changes to home and work life, and fears around the current health crisis and its economic impact, we understand that this can be a difficult time for individuals and businesses alike. Our Mental Health Expert can deliver online consultation and training to assist you in maintaining a mentally healthy workplace and provide tailored strategies and programs to deliver a safer, happier and better supported workforce.

Watch this space for upcoming dates

10% Discount on Employee Assistance Programs for Work Options Customers

With one in five Australians currently suffering from a mental health concern, it is likely that this figure will increase over the coming months, particularly as we see the future of work changing for many. Work Options would like to extend a 10% discount on all EAP services, so that your employees and their families have access to vital assistance when they need it, can develop coping strategies and resilience, and are well supported through these uncertain times.

Find out more or contact us 

A simple guide to talking to employees about mental health

Responsibilities at work may not always be the sole cause for poor metal health, but for some people, workload and stress can be a significant contributor. In Australia employers have a duty of care to ensure that employees are safe at work, both physically and psychologically, and can confidently perform their job without any adverse affects. So what happens when you suspect an employee is struggling mentally, and how do you approach it? Here are some steps to follow:

1.       Arrange a confidential meeting
Ensure that you arrange a confidential meeting, in an environment away from prying eyes where the person can feel comfortable. Be professional when scheduling so that you don’t further contribute to stress or anxiety.

2.       Be familiar with your workplace mental health resources
Be well versed in any company policies around mental health and resources available such as Employee Assistance Programs. Have hand-outs printed and sealed in a folder for the employee to take with them.

3.       Adopt an honest, upfront and caring approach
Start off by providing encouragement and pointing out the employees strengths and contributions that they bring to the business – it is important that they feel valued. Consider the conversation to be somewhat of a performance review where the positives are discussed first followed by concerns. Be clear in stating why you are concerned.

Be aware that your employee may not realise the impact their mental state is having on their work, feel as though their personal issues are not your concern, or alternatively they may think that everything is just fine. Be prepared to be dismissed. But if your employee is willing to open up, be supportive.

Consider asking open ended questions where the employee is able to steer the conversation in a direction they are comfortable. Ensure that you listen openly and provide encouragement. Don’t push for information which is outside of the scope of work related issues – it is not your business.

4.       Act!
It is important that you focus on solutions, not problems, and how you can help the employee in a business sense – remember that you’re not in their shoes, even if you think you have been before. Ensure that you document everything being said and consider ways of temporarily altering their job role and responsibilities to reduce pressure and workload. Offer your collected mental health resources and details about what’s included in the pack.

5.       Schedule a follow-up meeting
Don’t forget that you have a duty of care to ensure your employees are happy at work. Once the employee has had some time to digest the conversation, potentially seek help and you’ve altered their work responsibilities, check back in. If the employee’s mental state has not improved, or gotten worse, consider offering them the support of an Employee Assistance Program. Again consider their workload and responsibilities, and refer them to free phone and online resources, as well as community service providers such as doctors, psychologists and counsellors. And once again, after some time, repeat the process.

 

Talking to employees about mental health may seem a daunting process, but it’s the first step in taking positive strides to ensuring happy, healthy and efficient employees. And when you make mental health and wellbeing a priority in your workplace, your employees will thank you for it.

For further reading and free mental health resources, see:
Black Dog Institute: Workplace Mental Health Toolkit
Beyond Blue: Workplace Mental Health
Headspace
Lifeline – Phone: 13 11 14
Beyond Blue – Phone: 1300 22 4636