Minutes of the Well-being National Advisory Committee (WB-NAC)

Workplace Relations and Compensation Directorate (WRCD) 

• Natalie Waples, Chair and Director General, WRCD 
• Marc Bellavance, Director, Well-being and Occupational Health and Safety Division (WOHSD) 
• Jaime Robinson, Assistant Director, Well-being and Occupational Health and Safety Program
• Genevieve Maurice, Manager, Employee Assistance Program (EAP), Policy and Programs
• Lisa Beaulieu-Picard, Clinical Manager, EAP
• Fanny Poncin, Manager, National Informal Conflict Resolution (ICR) Program Office
• Natalie Cherryholme, Senior Analyst, Early Intervention and Return to Work
• Lise Breau-Emond, Manager, National Well-being Office (NWBO)
• Katelin Pepper, Senior Project Officer and Secretariat
• Sofiane Ouinniche, Human Ressources (HR) Program Officer and Secretariat (sends his regrets)

Management Representatives 

• Louis Seabrooke, Director, Eastern Ontario Tax Services Office (TSO)
• Pansy Leung, A/Director General, Information and Data Directorate, Service, Innovation and Integration (SIIB) Branch
• Kira Sherry, Director General, Contact Centre Services Directorate CCSD (sends her regrets)

Union-Management Relations (UMR)

• Khaled Messaoudi, Analyst 

Guest(s) 

• Jean-François Gagné, Manager, Occupational Health and Safety (OHS) Program

Welcome and Opening Remarks

• The Chair welcomed the committee and conducted a roll call for the WRCD members.
• The Chair introduced management representatives and welcomed Louis Seabrooke.
• Members were reminded that Union-Management Approach (UMA) principles of mutual trust and respect, and a commitment to be constructive, fair, sensitive and courteous in our dealings with each other, would be followed. When items outside the scope of this committee are raised, they will be redirected to the appropriate forum. 
• Members were invited to speak in the official language of their choice. 
• AFS and UTE gave brief opening remarks.
• Two new members in AFS will be joining the committee: Ward Cluff and Paul Tsuji.

Program Updates

Early Intervention and Return to Work Program (EIRTW)

• The Government of Canada Accessibility Passport remains available through Microsoft Word and Treasury Board is currently working on a digital solution to be launched in the summer. The Word version will remain available after this digital launch. The new passport focuses on barriers rather than limitations of employees. There was a pilot in the fall of 2024 with five departments and the feedback was positive and minor issues were addressed. The CRA continues to follow the development of the passport. 
• EIRTW is making adjustments to the accommodation process based on feedback from over the years and they have commitments in the Agency People Strategy and the CRA’s Accessibility Plan to create efficiencies.  
• The mandatory requirement to consult with HR when accommodating an employee has been removed. 
  • The new approach will allow for most situations to be handled between the employee and their direct supervisor
  • Both AFS and UTE, and the WB-NAC were consulted on the proposed changes to the Directive on EIRTW
  • Initial feedback from internal networks (Persons with Disabilities, Young Professionals, Management) has been positive
  • The HRB is developing a toolkit for supervisors and employees that will provide guidance on navigating  accommodation  cases
  • It is anticipated that changes will be in place this Fall. 
• Senior Analyst shared that they were still working on the name change, in consultation with the Persons with Disabilities Network.

National Well-being Office (NWBO)

• The Ontario pilot was launched in fall 2024 and concluded this past May, 2025. This pilot project was an opportunity for the NWBO to co-design and test tools and resources related to the Well-being and the Psychological Health and Safety (WB & PHS) Approach to determine its scalability across the Agency. The Ontario Region was selected as the test area for its representativeness of the Agency and its already established well-being initiatives. User groups were provided awareness of the WB&PHS approach and the 13 well-being factors and shared data for their region from the Mental Health Dashboard: https://hranalytics-analytiquerh.tbs-sct.gc.ca/MentalHealth-Santementale and instructions for use: https://www.ute-sei.org/sites/default/files/2024-11/User%20Guide%20-%20Mental%20Health%20Dashboard.pdf.
• The final phases included collaborative identification of meaningful action, action planning, implementation, and monitoring. Participants were asked to review the materials to test if the objectives are attainable, the tasks are useful and practical, and if the resources can be used autonomously.  Feedback received was widely positive. Participants mostly stated that the materials improved their existing knowledge on the various topics. 
• The WOHSD is currently working with Public Affairs Branch (PAB) in publishing resources on each of the 13 workplace factor that offer user-friendly suggestions for employees and supervisors who wish to take action on improving each of the workplace factors, and create a workplace environment designed to prevent psychologically illness and injury. These resources have been reviewed with WB program partners, which include: The Informal Conflict Resolution (ICR) program; Employee Assistance Program (EAP); Early Intervention and Return to Work (EIRTW); Character Leadership; Recognition and awards; and the National Health and Safety Policy Committee (NHSPC) Psychological Health and Safety Working Group (NHSPC PHS WG). 
• Further to feedback received from the NHSPC PHS WG, our WB branch and regional champions, as well as our WB program partners, our office has created a WB & PHS infographic which will highlight the 13 factors and a “What you can do” section - Plan (Learn) -Do (Discuss) -Check (Reflect) -Act (Act) approach with “Follow-up or Stay Engaged” as part of our continuous improvement process.  This has since been published on our Well-being InfoZone webpage. 
• The NWBO has been actively promoting well-being and psychological health and safety through various promotional channels, such as newsletters, webpages, employee stories and through other related program areas. Topics covered include: Optimism at work and Gratitude at work, Energy management and self-care practices at work, Mattering at Work, Supporting psychological health and safety through difficult times, Stronger together: Prioritizing mental well-being, Breaking the cycle: overcoming stress and health neglect, Taking care of yourself helps your team succeed and Supports for Leader – contribution to MGN support services page
• The WOHSD has also published communications on InfoZone highlighting: 
  • Safety and Health Week (May 5 to 10, 2025) – A series of sessions and activities designed for both, managers and employees were promoted on key areas of workplace safety and health. 
  • Healthy Workplace Month (October 2025) – An Agency spotlight item on October 1st, signed by the HRB Assistant Commissioner (AC), Sonia Côté, Deputy Assistant Commissioner (DAC), David Conabree, and National Well-being Champion, Silvano Tocchi. This message included promotion of resources on our well-being webpages, and particularly drew attention to a new “Micro-skills” section on the Well-being self directed learning page.
• A new webpage on InfoZone was created on Supporting employee well-being and psychological health during challenging times. This webpage is part of a suite of webpages developed by the WOSHD to support employees’ well-being in times of change. 

Informal Conflict Resolution Program (ICR)

• The ICR Program has created a new page on InfoZone designed to promote the support resources available to employees (such as EAP, ICR, OSH, and well-being services) during times of change.  The page provides information on clear and confidential options to help employees navigate personal struggles, workplace challenges, or maintain their overall well-being. The goal is for a link to this page to be included in the Commissioner’s upcoming messages, as well as in other communications to staff about changes. This page will only refer to internal services. 
• National Learning Products – Updates:
  • Effective Feedback Conversations: a new 60 minute workshop addressing the challenges and benefits of having feedback conversations, how to prepare for a conversation, and includes a role play component. 
  • Trust: This workshop was recently updated. This 90 minute session explores the concept of trust, factors that impact it, and strategies for building and rebuilding trust in the workplace.
  • Conflict Resolution Conversations (CRC) - Part 1: Reviewed and now available. Delivered in two 3-hour sessions, open to all employees and managers.
  • Conflict Resolution Conversations (CRC) – Part 2: Currently under review to potentially reduce the duration from a full day to a half day. The online component is also being assessed.
  • Challenging Interactions at Work: a new workshop in development focusing on navigating difficult behaviours, de-escalation techniques, and conflict resolution skills.
  • Managing Difficult Conversations: Role plays have been updated to reflect current workplace realities, including topics such as performance management, change, behaviour, scent sensitivity, career conversations, staffing, employment equity, harassment, and formal complaints. 
• The ICR Program will contribute to the New Leaders Foundations Program (pilot) by delivering sessions on the ICR Overview and Managing Difficult Conversations to new and emerging leaders between September and November 2025. 
• The ICR Program continues to raise awareness about the value of addressing conflict constructively. Annual communication plans emphasize that conflict is a natural part of human interaction and that ICR services are impartial and confidential.
• Articles have been published in various newsletters (MGN, EXGN, LR Voice, HR updates), covering topics such as:
  • Giving and receiving feedback
  • Navigating difficult conversations
  • Handling negativity at work
  • Strategic conversations about workload pressures
  • MGN Matters featured ICR in:
    • December 2024: Navigating difficult situations
    • March 2025: Leading a team while impacted
• A new Practitioner’s Corner webpage on InfoZone now hosts articles on conflict-related topics.
• Conflict Resolution Day is scheduled for October 16, 2025, marking the 25^th anniversary of the ICR Program at the CRA.
• The ICR Program continues to play a vital role in supporting employees and managers during periods of uncertainty and fiscal constraint. Practitioners report increased workplace stress, anxiety, and tension, highlighting a growing demand for support in managing difficult conversations and team dynamics.
  • Services include:
    • ICR consultations
    • Conflict coaching
    • Facilitated and mediated discussions
    • Group processes
  • Additional resources are available through:
    • The well-being self-directed learning page
    • Workshops and courses
    • Quarterly ICR Overview presentations
    • Tailored learning sessions based on needs assessments

Employee Assistance Program (EAP)

• Director, WOHSD shared a slide on EAP intake statistics since the new contact information became active on May 1^st. UTE asked if the PPT can be shared with them.

New EAP structure:

• EAP training requests are now submitted through the Service Request List - Service Request Management System. Employees will continue to have access to workshops and information sessions, but the planning and the delivery will be done at a national level, meaning that most sessions are determined ahead of time, based on the current context, expressed and perceived needs. This ensures broad access regardless of location. These sessions accommodate up to 850 participants. Certain sessions, such as the recent one on burnout, will be offered again due to the high number of people on the waiting list. Upcoming topics include: (for all employees) Compassion Fatigue, Vicarious Trauma and Burnout, Loneliness and Isolation Fatigue, and the National EAP Orientation Session, and (for leaders) Leading Through Times of Stress, Uncertainty and Change. Information sessions are posted monthly on the NEAPO Event Stream schedule. A distribution list is being developed to share updates with those who inquire about training.
• Starting in June, mental health workshops for employees and managers will be delivered by a team of three facilitators (one bilingual). Sessions will begin with groups of 200 and may scale up to 350 as appropriate. Interactive components are being adapted for larger audiences. While group-specific requests are accommodated when possible, sessions will be open to all interested employees. Priority for EAP presenters will be given to larger groups, leadership teams, and union groups.

How EAP is supporting the organization through times of change 

• The EAP continues to provide core support services, including short-term individual counselling and advisory services for managers, union representatives, and HR professionals. These remain foundational offerings. Since December 2024, EAP has introduced a series of 1 hour information sessions to address growing needs related to change, stress, and burnout. These sessions have been well received, with over 10, 000 participants to date – 2, 921 leaders and 7, 561 employees.
• Specific sessions related to change were: 
• For leaders: Leading Through Times of Stress, Uncertainty and Change (offered in Dec 2024, Jan and May 2025)
• For all employees: Navigating Change: Practical Strategies to Make Change Work for You (offered in Jan and March 2025)
• In addition, CRA employees have access to Articles and online resources that are posted to the Homewood Health page on InfoZone, as well as the Well-being self-directed learning page. Homewood Health requires sign-up to access its resources. When opening an account, use the CRA invitation code: CRA536.
• Since June 2024, the EAP highlighted five key designated weeks/days: International Self-Care Day (July 24, 2024), World Suicide Prevention Day (September 10, 2024), Mental Illness Awareness Week (October 6 to 12, 2024), Bell Let’s Talk Day (January 22, 2025), and Mental Health Week (May 5 to 11, 2025). Messaging was signed by the AC and DAC HRB as well as the W-B Champion for the five events, and were featured on InfoZone. Exceptionally, the Mental Health Week message was distributed to all employees via Assistant Commissioners since it included the new EAP contact information. The InfoZone billboard was used to promote four of the events, directing employees to the EAP homepage where information on the week and on upcoming events were posted. During Mental Illness Awareness Week, the page received over 5, 100 visits in one week. During Mental Health Week 2025, EAP hosted four information sessions – two for all employees and two for leaders, on topics such as reducing stigma and stress in the workplace, with a total of 1, 361 participants.
• The EAP has started the review of the Statement of Work for the Request for Proposal (RFP) process, starting fall 2025. As in previous cycles, the selection committee will include a union representative. We will be in touch with you when it comes time to identify someone to be part of the committee. The EAP will follow up to confirm participation. The current contract with Homewood Health ends on March 31, 2026.
• The EAP continues to promote mental health and well-being through the publication and promotion of newsletters and targeted communications:
• Life Lines (monthly, for employees) and Vitality (quarterly, for managers) are published on InfoZone and promoted via a news item. Vitality is all accessible through Management Hub.
• A special bulletin was issues following the Lapu-Lapu street festival tragedy in Vancouver. This bulletin is published to the Homewood Health page on InfoZone. 
• Two articles appeared in the fall EXGN Newsletter: Building Connections at Work and Change is the New Normal (a joint EAP and ICR piece), which highlighted a factsheet on empathetic communication, also available on the Well-being self-directed learning page.
• Articles were also featured in the HR Newsletter and LR Voice, covering topics such as gratitude, optimism, self-compassion, stigma, and EAP advisory services.
• These publications aim to raise awareness of EAP services and encourage leaders to engage their teams in conversations about mental health.
• UTE asked if they would be involved in any of this work.  

Discussion of ICR and EAP statistics

• The Director presented a deck on the EAP intake summary from May 1 to 9, 2025.
• UTE asked if the deck could be shared with them after the meeting.
• The EAP Clinical Manager conducted a brief overview of the statistics and answered questions from the committee members. 
• UTE suggested that there should be a subcommittee in Coordinator Counsellors to keep working with them.

Round table

UTE asked if EIRTW had any statistics to share.

Closing Remarks

• The Chair, UTE, and AFS gave closing remarks. 
• The next meeting will be held in the fall of 2025, and members were encouraged to submit any agenda items when the call comes out before the meeting.