A mentally healthy workplace has clearly understood guidelines in place to act on grievances, complaints and disputes arising over organisational matters – such as workplace agreements, salary, hours, overtime, promotion and recognition.
Under the Australian Fair Work Act (2009) employers are obligated to have a dispute resolution process in place to act on grievances, disputes or differences that arise under modern awards and the National Employment Standards (NES). And to resolve them as quickly as is reasonably practicable.
The Fair Work Commission advises that a best practice dispute resolution process should:
Getting this right will not only improve morale and productivity, but reduce staff turnover, reduce absenteeism and presenteeism, and build a stronger mentally-healthy workplace.
© 2019 The LITTLE BLUE BOOK OF WORKPLACE MENTAL HEALTH – page 44-45
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Disclaimer: The Little Blue Book of Workplace Mental Health has been authored and compiled by Tim O’Brien and produced by Alcohol and Drug Awareness Australia. The views expressed by the author are not necessarily the views of the VACC and its members on a particular matter. This document, and the material contained therein, is for information purposes only. The document is intended to provide increased understanding and awareness of mood affective disorders and practical assistance in recognising depression, anxiety and other disorders and approaches to reaching out and providing support. The document also provides more general information in regard to workplace relations matters that may not be applicable and/or appropriate to the Victorian automotive industry. The document does not constitute legal advice and should not be relied upon as legal advice. VACC therefore encourages any member needing assistance in managing mental health in their workplace to contact the VACC Workplace Relations (IR Dept and OHSE Unit) for specific advice and assistance.
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