View cases - Stewart McKelvey

35- workers are less engaged with lower job satisfaction;- there are higher turnover rates;- the public experiences poorer customer services as employees “retire on thejob”;- more workers are planning to leave their employment because of familydemands and a sense of not being valued.[161] The real benefit to an employer who is accommodating is the reversing of the above-listedtrends. If an employee is in good mental and physical health with sufficient sleep and a feeling ofbeing appreciated at work, Dr. Duxbury testified that it is a pretty safe assumption that such anemployee will be more productive and perform better.2010 CHRT 20 (CanLII)[162] Dr. Duxbury testified that being valued is very important in the workplace. We easilyhave a concept of managing dollar capital but not human capital. A worker who wants tocontribute needs to feel valued, i.e. recognized and appreciated. Otherwise, that worker will notgive the employer the benefit of his/her skills.[163] Where an employer is responsive to the concerns of its workforce, it is important toeducate the rest of the workers so that they gain an awareness that any added benefit or perceivedaccommodation that another worker has now may be given to them when they are in need. Inorder to educate, the employer has to have policies that are unambiguous, transparent and whichcontain built-in accountability for mis-use. Such educative steps lead to attitudinal change.[164] Dr. Duxbury underscored her testimony by stating that the data is unequivocal that peoplewill use health care facilities and health professionals less if these work-life balance issues aredealt with favourably. She stated that the “number one coping method” in Canada is cutting downon sleep. This is followed by drinking, smoking, eating poorly, and not exercising enough – all ofwhich have negative health consequences.