Now showing items 1-20 of 853

    • Training for University of Occupational and Environmental Health

      Stockert, Timothy (2008-06-03)
      First, this presentation provides an overview of the accreditation process and standards. This includes a brief overview of accreditation, steps in the accreditation process, an overview of the structure and features of the 8th Edition Standards, and highlights of each section of the standards (ETH, FIN, GOV, HR, PQI, RPM, ASE, BSM, CR, TS, and EAP). Next, the presentation covers rating the standards, peer reviewer role and responsibilities, and site visit logistics. This involves a rating scale and writing justifications rating exercise, answering questions like who are the peers and team leaders and what is the value of using volunteers, a brief overview of peer reviewer eligibility, benefits, and policies, and pre-, on-, and post-site visit activities. Finally, the presentation examines COA’s internal processes from site visit to accreditation notification. This section covers the site visit assignment, the preliminary report, the commission and notification, the maintenance of accreditation, and closing thoughts and follow-up actions.
    • The EASNA Mentoring Program

      Stockert, Timothy (2002)
      This brochure provides an overview of the EASNA Mentoring Program which is a specifically designed process that pairs an EASNA approved individual with an organization seeking EAP accreditation from the COA. It covers what EAP accreditation is, what is involved in the mentoring program, who can be a mentor, and the partnership between EASNA and COA.
    • The Council on Accreditation Employee Assistance Program Accreditation Process

      Stockert, Timothy (2003)
      The Council on Accreditation Employee Assistance Program accreditation process is time limited and facilitative in nature. It is a distinct, step-by-step process that involves an internal and external review of an organization’s policies, procedures, and practices based on standards of best practice. This article provides an overview of the steps in COA’s EAP accreditation process from application to reaccreditation, and discusses several of the distinguishing features of the process.
    • Statement of Work, Agreement between EASNA and COA

      Stockert, Timothy (2002)
      The EASNA EAP Accreditation Program, as administered by COA (EAP Accreditation Program), is the culmination of an extensive and comprehensive review of existing best practices in the employee assistance field. The EASNA/COA EAP Accreditation Standards (EAP accreditation standards), which draw heavily upon existing COA and EASNA standards, have the benefit of an extensive literature search followed by rigorous beta testing at five EAPs representing a cross-section of the EAP industry. The agreement reflects the understanding between the COA and EASNA for the purposes of developing, marketing, facilitating and managing an employee assistance accreditation program for member organizations of EASNA.
    • Employee Assistance Program Standards and Self-Study Manual, 1st Edition

      Stockert, Timothy (Council on Accreditation, 2001)
      This document is a short primer on the Council on Accreditation accreditation process. It discusses the nuts and bolts of the accreditation process, from application, to site visit, and accreditation decision. It also extensively addresses how you should prepare your self-study manual -- providing specific guidelines on producing a neatly prepared document that accurately captures your organization's compliance with the EAP Accreditation Standards. Lastly, eleven appendices at the back of the primer provide additional guidance in understanding the Standards and evidence of compliance.
    • EAP Book of Standards, 2nd Edition

      Stockert, Timothy (2004)
      This series of documents presents all of the standards and tools that an organization would have needed to prepare their self-study document and submit it to Council on Accreditation. There are a variety of different materials for organizations to reference, including standards, guidelines, a tool box, a glossary of terms, and sample guidelines. There are also documents that can be filled out by the organization like the policies and procedures checklist, a work plan, and a schedule of activities.
    • EAP Accreditation: Should my organization pursue it?

      Stockert, Timothy (2003-09-19)
      This slide presentation answers a number of questions: What is accreditation? What is the history and background of EAP accreditation? Which EAPs are accredited? Why should our EAP pursue accreditation? What are the benefits? What is the process of accreditation? What are the costs – both financial and non-financial – to me, my staff, and our organization? Is our EAP eligible for accreditation?
    • EAP Accreditation Program as Administered by COA

      Stockert, Timothy (Council on Accreditation, 2001)
      This is a presentation of slides from the Council on Accreditation to the membership of EASNA. The presentation discusses the history of both the COA and EASNA and the partnership between the two. It then explores how the standards for accreditation were developed, including benefits and costs of accreditation and reports that will be created. Then, the slides explore the tasks of the peer reviewers and the team leaders. They also examine the the EASNA/COA Standard's format, weighting, and rating systems. Finally, the slides provide guidance on how to organize and format the self-study document.
    • Next Generation EAP: A Modern Program for a Modern Workforce

      Skinner, Susan (WorldatWork, 2019-09)
      The employee assistance program (EAP) industry grew out of the central idea that when employees at any level of an organization come to work compromised or impaired (e.g., substance use, anxiety, depression), personal and organizational performance will suffer. One of the most essential functions of an EAP is to provide confidential mental health support services on demand, when and where employees need them, as well as life management services to help keep employees focused, prepared and resilient.
    • EAP and COVID-19: How Top-Tier EAPs Can Facilitate the Post-Pandemic Return to Work

      Derr, W. Dennis; Dyme, Bernard S.; Greer, Kathleen (Arizent, 2020-06-15)
      This article describes the need for a top-tier EAP to serve an employee population that is returning to work after a pandemic. Managers and leaders may need coaching on how to facilitate this transition. EAPs are experienced in providing this coaching while offering counseling and support to individual employees and their families. Full-service EAPs are more important than ever during the difficult times we are facing. Organizations need EAPs that can provide digital solutions with a personal touch and can help guide employees to their other benefits and services.
    • EAP-Type Services for International Employees and Families

      Pompe, John C.; Hagen, Russell; Sharar, David A., 1961-; Burgess, Kenneth M. (2004)
    • EAP and COVID-19: Can Robots Improve the Mental Health of the Workforce?:

      Parmenter, Eric (2021-01-31)
      Before the global Covid-19 pandemic, ​an estimated 26% of Americans ages 18 and older, about 1 in 4 adults, suffered from a diagnosable mental disorder in a given year,​ and about the same percentage in Canada.​ ​By June of 2020, amid the global Covid-19 pandemic, 40% of Americans reported experiencing significant emotional upheaval with anxiety, depression, trauma-related symptoms, increased use of substances, and even suicidal ideation (11% reported seriously considering suicide), which was a higher percentage than in 2019.​ The rate of suicide has increased 35% from 1999 to 2018, growing by about 2% per year, before the stressors of 2020 and 2021 hit. Stress and mental health issues are deeply disruptive for the individuals suffering from the illness as well as their loved ones. Employers are concerned about employees from a personal perspective but also from a cost and productivity standpoint. In fact, 53% of employers expressed concerns with the mental health of their people in July of 2020, up from 32% in March of 2020.
    • Employee Assistance in the New Millennium

      Bingaman, David; Stephenson, Diane (Performance Resource Press, 1999)
      The article predicts what Employee Assistance Programs may look like after 2000 related to alternative work arrangements, the union influence, healthcare trends, evolving EAP models, the new worker profile, public policy influences and technology.
    • Workplace Mental Health: The Role of Employee Assistance Programs (EAPs) - Past, Present and Future Potential

      Jacobson Frey, Jodi (2021-02-04)
      Dr. Jodi Frey offered a webinar to The Conference Board (https://www.conference-board.org/us/) to discuss the past, present, and future opportunities to improve workplace mental health through employee assistance and related programming. Taking a comprehensive approach to holistic workplace mental health services in the workplace, Dr. Frey provided attendees with actionable steps they can take as leaders of their workplace to improve and empower their EAP and to establish a more comprehensive approach to workplace mental health and well-being. Drawing from her prior research on EAPs and health and productivity, and including best practices related to mental health in the workplace, this presentation provides workplace leaders with a comprehensive view of what EAPs are and what potential they have to offer when viewed as a strategic partner to the workplace.
    • Employee Assistance Report 2021

      Iola, WI : Write it Right LLC, 2021
    • EAPA and COVID-19: Absenteeism and Presenteeism – Two Things that Should Matter to Every Organisation

      EAPA - South Africa (2021-01-04)
      It is likely that you have heard the terms ‘absenteeism’ and ‘presenteeism’ spoken of as two of the barometers of employee-wellbeing, but do you understand the serious connotations of high levels of absenteeism or presenteeism and how much of an impact these workplace issues can have on an organisation? They go far beyond employees calling in sick too often or taking chunks of time out, while at work, to deal with personal matters.
    • Critical Incident Response in the Workplace: Current Research and Customer Voices

      Gorter, Jeff; Jacobson Frey, Jodi (2013-04-24)
      Research Study that looked at: What are the descriptive trends in CCN’s book of business over the past six years with regards to industries served, incident types, distribution of cases over time and region, and average service utilization for actual hours of services, individual contacts, management consults, group sessions, and number of group participants? • What are the descriptive differences in service utilization by industry type, incident type, year, and region? • What is the relationship between industry types and incident types? • What are the trends in average service utilization by industry type and incident type over the past 6 years? Are there statistically significant differences in average service utilization by industry type and incident type? • How do trends in CCN’s book of business compare to national trends?
    • INDUSTRIAL RELATIONS ACT 1990 (CODE OF PRACTICE FOR EMPLOYERS AND EMPLOYEES ON THE PREVENTION AND RESOLUTION OF BULLYING AT WORK) ORDER 2020

      Government of Ireland (2020)
      Foreword: The Health and Safety Authority (HSA) and the Workplace Relations Commission (WRC) were requested by the Minister of State for Trade, Employment, Business, EU Digital Single Market and Data Protection to review their respective Codes of Practice on bullying in the workplace and to develop a single Joint Code, encompassing both organisations’ remit and responsibilities in this area. This Code of Practice comes into effect on 23 December 2020 and from that date it replaces the Code of Practice entitled “Code of Practice for Employers and Employees on the Prevention and Resolution of Bullying at Work” which was issued by the HSA in March 2007 in accordance with the Safety, Health and Welfare at Work Act 2005 and the “Code of Practice Detailing Procedures for Addressing Bullying in the Workplace” issued by the then Labour Relations Commission LRC (now WRC) in 2002 in accordance with section 42 of the Industrial Relations Act 1990. Notice of issue of this Code of Practice, and the withdrawal of both Codes of Practice, is published in the Iris Oifigiúil.
    • Shifting EAP Field, Shifting Opportunities

      Oss, Monica E. (Open Minds, 2021-01-18)
      This article, written by Monica Oss, Chief Executive Officer for OPEN MINDS, discusses changes in the EAP field, the influence of digital mental health services, and impact of globalization on EAP service delivery.