Employee assistance programs can promote healthier and more productive workers. When employees bring their personal problems to the workplace it can impact their behavior and job performance and negatively affect office dynamics. Access to an Employee Assistance Program (EAP) gives your employees a confidential way to cope with personal issues which can range from workplace stress to drug and alcohol abuse.
EAPs are unique in that they provide services to individual employees and family members and to the employer as a whole. EAPs support management and supervisors by helping them manage troubled employees, as well as by addressing such topics as workplace violence, emergency preparedness and sexual harassment. Companies and organizations that have an EAP see a return on their investment with more productive employees and less absences and employee turnover. Workers are also more inclined to stay with an organization which supports and helps them resolve their personal issues.
Along with decreasing absenteeism and increasing employee retention, EAPs have been shown to help reduce accidents, workers compensation claims and the number of labor disputes, and significantly reduce medical costs by early identification and treatment of mental health and substance use issues. Employers have found that efforts to help employees resolve personal issues before they have serious consequences make good financial sense.
Fully Effective Employees, Inc. has an excellent reputation as a caring, personalized and service-oriented EAP, in which our own professionally trained staff counselors conduct most of the EAP work, from intake to assessment, brief counseling, referral and case management. Our programs can be customized to meet our employer client needs and we service companies nationally who have from five to five thousand employees. We offer a full range of services, including EAP and HR consulting, drug testing, background checks, as well as supervisor and management trainings and consultations. We also offer work/life and legal programs which further assist with employee health and well-being.
If you would like to learn more about our company, please visit us at www.fee-eap.com or email email@example.com.
Holidays can be a lonely time for some. If you find yourself alone during the holidays this year, there are a lot of creative ways to overcome feelings of isolation.
People end up alone during the holidays for a variety of reasons. Some live far away from family or have jobs that require they work the holiday. Those who are grieving sometimes choose to spend the day alone. Others have dysfunctional families that can turn a happy holiday into a depressing day of drama that they would rather avoid. No matter the time of year or season, develop life skills to avoid and overcome loneliness, because research shows it can have adverse effects on health.
If you find yourself alone and without holiday plans and wish to celebrate, take action. Plan now and create action steps. Doing so can help you avoid “depression triggers” that can throw you into a rut. Grab a calendar and plan concrete steps in writing that you will take when the holiday period arrives. Will you open your home to other single friends? Will you seek volunteer opportunities nearby? What about helping feed the homeless or perhaps singing carols at a nursing home? These activities are tried-and-true intervention steps others have used to overcome loneliness and experience gratitude.
Check the newspaper, and begin your to-do list of events, special “me-time” treats, day trips, and new and unusual ways to fill the days. Look to your community for creative opportunities, such as spending the day with military members stationed in your town or baking cookies and taking them to your city’s first responders. A quick way to find ideas to alleviate loneliness is to search online “alone during the holidays.” It’s nearly guaranteed that you will find ideas appropriate for your situation.
Social media can contribute to feelings of loneliness, isolation, and depression, especially during the holidays. Consider limiting your time online. At the very least, remain aware of its potential to show you an unrealistic view of life—friends usually post only the good.
The secret to lifting your spirit is engagement with others. Enjoy the holidays whether you are with others or alone. However, be sure you experience daily interactions with people to safeguard your health during the holiday season and throughout the year. You will feel more uplifted, experience less negative self-talk, and have accomplishments you will look back on with fond memories.
Excerpted from WorkExcel.com
According to the U.S. Equal Employment Opportunity Commission (EEOC) it is unlawful to harass a person, whether an employee or an applicant, because of that person’s sex. Harassment can include unwelcome sexual advances, requests for sexual favors, and other verbal or physical harassment of a sexual nature. Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.
Both victim and the harasser can be either a woman or a man, and the victim and harasser can be the same sex. The harasser can be the victim’s supervisor, a supervisor in another area, a co-worker, or someone who is not an employee of the employer, such as a client or customer. Sexual harassment can include offensive remarks about a person’s sex, so it is illegal, for example, to harass a woman by making offensive comments about women in general.
The EEOC states that, although the law doesn’t prohibit simple teasing, offhand comments, or isolated incidents that are not very serious, harassment is illegal when it is so frequent or severe that it creates a hostile or offensive work environment or when it results in the victim being fired or demoted.
Prevention is the best way to eliminate sexual harassment in the workplace. Employers are encouraged to have anti-harassment guidelines and clearly communicate to employees that sexual harassment will not be tolerated.
Here are important steps to take:
Fully Effective Employees provides basic sexual harassment training and consultation, and for more comprehensive trainings and investigations, we work with our HR partner, Fit HR. For more information please contact us at Fully Effective Employees .
September is Suicide Prevention Awareness Month. Every year, approximately 44,000 people die by suicide, making it the tenth leading cause of death in the U.S. According to a newly released study published in JAMA Psychiatry, suicide attempts among U.S. adults are on the rise. Middle-aged adults (aged 45-64 years) had the highest suicide rate and young adults (aged 21-34 years) had the biggest increase in suicide attempts. And, while suicide attempts were higher among women than men, more men completed suicide.
While suicide is preventable, it is a topic that many feel uncomfortable talking about, even with family and friends. It is important to know that family members, friends, coworkers and others can play an important role in recognizing when someone is at risk or in crisis and connect that person with the most appropriate sources of care. Here are the major warning signs to be aware of:
Signs of Acute Risk:
– Threatening to hurt or kill him or herself, or talking of wanting to hurt or kill him/herself; and or,
– Looking for ways to kill him/herself by seeking access to firearms, available pills, or other means; and/or,
– Talking or writing about death, dying or suicide when these actions are out of the ordinary.
Expanded Warning Signs:
– Increased substance (alcohol or drug) use
– No reason for living; no sense of purpose in life
– Anxiety, agitation, unable to sleep or sleeping all of the time
– Feeling trapped – like there’s no way out
– Withdrawal from friends, family and society
– Rage, uncontrolled anger, seeking revenge
– Acting reckless or engaging in risky activities, seemingly without thinking
– Dramatic mood changes
Suicide Prevention Awareness Month reminds us that suicide deaths can be prevented. According to the National Action Alliance for Suicide Prevention, for every one person who dies by suicide in the U.S., there are approximately 278 people who move past serious thoughts of suicide and nearly 60 who have survived a suicide attempt. The overwhelming majority of these people will go on to live out their lives.
If you or a loved one is experiencing a mental health crisis or thoughts of suicide, help is available 24/7 through the National Suicide Prevention Lifeline at 1-800-273-TALK, or go to your nearest emergency room.
For more information about counseling and resources contact the EAP at 425-454-3003 or 1-800-648-5834.
When natural disasters strike, employees often look to Human Resources for answers to their questions. Disasters can create havoc, uncertainty and logistical problems within a company if there are not procedures already in place.
With forest fires raging in the West and hurricanes simultaneously lashing the Gulf and East Coasts, emergency management and disaster response are front and center on many people’s minds right now. To help employers cope with whatever disaster strikes next, here are some valuable resources we found on the HRHero.com website and are sharing with their permission:
If any of your employees are experiencing trauma from the current forest fires or other natural disasters, the EAP can help. Contact us at 1-800-648-5834 or locally at 425-454-3003.
Depression in teens has become extremely common. According to the Department of Health and Human Services, research indicates that roughly 3 million adolescents ranging from ages 12 to 17 have experienced at least one major depressive episode within the past year. Teen depression is a mental health problem that causes a persistent feeling of sadness and loss of interest in daily activities. It can affect how your teenager thinks, feels and behaves, and it can even cause emotional, functional, and physical problems.
Issues such as peer pressure, academic expectations, and changing bodies will inevitably bring ups and downs. Yet, for some teens, the lows are more than just a fleeting emotional state. Depression in teens isn’t a weakness or something that can be overcome with willpower and “tough love.” Serious cases can require long-term medical treatment and threaten dire consequences. However, for most teens that are beginning to chronically “feel low,” depressive symptoms can greatly improve with the help of weekly therapeutic counseling.
For parents attempting to approach the challenging and delicate task of raising a teen who struggles with depression, it can be helpful to keep these six guide rules in mind:
•Be Genuine – Engage in “real talk” with your teen, both about struggles and ambitions.
•Give Space – Teens need space to grow and gain independence from parents.
•Be Curious – Pay attention and show interest in your teen’s life and inner workings.
•Reserve Judgement – Don’t show anger first, display compassion and concern instead.
•Don’t Delay – If you think your teen might need help, talk with a counselor soon.
•Family Effort – Depression can’t be cured on an island. Familial support is a must.
If your teen is exhibiting signs of depression, contact the EAP for further assistance.
by Drew Thomas, MACP, CMHS, LMHC
More states legalized marijuana in the last election, with the states of California, Nevada, Maine and Massachusetts, joining early adopters Washington, Oregon, Alaska and Colorado in legalizing adult recreational marijuana. Washington, DC also legalized the use in 2015.
In addition many states expanded or voted to approve the use of medical marijuana. According to the Marijuana Policy Project, a pro-legalization group, medical marijuana is legal in 29 states and Washington, D.C., Puerto Rico and Guam. More states are expected to vote in favor of legalized marijuana in 2017.
According to Tamara Cagney, the president of the Employee Assistance Professionals Association, the important focus for Employee Assistance professionals is that marijuana remains a Schedule I drug under the Federal Controlled Substances Act, which means that it is neither lawful to use or possess as a matter of federal law. None of these new legalization efforts aim to change state employment law, employers in the affected states will no doubt be faced with a chorus of questions about how the changes will affect enforcement of their workplace substance abuse policies. If you have concerns about how this impacts your company policies, contact an employment attorney with knowledge about drug testing policies.
If you are a current client with employees who test positive, the EAP can help with a Return to Work Agreement, assessing and referring employees for treatment if needed, and monitoring them for up to two years. If you would like more information about drug testing in general, contact us at 1-800-648-5834 or locally at 425-454-3003.
The opioid epidemic has arrived at work with employers evolving their benefits offerings to help fight prescription drug abuse in the workplace, according to a new survey from the International Foundation of Employee Benefit Plans.
The Mental Health and Substance Abuse Benefits: 2016 Survey Results reports that one in four employers (26%) have conducted a prescription drug claims analysis to identify possible abuse, and nearly that many (24%) are considering a claims analysis.
Employers are supporting workers who are dealing with substance abuse by providing a number of treatment options. Of organizations providing substance abuse treatment benefits, 89% cover outpatient in-person treatment sessions, and 85% include inpatient hospital or clinic treatment. Other commonly provided options include prescription drug therapies (67%), inpatient residential treatment centers (67%), outpatient telemedicine treatment services (55%) and referrals to community services (41%).
A third of employers (33%) say that prescription drug addiction is at least somewhat prevalent among their workforce and the majority (67%) believe that substance abuse challenges are greater now than five years ago.
If your company is experiencing problems with employee substance abuse, please call the EAP for help and guidance.
From the International Foundation of Employee Benefit Plans
Do you have an employee coming to work with alcohol on her breath? Or another with marital problems affecting his work performance? What about an employee who you suspect is coming to work under the influence of drugs?
If you want your employees to be effective, engaged and productive, then you need Fully Effective Employees – an experienced, personalized employee assistance program.
Fully Effective Employees meets the needs of a variety of personal and work-related problems facing today’s employees. Our excellent reputation as a low-cost, service oriented program offers you both excellent value and the highest level of service in the employee assistance market.
In business since 1976, Fully Effective Employees has been saving companies money by helping to reduce absenteeism and turnover by increasing productivity. Our low-cost program includes a thorough assessment of each client, referral to appropriate resources if needed and follow up and case management for up to two years.
We have counselors available 24 hours a day, seven days a week and who are accessible from anywhere through our toll-free number. Our staff counselors have expertise in the field of chemical dependency, which allows us to assist both employers and employees in early identification and referral of drug and alcohol problems as well as working with company drug testing programs.
We are also experts in providing consultation, coaching and training to company management and ownership as well as employee trainings.
Call us to find out how we can provide personalized services tailored to meet the unique needs of your company and help your employees become fully effective.
The 2016 Presidential election continues to be a topic of great debate whether it is at home, in the community or at work. Sometimes differing opinions can create conflict, tensions and downright hostility. These issues can arise when discussing politics in the workplace and can affect productivity, morale and performance.
The American Psychological Association recently published the results of their 2017
Work and Well-Being Survey with a special focus on politics. Here are some of the key findings:
According to the survey, 26 percent of full-time and part-time employed American adults said they felt tense or stressed out as a result of political discussions at work since the election, an increase from 17 percent in September 2016 when they were asked about political discussions at work during the election season. More than one in five (21 percent) said they have felt more cynical and negative during the workday because of discussing politics in the workplace, compared with 15 percent before the election.
Half of the post-election survey respondents (54 percent) said they have discussed politics at work since the election, and for 40 percent of American workers, it has caused at least one negative outcome, such as reduced productivity, poorer work quality, difficulty getting work done, a more negative view of coworkers, feeling tense or stressed out, or increased workplace hostility. This is a significant increase from the pre-election survey data, when 27 percent reported at least one negative outcome.
Nearly one-third (31 percent) said they had witnessed coworkers arguing about politics, and 15 percent said they have gotten into an argument themselves. More than 24 percent said they avoided some coworkers because of their political views. About one in six experienced strained relationships as a result of political discussions at work since the election: 16 percent said they have a more negative view of coworkers; 16 percent felt more isolated from coworkers; 17 percent said team cohesiveness suffered; and 18 percent reported an increase in workplace hostility.
If your employees are experiencing conflict at work and political debates are affecting work performance, the EAP can provide confidential assistance.
From the American Psychological Association.