Thank you, Mr. Speaker. Members will know that the NWT recently observed Mental Health Week. There should be no debate because it is well documented and well known that a person out of work is subject to many negative forces. Injured or laid-off workers are without income and often without purpose. They have to deal with financial stress, loss of self-esteem and feelings of aloneness, any and all of which cause a downturn in an individual’s mental health. Such circumstances lead to mental distress for the worker and, at its worst, depression or other mental illness. That’s why it’s imperative that employers have in place systems or policies to provide the help that is so necessary to get injured or ill workers back to their job as soon as possible to ensure that their lost work time is as short as the employer can make it.
For the GNWT and, indeed, all employers, the accommodation and reintegration of workers should be, and must be, foremost in our human resources culture and in our actions as an employer. It is of primary importance. But it’s not enough to have policies and procedures in place. We have to live those policies and the systems must actually work in practice. Both the employer, GNWT HR in our case, and the employees have to understand and implement these policies. Does the GNWT as an employer spend enough time and energy educating our staff in this area? I think not.
Mr. Speaker, our staff need the tools for the job. Training is required for all HR staffing officers to ensure they know the meaning of the phrase “duty to accommodate;” that they know how to action that duty and get people back to work; that they’re aware of appropriate and available resources to properly assess workers who want to return to work; that they adequately accommodate them to return to work in a speedy manner. We need a corporate HR culture that helps employees, not hinders them.
Training is required for workers as well. They have to be educated about the GNWT policies and procedures in regard to lost work time. They need to know what to do when they’ve been off the job; what to ask for and from whom so they can coordinate with the department and expedite their return to work. The quicker we get people back to work, the less stress they will undergo. Reduce stress and we reduce the chances our workers’ health will deteriorate; and better health in our work force means a better, more productive society.
Mr. Speaker, as an employer, we are duty bound to get our injured people back to work in a timely manner. We can only consider ourselves a successful employer if we achieve that objective. I will have questions for the Minister of Human Resources at a later time. Thank you.
Thank you, Ms. Bisaro. The honourable Member for Sahtu, Mr. Yakeleya.
