Now showing items 1-20 of 18966

    • Does Hand Grip Strength (HGS) Correlate With Shoulder Dysfunction Among Older Women?

      Almardawi, Ranyah; Davis, Derik L.; Orwig, Denise L. (2023-03-31)
    • Improving Cardiac Functional Status Through Self-Care Assessment and Education

      Gilpatrick, Sarah; Satyshur, Rosemarie D. (2023-05-09)
    • Suffering and Its Impact on Communication in Dyads Living With Advanced Cancer

      Francis, Martha E.; Mohindra, Pranshu; Mooney-Doyle, Kim (2023-03-30)
    • Neural correlates in Insular Cortex after volitional social reward

      Marino, Rosanna; Papastrat, Kimberly M.; Lis, Cody A.; Ramsey, Leslie A.; Venniro, Marco (2023-03-20)
    • Say What You Mean and Mean What You Say -- Increasing Plain-Language Communication in Team-Based Care

      Kruger Howard, Amy; Stines, Elsie M.; Smith, Everett, Jr., L.G.S.W.; Morgan, Jill A. (2023-03-31)
    • Wake Up Call: Pediatric Cardiac Intensive Care Registered Nurse Well-Being

      Bor, Casey; Moscou-Jackson, Gyasi; Mastropietro, Christopher W.; Staveski, Sandra (2023-03-30)
    • Prenatal Tobacco Exposure on Brain Morphometry and Cognitive Measures in the Adolescent Brain Cognitive Development (ABCD) Cohort

      Rodriguez Rivera, Pedro J.; Isaiah, Amal; Liang, Huajun; Ryan, Meghann C.; Menken, Miriam; Cloak, Christine; Ernst, Thomas Ph.D.; Chang, Linda M.D. (2023-03-20)
    • EAPs: Removing the margin of error in mental health

      Greer, Kathleen; Romano, Stephen (Employee Benefit News, 2023-03-09)
      One silver lining of the pandemic has been the growing acceptance of mental health care by the public. Thanks to COVID, this national health crisis was forced into the spotlight as heightened anxiety, social isolation, provider shortages, and other pressures overburdened a system that was already struggling. Fortunately, these concerns resulted in action. On the public side, the federal government introduced a sweeping plan for behavioral health care to the tune of $51.7B over 10 years. In addition, states like Massachusetts are now funding programs to divert emergency room visitors with mental health issues to community mental health centers. On the private side, the focus on workplace mental health has been dramatically sharpened. Employee Assistance Programs (EAPs) are being bolstered significantly while new telehealth players are rushing in to exploit the growing market demand. (Mostly venture-backed, these splashy new mental health players raised over $6B in VC funds during the pandemic alone.) While EAPs and health plans have long been central to workplace mental health, these digital disruptors are adding a third access point.
    • How to Respond to Drinking on the Job

      Smith, Allen (SHRM, 2023-02-01)
      When an employer suspects a worker has been drinking on the job or is intoxicated at work, it should respond to ensure the safety of the employee, their co-workers and customers. That response may entail doing a quick investigation and having a conversation with the employee, along with possibly sending them for breath alcohol testing and escorting them home. Discipline can range from a final written warning to suspension without pay to immediate termination, said Debra Friedman, an attorney with Cozen O'Connor in Philadelphia. Investigate and Develop an Initial Response - Employers should first confirm the suspicion that an employee has been drinking, said James Reidy, an attorney with Sheehan Phinney in Manchester, N.H. Is the suspicion based on rumor? Is it based on the employee's attendance after a long weekend? Is it based on observation by others, such as a co-worker seeing an employee drinking in a car, on break or at lunch? Is it because of the smell of alcohol on or around the employee? Or is the employee slurring words, having difficulty with motor skills or falling asleep at work? Employers need to make sure there's not some other reason, such as a reaction to medication or a medical condition such as Parkinson's disease or narcolepsy. "While drinking on the job or coming in to work under the influence of alcohol is never acceptable, it is more of a problem in some jobs—for example, truck driver, pilot, school bus driver [and] forklift operator," Reidy said.
    • A Potential Downside to Remote Work? Higher Rates of Depression

      Mayer, Kathryn (SHRM, 2023-03-10)
      Remote and hybrid work have become highly desired workplace perks, with plenty of research showing their advantages. In fact, employees who work remotely often say they're happier, more productive and more likely to stay with their employer. But new research shows there's at least one drawback to these arrangements: Remote and hybrid workers tend to experience higher rates of mental health issues. Fully remote (40 percent) and hybrid work (38 percent) are associated with an increased likelihood of anxiety and depression symptoms compared to in-person work (35 percent), according to an analysis by the Integrated Benefits Institute (IBI), an Oakland, Calif.-based nonprofit research organization. For its report, IBI analyzed data from the Household Pulse Survey, an online resource created by the U.S. Census Bureau to determine how households were impacted by the pandemic. IBI partnered with Elevance Health (formerly Anthem) to analyze claims data related to mental health. Although there isn't a massive disparity between in-person and remote workers' likelihood of depression and anxiety, it's an important difference that employers would be wise to pay attention to, researchers said. "The differences in prevalence of anxiety and depression symptoms between hybrid, remote and onsite are statistically significant. Our research illustrates that remote work may not be the ideal solution for every employee," said Candace Nelson, director of research at IBI, adding that more exploration of the topic is needed.
    • EASNA Code of Ethics

      Glueck, Gerald A.; McGee, Richard K.; Taylor, Robert P., L.C.S.W.; Weinberg, Sandford M.; Wrich, James T. (EASNA, 1988)
      This Code is designed to provide a set of high standards for EAP practitioners and encourage conduct that will enhance the EA field’s mission, reinforce its values, and promote quality EA services.
    • EASNA Standards and Accreditation History: SUMMARY

      Corneil, D. Wayne; McClellan, Keith (EASNA, 2001)
      The purpose of this brief article is to document a significant series of events in the field of Employee Assistance. The intent is to recount, from collective memory, just how the EASNA accreditation process and standards, evolved.
    • THE EMPLOYEE ASSISTANCE SOCIETY OF NORTH AMERICA EAP PROGRAM STANDARDS, rev 1998 - PART 1

      Hayman, Marilyn (EASNA, 1998-01)
      Founded in 1989 at a meeting of employee assistance professionals in Chicago, EASNA serves as an accrediting agent for employee assistance programs in North America. To do this, it provides an independent judgment which confirms whether or not a program is achieving its objectives and meeting the high professional standards set by the field. Launched in 1990 and updated in 1993, these Standards were again updated in January 1998 to reflect state-of-the-art refinements and additions to the original accreditation document.
    • Adjuvant Proton Therapy for Breast Cancer Treatment: Why Black Women May Derive a Greater Benefit From This Treatment Modality

      Singh, Gurbani; McAvoy, Sarah; Patel, Akshar; Ruff, Sarah; Nichols, Elizabeth; Vyfhuis, Melissa (2023-03-16)
    • The Bridge Podcast 2023

      Elliott, Rodney (2023)
    • What's the Buzz? 2023

      University of Maryland, Baltimore. School of Medicine, 2023
    • SOMnews 2023

      University of Maryland, Baltimore. School of Medicine, 2023