Northern Alberta’s Dynapac Dealership
We are challenging the
status quo of traditional MTV’s
Dependability and Lowest Cost of Ownership
with the Dynapac MF2500CS
• Versatile material application
• Unmatched production capacity
• Lowest Total cost of operation
• Innovative add-on swing conveyor
• Unmatched operator comfort
• Lowest cleaning time
• No more flat tires & and easy
to transport/pave on bridges
See the MF2500 Feeder in action.
780-955-7400
info@ncrent.com
ncrent.com
Your Partner on the Road Ahead Follow NC Equipment Ltd.
dynapac.us
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MENTA L H E A LT H
efforts to ensure the best return on
investment. However, implementation
and current workplace assessment can
be difficult to apply to different workplaces.
For example, someone working
in an office from Monday to Friday may
experience a different set of challenges
than someone working shift work out
in the field. Another layer of complexity
arises when both types of work – the
traditional office job and manual labour
– are a part of the same organization.
How can an organization ensure everyone’s
psychological health and safety
are looked after while also ensuring the
success of the business? It’s a hard balance,
but one that’s achievable through
appropriate knowledge, action plans
and persistence.
At first, addressing mental health
in the workplace may seem a little
overwhelming. All organizations are
at different levels of supporting their
employees’ mental health. Many
employees feel uncomfortable addressing
the state of their mental health
with their employer for fear of potential
retributions which may affect their job
status or reputation. While some workplaces
may already be addressing many
of the aforementioned psychosocial factors,
others may not know where to
start or how it will help their organization
succeed. In many cases, employers
assume they are supporting an employee’s
mental health but are not addressing
many of the important factors that
support mental wellbeing at work.
First, understand the organization’s
starting point. Managers, business leaders
and employees alike can work to
navigate the state of their organization
and then advance strategies to support
better mental health. Guarding Minds
at Work (GM@W) is a free resource
used to identify gaps within workplace
psychological safety and give recommendations
on how to improve.
StressAssess is an online survey tool
where employees can measure workrelated
stress and receive tools and tips
on how to manage stress levels. The
survey can be found at stressassess.ca.
The Canadian Mental Health
Association (CMHA) in Alberta offers
Certified Psychological Health and
Safety Advisor training to individuals
seeking improvement for mental
health and safety in their workplaces or
to implement the Standard. This training
will provide the knowledge and
resources to help create buy-in from
management while learning how to
gage the organization’s needs, as well
as develop an implementation plan
and reoccurring assessment for successful
mental health and safety practices.
Designed to imbed psychological
health and safety advisors in organizations,
this training will help improve
overall mental health in workplaces
across Canada.
Is your workplace psychologically
safe? How do you contribute to the
overall wellbeing of your coworkers
and/or employees? Where does your
organization succeed in the Standard,
and where is there room for improvements?
These are great questions to
help you get started. When you’re
ready to improve the mental wellbeing
of all employees in your workplace,
reach out to the Canadian
Mental Health Association in Alberta
to see what resources and training
is available. For more information,
please visit alberta.cmha.ab.ca or
email workplace@cmha.ab.ca. n
62 www.AlbertaHeavy.ca
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