American Association of Pastoral Counselors

2012 Annual Conference April 19 - 21, 2012 Leesburg, VA.

Bob Menz,

Dmin, AAPC, CEAP, CPSP, DAPA

Corporate EAP Director Emerson Climate Technologies

• A farmer has 17 sheep. All but nine died. How many did he have left?

• A farmer has 17 sheep. All but nine died. How many did he have left?

• I have in my hand two coins which total 55 cents in value. One is not a nickel. What are the two coins?

• A farmer has 17 sheep. All but nine died. How many did he have left?

• I have in my hand two coins which total 55 cents in value. One is not a nickel. What are the two coins?

• A woman gives a beggar 50 cents. The woman is the beggar’s sister but the beggar is not the woman’s brother. How come?

• A farmer has 17 sheep. All but nine died. How many did he have left?

• I have in my hand two coins which total 55 cents in value. One is not a nickel. What are the two coins?

• A woman gives a beggar 50 cents. The woman is the beggar’s sister but the beggar is not the woman’s brother. How come?

• How many 3 cent stamps in a dozen?

• • • • • • • • • • • • • • EAP History EAP Models EAP Philosophy EAP Purpose EAP Banners Psychergonomics Principles of Wellness Corporate Advantage Cost Effectiveness Utilization and Need Warning Signs for Employees at Risk Utilization at Emerson Climate Technologies EAP Professionals Ministers as EAP’s

• • Employee Assistance Programs (EAP’s) grew out of organized labor’s (unions) desire to help employees struggling with alcohol and substance abuse.

EAP’s later evolved into programs to assist troubled employees, and their families, with mental health and substance treatment as well as emotional support.

• Today, EAP’s work with employees and employers with a full array of treatment options as well as illness/disease prevention, wellness/safety practices, and balancing work life issues.

Time spent with/in

Family Relationships Sleep Work Eating Physical exercise Worship/Spiritual Sports/Arts Relaxing/Vegetating Reading TV Commuting Other

Actual hours spent Preferred hours spent

•

Internal

– Negative - EAP may be considered a part of the company.

•

External –

Positive - perception of confidentiality.

Negative - lack of company knowledge.

•

Onsite –

Positive - EAP understands the organization.

Positive - accessibility.

Negative - employee may be seen entering your office.

•

Offsite –

Positive - creates better confidentially.

Negative - not as accessible.

• Improvement in an employee’s well being (i.e.. Health, relationships, mental & emotional functions) translates to improvement in the company's well being, (i.e.. Quality of work, productivity, absenteeism/presenteeism).

• EAP’s seek to help normal people with typical problems.

• The primary purpose of EAP’s is to help employers and employees by assisting with behavioral and /or lifestyle problems, especially when it interferes with work.

• The second purpose is to offer managers a system to deal with situations involving declining work performance which does not interfere with or replace the normal disciplinary process.

• The Employee Assistance Society of North America (EASNA) This body certifies programs.

• The Employee Assistance Professionals Association (EAPA) This body certifies individuals.

• The recognized Employee Assistance Certification is the Certified Employee Assistance Professional (CEAP).

• When I started at Emerson Climate Technologies/Copeland Brand Products over 20 years ago, ergonomic concerns were front and center. Safety glasses, ear protection, steel toe shoes, safety switches, and work station design were considered necessary for the employees health and safety. The costs and savings were calculated.

• For the last two decades, these considerations have expanded to include such things as; safety classes, health fairs, flu shots, and wellness initiatives. • What is now being tracked by some companies are the hidden costs of such things as marital conflict, stress, and depression.

• • • • • • • • • • Illness is a process and not an event – so is wellness.

Illness is a metaphor of what is wrong in one’s life and is filled with meaning.

Meaningful and purposeful existence promotes health.

Linguistic expressions often find physical manifestations (getting sick).

There are sometimes unconscious secondary gains in illness.

Dis ease in one dimension of a person’s life may present itself in another dimension.

Illness does not occur in just one part of a person’s life.

Enhancement in one part of a person’s life leads to improvement in other parts.

One can minimize the forces outside one’s control, such as losses and carcinogens, by maintaining a healthy attitude and lifestyle.

Everyone has a healer within.

For employers to assume a degree of responsibility toward wellness makes sense on many fronts.

1.

Financial Investment.

2.

3.

Happy and healthy employees make better employees – the fewer the health risks, the better the productivity.

With the time we invest at work and the influence we receive at work – the workplace is a natural setting to promote wellness.

4.

5.

Identifying variables such as direct medical costs, frequency of a claim, rate of disability for a claim, average length of absence for a condition, may provide information helpful in implementing specific disease management strategies.

Presenteeism.

• • • • 66% of worksites with 100 or more employees and 90% of Fortune 500 firms have an EA Program.

The national average EAP Utilization across all business and industry is 4.5%.

Research consistently shows that EAP services reduce absenteeism, improve productivity, and have a positive return on investment – especially when the utilization rate remains above 4%.

McDonald Douglas

: EAP revealed a 4:1 return on investment (ROI).

Virginia Power: Employees who accessed EAP had 23% lower costs than employees who accessed behavioral health.

Proctor and Gamble Oxnard Facility: EAP saved the company 39% of projected behavioral health care expenses.

Chevron Corporation: EAP revealed a cost benefit return of 14:1.

Consolidated Rail Corporation (Conrail): EAP revealed greater than a 3:1 ROI.

United Airlines: Estimated that it gets a $16.95 return on every dollar invested in their EAP.

Johnson and Johnson: EAP saved $7 million in 2004.

Emerson Climate Technologies: EAP value study showed a 5:1 ROI.

•

These are the most tumultuous times most of us have ever seen.

•

A strained society creates strained families and strained lives.

•

In fact, all of the Social Institutions are stressed.

The top stressors recently documented by the American Psychological Association are: • Money (81%) • The economy (80%) • Work (67%) • Health issues (67%)

A recent study administered by The Employee Assistance Society of North America (EASNA) showed: • 88.2% increase in requests for financial services.

• 82.4% increase in requests for coping with stress.

• 41.2% increase in requests for legal services.

• 11.8% increase in requests involving domestic violence.

• Most adults with substance problems are employed.

• 29% of full-time workers engage in binge drinking.

• 8% engage in heavy drinking.

• 8% have used illicit drugs in the past month.

• A growing number of employees are under the mind altering influence of “legal” drugs.

Family Issues (50% of marriages end in divorce – how many marriage problems are in your workplace?) – could this impact absenteeism?

Depression (11 million people are being treated for depression in the U.S. – how many may be suffering in your workplace?) – could this impact medical costs?

Financial Problems (there were more bankruptcies than divorces last year – how many are financially struggling in your workplace?) – could this impact morale?

Substance Abuse (about 8 million people need treatment for an illicit drug problem and about 19 million need treatment for an alcohol problem – how many employees are substance impaired in your workplace?) – could this impact safety?

Job displacement and unemployment have been linked to lower rates of participation in social activities, lower levels of mental health, and heavy drinking.

• • • • Differentiating EAP’s from Behavioral Health Programs has two distinct and separate advantages.

From the employees perspective, EAP’s seek to help normal people with typical problems – thus minimizing any stigma.

From the employers perspective, EAP’s (especially those who are CEAP’s) are trained in and sensitive to HR issues – thus understanding the company’s point of view.

For all involved, it is always important that intervention and treatment come sooner rather than later to minimize the debilitating effects of stressors.

• • • • • • • Lack of sleep/constant fatigue Excessive anxiety Excessive irritability/conflicts Increased alcohol/illicit drugs/ medication abuse Persistent sadness/crying Increased withdrawal/apathy Abnormal behavior

• • • • • • • Excessive sick leave Absences – especially with a pattern Inability to stay focused Accidents on or off the job Declining quality and productivity Direct or indirect threats Family crisis – death, divorce, financial

’08 ’09 ’10 ’11 36% 30% 32% 29% Marriage and Family 20% 31% 27% 26% Mental and Emotional 8% 7% 4% 4% Financial 4% 4% 2% 3% Grief and Loss 3% 3% 3% 3% Drug and Alcohol 2% 1% 2% 2% Conflict and Emergency 27% 24% 30% 33% Consultations

Marriage 192 Individual 127 Couple 65 Marriage and Family 78 Individual 57 Multiple 21 Emotional/Mental 166 Stress 41 Depression 24 Emergencies/Injuries 0 Conflict at Work 20 Chemical 27 Alcohol 18 Drugs 9 Financial 43 Grief/Loss 31 Group 0 Consultation 317 -- Referral In 85 -- Follow Up 150 -- Other 82 Other 0

• •

Trust/Confidentiality

Professional standards, state law, HIPAA Perception • • •

Service/Competence

Availability, resource awareness, policy If this is absent, the employee will not return Know your clientele

• •

Program/Substance

Comprehensive, proactive, educational Special programming provided for crisis situations • •

Visibility/Advertising

Posters, articles, messages on TV monitors, presentations Being available for Q & A’s at brown bag luncheons and health fairs

Whole – from Old English Hale – and from which we get the word health.

Doctor – from Latin for teacher.

Psyche – from Greek referring to the soul.

Therapist – from Greek therapon – one who helps and heals. The Latin translation for therapon is ministerium, from which we get the word minister. Psychotherapist – is a Soul Minister.

Psycho the rapist

Who understands and nurtures soul and wellness better than professionals like you?

This gives you an advantage over those in secular mental health.

Many consider pastoral trust a sacred commodity.

However, education may be needed to assure there will be no evangelism or proselytizing.

• • • •

Advanced degree in mental health.

25 hours of supervision from a CEAP.

Pass a lengthy test with focus on three disciplines

Mental Health Substance Abuse Human Resources

Maintenance of 60 Professional Development hours every 3 years

Join an EAP company – This would likely involve an external model.

Market your EAP skills to a local employer – This would likely involve an internal model.

Become a local provider for a national EAP company – Many local companies have contracts with large and national EAP companies and when an issue arises, the company call their contracted EAP and the EAP calls their local provider.

Pastor/Employee Network of Integrated Services