Now showing items 1-20 of 771

    • Preparing for the Unimaginable: How chiefs can safeguard officer mental health before and after mass casualty events

      Usher, Laura; Friedhoff, Stefanie; Cochran, Sam, Major; Pandya, Anand A. (Washington, DC: Office of Community Oriented Policing Services., 2016)
      Mass casualty events, despite their frequency in the news, are relatively rare in the career of a police chief. With that in mind, the guidance offered in this publication should be understood as lessons learned combined with research about what has worked. Our recommendations are not gospel truth. Our hope is to contribute to the conversation about police officer wellness and to support chiefs who face these incidents in the future. - from Forward
    • Police Suicides

      Rascati, James N. (CPCA, 2011-09)
      Within an eight-week period this summer, five police officers have killed themselves here in Connecticut. These are tragic events that severely impact both the officer’s family and friends as well as their extended family of brother and sister officers. Suicide in law enforcement is a significant problem not just here in Connecticut but nationally as well. Understandably, it is also a subject that many people find difficult to address. Regardless of how painful and difficult this topic is, not discussing it will not make it go away. The fact is suicide happens to be one of the more preventable forms of death.
    • The Work-Life Evolution Study

      Harrington, Brad (Boston College Center for Work & Family, 2007)
      The purpose of The Work-Life Evolution Study is to review the history of the field, examine current trends, and project potential future directions for employers and practitioners in the work-life arena. In this study, we examined the following: 1. How have large companies’ workforce management strategies evolved in response to the need for work and family integration over the past 15 years? 2. What are the current and anticipated trends that thought leaders in the work-life field view as important? 3. How will these anticipated trends impact workforce management practices and the focus of the work-life field going forward? In this report, we will discuss the study’s results and how they suggest we shift our thinking about ways to effectively manage people through their career life cycle, thereby yielding positive outcomes for employees, organizations, and society. This undertaking is one of the ways that the Boston College Center for Work & Family is striving to bridge the worlds of research and practice in the work-life field.
    • Recognizing and Combating Firefighter Stress

      Norwood, P. J.; Rascati, James N. (, 2012-12)
      Over the past few years there has been a positive trends in firefighter training: firefighter awareness; and instructors' writing, teaching and preaching toward firefighter fitness. It is a topic that had been taboo for many years in the fire service. Many firefighters across the country are focusing on their level of fitness , and many departments have put mechanisms and programs in place that encourage weight loss and increased physical fitness. However, although the fitness drum is being beaten, there is still an area of firefighter wellness that is not being discussed. Firefighter stress and post traumatic stress disorder ( PTSD) are real threats to the American fire service.
    • Workplace Suicide Prevention: the Role and Potential of the Employee Assistance Program (EAP)

      Jacobson Frey, Jodi; Dyme, Bernie; Spencer-Thomas, Sally (Workplace Suicide Prevention Committee, 2020-08-18)
      This webinar presents and overview of Employee Assistance Programs (EAPs) and how high quality or top-tiered EAPs can be a true strategic partner and valuable resource for employers and employees to prevent and respond to workplace suicide. The presenters, are international leaders in the field of workplace suicide prevention and workplace behavioral health. Presenter, Dr. Jodi Frey co-chairs the American Association of Suicidology Workplace Suicide Prevention and Postvention Sub-Committee with moderator, Dr. Sally Spencer-Thomas. Mr. Bernie Dyme is President/CEO of Perspectives, Ltd. a national leader in EAP and workplace leadership consultation in the U.S. Together, they present ideas for how workplaces can more effectively partner with their EAP to prevent and respond to suicide.
    • What can I do to help?

      Perspectives, 2020
      As you are navigating your own response to the global and domestic unrest, remember that it’s hard for anyone to have the “right” answers or know what to say. Most of us feel out of control of our lives, fearful for our own safety and the safety of the people we care about and scared of impending changes to the world. For some, this anxiety over the future can be emotionally draining while for others it can spark frustration or rage. Instead of feeling helpless, here are some of our suggestions for how to be an active part of what’s going on, while maintaining your safety.
    • Creating space for difficult conversations

      Perspectives, 2020
      Conversations around diversity and inclusion have been happening in and around workplaces for years. Starting conversations on racism, discrimination, and how your coworkers feel about how they are being treated can be challenging and uncomfortable-- but they are necessary. If your employees do not feel safe, they will most likely not share their true experiences and feelings. Whether you are a leader or a colleague, consider how your actions could lead someone to believe you are insensitive to their struggles. An employee or coworker not expressing their feelings and fears does not mean they do not exist.
    • Do you feel emotionally wrecked by 2020? You are not alone

      Perspectives, 2020
      While it goes without saying that we are living through unprecedented times, finding the right words to express our thoughts and emotions can be very difficult, especially in a professional setting. To be experiencing multiple traumas at the same time is extremely stressful and can, understandably, leave many people feeling scared of what their futures may hold or out of control of their own lives. It is of the utmost importance to start conversations and use the power of language to communicate your experiences, expand your understanding of how this is affecting yourself and others, and find a common sense of meaning.
    • Diversity, Equity and Inclusion: How you can get your organization headed in the right direction

      Thompson, Sunette; Eisler, Jonathan; Haywood, Stephanie; Calderone, Kellie (Perspectives, Ltd., 2020-09-03)
      This webinar was offered by Perspectives, Ltd. and focused on diversity, equity and inclusion and how to get your organization headed in the right direction. From webinar: "It is 2020, but 85% of executive positions in the U.S. are still held by whites. Only 3% are Hispanic and 2% are Black. What's more, women and minorities continue to under-earn white male colleagues. For those leading change at their organization, our panel of account managers shared 12 steps to creating a successful DEI initiative, as well as best practices and examples of some companies that are getting it right. We covered: • Where do things stand in the U.S. today? • Why launch a DEI initiative? • What steps should you take? • What are some best practices? • Who is getting this right? • Questions and answers In response, some of the questions we received were: "How do you get more employee participation in voluntary D&I training?" "Can you talk about some best practices when it comes to inclusive interviewing?" "Given these highly divided times in our country whether politically or otherwise, Are people really willing to address these issues without the fear of reprisal, layoffs, etc.?" To explore virtual sessions like these for your organization, contact
    • Preventing Law Enforcement Suicide: Strategies for Effective and Positive Messaging

      Carr, Colleen; Morrissey, John W. (2020-08-27)
      This webinar provides an overview of key components of safe messaging, including having a strategy, avoiding potentially harmful messages, promoting a positive narrative, and implementing specific guidelines or best practices for police suicide prevention. The webinar can be freely access here in the EA Archive or can be viewed, with supporting documents on the International Association of Chief of Police webaite:
    • Team Awareness for Workplace Substance Abuse Prevention: The Empirical and Conceptual Development of a Training Program

      Bennett, Joel B.; Lehman, Wayne E. K.; Reynolds, G, Shawn (Society for Prevention Research, 2000)
      This paper describes the empirical and theoretical development of a workplace training program to help reduce/prevent employee alcohol and drug abuse and enhance aspects of the work group environment that support ongoing prevention. The paper (1) examines the changing social context of the workplace (e.g., teamwork, privacy issues) as relevant for prevention, (2) reviews studies that assess risks and protective factors in employee substance abuse (work environment, group processes, and employee attitudes), (3) provides a conceptual model that focuses on work group processes (enabling, neutralization of deviance) as the locus of prevention efforts, (4) describes an enhanced team-oriented training that was derived from previous research and the conceptual model, and (5) describes potential applications of the program. It is suggested that the research and conceptual model may help prevention scientists to assess the organizational context of any workplace prevention strategy. The need for this team-oriented approach may be greater among employees who experience psychosocial risks such as workplace drinking climates, social alienation, and policies that emphasize deterrence (drug testing) over educative prevention. Limitations of the model are also discussed.
    • Finding first responders: working with police, fire, and emergency medical professionals

      Donnelly, Elizabeth A. (Elizabeth Anne); Barber, Brad W. (2017-10)

      Barber, Brad W. (2020)
      Police work is considered one of the most stressful occupations in the world and the high levels of stress associated with police work place officers at high risk for developing mental and physical health problems. Police officers also pose a threat to themselves, their families, and the general public when work-related stress is unresolved; high levels of stress among police can manifest into self-destructive, violent, and deviant behavior. Although stress management interventions have been available to police since the 1940s, the health and behavioral problems associated with unresolved stress have not shown any signs of improvement. The purpose of this study was to explore and identify (1) how police officers appraise stress-related support services, (2) suggestions they have regarding ways to improve these services, and (3) recommendations for new support services that would help to reduce and better manage work related stress. A pragmatic qualitative research approach was used to guide this study. Individual semi-structured interviews were conducted with a purposeful sample of 20 patrol officers with at least two years of police experience. Findings showed that overall attitudes toward support services were positive, but two external factors were identified as major barriers to using services. Distrust toward confidentiality protections with intervention workers resulted in a perceived threat of being deemed unfit for duty by supervisors for using a support service. Similarly, a fear of appearing weak to other officers keeps officers from seeking needed services. However, participants recommended several feasible implications for lowering these barriers and to increasing officers’ willingness to using support services if needed. Most participants endorsed mandatory counseling after a critical incident because a standardized policy would reduce the fear of looking weak and the threat of being deemed unfit for duty. Suggestions for increasing trust in confidentiality protections included allowing police to meet counselors at private and discrete locations, giving officers the option of choosing their own counselor rather than assigning them one, and requiring external intervention workers to conduct “ride alongs” to build rapport with officers and better understand the unique stress associated with police work.
    • Medication Safety for Flight Attendants - FADAP

      Flight Attendant Drug and Alcohol Program (FADAP) (2015-08-15)
      This video provides an overview of safety sensitive position requirements regarding medication safety for flight attendants. The video provides examples of how to talk to medical providers and how to avoid pitfalls of self medicating when in pain or having trouble with sleep. Strategies for safety medication management are discussed.
    • Managing Recovery (with subtitles)

      Flight Attendant Drug and Alcohol Program (FADAP) (Flight Attendant Drug and Alcohol Program (FADAP), 2020-05-15)
      This video provides an overview of relapse management and sustained recovery planning for flight attendants in recovery from alcohol or other drugs (AOD). Tips for making a plan for traveling and when exposed to substances as part of the job are described to help protect sobriety and develop a positive plan for managing recovery over time.
    • Flight Attendant Drug and Alcohol Program (FADAP) Orientation

      Flight Attendant Drug and Alcohol Program (FADAP) (Flight Attendant Drug and Alcohol Program (FADAP), 2012-07-31)
      This video provides an overview of the Flight Attendant Drug and Alcohol Program (FADAP) that provides peer support and professional assessment, referral, and recovery support services to flight attendants throughout the airline industry. This orientation video provides facts about problem drinking, assessment, access to treatment and sustained recovery while supporting working while in recovery.
    • Flight Attendant Pathway (with subtitles)

      Flight Attendant Drug and Alcohol Program (FADAP) (Flight Attendant Drug and Alcohol Program (FADAP), 2015-05-15)
      This short video presents real life stories of flight attendants who sought recovery through the Flight Attendant Drug and Alcohol Program (FADAP). The featured employees discuss their struggles with alcohol and other drug use and the impact on their work in the airline industry. They discussed how the impact of reaching out and working on a treatment program helped them find and sustain recovery.
    • Save a Peer (with subtitles)

      Flight Attendant Drug and Alcohol Program (FADAP) (Flight Attendant Drug and Alcohol Program (FADAP), 2020-05-15)
      Short video highlighting the Flight Attendant Drug and Alcohol Program (FADAP) with a focus on substance use disorders, treatment and recovery. Examples of peer support included in the video with information about how to access the program and work with peers who might be struggling with substance misuse.
    • The role of Employee Assistant Programme in managing workplace violence: The experience of South African Police Service members in the greater Tzaneen municipality

      Mabunda, Rivalani Valentia; Terblanche, Lourie S. (2019-04)
      The purpose of this study was mainly, to explore the role of Employee Assistance Programme (EAP) in managing workplace violence, through looking at the experiences of SAPS members in the Greater Tzaneen Municipality. Workplace violence is both an academic and scientific concept which is receiving increased attention. Even though every employee should experience the workplace as a violence-free and safe environment, where he or she is able to perform his/her duties without fear of harm, this is unfortunately not the reality in most cases. Workplace violence is a reality in the present world and requires the attention of all stakeholders in the work organisation, employees, the employer as well as EAP professionals. The literature has highlighted that workplace violence can take different forms such as physical and psychological, with experiences ranging from bullying, verbal insults, physical assaults, harassment, and intimidation, to abuse and murder (Schiff, 2010:20). Police officers are not exempted from these experiences of workplace violence. Most of the police officers’ experiences of workplace violence which have been reported in the media platforms suggest that these experiences emanate from the general public, or people who are not members of the South African Police Services (SAPS). The qualitative research approach was utilized in this study, to conceptualise and describe the experiences of workplace violence by SAPS members; exploring the effects of workplace violence in the psycho social functioning and work performance and ; exploring the role of EAP in the managing workplace violence. The researcher used semi structured interview Schedule whereby, 15 interviews were conducted with 15 police officers. A collective case study design which focuses on different experiences of workplace violence by police officers was utilised. The findings indicated that workplace violence is well conceptualized and understood by police officers in Greater Tzaneen Municipality. The study also found that police officers experience workplace violence while conducting their daily duties such as attending complaints, doing cell inspections and apprehending alleged perpetrators of crime. Furthermore the respondent indicated that although EAP is available in the Tzaneen ix cluster office, it is not effective in managing workplace violence. Various recommendations were made from the above findings. The recommendations can assist in managing workplace violence through EAP.
    • Utilization and Impact of Peer-Support Programs on Police Officers’ Mental Health

      Milliard, Beth A. (2020-02)
      Police officer suicides rates hit an all-time high in the province of Ontario, Canada, in 2018. Sadly, this statistic is somewhat unsurprising, as research has shown that police officers suffer from higher rates of mental health disorder diagnoses compared the general public. One key reason for the elevated levels of suicide and other mental health issues among police officers is the stigma associated with seeking help. In an attempt to address these serious issues, Ontario’s police services have begun to create internal peer-support programs as a way of supporting their members. The present research explores the experiences of police officers serving as peer-support team members, particularly with regards to the impacts of peer support. In addition, this research also examines the importance of discussing shared experiences regarding a lack of provincial standards with credible peers. The Policy Feedback Theory posits that, when a policy becomes established and resources are devoted to programs, it helps structure current activity and provides advantages for some groups. This study utilized a phenomenological, qualitative approach, with data collection consisting of face-to-face interviews with 9 police officers serving on the York Regional Police’s peer-support team. The findings revealed that peer support is more than just a “conversation”; rather, it is instrumental in enhancing mental health literacy among police officers, and it significantly contributes to stigma reduction. The findings also revealed that internal policy demonstrated an organizational commitment to mental health and peer-support programs, and that a provincial standard is necessary to ensure best practices and risk management in the creation and maintenance of peer-support programs.