Now showing items 1-20 of 1014

    • Burnout: How it Affects You and Your Employees - and What to Do About It

      Gorter, Jeff; Saggau, Linda (2021-10-19)
      If stress remains unaddressed for a long period of time, it can erode the mental health and wellbeing of people by way of burnout—defined as physical, emotional, and mental exhaustion caused by long-term involvement in emotionally-demanding situations. Unfortunately, these days, burnout is rampant. According to an Indeed survey, 67% of people feel as if they are more burned out now than before the pandemic began. Burnout affects wellbeing and performance on three levels: 1) personal, 2) professional, and 3) organizational —making it critically important to address. In this webinar, you will learn to recognize the signs and symptoms of burnout (in your employees and yourself) and become acquainted with effective routes of support. This webinar features R3 Continuum’s Vice President of Crisis Response Clinical Services, Jeff Gorter, MSW, LMSW, who will be co-presenting with Linda Saggau, R3 Continuum’s Chief of Staff. Linda has been researching burnout for over fifteen years and is an expert in helping leaders and employees mitigate it in order to revitalize wellbeing and performance. They’ll provide expert insight on the impact of stress and burnout, in addition to practical advice for leaders.
    • Depression in the Workplace: What Can We Do

      VandePol, Bob (2021-09)
      Although you might not know it, depression touches everyone in the workplace. Affecting nearly one in ten adults each year, depression is one of the top reasons for lost productivity, sick days taken and disability leave. Unaddressed depression in the workplace can contribute to lower profits and morale as well as increased mistakes and accidents. Ignoring depression is no longer an option. Rather than be bystanders, everyone in the workplace can help to address this issue. Depression is a serious medical illness of the brain that affects a person’s mood, concentration, activity level, interests, appetite, social behavior and physical health. Although depression is treatable, oftentimes it is a lifelong condition with periods of wellness alternating with depressive recurrences.
    • List of ALMACA / EAPA CEOs

      2021-10-08
      The Employee Assistance Professionals Association (EAPA) is the world’s largest and oldest membership organization for employee assistance professionals. With members in over 40 countries around the globe, EAPA is the world’s most relied upon source of information and support for and about the employee assistance profession. EAPA publishes the Journal of Employee Assistance, hosts the annual EAP Conference and EXPO, and offers training and other resources to fulfill its mission. EAPA’s mission is to promote the highest standards of EA practice and the continuing development of employee assistance professionals, programs and services. The first organizing meeting for the Association of Labor and Management Administrators and Consultants on Alcoholism (ALMACA) was held in April, 1971, and it was incorporated sometime later that year. The association's name was officially changed to Employee Assistance Professionals Association (EAPA) in 1989. The attached document is a list of the CEOs of this Association since its inception in 1971.
    • Innovations stemming the rising tide of substance use disorders

      Oss, Monica E. (Open Minds, 2021-10-04)
      This briefing from Open Minds focuses on the need for integrated mental health and substance use services with increased individual attention on treatment and recovery needs and a greater focus on outcomes of care. As treatment needs are assessed and considered, Oss (author) writes about challenges to addiction treatment including health disparities, gaps in continuum of care models, and ability to successfully leverage knowledge and technology. Examples of innovative thinking for integrated treatment supporting workplace behavioral health as well are discussed.
    • Reclaiming the Magic: Resilience Strategies for the Holiday Season

      Gorter, Jeff (2021-11-30)
      Webinar on addressing holiday stress in the midst of a pandemic: The end of the year is traditionally a time for celebration— a time to look back, reflect, and envision the coming year with hope and enthusiasm. Obviously, end-of-year celebrations in 2020 were different from those in the past, and 2021 may also have a decidedly unique look and feel for many. A 30-minute webinar, which offers resources and tips to positively support one's mental health and resilience going into the holiday season—so that you can enjoy it for the time of celebration it is. There is also information about heading into the New Year - 2022 and how to focus on one's overall well-being going forward.
    • Navigating the Holiday Season

      Hutchinson, Bryan R. (2021-12-01)
      Holidays are joyful times of festive celebrations with family and friends. The holidays can also be a time filled with mem- ories that may cause you to be sad, thinking about loved ones no longer in your life. If you feel the holidays bearing down on you, you need to plan. Here are ten steps to help during the holidays offered to you by the International Association of Machinists Employee Assistance Program. The heart and soul of the District 141 Employee Assistance Program is the local lodge EAP peer coordinator. These dedicated men and women volunteer their personal time to assist other union members and their families who are experiencing personal difficulties. EAP peer coordinators do not make clinical diagnoses or clinical evaluations, however, they are trained to make a basic assessment of your situation and refer you to an appropriate resource for a more detailed evaluation. EAP peer coordinators will follow up to ensure you have been able to access services that addressed the difficulty you were experiencing.
    • Do You Know What An EAP Is?

      Narine, John (2021-11-08)
      When I was in active addiction, I would be continuously absent from work. And when I finally gathered myself enough to make it in, my work performance and behavior significantly declined. My boss did the best she could to guide me towards getting help for my addiction, while constantly assessing how willing I was to seek out the help myself. However, her main focus was on my work performance and related behavior. And after seeing no true progress being made in that area, she finally asked Human Resources to step in. Through private conversation, HR made the suggestion that I call our assigned EAP (Employee Assistance Program) provider. HR said that the EAP would give me free counseling sessions and assist me with any additional help that I may need. My HR representative would periodically check on whether I’d called and would promote their usefulness; however, never did they specify the confidentiality I would have. I was skeptical to take their suggestion, I told myself: If my employer is suggesting that I call this number, well… what information are they going to relay back to my employer? If I ask my employer about what my confidentiality rights are, are they going to wonder why I am asking about confidentiality? Will that raise more questions and suspicion?
    • Are Your Addicted Employees Mentally Ready to Go Back in the Office?

      Narine, John (2021-10-11)
      The idea of what it means to be an employee and part of company culture has truly shifted due to the COVID-19 Pandemic. For the past 12 months, I have been working out my basement, secluded from what it means to be in an “office” setting. The days when I could get up from my cubicle, walk over to my boss’s office, and ask a quick question were immediately replaced by increased physical isolation and scheduled Zoom meetings. Speaking as an addict this type of change was very difficult to get adjusted to and remain engaged. Not only did my interaction and connection with co-workers decrease, but the 12 step in-person meetings that I relied upon to stay sober faced disruption and moved online, thereby significantly increasing isolation and risking my recovery.
    • The History of Employee Assistance Programs in the United States (Book review)

      Sharar, David A., 1961- (Informa UK Limited, 2021-07-19)
      Book review: "Finally, Dr. Dale Masi has written a comprehensive book that addresses a critical deficiency in the Employee Assistance (EA) knowledge base—the need for a definitive and evidential resource that documents the history and evolution of Employee Assistance Programs (EAP) in the United States (U.S.) from the early beginnings through 2020. This book details a chronologically accurate and authoritative narrative that begins with early antecedents of EAP and concludes with future directions for the field."
    • The State of Mental Health in America 2022

      Reinert, Madeline; Fritze, Danielle; Nguyen, Theresa (Mental Health America, 2021-10-01)
      This chart book presents a collection of data that provides a baseline for answering some questions about how many people in America need and have access to mental health services. This report is a companion to the online interactive data on the MHA website (https://www.mhanational.org/issues/state-mental-health-america). The data and tables include state and national data and sharable infographics.
    • Impact of Dominant Academic Culture on Employee Assistance and Organizational Development Programs in Institutions of Higher Education in the United States

      Kinross, Kelly Marie; Latta, Gail F., Ph.D. (2019-12-02)
      The focus of this study was to examine the relationship between the dominant academic culture and the nature and scope of programming and services offered by employee assistance programs (EAP) at institutions of higher education in the United States. Data analysis explored whether the dominant academic culture predicts which institutions have expanded EAP services to include organizational development programming, to increase the human resources footprint on campus. The three phases were: Academic Cultures Inventory (ACI) (Bergquist & Pawlak, 2008) to measure the dominant culture; interviews to gain EAP directors’ perspectives; and comparative analysis of programmatic data based on the dominant cultural themes of participating institutions. The data revealed one dominant culture, collegial culture, and a variety of hybrid cultures which were combined into one comparison group. A major theme in the interview data revealed EAPs at institutions with a collegial culture were more defined in their departmental roles and did not support departmental overlap with organizational development or wellness while EAPs at institutions with a hybrid culture welcomed the collaboration. Institutions with a collegial culture reported a lower utilization rate and greater flexibility in number of visits permitted than institutions with a hybrid culture. Although only one of the six cultures defined in Bergquist & Pawlak’s taxonomy was sufficiently represented to permit comparative analysis in this study, the themes exposed in the data implied how academic culture may impact employee assistance programs and the services offered to the institution. Suggestions for further research include conducting a larger scale replication and utilizing alternative methods of assessing academic culture to address limitations identified in the ACI.
    • Prevention and Treatment of Anxiety, Depression, and Suicidal Thoughts and Behaviors Among College Students

      Substance Abuse and Mental Health Services Administration (SAMHSA) (Substance Abuse and Mental Health Services Administration, 2021-01-01)
      The increase in prevalence of mental health concerns on college campuses over the last few years is viewed as a serious mental health crisis requiring immediate action. Additionally, the number of students enrolling in college with preexisting mental health conditions is rising. Finally, college students are at the prime age for the onset of many symptoms of mental illnesses. The guide presents five evidence-based programs and practices that address the prevention and treatment of common mental health concerns: gatekeeper trainings, mindfulness-based stress reduction, acceptance and commitment therapy, cognitive behavioral therapy, and dialectical behavior therapy. The guide provides considerations and strategies for federal and regional partners from the Departments of Education and Justice, policymakers (federal, state, and local), college administrators and educators, counseling/medical centers on college campuses and within college communities, and families.
    • Counseling versus Coaching: How do I decide?

      Molinari, Marsha (Vital WorkLife, 2021-09)
      How do I know if I need a counselor or a coach? it is important to know the difference between coaching and counseling and what you want to accomplish.
    • CRISIS RESPONSE: A Pathway to Proactive Mental Health

      Levine, David, MSW (2021-10-10)
      If it wasn’t clear already, the publicity around World Mental Health Day 2021, brought home the point—Covid-19 has increased the awareness and recognition of mental health. Up until early 2020, most organizational leaders focused on the impact on mental health in terms of employee productivity, health costs, engagement, customer service and other correlates. Today, they are focused on mental health on its own—stress, depression, anxiety, and work/family issues that the pandemic has amplified. This recognition is a good thing and means better care and funding of well-being and behavioral health services. However, by no means has the stigma surrounding mental health gone away.
    • EAP & University Collaboration Addresses Employee Depression

      Sherman, Bruce; Hauge, Kim (EAPA, 2021-09)
      With growing evidence of the workforce health and productivity costs associated with depression – while recognizing that the current medical system focuses much more on physical illness – employers are expanding their efforts to address this important behavioral health priority. At Kent State University (KSU), members of the benefits team were concerned by data regarding employee mental health issues, and a review of online health risk assessment data indicated that risk for depression was significant. In fact, substantial costs were associated with depression-related treatment for employees and family members, with antidepressants one of the top 10 utilized prescription medications. Additionally, depression was cited as a recurring reason for family and medical leaves. These findings prompted KSU staff to prioritize depression-related issues by adopting a multi-year initiative beginning in 2013, which focused on improving the awareness and management of depression and related mental health conditions.
    • How Good is Your Mental Health? The importance of regular Checkups

      Vital WorkLife (Vital WorkLife, 2021-09)
      Most people schedule time for annual physicals, dental exams and routine vision screenings. Until recently, fewer people had annual mental health checkups. Now, according to a recent article in The New York Times, many doctors are routinely asking patients to complete the Patient Health Questionnaire (P.H.Q.-9) during regular exams to assess their patients for signs of depression. "Regular mental health checks are important because many of the symptoms of depression or anxiety disorders come on so gradually that you might not be aware how much the condition is affecting your daily life," explains Liz Ferron, MSW, LICSW, Physician Practice Lead for VITAL WorkLife. Ferron believes part of the reason people don't have time to reflect on their personal health and well being is that their lives and their minds are simply too busy. "People are pushing themselves, or being pushed to do more with less, in every sphere of their lives."
    • Investing in Physician Well Being: The Smart Business Choice

      Best, Mitchell (Vital Work/Life, 2021-10)
      Containing costs is a huge priority for healthcare leaders. Yet one of the wisest investments you can make is in the well being of your physicians. Let’s be clear. While “wellness” refers to the physical health of clinicians, “well being” is how they feel about medicine, the work they do, their professional progress, their finances, their home life and much more. Physical health is certainly an important contributor to well being, but it’s far from the whole story. Supporting well being in these other areas is a strategic investment that reflects the respect you have for your physicians and your sense of moral obligation to them. It also shows you are mindful of your fiscal responsibilities. Its business benefits are excellent and there are many kinds of effective resources you can offer to meet both moral and fiscal obligations.
    • New Work Models: Evaluating In Four Dimensions

      Boston College. Center for Work & Family (Boston College for Center on Work & Family, 2021-10)
      As organizations prepare their workplaces of the future, new work models will fall on a spectrum depending on four dimensions: work, worker, team, and organization. Each dimension has key questions to consider when building and refining work models over time.
    • TECHNO-LEAPS IN EAP & WELLNESS

      Levine, David, MSW (2021-06-05)
      The field of workplace-based employee support has evidenced clear evolution over the past 50 years—from occupational alcoholism to a “broad brush” focus on psycho/social issues, and gatekeeper of mental health benefits to the integration of work/life, wellness, and organizational health. However, none of the evolution has occurred with such speed as the industry has experienced and role technology has played in the past 12 months, made necessary by the covid pandemic and related adjustments.
    • Mental Health Apps & Their Efficacy Rates with Remote Use: Literature Review and EAP Industry Trend Survey Results

      Attridge, Mark (2021-10-04)
      Presentation to internal staff model EAPs in the United States.