Estelle Morrison

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  conferences.healthworkandwellness.com/past_conferences/ - [Cached Version]
  Published on: 1/1/2008    Last Visited: 12/31/2008  

  Estelle Morrison, M.Ed, CEAP Director, Health Management Ceridian Canada Ltd.
  
  Estelle Morrison joined Ceridian in 2000 as the Director of Clinical Services for Ceridian LifeWorks Canada. In this role, she was responsible for the clinical quality of the LifeWorks Service Delivery, including supervision, education, intake, trauma and the affiliate network. In 2007, Estelle moved into the role of Director, Health Management, where she is responsible for creating innovative programs to address the mental health and wellness needs of customer employees, as well as developing programs to supplement early interventions. Estelle's experience in managing EAP services spans over 15 years. Before joining Ceridian, she was responsible for the clinical and functional operation of an internal EAP program for a Canada-wide business organization. Her career history includes private practice psychotherapy, treatment research and addictions counselling. Estelle is a member of the Board of Directors, Employee Assistance Professionals Association of Toronto (EAPAT) and the Ontario Association of Consultants, Counsellors, Psychometrists and Psychotherapists (OACCPP).

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  www.e-library.ca/documents_EA.asp?rnext=1550 - [Cached Version]
  Published on: 3/1/2005    Last Visited: 9/26/2008  

  Estelle MorrisonCeridian Canada Ltd.

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  business.theglobeandmail.com/servlet/story/RTGAM.200811 - [Cached Version]
  Published on: 11/28/2008    Last Visited: 11/30/2008  

  "It's important to understand that families, particularly with young children, can be in a fluctuating state of catching and recovering from illness," says Estelle Morrison, director of health management for Ceridian Canada, an employee assistance provider in Toronto.

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  www.matheisassociates.com/index/page/134.html?PHPSESSID - [Cached Version]
  Published on: 4/24/2008    Last Visited: 11/3/2008  

  Estelle Morrison, director, Lifeworks Strategic Solutions at Ceridian, said depression is the fastest growing cause of days lost to disability.

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  www.businessedge.ca/article.cfm/newsID/11742.cfm - [Cached Version]
  Published on: 1/19/2006    Last Visited: 2/18/2009  

  "It's an accumulation of things," says Estelle Morrison, director of strategic solutions for Ceridian Lifeworks, the EAP branch of HR firm Ceridian. "People (employers and employees) need to take preventive action before this volcano hits."
  
  The forces leading up to this eruptive period are numerous, and include:
  
  Estelle Morrison
  ...
  Morrison agrees. One of the best things employers and employees can do during the cold grey months of winter, she says, is to go outside for a noon-hour walk.
  
  "Companies have to put more energy into promoting this kind of activity," Morrison says. "They seem to organize all their outside activities, lunch-time run clubs or other activities, during warmer months when people are more naturally outside anyway."
  
  She adds that while seasonal affective disorder affects two to four per cent of the population as a full-blown clinical depression, another 10 to 15 per cent is estimated to suffer from SAD, although they fell below the clinical threshold.
  
  It's believed that one factor leading to SAD is fewer daylight hours in winter. While SAD typically affects people in their 20s to mid-50s (the average workforce) it is not recognized by most employers, Morrison says.
  ...
  Morrison and Gellert say employers and employees need to be aware of the winter blues and take action to help prevent or lessen the season's affect.
  ...
  Morrison says people take vacations when they are exhausted rather than building in three- or four-day restorative breaks during the year.
  
  She also suggests that if people take a longer break, they need to give themselves a day off at home before returning to work.
  
  "Know that the first day back is going to be stressful," she says.

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  www.businessedge.ca/article.cfm/newsID/11742.cfm - [Cached Version]
  Published on: 1/19/2006    Last Visited: 12/5/2008  

  "It's an accumulation of things," says Estelle Morrison, director of strategic solutions for Ceridian Lifeworks, the EAP branch of HR firm Ceridian. "People (employers and employees) need to take preventive action before this volcano hits."
  
  The forces leading up to this eruptive period are numerous, and include:
  
  Estelle Morrison
  ...
  Morrison agrees. One of the best things employers and employees can do during the cold grey months of winter, she says, is to go outside for a noon-hour walk.
  
  "Companies have to put more energy into promoting this kind of activity," Morrison says. "They seem to organize all their outside activities, lunch-time run clubs or other activities, during warmer months when people are more naturally outside anyway."
  
  She adds that while seasonal affective disorder affects two to four per cent of the population as a full-blown clinical depression, another 10 to 15 per cent is estimated to suffer from SAD, although they fell below the clinical threshold.
  
  It's believed that one factor leading to SAD is fewer daylight hours in winter. While SAD typically affects people in their 20s to mid-50s (the average workforce) it is not recognized by most employers, Morrison says.
  
  And many employees, who feel they will be stigmatized, won't disclose to their employer what they're suffering.
  
  "If you have SAD, you know it will go away in spring," she says. "So you might have a miserable winter, but bite your upper lip and just get through. But there are some who can't."
  
  Morrison and Gellert say employers and employees need to be aware of the winter blues and take action to help prevent or lessen the season's affect.
  ...
  Morrison says people take vacations when they are exhausted rather than building in three- or four-day restorative breaks during the year.
  
  She also suggests that if people take a longer break, they need to give themselves a day off at home before returning to work.
  
  "Know that the first day back is going to be stressful," she says.

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  medicine20.crowdvine.com/feeds/show/19362?scope=profile - [Cached Version]
  Last Visited: 11/30/2008  

  But, increasingly, they are being used by companies - usually as part of employee assistance programs - to boost productivity by reducing absenteeism, sick days and disability claims."None of these programs is meant to replace a physician or offer (medical) diagnoses," says Estelle Morrison, director of program development at Ceridian Canada, which runs employee assistance programs on behalf of many major Canadian companies.

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  www.insidetoronto.ca/tbt/article/27370 - [Cached Version]
  Published on: 5/24/2007    Last Visited: 5/24/2007  

  Demand for services such as Andjelkovic and Schmeler's is high, said Estelle Morrison, director of strategic solutions for Ceridian Life Works, a human resources company.
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  For example, Morrison has seen music lessons that parents take with their children, allowing both parent and child an opportunity to develop a hobby.
  
  "Maybe we can be in the same space at the same time," Morrison said of the attitude time-pressed parents take toward these shared activities.
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  These parents don't want their children to experience the same loneliness, Morrison said.
  
  "I'm not going to do that with my child," Morrison said of the prevailing attitude of these parents.

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  www.boomerangwellness.ca/responsibility.html - [Cached Version]
  Published on: 3/1/2006    Last Visited: 5/31/2008  

  The Case for Workplace Wellness, Estelle Morrison, Director, Lifeworks Strategic Solutions, Ceridian Canada Ltd., March 2006

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  chealth.canoe.ca/columns.asp?columnistid=7&articleid=16 - [Cached Version]
  Published on: 11/30/2005    Last Visited: 8/2/2007  

  Tomorrow begins Healthy Workplace Week and, according to Estelle Morrison, director, LifeWorks program development at Ceridian Canada, healthy workplaces consider not only their physical space but also the social environment and a company's health practices.Look around you -- healthy workplace, or not?

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