s 16 year ce! of servi
Employee assistance Report supporting
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Volume 16, No. 12 December 2013
professionals
EAPA Introduces New Certificate of Recognition By Jan Price
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oday, the majority of employee assistance (EA) assessment and clinical services are provided by EA program vendors who utilize a network of mental health professionals. This model allows convenient access to EA program services and may offer counseling services beyond the typical assessment, referral and short-term assistance provided by EA programs. However, these networks are made up of thousands of mental health professionals in private practice that may not have any EA-specific training. As a result, the Employee Assistance Professionals Association (EAPA)
has developed a new entry-level certificate of recognition – the Employee Assistance Specialist, Clinician (EAS-C). “Training for clinicians who are providing EAP services without prior EAP education or experience is greatly needed in the field,” said Jodi Jacobson-Frey, PhD, LCSW-C, and Chair, EAP Subspecialization. “This course provides a solid introduction to the EAP profession and encourages providers to seek additional, more advanced training and CEAP certification in the future,” added Jacobson-Frey, assistant professor with the University of Maryland School of Social Work.
Background EAPA’s mission statement, “To promote the highest standards of practice and the continuing development of EA professionals, programs, and services,” positioned the association to address this concern. During the fall of 2012, a task force convened to begin developing a certificate program for network affiliate providers. Members envisioned creating a foundational, role-specific, continued on Page 2
F e at u r e d I n s i d e Share Holiday Happiness Safely Team Losses can Cause
Depression Blame Game Takes New Turn Social Media Helping Curb
Suicide Rate Brown Bagger Recap Employees with an ‘Attitude’
– Part II Be on Your Best Holiday Behavior
INSERTS Brown Bagger: Train the Trainer,
before Training Others Payroll Stuffers LifestyleTIPS©
December 2013
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EA Report 1
New Certificate... cont’d from Page 1
certificate program that could be obtained in a single training day. The training was created and piloted at the first Texas State EAPA Conference on February 28, 2013. The response was overwhelmingly positive. Thirty-seven affiliate providers attended the training and will be the first EAS-C certificate holders. The creation of this certificate program will allow widespread introduction of EAPA’s Standards
“This course provides a solid introduction to the EA profession and encourages providers to seek additional, more advanced training and CEAP certification in the future.” and Code of Ethics to EA service providers who might otherwise not be introduced to the EA body of knowledge. Many attendees had never attended an EAPA meeting prior to this training, but left with usable tools and an understanding of their role(s) within an EAP system. Benefits There are many benefits to the EAS-C program: v For affiliate providers, the information includes tips for partnering more effectively with EAP vendors, which typically leads to more referrals. v Certificate holders are listed in a searchable database on EAPA’s website marketed specifically to network managers. 2 EA Report
v EAP vendors benefit by having more network providers who understand the scope of EA services and the relationship between the client work organization and the EA program vendor. v Savvy EA program vendors who adopt the EAS-C as part of network credentialing will be able to use the EAS-C as a mark of distinction. v Finally, the EAS-C provides client work organizations with a simple metric they can include in request for proposals to benchmark the competency of an EAP vendor’s network. In summary, the six-hour training course provides a framework for EA service provision that focuses on the partnerships between client work organizations, EA program vendors, and affiliate providers. “I am very excited to see this training come to fruition. While all providers within Ceridian’s network are required to complete a training on EA services and expectations during the credentialing process, this training is more comprehensive and includes specific training on the dual relationship of the EA practitioner in working with both the individual and the client company,” said Patrick Williams, Director of the EA Provider Network for Ceridian LifeWorks. “This training presents a tremendous opportunity for EA vendors across the country to identify providers who are interested in enhancing the quality of their EA services as well as providing these professionals with a greater chance to expand their practice as they become more valuable for EA programs to include in their networks.” Stepping Stone to CEAP® Although the EAS-C provides recognition by EAPA, it is not a credential. The widespread promotion of
Em ploy ee Assistance R eport Editor - Mike Jacquart Publisher - Scott Kolpien Designer - Laura J. Miller Circulation - Jamie Kolpien
COPYRIGHT © Impact Publications, Inc. 2013. Employee Assistance Report (ISSN 1097-6221) is published monthly by Impact Publications, Inc., P.O. Box 322, Waupaca, WI 54981-9502, Phone: 715-258-2448, Fax: 715-258-9048, e-mail: info@impacttrainingcenter.net. POSTMASTER: Send address corrections to Employee Assistance Report, P.O. Box 322, Waupaca, WI 54981-9502. No part of this newsletter may be reproduced in any form or by any means without written permission from the publisher, except for the inclusion of brief quotations in a review which must credit Employee Assistance Report as the source, and include the publisher’s phone number, address, and subscription rate. Yearly subscription rate is $229.00. Material accepted for publication is subject to such revision as is necessary in our discretion to meet the requirements of the publication. The information presented in EAR is from many sources for which there can be no warranty or responsibility as to accuracy, originality or completeness. The publication is sold with the understanding that the publisher is not engaged in rendering product endorsements or providing instructions as a substitute for appropriate training by qualified sources. Therefore, EAR and Impact Publications, Inc. will not assume responsibility for any actions arising from any information published in EAR. We invite constructive criticism and welcome any report of inferior information so that corrective action may be taken.
the EAS-C certificate program will introduce the Certified Employee Assistance Professional (CEAP®) credential to an entirely new population. The EAS-C is a stepping stone to the CEAP® for individuals who meet the experience requirement to obtain the CEAP® credential. The CEAP® remains the only credential that demonstrates mastery of the entire EA body of knowledge.
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New Certificate... cont’d from Page 2
For More Information EAPA is utilizing a variety of strategies to introduce the EAS-C training course. Chapters are sponsoring EAS-C training days across the United States, and will be offering the training on an ongoing basis. In addition, EAPA is developing relationships with training providers to extend the association’s training capacity. Live and on-demand online versions of the course will be available in 2014. Because of the experience and mission of the association, EAPA is well positioned to provide this training across the United States, and by 2015, across the globe. For more information and to view a current schedule, visit www. eapassn.org/EASpecialist. Jan Price, LCSW, CEAP, is Manager, Professional Learning Resources with EAPA (www.eapassn.org). Editor’s note: This article originally appeared in the 4th quarter 2013 issue of “Journal of Employee Assistance” and is used with permission of the author and the Employee Assistance Professionals Association (EAPA).
Editor’s Notebook In this month’s cover story, Jan Price discusses the numerous benefits of the new entry-level certificate of recognition – the Employee Assistance Specialist, Clinician (EASC). Jan stresses that although the EAS-C provides recognition by the Employee Assistance Professionals Association (EAPA), it is not a credential. Rather, “the EAS-C is a stepping stone to the CEAP® for individuals who meet the experience requirement to obtain the CEAP® credential.” *** While readers will receive this newsletter much sooner, in terms of our production schedule we’ve just completed our 16th year of publishing Employee Assistance Report. In addition to Jan, I wish to thank other key contributors to EAR this year: Pablo McCabe, Jeff Mangrum, Bruce Blythe, RaeAnn Thomas, Jay Robie, Daniel Potterton, Dave Sharar, John Pompe, Mark Attridge,
Deb Kosmer, Rosie Mendez, Miles Murdaugh, Jared Friedman, and Brooke Murphy. Everyone is busy in today’s fastpaced society, but the individuals who go “above and beyond” to write insightful articles for this publication are absolutely essential! Until next time – oops, next year, I should say. *** Speaking of next year, just a few of the articles you can expect to read in EAR include a roundup of some of the key presentations from the 2013 World EAP Conference in Phoenix, Ariz., which I will be attending; the effect of military deployment and related issues on EAP; mental health; pros and cons of technology; and the impact of the Affordable Care Act (e.g. Obamacare).
Mike Jacquart, Editor (715) 258-2448 mike.jacquart@impacttrainingcenter.net
EAS-C Task Force EAS-C Task Force members are as follows: v Judy Beahan, LMSW, Clinical Manager, Crisis Care Network v Judi Braswell, LPC, CEAP, Vice President, Business Development, Behavioral Health Systems v Suzan Clark, M.Ed., CEAP, Director, LifeSolutions Operations and Service Center, University of Pittsburgh Medical Center v Jodi Jacobson-Frey, PhD, LISW-C, CEAP, Associate Professor, University of Maryland School of Social Work v Lyne Taylor Genser, LCSW, Private Practice December 2013
v Robert Intveld, LCSW, Director, Robert Douglas & Associates v Margaret Kelly, LCPC, CEAP, Vice President, EAP & Network Development, Bensinger, DuPont & Associates v Fran Peltier, Provider Relations Coordinator, First Call EAP v Tim Sumiec, CEAP, Manager of Field Relations, Empathia v Carlton Weinstein, M.S., CEAP, Provider Relations Specialist, Cigna v Patrick Williams, LMFT, CEAP, Director, Provider Network Services, Ceridian US
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EA Report 3
Quick Ideas
Share Holiday Happiness Safely By Carrie Brown-Wolf
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oday’s politically correct climate calls communities, schools, and businesses to question their holiday traditions. School choirs no longer sing “Silent Night” without fear of lawsuits. Community menorahs are snuffed and mangers vandalized. But don’t toss the Christmas tree or Kwanzaa candles out just yet. Employees benefit from a healthy holiday party or other gathering. Options do exist. Follow these tips to create an allencompassing holiday tone:
v Survey employees to discover their cultural heritage in a positive, informative manner. The EAP can assist. This is a terrific time of year to engage people in their personal identities. Let workers know that your organization cares about their personal lives and does not want to offend or exclude anyone. Moreover, raising the issue of cultural and religious diversity will help eliminate fears and misconceptions. If a business sets an accepting tone, employees will feel the freedom to express themselves. However, allow people to opt out of participating if it is sensitive or uncomfortable. v Decorate and design a nonoffensive holiday party. Almost all cultures cherish and celebrate light during the dark winter months. String white lights throughout the office and light candles during formal parties. 4 EA Report
Include employees by asking them what they’d like to see. v Offer a training program or workshop to raise awareness. Workshops can be specific to gender issues, race and ethnicity, etc. Again, the EAP may be able to help. v Celebrate all traditions. Play ethnic music and offer a variety of foods at holiday gatherings. Through the survey, discover what foods aren’t tolerated by their culture and don’t offer them. Don’t back away from wishing someone “Merry Christmas,” but also offer “Happy Hanukkah” or “Happy New Year.”
Summary We live in a global society and organizations should reflect and encourage personal traditions. Communication, productivity, and a peaceful atmosphere will abound. Carrie Brown-Wolf is a national speaker and author of “Soul Sunday: A Family’s Guide to Exploring Faith and Teaching Tolerance.” For more information, visit www.carriebrownwolf.com
v Say “hello” in a different language – for instance, Arabic (Marhaba) or “peace be with you” in Hindi (Namaste). However, be clear the intent isn’t to speak another language, but rather to recognize and respect cultural heritage.
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December 2013
Clinical Perspective
Team Losses can Cause Depression
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hether it’s football, baseball or another sport it’s clear that while one team wins, another must lose – and sports fans sometimes take those losses particularly hard, even leading to depression. Sports can generate a high rush of adrenalin, especially when your favorite team is playing a long-awaited game. For many sports fans, the adrenalin rush can span through the course of many days prior to the big game and then, leave a feeling of depression
or melancholy when the game is over. This is commonly referred to as “sports depression”, or “atypical depression.” If, after experiencing a favorite sporting event, the individual feels a sense of depression or melancholy, this is quite normal. In fact, expressing sadness through anger, crying, and even disinterest in activities is quite common in the next day or two following the sporting event. For men, in particular, the onset of sports-related depression may
suddenly turn to feelings of anger, which can lead to poor outcomes in interpersonal relationships – even affecting the ability to work or socialize normally. If the sports depression does not seem to recover following a few days after the game, mental health services may be needed. In most cases, short-term counseling with a therapist – such as an EA professional — is effective as is the use of rest, sleep, exercise and improved diet.
Workplace Survey
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Blame Game Takes New Turn
ome professionals are “taking one for the team” at work, a new OfficeTeam survey suggests. Three in 10 (30%) of senior managers interviewed said they have accepted the blame in the office for something that wasn’t their fault. More than one-third (34%) who took the fall reported they did so because they felt indirectly responsible for the problem, while more than one-quarter (28%) revealed they just didn’t want to get others in trouble. “It’s best to accept responsibility when you’ve made a mistake at work,” said Robert Hosking, executive director of OfficeTeam. “However, sometimes professionals feel compelled to take the blame for something they didn’t do.
December 2013
Depending on the infraction, being the scapegoat only hurts your own reputation.” OfficeTeam offers five tips for navigating the blame game at work: v Admit when you’re wrong. It’s better to acknowledge a mistake than to try to deny it, cover things up or shift the blame. Others may find it easier to forgive and forget if you come clean from the get-go. v Move on. When something goes wrong, don’t get wrapped up in pointing fingers. Focus on what should be done to resolve the issue and avoid similar problems in the future. v Don’t always be the fall guy (or girl). It’s understandable for
employees to cover for a colleague from time to time, but try not to make a habit of it. The individual who made the error may continue to make mistakes, and you will be the one whose job could be at risk. v Keep everyone honest. Make sure expectations are clearly outlined for every project. Document each person’s responsibilities and contributions so there’s accountability. v Give credit where it’s due. Acknowledge colleagues for their accomplishments and call attention to group successes. Make sure you’re also getting the recognition you deserve by providing status reports to your manager. Source: OfficeTeam (www.officeteam.com).
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EA Report 5
Supporting Our Veterans
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Social Media Helping Curb Suicide Rate
early every day, an activeduty service member takes his or her own life, causing waves of grief among families and peers. The military has been working aggressively since 2007 to try to stem this disturbing trend, but everyone agrees there won’t be an easy fix. However, data specialists, including the software firm Attivio, Inc., are working with military suicide experts to try to address the problem by using social media to monitor veterans for signs of despondency. The specialists said they are identifying key words and phrases that suggest someone is spiraling downward, while developing an analytics system that could examine thousands of online posts and alert medical specialists and family
Time Management
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members when a veteran’s comments indicate he or she is at risk of committing suicide. Relatively few people come out and say they are suicidal. However, by tracking the postings of veterans who agree to participate in the system, organizers hope eventually to identify those at high risk, and to intervene early enough to make a difference. The program, called the Durkheim Project after the man known as the father of sociology, Emile Durkheim, is developing algorithms to determine which phrases or combination of phrases are most predictive of suicide attempts. “It’s the words they are using that’s the reliable signal,” said Chris Poulin, the director and principal investigator of the project,
although he would not reveal the exact phrases. Even people who feel alone will leave a footprint on Facebook or via a text, according to Poulin. “Their social network may be very small, but not so small that they don’t use a phone,” he said. By using observable behavior, the Durkheim Project may help the invisible become visible, stated Craig Bryan, associate director of the National Center for Veterans’ Studies at the University of Utah. “That is really one of the missing links in suicide prevention, both inside and outside of the military,” Bryan stated. Sources: Boston Globe and EAP NewsBrief, a service of the Employee Assistance Professionals Association. Story ideas for this column should be directed to mike. jacquart@impacttrainingcenter.net.
Brown Bagger Recap
he following is a list of Brown Bagger inserts that appeared in 2012. For more in-depth info, watch for the “2012 Article Archive” insert in the January 2013 Employee Assistance Report.
January – Management Consulting, “Micromanaging Versus Coaching” February – Addiction & Treatment, “The Impact of Substance Abuse on the Workplace” March – Workplace Violence, “Assessing Individuals for Likelihood of Workplace Violence” April – Addiction & Treatment, “Drugs in the Workplace” May – Layoffs, Downsizings, “Returning to Work” June – EAP Models, “On-site Versus Off-site EAPs” July – Grief & Loss, “Grief in the Workplace” August – Management Consulting, “Helping Businesses Get ‘Unstuck’” September – Management Consulting, “Mistakes Leaders Unknowingly Make” October – Stress Management, “Employee Stress an Issue for Nearly All Employers” November – Caregiving, “The Elder Care Crisis” December – Effective Speaking, “Train the Trainer, before Training Others” 6 EA Report
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December 2013
On the Job
Employees with an ‘Attitude’ – Part II By Barbara Jaurequi
in provoking feelings of resentment and defiant behavior, and can compromise employees’ overall efforts to please the employer.
v Establish the relationship with each staff member from the very beginning. Employers should not concern themselves with being friends with their employees. In fact, doing so promotes a dysfunctional workplace where roles are ill defined. This leads to power struggles, resentment, and possibly stomach ulcers! Employers need make it clear that relationships with their staff members will, in no way, resemble peer relationships. The relationship between employer and employee works best when the relationship is kind but formal as opposed to friend-like and casual. v Don’t over thank employees for doing the jobs they’ve been hired to do. It is fine to express words of appreciation for exceptional job performance from time to time, but it should not be routine. Compliments and words of affirmation mean much more when they are earned. If employers want
to deliver a clear message, disguising it with fluffy compliments will have the opposite effect. v Don’t use emotion to communicate. Less is more when it comes to emotional exchanges between employers and staff. Consider this example of a corrective message delivered emotionally with a pleading tone: “I really, really need you to be on time from now on. I know it’s hard with the traffic and all, but please try to be on time.” Now read the same message but delivered without emotion: “You have not demonstrated that being on time is your priority. I expect you to correct that immediately.” The second example is not harsh, hostile or overly critical. It is simply an honest observation with a clear directive. The first example puts the employer in the role of a child asking for something from an adult. The second example reinforces appropriate roles. v Don’t be arrogant or unkind to exert your power. Employers that behave like they are above the need to be courteous only succeed
v Don’t give universal rewards. Many employers make the mistake of giving all staff members the same reward even when individual performances vary tremendously. If an employer gives each of his sales staff a $500 gift card when only a few employees earned the reward, it may demoralize those who worked hard enough to earn the reward and reinforce the entitled attitude of those who did not. Individual incentives tend to encourage extra effort, while group incentives allow slackers to ride on the coattails of others. Group rewards have the potential to further reinforce attitudes of entitlement. Barbara Jaurequi, a licensed marriage and family therapist and nationally certified master addiction counselor, speaks on a variety of personal and professional topics. She may be reached at Barbara@ BarbaraJPublications.com
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ast month, we examined the work habits of Sherrie, whose attitude of entitlement is not a rarity in the workforce of today, particularly amongst employees under the age of 30. Fortunately, reversing course with problem staffers is not as difficult as some employers may think. The following are five easyto-master tips that can turn around negative attitudes and allow employers to assume their proper roles in the workplace:
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Employee Assistance Report is published monthly. For subscription information contact: Employee Assistance Report, P.O. Box 322, Waupaca, WI 54981. This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. If legal advice or other expert assistance is required, the services of a competent professional should be sought. (From a Declaration of Principles jointly adopted by a committee of the American Bar Association and a Committee of Publishers.) Employee Assistance Report does not necessarily endorse any products or services mentioned. No part of this newsletter may be reproduced in any form or by any means without written permission from the publisher, except for the inclusion of brief quotations in a review which must credit Employee Assistance Report as the source, and include the publisher’s phone number, address, and subscription rate.
December 2013
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EA Report 7
On the Job
Be on Your Best Holiday Behavior By Colleen Rickenbacher
to this rule is if you have a weekly or monthly get together. Bring something that you know the host and hostess would enjoy. If you are not familiar with their home or décor, stay on the safe side with a bottle of wine (if they drink!), candles, or a small non-personal gift.
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ichelle and her husband, Don, planned to attend her company’s holiday party. It was her first year with the organization, and they were looking forward to making the best possible impression. Unfortunately, they made some serious mistakes. First, they forgot to RSVP, and Stephen, the host, and Michelle’s regional manager, was forced to bring in additional seating to accommodate them. Second, Michelle and Don brought their hosts a gift of wine; however, they didn’t realize that Stephen and his wife abstained due to their religious beliefs. At the end of the evening, Don ended up having too much to drink and accidentally spilled red wine on the carpet. Instead of getting off on the right foot, these mistakes damaged Michelle’s reputation at the office. The key to success when attending any office function or event is preparation and planning. Here are some etiquette guidelines: v Attending office parties — You should attend. At the very least, make an appearance and find the host or hostess as soon as possible to extend your thanks for the invitation. Don’t make an obvious exit, and never tell anyone you’re leaving because you have another party to attend. It will give the impression the other party is better. v When to arrive — Get to your party or other engagement within 15 minutes of the designated start time. You don’t have to be the first to arrive, but food or other plans may 8 EA Report
be geared around the starting and ending time of the event, so you never want to be overly late, either. v Don’t talk only about business — Parties should be networking opportunities only. You may approach someone to set up a future meeting and exchange business cards, but leave it at that. Remember, people also love to talk about their families, hobbies, etc., not just work. v Food and alcohol — Drink and eat moderately. Continuously eating and drinking may mean you won’t be invited again. The key is moderation. Your focus should be on talking and mingling, not seeing how much you can eat and drink. v Buffets — Along similar lines, avoid looking like a chowhound if the event involves a help-yourself buffet. You can go back again, but don’t stack your plate so high you need help. If the entire table is going through the buffet line, try to start at the same time. Start eating when at least two or three people have returned to the table. v Party gifts — You should always bring a gift when invited to someone’s home for the holidays, or any time of the year. The exception
v Gift giving at the office — Holiday gift giving can be tricky with various celebrations and religious beliefs. A nice card showing appreciation is always welcome — or give something homemade, like cookies. Another nice gesture is to get your co-workers to chip in together on a gift. Respect other traditions and religious beliefs. It doesn’t mean you have to exclude people from holiday parties and gift giving, but give them the option whether they want to participate. v Client gift giving — Be careful here, too. Your intention should be a gift they will enjoy and appreciate, not a lavish or outrageous gift that will “outdo” the competition. The gift should be sent to the office, and it should be business appropriate. Summary The morale of the story — always be on your best behavior, no matter what the situation. Understanding the proper ways to socialize will do more than build contacts — you just might make some of the most important connections of your career! Colleen A. Rickenbacher CMP, CSEP, CPC, is a business etiquette expert and author of “Be on Your Best Business Behavior,” and “Be on Your Best Cultural Behavior.” For more information, visit www.colleenrickenbacher.com.
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December 2013