Now showing items 1-20 of 722

    • U.S. Businesses Must Take Meaningful Action Against Racism

      Roberts, Laura Morgan; Washington, Ella F. (Harvard Business Review, 2020-06-01)
      More than one pandemic is affecting the lives of people in the United States. While COVID-19 is one issue, racism is another. This article provides guidance on missteps to avoid when addressing inclusion in the workplace, as well as a framework of ways for companies to take meaningful action to show greater compassion for and better support marginalized workers.
    • John C. Erfurt and Andrea Foote: The Work Continues

      1996-11-10
      Presented at the 25th National EAPA Conference, this article pays tribute to and provides information on the contributions of Jack Erfurt and Andrea Foote to the Employee Assistance field.
    • EAP and COVID-19: Mental Health in the Workplace During Coronavirus: 10 Key Points from the Research on Techno-Therapy

      Attridge, Mark (2020-06-18)
      The recent pandemic has increased employer interest in use of technology tools to provide counseling to distressed employees. This presentation provides a high-level overview of the key findings in the hundreds of studies in the research literature on the purpose, use and effectiveness of mental health support provided using technology. Technology channels for mental health service delivery include the telephone, internet, and smart phone Apps. Ten distinctions are provided to help understand the basic differences between traditional live counselor approach and the many techno-therapy machine-based options now available.
    • Using Technology to Collect Better Data on EAP Services: Webinar for the Workplace Collaborative

      Attridge, Mark (2020-03-13)
      Recent trends in data analytics as applied to EAP business practices. Focus on using smart phone (existing apps) & website online tools and questionnaires for data collection and service enhancements. Move your client scheduling of appointments to online by your staff or even self-service. Add online or smart-phone based counseling by your staff or partners with counselors or even self-service machine tools (no counselor). Managing data coming into the EAP from various partners and customers – relational database best practices 101 and your reporting story.
    • Workplace Suicide Prevention and Postvention: The EAP Role

      Jacobson Frey, Jodi; Spencer-Thomas, Sally (2020-06-18)
      This webinar was presented by Drs. Jodi Frey and Sally Spencer-Thomas for the DC-EAPA Chapter meeting on June 18, 2020. The presentation introduces EAPs to suicide prevention and postvention in the workplace and provides an overview of the U.S. National Guidelines for Workplace Suicide Prevention that are available on www.WorkplaceSuicidePrevention.com
    • Social Work in the Workplace: Turning the Tables on Critical Conversations - University of Maryland, School of Social Work 2020 Homecoming

      Jacobson Frey, Jodi; Armstrong, Victor; Whitter, Maria; Dyme, Bernie (2020-06-22)
      On June 22, 2020, the University of Maryland, School of Social Work celebrated 40 years of Employee Assistance Education and Research with Homecoming 2020 (Virtual). The title of Homecoming was Social Work in the Workplace: Turning the Tables on Critical Conversations. Dr. Jodi Frey, Professor and Chair of the Social Work in the Workplace & Employee Assistance Sub-specialization moderated the event (see her video in this record) and three leading social work experts in the workplace presented on critical topics including workplace culture and wellbeing (Victor Armstrong, MSW), gender reveal - identity and expression in the workplace (Maria Whitter, MSW), and leadership during times of crisis (Bernie Dyme, MSW). All talks are available here in addition to a PowerPoint highlighting School of Social Work EAP alumni with photos and brief descriptions of how their education prepared them for the work they are doing today.
    • EAP and COVID-19: Employee Assistance Programs (EAP) in the COVID-19 Era: Support for Substance Abuse

      Attridge, Mark; Farley, Thomas; Marion, David; Cycenas, Joel (2020-05-12)
      Video - Presenters: Tom Farley (brother of SNL comedian Chris Farley), David Marion (certified intervention professional and life recovery coach) and Mark Attridge, PhD, MA (research consultant in EAP). Joel Cycenas from Hazelden Betty Ford is our host. We discuss the increased need for professional support for people at-risk for substance abuse or relapse in the current highly stressful COVID-19 era. Family stories and real life case examples are described. The role of employee assistance programs (EAP) is emphasized for one way to get practical support. EAPs are available at no cost to employees and family members as a benefit from most employers. Q&A at the end. Webinar delivered live on May 12, 2020. One hour.
    • EAP and COVID 19: Tip sheets for older workers

      2020
      This is a collection of tip sheets on guidance for older adults and specifically older workers put together to serve as EAP resources during the COVID-19 pandemic and its aftermath.
    • EAP and COVID-19: The Care & Feeding of the EAP Crisis Responder: Maintaining Compassion Satisfaction

      Gorter, Jeff (2020-06-02)
      Agenda • Review recent history of events and implications for EA professionals • Define stress reactions for the “helper” • Explore compassion satisfaction along with a valid measure ) {ProQoL) • Establish strategies for coping with and transforming helping stress
    • History of the Employee Assistance Quarterly/Journal of Workplace Behavioral Health

      Herlihy, Patricia A. (2020-06-05)
      The Employee Assistance Quarterly grew out of the Labor-Management Alcoholism Journal in 1983 and became the premier peer-reviewed journal for the Employee Assistance field. Mr. Keith McClellan led the creation of the Journal and served as Editor-in-Chief for the first 20 years. Dr. Paul Maiden served as Editor-in-Chief from 2004 through 2014, when Dr. Jodi Jacobson Frey and Dr. Beverly Younger became Co-Editors-in-Chief. In 2018, Dr. Younger stepped down and Dr. Darcy Siebert joined Dr. Frey as Co-Editor-in-Chief. The Journal, renamed Journal of Workplace Behavioral Health, continues to serve as a leading international peer-reviewed journal, publishing research on Employee Assistance, and programs, initiatives, and polices affecting work and wellbeing. This piece highlights the unique relationship that the Employee Assistance Society of North America (EASNA) has had with the Journal throughout the years.
    • "We Need to Talk"

      Boissonneault, Daniel (2020-06-05)
      This letter was written by EAPA-CT (Connecticut) Chapter President, Dan Boissonneault, in response to the recent racial protesting in the U.S. after the murder of Mr. George Floyd. In this brief, but powerful letter, Mr. Boissonneault challenges EAPs to do more to influence change in the workplaces that we support as we help work organizations respond to racial injustice and promote healing.
    • Born on Third Base

      Wrich, Jim (1998-11-10)
      In believing that there is an equal playing field for all races and genders in this country, it fails to recognize the importance of the one indispensable asset which more than any other paved the way for my friend and me -- White Male Privilege. Along with most of my White brothers, I was born on third base in the ball game of opportunity while sixty percent of the population has to fight like hell to even get into the ball park. Whether times were good or bad, my gender and skin pigment made everything easier for me than for my sisters of all descriptions and my brothers of color. And being tall didn’t hurt, either. Without these characteristics, little that I have achieved would have been possible. Especially in the workplace.
    • Alcoholism in the Workplace: a Report on Theories & Practices

      Corneil, D. Wayne (1976-07-23)
      On first reading the literature, it appeared that the preparation on a report on alcohol in the workplace would be relatively easy. Most of the material seemed straight forward and said basically the same thing. However, as I began to read between the lines, the complexities appeared. In attempting to prepare an overview of the field these complexities have been reflected in this report.
    • Widening the Lens: Exploring the Role of Social Justice in Suicide Prevention - A Racial Equity Toolkit

      Suyemoto, Pata; Kelliher, Jennifer; Massachusetts Coalition for Suicide Prevention Alliance for Equity (Massachusetts Coalition for Suicide Prevention, 2019)
      This Toolkit, written by social justice and racial equality experts, along with the Massachusetts Coalition for Suicide Prevention Alliance for Equity provides a foundation for assessing organizations and working to change organizational culture to move forward toward being a more racially equitable organization. The resources presented throughout the Toolkit are designed to provide knowledge and answers that will work best for your organization, and for yourself personally. The authors include engaging exercises to explore and challenge existing bias and belief systems, in addition to encouraging policy change for organizations. While the focus is on suicide prevention, the work included in this Toolkit can be adapted for other areas of concern for work organizations and for EAPs.
    • Lessons learned from EAPs using the Workplace Outcome Suite for counseling: Part 3 of Series with global data from the Workplace Outcome Suite© by Morneau Shepell

      Attridge, Mark; Sharar, David A., 1961-; Veder, Barb; Steenstra, Ivan (Employee Assistance Society of North America, 2020-06)
      This is the final paper in a three-part series based on the Workplace Outcome Suite© (WOS) Annual Report for 2018.1 The WOS is a scientifically validated tool that is offered free to the employee assistance field. This paper profiles 11 employee assistance programs (EAPs) that collected WOS data for counseling cases and two EAPs that collected WOS data for special projects. This sample of EAPs was engaged to represent programs from both the U.S. and other countries. The EAPs ranged in size and delivery model (i.e., external vendor, internal staff, or hybrid of some staff combined with a vendor). The study used a survey to address a variety of questions related to data collection methods, reporting practices, and customer reactions to the results. Best practice recommendations for data collection using the WOS-5 are also identified.
    • Risk Management Approach to Analyzing Outcomes from EAP Counseling: Part 1 of Series with Global Data from the Workplace Outcome Suite© by Morneau Shepell

      Attridge, Mark; Sharar, David A., 1961-; Veder, Barb; Steenstra, Ivan (Employee Assistance Society of North America, 2020-01)
      This is the first paper in a three-part series based on the Workplace Outcome Suite© (WOS) Annual Report for 2018.1 This self-report measurement tool was developed by Chestnut Global Partners in 2010 and is now owned by Morneau Shepell. It is a scientifically validated tool offered free to the employee assistance field. In this paper, we advance a risk management approach to understanding how employee assistance program (EAP) services can be used to greater advantage by employers. This approach uses an alternative procedure for coding the WOS data and for analyzing the results for change over time. This method asks, for each WOS outcome area, how many employees (as a percentage of all EAP cases) are at a problem level on the outcome when first seeking counseling and also at the follow-up? The difference in these two percentages indicates how many cases had improved after counseling to no longer have a “problem” with missing work, or with work engagement, and so on. Self-report data was collected at the start of counseling and at 60-90 days after counseling ended. The sample was 24,363 cases worldwide from multiple EAPs with data collected between years 2010 to 2018. Results found that after deducting the small percentage of cases who changed from no problem at the start to having a problem after use, the net change in rates among EAP users of having a problem in each outcome was significantly reduced: work presenteeism with 56% of cases with problem at before vs. 28% after; life satisfaction with 38% of cases with problem at before to 21% after; work absenteeism with 34% of cases with problem at before vs. 20% after; work engagement with 31% of cases with problem at before vs. 10% after; and workplace distress with 22% of cases with problem at before vs. 9% after. When adding up problem status (yes or no) within person for all five WOS measures (range from 0 to 5 at each time point), the average number of outcome areas with a problem was significantly reduced from 1.81 per case at before to 0.94 at after use. These findings demonstrate that brief counseling was effective at reducing work-related problems of users, even when most employees (82%) had used the EAP for issues other than work. This study shows how a behavioral health risk management approach can be successfully applied to interpreting and reporting on work-related outcomes from EAP counseling.