Now showing items 21-40 of 1327

    • Workplace Outcome Suite (WOS) Annual Report 2020: Part 2 - Profiles of Work Outcomes on 10 Context Factor of EAP Counseling Use.

      Attridge, Mark (Morneau Shepell, 2020-08)
      This is the fourth in the series of annual reports on the Workplace Outcome Suite (WOS). The 2020 Report is the second year that Morneau Shepell has had the privilege of collaborating with Dr. Mark Attridge on its completion. Usage of the WOS is increasing since it was introduced in 2010 and this year’s report is more robust than ever representing over 35,000 counseling cases globally. The Part 1 Report presents the primary results and study methodology. The Part 2 Report focuses on ten context factors associated with EAP use and provides detailed statistical profiles of WOS outcomes by subgroups of users on various factors. The effectiveness of EAP counseling is robust across almost all of the contexts with data to test. The extent of improvement from before to after counseling on WOS measures was generally consistent across client age and sex, across the clinical factors of the type of issue, the number of clinical sessions used, the total duration of the time period of the treatment period, and the source of referral into the EAP, and across different employer conditions of industry and whether the EAP was provided by an external vendor, internal staff, or a hybrid model.
    • Workplace Outcome Suite (WOS) Annual Report 2020: Part 1 - Decade of Data on EAP Counseling Reveals Prominence of Presenteeism.

      Attridge, Mark (Morneau Shepell, 2020-08)
      Report 1 of 2. The Workplace Outcome Suite (WOS) industry profile is made up of data contributed by multiple providers worldwide since year 2010. This white paper is the forth in an annual series of reports on the Workplace Outcome Suite that first started in 2016. This study looks at six outcomes from the WOS: (1) Work Presenteeism, (2) Work Absenteeism, (3) Workplace Distress, (4) Work Engagement, (5) Life Satisfaction, and (6) a new measure that combines the results of the absenteeism and presenteeism data converted into hours of Lost Productive Time (LPT) at work. This report features 35,693 employees with self-reported data collected at before and after a counseling intervention provided by an employee assistance program (EAP). The data was collected over a period of 10 years, between 2010 and 2019. A total of 38 different sources provided valid data on all five WOS measures, with 20 EAP vendors, 17 employer-based programs and one industry group of external vendors in the United States. Although 26 different countries are represented, 95% of the total cases are from only four countries with almost three-fourths of the total from just one country - the United States (72%). China (22%) and New Zealand (3%) both had more than a 1,000 cases, with the remaining 3% of cases spread across 23 other countries (from two vendors and two large multi-national corporations). Within the United States, all five regions of the country were represented and profiled. Main findings: Brief counseling from EAPs was associated with statistically significant improvements on all five WOS outcomes. Large size statistical effects were found for improvement on a composite measure of all five outcomes and for the specific outcomes of work presenteeism and life satisfaction. A medium size statistical effect was found for reducing work absenteeism. Small size statistical effects were found for the more organizationally-influenced WOS outcomes of work engagement and workplace distress. Work presenteeism is the outcome that most defines the employee who uses an EAP, both in terms of the initial impact (work deficit) when distressed before use and also the improvement after counseling. When absenteeism and presenteeism were converted into hours of lost work productivity, the average employee case had 63 hours of unproductive time when in distress before EAP use. Yet, at the follow- up after counseling, this was reduced by 43% to 36 hours. Other research showed the typical worker is unproductive for 27 hours per month. Thus, the EAP user had more than double the amount of lost productive time when first seeking assistance compared to the average employee. However, after counseling had ended, 75% of this initially very high level of lost productivity at work had been restored. The effectiveness of EAP counseling is robust across almost all of the contexts with data to test. The extent of improvement from before to after counseling on WOS measures was generally consistent across client age and sex, across the clinical factors of the type of issue, the number of clinical sessions used, the total duration of the time period of the treatment period, and the source of referral into the EAP, and across different employer conditions of industry and whether the EAP was provided by an external vendor, internal staff, or a hybrid model.
    • 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; Calderon, 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.