Innovating | Empowering | Leading

How Employers Can Support Employee’s Mental Health 

Fostering a Healthier, More Productive Workplace 

Mental health is a crucial aspect of overall well-being and directly impacts employee productivity, engagement, and satisfaction. In today’s fast-paced and demanding work environments, employers play a vital role in supporting the mental health of their workforce. By prioritizing mental health, organizations not only enhance the lives of their employees but also create a more positive and productive workplace culture. 

Promote Open Communication 

One of the first steps in supporting employee mental health is fostering an environment where open and honest communication is encouraged. Employers should let employees know that it is safe to discuss mental health without fear of stigma or negative consequences. This can be achieved through regular check-ins, anonymous feedback channels, and visible leadership support for mental health initiatives. 

Providing Access to Resources 

Employers can support mental health by offering access to resources such as Employee Assistance Programs (EAPs), counseling services, and mental health hotlines. Sharing educational materials on stress management, mindfulness, and self-care also empowers employees to seek help and manage their well-being proactively. 

Encourage Work-Life Balance 

Promoting a healthy work-life balance is essential for mental wellness. Employers should encourage employees to take regular breaks, utilize their vacation time, and set clear boundaries between work and personal life. Flexible work arrangements, such as remote work or flexible hours, can also reduce stress and prevent burnout. 

Offer Training and Awareness Programs 

Providing mental health training for managers and staff helps increase awareness and reduces misconceptions about mental health conditions. Training programs can equip leaders with the skills to recognize signs of distress, respond appropriately, and direct employees to relevant resources. 

Creating a Supportive Culture 

Building a supportive workplace culture involves recognizing the importance of mental health in all aspects of work. Employers can celebrate Mental Health Awareness Month, organize well-being events, and regularly survey employees to understand their needs. Leaders who model healthy behaviors and prioritize their own well-being set a positive example for their teams. 

Conclusion 

Supporting employee mental health is not only a moral responsibility but also a strategic investment in an organization’s long-term success. By taking proactive steps to promote mental well-being, providing resources, and cultivating a supportive culture, employers can ensure a healthier, more engaged, and resilient workforce. 

Compliance Corner

What is a Job Hazard Analysis? 

Injuries occur in the workplace every day. Often, they result from a combination of factors contributing to the incident from an unsafe workplace. Examples could include lack of training, inadequate policies and procedures, inadequate PPE, fatigue, poor communication, complacency, and more. Areas or job tasks that are deemed high risk should perform a job hazard analysis (JHA) to identify those high-risk hazards. 

By completing a job hazard analysis (JHA), hazards are identified before they occur, and control measures are spelled out so that injuries can be minimized and or avoided altogether. A JHA is similar to a risk assessment, but with a narrower focus on specific steps or components of a job task. Each step is examined separately. 

Job Hazard Analysis vs. Risk Assessment 

Completing a job hazard analysis provides an in-depth look at specific job-related risks pertaining to the processes being studied, whereas risk assessments are completed to analyze safety risks companywide. Consider a job hazard analysis as part of your greater safety and risk assessment optimization for your workplace, as you ensure compliance and safety at your job site. 

Prevent Injuries, Guided by a Job Hazard Analysis 

Limit and prevent injuries in your workplace by completing a job hazard analysis. This process will assist you in identifying those “hidden” hazards, as the job hazard analysis is laser-focused, enabling you to write safer and more efficient job procedures. With more than 200 years of combined technical safety experience, U.S. Compliance safety consultants provide deep expertise and value for our clients. 

Completing a Job Hazard Analysis 

To perform a job hazard analysis, we follow a proven four-step job hazard analysis process: 

1. Select jobs/task to analyze 
2. Involve the employees 
3. Analyze potential hazards thoroughly 
4. Implement changes 

Once the JHA is completed, it is important to document the control measures and procedures. This allows for continued reminders of the identified hazard and how the employee should avoid it. Use your job hazard analysis to eliminate workplace hazards, including poor procedures, faulty tools, and equipment. Updated job procedures can then be written, and training requirements can be updated and improved to provide a safer workspace. 

The JHA should be reviewed periodically and updated as needed. Maintaining records of the analysis is essential, as this documentation can be crucial for safety audits and compliance with workplace safety regulations. 



OECS is officially now U.S. Compliance. Stay in touch by signing up for their newsletter here https://www.uscompliance.com/sign-up-for-our-newsletter/ 

LAMA members receive discounts on USC Safety Services and exclusive discounts on virtual classes.  Members receive 1 FREE 2-hour facility assessment.  Contact Tim O’Connor, Regional VP – Health & Safety at toconnor@uscompliance.com 

Welcome New Members!

Jason Bruns

Mankato, MN | (507) 389-1201

https://www.minnstate.edu/index.html

Bob Kill

Minneapolis, MN | (320) 308-5364

http://enterpriseminnesota.org

Have you submitted your membership dues payment? 

If you haven’t already done so, please remember to send in your 2026 membership dues. Make sure to mail your payment to LAMA’s new address to ensure proper processing. Thank you for your prompt attention to this important matter. 



Lakes Area Manufacturers Alliance 

1210 Broadway Street #240 PMB154 

Alexandria, MN 56308

Upcoming Events

2026 Career Exploration Day

 

LAMA members facilitated a valuable educational experience for over 2,000 students representing 27 schools in the Brainerd Lakes region at the Career Exploration Day, held on March 7 at Central Lakes College.  Partners of the event included the College and the Brainerd Lakes Area Chamber of Commerce. 



Students participated in hands-on activities within the manufacturing sector, including constructing mini-ATVs to enhance their understanding of the process from raw materials to production, assembly, and packaging. Additional activities featured demonstrations of robotics, CNC machining, welding, print reading, quality inspection, and engineering. 

Here are a few memorable photos of the special day. 

Follow our social media to stay up to date on all things happening in the LAMA region!

LinkedIn: https://www.linkedin.com/company/111855936/admin/page-posts/published/

Facebook: https://www.facebook.com/profile.php?id=61587578995394

Question of the Month?

Question: 

Can a nonexempt employee be paid a salary?  

Answer: 

Yes, a nonexempt employee can be paid on a salary basis rather than by the hour. However, this classification can be tricky in practice. It means that the employee is paid a set salary while still being eligible for overtime if they work more than 40 hours in a workweek. It also means you generally wouldn’t be taking deductions from their salary for smaller increments of missed time, like long lunches or needing to leave early now and then. That said, you’d still need to track the employee’s hours to comply with the Fair Labor Standards Act and so you know when overtime is worked and needs to be paid. 

Employers sometimes choose this classification when a role doesn’t meet the requirements for being exempt from overtime pay but they want the simplicity of paying a set salary. Ultimately, paying an employee this way is a business decision. It may make sense in certain circumstances, but you should weigh the costs and benefits before deciding to do so. 

To calculate overtime pay for a nonexempt salaried employee, divide their weekly salary by 40 (or the agreed-upon hours) to find the regular hourly rate, then pay 1.5 times that rate for all hours worked over 40. 

Do you want to learn more about Mineral and how it can improve your compliance efforts? Contact Trinity Business Partners at 218-818-4400. Trinity's HR Advisors can show you how Mineral can complement your HR program. 

Enrich Your Company with Summer Internships 

SciTech connects Minnesota college STEM majors to paid internships that provide rewarding, hands-on experiences at small Minnesota companies. Participating employers receive assistance connecting with qualified, pre-vetted candidates, access to talent recruiting and onboarding services, and a small selection of wage matches while funds are available.  

SciTech was created in 2011 and launched in 2012 to address Minnesota’s STEM workforce needs. Since the first year of the program, SciTech has helped over 3,000 students find paid internships in small to medium-sized Minnesota companies. 



Objectives 

• Build Minnesota’s STEM workforce by providing hands-on learning opportunities to talented college students in dynamic Minnesota STEM industries. 
• Increase participation of students underrepresented in STEM in paid internship opportunities (women and students of color) 
• Keep talented STEM students in Minnesota after they graduate to strengthen and advance Minnesota’s knowledge-based economy.  

Benefits 

• Businesses receive a wage match for up to 50% of the intern’s wages ($2,500 max), providing a low-cost solution for small Minnesota companies that otherwise would not have access to qualified interns. 
• Enables employers to find future employees, accelerate short-term business objectives and product development efforts, and revitalize an organization with fresh perspectives and specialized skill sets. 
• Provides students with valuable insight into industry and the professional, hands-on experience necessary to secure a job in their field after graduation. 

Include a link to SciTech website https://www.scitechmn.org/ 

Give From Your IRA 

LAMA’s Field of Interest Fund & Scholarship Program 

Are you subject to taking a minimum distribution from your IRA?  An IRA Charitable Distribution is a convenient way to support the LAMA Field of Interest Fund and Scholarship Program while receiving tax benefits in return. 

Ask your financial, tax, or legal advisor to set up a Qualified Charitable Distribution (QCD) to benefit LAMA’s Field of Interest Fund held with the Initiative Foundation.  Thinking of a larger donation or legacy gift? Send an email to info@ifound.org or call (320) 632-9255 for one-on-one guidance to maximize the return on your investment. 

Benefits of a QCD 

• Does not count as part of your taxable income. 
• Counts toward your required minimum distribution. 
• It can easily be set up through a financial advisor. 
• Have a more significant impact in supporting LAMA’s scholarship program, benefiting our area graduates to pursue manufacturing careers. 

Please seek the advice of your financial or legal advisor when considering these options. LAMA does not provide legal or tax advice. 

LAKES AREA MANUFACTURERS ALLIANCE

406 W. Washington St., STE 5 - PMB 178

Brainerd, MN 56401, US



Deborah@lakesareamanufacturers.org