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Blog - Fully Effective Employees

1
Aug

Depression in Teens and How to Help

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

12
Jul

Legalized Marijuana Expands in the U.S.

Marijuana plantMore 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.

16
Jun

How Employers are Managing Prescription Drug Abuse in the Workplace

Close photo of prescription bottle for Oxycodone tablets and pills on wooden table for opioid epidemic illustrationThe 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

30
May

Fully Effective Employees: Our Services

Fully Effective Employees: Our Services

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.

17
May

Discussing Politics in the Workplace

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.

27
Apr

Rude Behavior in Workplace is Contagious

Rude behavior at work tends to have a contagious effect and spread from one employee to another, according to a study published in the Journal of Applied Psychology. Incivility can leave employees feeling mentally fatigued, thus reducing their self-control and leading them to act in a similar uncivil manner.

Researchers also found that rude behavior is more common in workplaces that are perceived as political, defined as employees doing what is best for themselves and not the organization. In highly political environments, motives and actions are less clear so employees have to try and figure out why they are being targeted and how to respond. This mental fatigue saps energy and makes it difficult to control negative impulses. Other situations may also contribute to rude behavior such as workload, industry competitiveness, and whether employees have enough time to do their work. Even when employees want to be civil with their co-workers, rude behavior can make these employees lash out, as well.

Rude behavior qualifies as a performance problem. To help stop condescending behavior, the study’s authors suggest offering staff clear feedback on acceptable behavior in either a formal or informal manner. For more information about dealing with this issue at your workplace, please contact us.

7
Dec

Handling Holiday Stress

holiday-stressWhile the holidays can be a time of joy, celebration and connection with family and friends, it can also be a very stressful season. There is a lot of added pressure during this time of year, from social obligations and expectations, to worries about finances and strained family relationships. If you are having difficulties coping with holiday stress, the following are some tips from WebMD.

Know your spending limit. Lack of money is one of the biggest causes of stress during the holiday season. This year, set a budget, and don’t spend more than you’ve planned. It’s okay to tell your child that a certain toy costs too much. Don’t buy gifts that you’ll spend the rest of the year trying to pay off.

  • Give something personal. You can show love and caring with any gift that is meaningful and personal. It doesn’t have to cost a lot. Or use words instead of an expensive gift to let people know how important they are to you. Make a phone call or write a note and share your feelings.
  • Get organized. Make lists or use an appointment book to keep track of tasks to do and events to attend.
  • Share the tasks. You don’t have to do everything yourself. Share your “to do” list with others. Spend time with friends and family while you share tasks like decorating, wrapping gifts, and preparing the holiday meal.
  • Learn to say no. It’s okay to say “no” to events that aren’t important to you. This will give you more time to say “yes” to events that you do want to attend.
  • Be realistic. Try not to put pressure on yourself to create the perfect holiday for your family. Focus instead on the traditions that make holidays special for you. And remember that just because it’s a holiday, family problems don’t go away. If you have a hard time being around your relatives, it’s okay to set limits on your time at events and visits.

If you will be alone for the holidays or feel depressed, stessed or anxious, it might be a good time to seek professional help. Here are some resources for assistance and if you are interested in providing an Employee Assistance Program, we can definitely help your employees who are having difficulty this time of year.

Suicide Prevention Hotline: 800-273-8255
Veterans Suicide Hotline: 800-273-8255
Domestic Violence Hotline: 800-799-7233

14
Nov

An Employee Tested Positive for Drugs- Now What?

banner_22If your company does drug testing and one of your employees tests positive, it is important to know how to proceed.

First, you should follow your drug testing policy. Do you have a pre-employment policy? Do you have a “zero tolerance” policy, which means you would terminate the employee immediately? Do you offer a “last chance agreement”? Does your policy allow you to rehire the employee after a period of time once he has been terminated under zero tolerance? There are many things to consider when deciding how to handle drug use in your workplace.

As an employee assistance provider with over 20 years of experience working with employers, employees and drug testing programs, we strongly recommend the following:

  1. If you have a pre-employment policy, it is designed to rule out anyone who cannot stay off drugs long enough to test clean before they are hired. It does not ensure your new employee does not use drugs. It does however, tend to reduce the number of serious drug users or long –term marijuana users. This is why you definitely should use pre-employment drug testing and just don’t hire someone who tests positive! If someone knows they are being tested for drugs and tests positive anyway, why would you ever want to hire that person? Believe it or not, many companies still hire these people and then refer them to the employee assistance program under a Last Chance Agreement. We recommend that you NEVER hire someone who tests positive under a pre-employment test. Time and again, we have seen multiple problems arise with these folks.
  2. If you do have a zero tolerance policy, meaning you terminate if the employee tests positive, we do not believe you should rehire the employee after any period of time. Without proof that the employee has been abstaining from drugs, he may be able to test clean on a pre-employment test but will likely not remain clean through his employment at your company. It is just too much of a risk.
  3. If you do have a Last Chance Agreement, suspend the employee until he tests clean and has been assessed for chemical dependency and the need for treatment, and has followed through with that treatment. Once he has returned to work he needs to sign an agreement that he understands that if he tests positive again, he will be terminated. We recommend that you employ the services of an employee assistance program with expertise in working with drug testing programs. The EAP can help with a drug and alcohol screening, refer employees for an assessment to determine the need for treatment, and ensure the employee is following through with all recommendations. The involvement of the EAP keeps you out of the employee’s personal life and treatment process. It saves time and resources so you can be left to run the company while leaving the alcohol and drug treatment to the professionals. It also keeps things cut and dry- the employee knows the expectations and makes a choice as to whether to follow them or no longer be employed with your company. The EAP can help ensure long term compliance and sobriety by providing regular follow up and support to your employee. This creates a win-win for everyone. You retain a good employee which saves your company money, prevents accidents, and increases safety, thereby increasing your bottom line. The employee gets the help he needs to return to maximum productivity, keeps his job, and has the ability to live his life free from the grip of drugs.

If you are thinking about starting a drug testing program or engaging the services of an EAP, we can offer affordable, professional services for companies of any size. Contact us for more information. at 425-557-0907.

 

30
Dec

Domestic Violence: The Secret in Your Workplace

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A co-worker stays late every day even where this nothing to do, a sales associate appears tired and distracted, a manager offers to travel frequently to get out of town.  These employees may all be experiencing domestic violence- which is physical, sexual, verbal or emotional abuse by an intimate partner. While domestic violence is a criminal issue- we know that almost one in 3 homicide victims is killed by an intimate partner; it is also a social, health and business issue.  Domestic violence leads to reduced productivity, increases absenteeism and increases health care costs.  Unless employers are trained to understand it and look for it, domestic violence in the workplace will generally go unnoticed. Some employers are also reluctant to get involved. They may think it is a personal issue, fear retaliation from the offender, or feel ill equipped to handle the situation.

Nearly a quarter of employed women have reported that domestic violence has impacted their work performance at some point in their lives. This is a staggering statistic! This means that chances are right now, in your workplace, there are people who are experiencing violence in their intimate relationships and you are probably not aware of it. In the U.S. 24 percent of adult women and 14 percent of adult men have been assaulted buy a partner at some point in their lives. It is the most common cause of injury in women ages 18-44.  Domestic violence leads to chronic disease. Abused women are 70 percent more likely to have heart disease, 80 percent are more likely to experience a stroke and 60 percent are more likely to develop asthma.

Domestic violence costs $8.3 billion in annual expenses- a combination of higher medical costs ($5.8 billion) and lost productivity ($2.5 billion).  Addressing this issue could save thousands of lives and billions of dollars.  As long as the symptoms and consequences of domestic abuse go undetected, nothing changes.

Since employees spend the majority of their waking hours at work, employers are ideally suited to recognize the symptoms of domestic violence and intervene.  Providing assistance and support  should be a requirement of the responsibility of all employers to provide a safe and healthy workplace.   In addition, employers need to ensure that domestic violence doesn’t spill into the workplace where a violent partner could seek to harm the victim or co-workers at work.  Employers can take action by raising awareness, training managers and supervisors to recognize symptoms and behaviors in victims.  They can provide resources and support as part of the company’s requirement to maintain a safe work environment.  Information about domestic violence and resources for help should be posted in common areas and shared at every employee orientation.  Domestic violence is a complex issue. Many times a victim will reconcile with the abuser many times, despite the help of others.  It can be very difficult to leave an abusive relationship for many reasons including financial, fear of being killed, lack of support or resources or self esteem issues. Oftentimes, a victim is most at risk for harm after he or she leaves the relationship.  Employers need to address this issue with respect and compassion, without judgment or the threat of job loss for coming forward.

The EAP can  offer trainings about domestic violence awareness.  Employers can assist employees with restraining orders, changing their work locations or schedule and a safety plan, as well as alerting co-workers if a victim’s partner should come to the workplace. Feel free to consult with the EAP about ways we can assist you with awareness, education and assistance for all employees who may be facing violence in their intimate relationships.

For more information visit nomore.org

Information for this blog was taken from the article “Domestic Violence the Secret Killer that Costs $8.3 Billion Annually” by Dr. Robert Pearl from Forbes.com Dec. 5, 2013

 

19
Dec

Reasons to Have an Employee Assistance Program

j0405586The primary purpose of an Employee Assistance Program is to maximize employee productivity while helping employees face life obstacles that can interfere with your business.

An EAP helps increase your bottom line while building morale, and support for employees and their managers.

According to a study published in the Journal of Occupational and Environmental Medicine, anxiety and depression rank among the top five reasons for absenteeism. The National Mental Health Association reports this problem costs American companies more than $200 billion each year. Stressors such as family problems and financial crises are often at the very core of these concerns.  A high quality EAP can provide a multifaceted approach to improving the life of employees and by doing so, employers can save significant amounts of money in lost productivity, absenteeism, turnover and poor performance.

Fully Effective Employees provides the following employee assistance services:

  • Comprehensive assessment of an employee or family’s member’s presenting problem
  • A referrals to reputable mental health and substance abuse resources
  • Brief, short term assistance with problem resolution
  • 24/7 telephone access to professional counselors
  • Legal assistance and referrals
  • Financial counseling and resources for debt management and financial concerns
  • Wellness coaching and programs for disease prevention and management, smoking cessation, exercise, weight loss, nutrition and stress management
  • Worklife services including referrals for eldercare, childcare, dependent care and pet care and referrals to community resources for social services
  • Extensive website with self-assessments, resources, articles and more
  • Webinars on a variety of social/emotional topics
  • Online interactive trainings with printable certificates of completion
  • Onsite brown bag trainings
  • Assistance with drug free workplaces
  • Employer assistance program- coaching and training on dealing with problem employees
  • Critical incident debriefing
  • HR consulting services and small business HR programs

There are a lot of companies that offer Employee Assistance services, so why choose Fully Effective Employees?

  • We have been providing EAP services to a variety of businesses since 1976.
  • In-house EAP trained professional counselors have been with the company an average of 13 years.
  • Expertise with small businesses, drug testing programs, training and HR issue
  • Personalized services tailored to meet the unique needs of your company.
  • Available for very small businesses
  • A local, Puget Sound based company with the capacity to work with national and international clients with an affiliate network of over 50,000 counselors.
  • Personalized, professional services tailored to meet your company’s unique needs.

An Employee Assistance Program offers an excellent return on your investment.

Contact us for more information!