Browsing School of Social Work by Subject "prevention"
Now showing items 1-20 of 21
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Able-Minded: Return to Work and Accommodations for Workers on Disability Leave for Mental DisordersThe 2010 report brings the most current and empirically validated perspectives to this very important issue. Mental health disability is the fastest growing health-related disability in Canada, and has claimed this title for over 20 years. These cases can be complex but typically respond well to appropriate treatment, coordinated stakeholder actions, and employer and organization support. Our hope is that this report will assist employers by illuminating the many advances in this area in recent years, and help organizations to be proactive and/or respond effectively when the need arises.
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Addiction and Wellness in the Canadian WorkplaceAddiction and Wellness in Canadian Workplaces. Learn the facts about addictions and their prevalence. Hear about models for disability and return-to-work programs, flextime, and policies that help addicts and their supports. Explore practical opportunities in workplaces for prevention through education, work culture change, early identification, treatment and support.
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Adding Prevention to the EAP Core TechnologySeveral weeks ago, while conducting a prevention workshop for a large group of corporate training professionals, we discussed EAPs. One participant commented afterward. "It's surprising to see EAPs are getting involved in prevention: they tend to be so reactive and after-the-fact." Soon after that workshop, we read an article in this journal calling for scrutiny of the core definition of the employee assistance profession and greater emphasis on evidence-based EAP services.
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Best Practices in Employee and Organizational Risk Management: Opportunities for EAPThis four hour workshop examines the global research literature to identify the evidence-based best practices that employee assistance providers can use to better manage the behavioral health risks of employees in the organizations they serve. As EAPs try to show higher business value to their purchasers, adopting a risk-management and prevention oriented approach can distinguish it from standard providers. Companies that want to be an "employer of choice" and establish a healthy work culture can re-position the EAP as part of these larger organizational well-being initiatives through the kinds of services profiled in this workshop.
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The Business Value of EAP: A Conceptual ModelThis Research Note describes how to conceptualize the different ways that employee assistance services provide business value to an organization. The model features three major categories or levels of value: Workplace Performance Value – which has cost savings from employee productivity, absence and other human capital areas; Benefit Cost Value – which has cost savings from health care, disability and other employee benefits; and Organizational Value – which has cost savings from risk management and improved organizational development.
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Canadian Perspectives on Conceptualizing and Responding to Workplace ViolenceThis article offers a Canadian perspective on the emerging conceptualization with implications for both legislative and organizational responses. The necessity of emphasizing both prevention and reaction in a comprehensive model that addresses workplace violence is underscored, particularly before benign actions potentiate into more serious forms of violence.
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EAP Business Case Research: Human Capital Outcome MetricsThis presentation provides an overview of research that examines the business case and outcomes from employee assistance and work/life services. The presentation has four areas. Part 1. EAP Business Value Model; Part 2. Integration Trends and Models; Part 3.Role of Partners in Driving Value; and Part 4. Measurement Implications
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EAP Impact On Health Care Claims Costs: What Are The Research Findings and What Do They Imply for Today’s EAPs?This brief summarizes a review of the research literature relevant to the following questions regarding the business value of EAPs: Q1: Do EAPs have a significant positive impact on health care claims costs? Q2: If yes, what is the extent and nature of that positive impact? The research investigations addressing these kinds of questions are often described as “cost-offset” studies. In other words, are the costs related to EAP services and associated treatments provided to employees offset, at the very least, by decreases in health care claims costs? Implications for EAP are discussed.
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EAP in Ireland: Legislation is Driving ChangeIreland is a small European country with a population of 4.7 million people – 2.2 million of which are currently in the workforce. Ireland is divided into 26 counties in the South and six counties in the North. Ireland was accepted as a member of the European Union (EU) in 1972 – the EU currently consists of 26 European countries. One of the EU institutions, the European Commission, exerts considerable influence on employment legislation, which impacts employee health and well-being in all EU nations.
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Employee Assistance Program Prescription Drug Toolkit and Fact SheetsThe Employee Assistance Program (EAP) Prescription Drug Toolkit and Fact Sheets from the Substance Abuse and Mental Health Services Administration (SAMHSA) provides guidance related to counseling, referrals, and follow-up services that EAPs can offer employees whose substance misuse has affected their workplace environment. The Toolkit also shares insight for employers about preventing substance misuse and maintaining professional standards. These materials describe the ways in which EAPs provide alternatives to prescription drugs, workplace drug misuse and relapse prevention, information on the dangers of combined drug use, screenings, and evaluations before returning to work.
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Hidden Hazards: The Business Response to Addictions in the WorkplaceThe 2009 annual report tackles some of the myths and long-held beliefs about addictions and their impact on workplaces across Canada. We distill the key findings concerning addictions and present these in a manner that can lead to a clear understanding of the issues for HR/Benefits practitioners and other business leaders interested in contributing to building a healthy and safe workplace. In the tradition of previous reports, we review numerous empirical studies with an emphasis on Canadian data when available. We offer this report to our customers and other key stakeholders in an effort to bring the most current and empirically validated perspectives to this very important issue. Our hope is that this report will assist you by summarizing key elements on addictions which may prompt you to take action such as creating or updating a substance use policy, initiating an awareness campaign at all levels of your organization, or providing information about available support services.
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INDUSTRIAL RELATIONS ACT 1990 (CODE OF PRACTICE FOR EMPLOYERS AND EMPLOYEES ON THE PREVENTION AND RESOLUTION OF BULLYING AT WORK) ORDER 2020Foreword: 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.
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Integration Insights Column #5: EAP Integration with Worksite Wellness ProgramsThis column addresses the integration of EAPs with other workplace services. This particular issue describes trends in workplace wellness services and how EAPs can address the growing interest in adding behavioral health approaches to prevention.
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Making the Business Case for EAP and Work/LifePresentation for EAP industry professionals. Review of research on the business case for EAP services. Focus on conceptual model developed by Attridge and Amaral with three components of business value: human capital, health claims and organizational.
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Preventing or Reducing Common Health ProblemsEmployee assistance programs historically have shared an on again, off again "affair" with health care. Indeed. EAPs' genesis as a workplace intervention program for alcohol and drug abuse suggested a linkage to a domain traditionally governed by the health care industry
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Sexual Violence in the Workplace: It happens hereEver since the documentary The Invisible War (2012) aired there has been increased focus and attention on Military Sexual Trauma (MST). Two years later the documentary The Hunting Ground (2014) highlighted and brought increased interest to the issue of sexual assault/violence on college campuses. Other than occasional news stories about sexual misconduct in major corporations, there has not been a lot of research or attention paid to the issue of sexual violence in the workplace. This paper reviews some of the basic concepts and terminology around the nature of sexual violence and then highlights the role leadership plays in the workplace for prevention and treatment options.
