By
:
|
Types of Problems Commonly Addressed by the EAP
(Click on a topic for more information, or simply scroll down.) Family Problems: Disagreements are part of every family. In fact, concerns about family relationships have been identified as the primary reason for contacting the EAP. This is likely due to the broad range of issues encompassed in the topic “family”. Family issues can involve communication problems with spouses, immediate family members, relatives, or in-laws. There can be parenting issues as well as the very serious and devastating problem of domestic violence. Balancing the demands of work and personal life is a common area for distress. Professionals in today’s work environments are often called upon to wear many hats making multi-tasking and cross training a way of life. Also in this category are emotional health / adjustment issues or situation specific stressors. These include such conditions as low-grade depression, a “phase of life” problem, or the stress from relocating to a new area/employment, or other significant life-changes (divorce, a strained relationship, change in financial status due to family issues, etc.). Review Resources
for Family Issues The likelihood that you will be impacted by mental illness at some point in your life is significant considering its prevalence in today’s society. Depression affects an estimated 19 million adult Americans. Anxiety is a close second with an estimated 16 million adult Americans affected. Research has shown that women are nearly two times as likely to be diagnosed with depression as men. 12 % of women in the general population are diagnosed with depression compared to 7% of men. At some point in their lives,1 in 5 women have an episode of depression that should be treated. (NIMH) A mental health diagnosis includes depression, anxiety, and attention deficit disorder, as well as less common diagnosis as schizophrenia and obsessive compulsive disorder. Often, not only is the individual impacted but also family, friends, and the workplace. In addition, there are other "mental health" issues distinct from the above-mentioned mental illnesses. Everyday, people are faced with life stressors that negatively impact their overall mental well-being. These include life-adjustment issues such as change in employment, various life transitions, and work or family stressors to name a few. While the result of these difficulties may not be a significant mental "illness", these struggles certainly cause emotional distress and negatively impact the overall quality of one's life. Review Resources for
Mental Health Issues Elder Care & Child Care Issues: Commonly referred to as worklife issues, elder care and child care concerns impact a large segment of the workplace population. Many adults find themselves sandwiched between caring for an aging parent and raising young children. Often this is complicated by trying to be a full time professional. In fact, 14.4 million full and part-time workers are balancing care-giving and job responsibilities. (The MetLife Study of Employer Cost for Working Caregivers, 1997; as cited by the Family Caregiver Alliance.) Additionally, 85% of all home care is provided by family members and friends. (As reported by the US Accounting Office.) Even if you are not the primary caregiver for an aging parent or relative, identifying comfortable living arrangements or assisting is meeting daily needs, can be challenging. On the other end of the spectrum, finding appropriate child care, emergency care, or specialized care can be a stressful as well as a time consuming process. In fact, on average employees with children miss an average of eight days of work due to child care breakdowns. Review Resources
for Dependent Care Issues Another area considered a worklife concern and which impacts a large percentage of the workplace population are financial and legal issues. Financial concerns are one of the two most common relationship stressors and statistics show that one half of all consumers will need legal services of some kind within the next twelve-month period. (Source: The American Bar Association.) With a few exceptions, locating and retaining the services of an attorney is not associated with a positive event; for example, divorce, handling the estate of a deceased loved one, or an altercation with the law. The unforeseen need for an attorney, combined with the unexpected financial expense, can be a significant life stressor. When finances are a concern, one’s ability to focus on the job and be productive is likely to be negatively impacted. This is a concern when you consider that the average American carries a credit card balance of $5,800. (Source: The Motley Fool, 2000) Even when you feel in control of your finances, the monotony of bill-paying and deadlines can be stressful. Review Resources
for Financial & Legal Issues Each person experiences a loss differently. Because of this, events which are difficult for one person to process may be less challenging to someone else. Someone may grieve over the loss of a loved one or family member, a family pet, or a television personality. Regardless of how a person is impacted, workplace demands require employees to return to work following the death of a loved one within a relatively short amount of time. Often, the grieving process is significantly longer. The death of a co-worker has a strong impact on the workplace. If the loss is sudden, and especially if it happens in the workplace itself, the shock and anxiety will bring all other activity to a halt. Significant life events such as natural disasters and large scale accidents, even though they may not impact a person directly, will nonetheless trigger a grief reaction in some individuals. Review Resources
for Grief & Loss Issues Misperceptions, misunderstandings, and lack of clarity occurring either in workplace conversations or at home can lead to problems resulting in increased frustration and anxiety for all involved. In fact, when verbal and non-verbal communication signals are not consistent, the verbal message, the one we are most likely trying to convey, is the one most frequently ignored. Effective communication is essential to a healthy home and work environment. In 1996, Newsweek magazine reported that 64% of workers reported poor communication at their workplace, the most frequently reported complaint. (Source: Newsweek, 8-12-96) Without effective communication skills, the resulting frustration
may become anger. Although anger is often unavoidable, there are
acceptable expressions of anger, especially in the workplace.
Workplace violence has steadily increased and all employees need
to be aware of the impact their emotions have on the work environment
as well as the appropriate action to take if there is concern
about the actions of a co-worker. There is a direct link between
effective anger management and your health. A 25 year research
study showed that individuals who reported high levels of hostility
(behaving aggressively more often and seeing others as mean and
selfish) were 5 to 7 times more likely to be dead at age 50. (Source:
Psychosomatic Medicine, 1983) Review Resources
for Communication & Anger Issues Work can be inherently stressful. In a 1996 study reported by Newsweek, 70% of workers surveyed reported experiencing stress on the job. Even in the most "employee conscious" environment, deadlines, difficult management, and co-worker relationships can make a work environment unpleasant causing the overall productivity to suffer. Factoring in the personal elements impacting the workplace such as financial concerns, family disputes, and career concerns, these effects are magnified. Work-related injuries such as carpal tunnel and repetitive stress injuries may have especially long-lasting effects on both productivity level and employee morale. Additionally, all workplaces are exposed to some extent and at some point to the additional stressor of “change”. Change presents in the form of new ownership, downsizing, technological advances, or a shift in a company’s focus. Although change is often unavoidable, certain interpersonal skills can make the transition less stressful. Millions of Americans are prone to unintentional “time
wasters” in the workplace, such as interruptions. These
cut down on daily levels of productivity and if chronic, on the
long-term productivity of the company. Time wasters, although
unexpected, are often manageable with some minor adjustments to
interpersonal skills. Review Resources
for Workplace Issues A common myth regarding addiction is that of the addict who is an unemployed, homeless individual with no social supports. While this stereotype exists, the majority of addicted individuals are employed. In fact, approximately 80% of alcoholics are full-time employees. In addition, 70% of illegal drug users are employed full-time. (Source: Substance Abuse and Mental Health Services Administration (SAMHSA) Worker Drug Use and Workplace Policies and Programs: Results from the 1994 and 1997 National Household Survey on Drug Abuse). Addiction and abuse are not limited to alcohol and drugs. There are also food addictions, internet addiction, smoking, gambling, and others. Review Resources
for Addictions Issues How the EAP Can Help Depending on the particular family concern, the EAP can be of assistance in a variety of ways. If the issue is temporary in nature, certainly, short-term counseling may be sufficient to resolve the concerns. If the issue is relationship based, often, couples need a “third-party” to facilitate communication between them. The EAP counselor can educate the couple about effective communication skills to be practiced and utilized. A referral to a couples counselor may also be appropriate. The EAP counselor can provide information about the specific issues, referrals to support-groups and/or educational resources (parenting classes, seminars, etc.), as well as practical life management suggestions to relieve particular stressors. In these cases, the EAP can assist by conducting a thorough assessment of the problem, educating the client about the services to be received, and referring the client to the most appropriate resource (e.g., a psychiatrist for a medication evaluation for severe depression, a therapist for long-term treatment of a mental health diagnosis). The EAP would continue to assist by following up with the individual to determine the satisfaction with the provider, and in appropriate situations, monitoring the course of treatment to its completion. The EAP is also able to provide supportive assistance to family members as well as through education and referral to support groups and family based resources. If the situation is not one requiring long-term treatment for the client, the EAP can provide short-term counseling and support, and assist by helping the client develop coping skills to deal with the impact of the stressors. Elder Care & Child Care Issues: When the issue is related to child care or elder care resources, the type of services available vary from center to center. In all cases, the EAP Counselor will conduct an assessment and assist the client in identifying the particular worklife need and direct the client to a community resource to meet this need. These resources include databases for area child care centers and providers, comprehensive checklists to use in the decision making process, resources providing an explanation of senior living and housing options, and links to local and state resources. Some centers provide an enhanced service, either through the EAP or through the Office of Human Resources, which will connect the client to a Worklife Specialist. Often, this specialist has access to databases on individual resources and can provide information on cost, amenities, and availability. All costs incurred beyond the initial consultation are the responsibility of the client. The EAP counselor will provide comprehensive follow-up to ensure client satisfaction. Back to Elder/Child Care Issue When the issue relates to a legal or financial issue, the type of services available through the EAP vary from center to center. In all cases, the EAP Counselor will conduct an assessment and assist the client in identifying the particular worklife need and direct the client to a community resource to meet this need. These resources include information on community legal referral associations as well as helpful websites detailing geographically-specific legal information. For financial concerns, the EAP Counselor can refer to non-profit debt consolidation companies as well as provide information on effective debt management. Some centers provide an enhanced service, either through the EAP or through the Office of Human Resources, which will connect the client to a legal or financial specialist. This service may include a free initial consultation with a legal or financial professional as well as reduced fees for any additional consultation. All costs incurred beyond the initial consultation are the responsibility of the client. The EAP counselor will provide comprehensive follow-up to ensure client satisfaction. In this instance, supportive counseling with an EAP professional with the sessions conducted over the course of several weeks to a few months may be sufficient to address the client’s needs. During this time, the counselor offers reassurance, as well as specific information about how to best work through the grieving process. In situations where the loss of a loved one or co-worker triggers emotions from past experiences, (i.e. reoccurring trauma, post-traumatic stress), a referral to a specialized resource may be more effective in helping the client. Resources include a therapist specializing in grief and loss and support groups focusing on a specific life event (i.e. loss of a parent) or towards a specific population (i.e. helping children deal with loss). The EAP counselor will provide comprehensive follow-up to ensure client satisfaction. If the loss involves a large segment of the employee population, at most centers, the EAP is available to provide Critical Incident Stress Management services. For additional information on this process, please click here. Almost anyone can benefit from effective communication skills. The EAP Counselor will conduct a thorough assessment of the issues. Often times, a second perspective from an objective party may yield alternative communication styles to resolve any existing communication “roadblocks”. This may be accomplished through one on one counseling sessions over a period of time. When appropriate, the EAP Counselor may also function as a mediator between two parties to find an acceptable solution. In those situations where communication has progressed to anger, the EAP Counselor may recommend a more formalized approach, such as a referral to an anger management class or a referral to a therapist. When a referral is appropriate, the EAP counselor will provide comprehensive follow-up to ensure client satisfaction. Back to Communication & Anger Issue As the EAP is a “work-site” based resource, it is in a unique position to assist the employee with a variety of workplace problems. These include conflicts with co-workers/supervisors as well as situation-specific, work-related stressors. The EAP can act as a “mediator” of sorts and facilitate communication between the parties. The EAP counselor can also assist the employee in dealing more effectively with work stress by helping the client to achieve a greater balance between work and family, and discussing specific strategies to effectively deal with the immediate stressor. When the concern is being generated from the organizational level, the EAP can, upon request, offer specialized consultation encompassing both the organization and employee perspective. For more information on this service, click here. An employee presenting with this concern, will have access to several levels of assistance from the EAP. The EAP Counselor, using a variety of available screening tools, will assess the level of use/abuse and recommend a follow-up plan of action. If the individual has been self-referred, this is typically a good indication that the client’s motivation to get help is high and a referral is likely. The referral may include inpatient and outpatient treatment facilities, 12-step programs, formalized education and support groups, and individual therapy. Since addiction commonly impacts several life areas, the EAP Counselor will continue to work with the client to address any additional areas which have been impacted by the addiction. Often times, the employee has been referred by management for a performance-based problem and through the assessment, information related to use/abuse is discovered. The employee, even if self referred, always has the choice to discontinue involvement with the EAP. If the employee is motivated and willing, the EAP can offer both a recommendation for a follow on resource as well as assistance in re-establishing effective workplace behaviors and performance standards. Employees may also contact the EAP with concerns about possible
addictive behavior at the request of family members, friends,
or co-workers. Family members often contact the EAP directly for
assistance in helping a loved one. In these situations, the EAP
can not contact the employee directly, however
s/he can provide the family member with the tools to have this
discussion and make his/her needs clear.
|
|
|
| Data: |
| EAP Defined |
| History of EAPs |
| EAP Core Functions |
| Additional Info: |
| NASA Issues |
| Workplace Demographics |