JSH Newsletter

Employee Assistance Programs: A Mother’s Invention

Employee Assistance Programs: A Mother’s Invention

If “necessity is the mother of all invention,” then job stress is the mother who invented the Employee Assistance Program (EAP/EAPs). Since time began, smart employers always have looked for ways to increase worker productivity. The EAP serves this end by removing obstacles and distractions which interfere with workers performing at peak levels, but over time, the EAP evolved to serve employees as well. It provides a valuable resource allowing employees to find ways to address and solve professional and personal stresses. When working correctly, the EAP creates a win-win situation for both employers and employees.

Stress is anything that gets the homeostatic (self regulating) human system out of balance. In other words, “stress” sets off our human “thermostat”. It pushes people out of balance.

In and of itself, stress is neither bad nor good. In initial stages, stress serves to alert or alarm the system to self-correct. It can be something as innocuous as a growling stomach telling a person he or she needs to eat or the constant yawning of a student studying late into the night who needs to get some sleep. Unresolved, stress becomes a problem. If the growling stomach doesn’t get the food it needs eventually, the person suffers in many different ways.

Every person tolerates stress to varying degrees as well. One person’s succumbs to a stressor while someone doesn’t even recognize it as stress, or one person’s pleasure in another person’s indifference or pain.

The two greatest stresses in life are loss of a loved one (either through death or separation and divorce) or problems with income. The second ties directly into JOB STRESS especially in times of corporate downsizing and mergers. It’s strange. In a booming economy, “workers” feel the constant dull sting of job insecurity with profits at record levels.

Some quick facts about job stress from sources around the world:

The U.S.. National Institute for Occupational Safety and Health reports stress related disorders as fast becoming the most prevalent reason for worker disability.

International Survey Research Corporation in Chicago -did opinion poll-low morale due to loss of faith in employer -in 1988 22% of polled said that were “frequently worried” about losing their job- in 1996-46% said the same thing.

40% if worker turnover is due to job stress. Xerox estimates 1 to 1.5 million dollars to replace a top executive. For an average employee, about 2 to 13 k dollars per person.

1992 UN report called Job Stress “The 20th Century Epidemic”– The World Health Organization called job stress a “World Wide Epidemic”.

Job Stress is estimated to cost American industry 200 to 300 billion dollars annually as assessed by absenteeism, diminished productivity, employee turnover, accidents, direct medical, legal, and insurance fees, workman’s compensation awards, etc.

US. Bureau of Labor Statistics -“neurotic reaction to stress” is the 4th disabling workplace injury. In 1993 over 25 days were lost on average by each person suffering job stress.

National Institute for Occupational Safety and Health-25% of those surveyed said their job was the single greatest cause of stress in their life.

British Medical Journal- Feb. 22, 1997-Reuters-Feb 21, 1997 2 Studies-job stress may increase chances of coronary heart disease. Job control and pressure were tested.

Japan-“Karoshi” death from overwork-is recognized there as a fatal combination of apoplexy, high blood pressure, and stress.

Job Stress can be both cause and effect of workplace violence and harassment.

In its original and pure form, the EAP functions as a information and referral center. It is not a final destination for employees faced with a variety of distractions and situations affecting their job performance. The EAP offers short term, temporary, stop-gap solutions while linking employees with professionals in the community who can assist them in solving personal and work related problems.

Lack of anonymity presents one of the strongest reasons preventing workers from using the company EAP. The confidentiality by the EAP matters little when the entire company watches an individual enter and exit the EAP office. Employees fear giving the appearance of anything being wrong. In other words, “what people don’t know (and see) won’t hurt them.”

Some business have outsourced their EAPs (Independent groups unrelated to the employee’s employer runs the EAP). It succeeds in protecting employee anonymity if located off the company premises, but it trades off convenience and easy access for employees.

Internet services have tried to bridge the gap. They provide the anonymity of off site EAPs and the convenience of an on-site office. They respond to queries (a written statement of problem or a request for help with a specific problem) usually within 72 hours and can give very effective advice, education and recommendations, but they lack a personal touch. You need a computer and a modem or a person cannot access the services, and this is a drawback.

When faced with life’s complications and problems, everyone would love to turn to a concerned, caring and resourceful mother. The company EAP can serve that function. EAPs continue to meet the needs of employers and employees, and with increasing alternatives, EAPs offer convenience, anonymity and quick help. A life with manageable stress benefits everyone, but most importantly, it makes the world a lot easier place to live in.

Job Stress Help Back to the Table Of Contents

Start the New Year With A Positive Attitude As the new year begins, we also begin …hopefully, with a sense of renewed optimism. We at Job Stress Help trust that 1998 will be a better year, and most importantly, we hope that the coming year will bring the satisfactory resolution of your job-related problems.

Because of its very nature, unresolved job stress can become the most important thing in one’s life. If deep dissatisfactions are left to fester, they ultimately can cause extreme discomfort…discomfort that can lead to physical problems, such as high blood pressure, chronic back pain, and the like. The start of a new year is a good time to give some serious thought to your attitude towards your job performance, work environment and co-workers.

Hopefully, you like your job well enough to stay put and work out any difficulties you may be having. But if you don’t like either your job or the kind of work you do, now would be a good time to look elsewhere for something more appealing and suitable. If you do want to stay and your dissatisfaction stems from difficulties with co-workers, there are many avenues open to you for help. For example, the Job Stress Help Page is dedicated to assisting individuals who are having difficulties with others on the job.

If you have a hopeless attitude when it comes to dealing with stressful work relationships, you may be in trouble. If so, we recommend that you consult the Job Stress Help Page or seek out face-to-face professional counseling in your community through your union, employee assistance program, or family service agency. Keep in mind that a person does not have to be mentally ill to seek professional help. Often, just a few sessions can be enough to help give you a brand new perspective.

If you decide to consult a professional counselor or therapist, here are the kinds of questions you might be expected to answer: Is the problem something you alone are causing, or is it being exacerbated by another person? Are interpersonal problems on the job affecting your work performance? Honest answers can give you the insight you need to solve the problem.

Problems on the job that seem overwhelming can sometimes be overcome by simply stepping back from the situation. A good look at the interpersonal dynamics might reveal that a lot of false assumptions have been made by both parties involved. The most common assumption made by an unhappy employee is that the boss does not like him or her. But employees often forget that bosses are human, too. A boss may have his or her own share of tension and pressure, and therefore may be too preoccupied to be sensitive to their employees’ needs. Take this into account when evaluating your own situation.

If you decide to bring the issues that have been bothering you to a formal meeting with your boss, carefully assess the situation. This will enable you to deal calmly and constructively with the people and issues involved. Be proactive — initiate a preliminary discussion with your boss in which you set up a mutually agreeable time and place to meet to talk about the problem.

When you meet with your boss, be diplomatic — don’t give the impression that your goal is to attack or to prove how right you are. That will only put your boss on the defensive. At the same time, try to be as clear and direct as possible in describing the problem as you see it. You may find that your boss is actually surprised to hear your perception of his or her behavior. Also, since your boss may not be a good manager to begin with, and may be awkward in his or her efforts to relate to you and your co-workers Believe it or not, some supervisors are actually grateful to the employee who cares enough to call attention to behaviors — either their own or someone else’s — which may be causing problems in the workplace. Finally, be prepared to offer some suggestions for realistic, constructive ways to solve the problem. Even if your ideas don’t go over completely, they can provide a basis for setting positive changes in motion.

So, as you start the new year, keep a positive attitude on the job. The way in which you think about your work environment can open up new channels to improve your situation.

Bill DeLeno, CSW Back to the Table Of Contents

The Stress Of Being President Of The United States The Stress Of Being President Of The United States

The 10 most stressful jobs measured by level of 21 specific job demands according to the Jobs Rated Almanac are:

Right or wrong, love him or hate him, believed or not believed, given what the President undergoes everyday, he works under the load of enormous stress. The media spotlight, inspecting his every move, just adds to the intense pressure of the job.

We live in a glass house society. By that I mean, personal privacy has become an endangered specifies. Access to information directly opposes the safeguards of privacy. While we are headed to a much more open society, the latest made for TV scandal about President Clinton raises important questions for all of us. Do we want to live under a magnifying glass in order to have instant access to everything? Do we really want to know what our family, friends, neighbors, celebrities and strangers do when they think that they are unobserved? Is too much information about some things not very good, and should some things remain private?

There was an old sage that said that you never knew someone until you lived with them. In a glass house society, we all live with each other all the time. Given that most of us know people we absolutely would not want to live with, even if we like them, are we ready for this new world? As the alleged Presidential scandal plays itself out, we should all pause and think about the kind of society in which we want to live and work.

There’s enough stress in our lives already. Everyone needs time away from the scrutiny of others – a respite, some relief, a time to recharge our batteries or a vacation. We don’t need to create an environment without any retreat or responsible escape. Be sure to take time for yourself to avoid stress on the job and at home.

Job Stress Help Back to the Table Of Contents

Managing On The Job Management poses some of the most interesting and stressful problems on the job. Working with people might be great, but managing them is another story. People come with so many different backgrounds and experiences and present a real challenge in managing them. At Job Stress Help Home Page, many of the requests for help we receive focus specifically on managing people. (i.e. a supervisor finds it difficult

to manage a particular individual, an employee and his or her immediate supervisor do not get along, etc.)

Like it or not, everyone is in “management”. No way, right, but think again because we really are when using “management” in an all encompassing and inclusive way.

Most of us live and work in a vibrant and expanding service sector in a global economy. In many real ways, people are more independent, but they are all specialized in what they do. This creates a greater dependence on others to complete our work. In essence, we are all “middle men”, middle women and/or middle persons trying to do our jobs.

We are all intermediaries who rely on others and, as importantly, who impact the ability of others to do their jobs. Workers’ answer to supervisors who answer to other supervisors who answer to executives who answer to CEOs who answer to the Board of Directors who answer to the stockholders who answer to the consumers who impact workers. On and on it goes.

Managing people is one of the single greatest sources of satisfaction and stress. There isn’t anything greater than a well functioning team getting the job done and competing at a high level. On the flip side, a team with lots of dissension can be a living nightmare in which to work. It’s a constant source of stress, and since we spend so much of our time working these days, any job stress can be corrosive and eventually lethal. It diminishes our quality of life.

The difficulty in managing people comes from our individuality — people’s uniqueness. Whenever more than one person is involved, we more than likely, have more than one opinion, more than one perception, more than one agenda, and so forth. Multiply this by many people and the stress rises considerably.

Job Stress Help believes that the easiest and simplest way to minimize the stress that comes from working in the “middle” and managing people is setting clear expectations. It’s not fool proof, but people work better when they know what’s expected of them. Likewise, we can perform at out best when we know what we’re supposed to be doing.

Everyone likes to know the finish line – the goals. Mystery has it’s place in novels and movies, but it complicates all of our lives on the job — so get rid of it. Make sure goals and expectations for ourselves and others are clear. Change hidden agendas so that they are open and clear. This not only gives us a chance to succeed, it sets up everyone we work with, regardless of job title, to succeed as well.

Joe Pastore, Manager Back to the Table Of Contents

Job stress has been called “The 20th Century Disease.” Chances are you know someone who has it or you’ve experienced it yourself: the knot in your stomach; the sleepless nights; the vague sense of hopelessness; that queasy feeling as you dress for work; those sudden bursts of anger at home or in the car.

Work-related stress accounts for $200-300 billion a year in the American workplace and is associated with a host of physical and emotional health problems. Work overload, sexual harassment, office politics and unclear job roles are just some of the common stressors lurking in the workplace. When any or all of these demons are allowed to run rampant “all hell breaks loose,” or to put it more politely, we experience job stress.

Chronic absenteeism, backaches, migraines, substance abuse, marital and family conflicts, financial problems, and poor job performance are some of the more obvious manifestations of job stress. Less obvious but just as destructive are the pervasive feelings of frustration, hopelessness and anger that any stressed out employee carries to work each day, like so much extra baggage.

“Okay,” you’re thinking, “so we all know what job stress is. But what can I do about it?” There are many answers to this question. Here are just a few.

Some companies provide Employee Assistance Programs (EAPs). An EAP is

free to employees; it’s paid for by the employer. A typical EAP staff includes certified counselors, clinical social workers and/or clinical psychologists who can assist workers in understanding and dealing constructively with problems at home and on the job.

In some cases, a few sessions with a skillful EAP counselor can help a motivated employee to overcome or improve his or her problem. If the problem is more serious or “just doesn’t seem to go away,” a referral to a work-savvy psychotherapist is in order.

“That all sound very nice,” you’re saying, “but how do I seek help for a personal problem without jeopardizing my job?” The answer is simple. Any EAP professional or psychotherapist is obligated to maintain strict confidentiality in their relationships with their clients — it’s the law. For example, if your boss refers you to an EAP for help,

everything after that is private, unless you sign a written document allowing communication to occur with anyone else.

The Job Stress Help Page is another option. Our service provides online advice for handling stressful work situations. The process is quick, easy and — thanks to the magic of the Internet – completely anonymous. You just log onto our Homepage jobstresshelp.com) and we E-mail you a response within 72 yours. We also offer information on where and how to get more help if you need it. If your company doesn’t

have an EAP, we can give you with a referral and guide you to the most

In future issues of “Stir the Fire,” we’ll discuss different problems that people typically encounter on the job, or in their private lives, that may affect their job performance. We’ll suggest tried-and-true ways for dealing with each type of problem. Every week, it’s a sure bet that some of you will recognize yourselves in the scenario we describe.

You may love your job, hate your job, or be totally indifferent (not!) but one thing is for sure: Work takes up at least one-third of our lives. Doesn’t it make sense to try and make our jobs as stress-free and enjoyable as possible?

Bill DeLeno, CSW Back to the Table Of Contents

CONFLICT ON THE JOB? DON’T PANIC — JUST BE PREPARED!

Like in a good marriage, cooperation is the foundation of a healthy work environment. But also like in a marriage, true cooperation in the workplace is based on trust. Trust, in turn, is only possible when there is clear communication between co-workers If you and your colleague are constantly afraid or unsure of how to talk with one another about a problem you’re experiencing, a pattern of miscommunication and misunderstanding will result.

A disagreement or difference of opinion with your coworker isn’t necessarily a bad thing. In fact, conflict can be used constructively to bring about positive changes in your relationship.

Getting along with others is a critical skill that we all need to survive in the workplace. Since everyone can expect to encounter a conflict on the job at one time or another, why not be smart about it and be prepared? Here are some tips to help you keep a routine conflict from escalating into a crisis:

Don’t assume that you know the reasons for someone else’s behavior.

Be careful not to allow your emotions to overtake logic and reason.

Shift the goal of your role in the conflict from proving a point to creating a compromise.

Suggest to all those involved that you sit down together and brainstorm ways to make a losing battle into a “win-win” situation for everyone. Call in a mediator — a disinterested third party who you both trust — to facilitate the process.

Let some time pass after the initial conflict so that both parties can think with a more cooperative focus.

Seek the advice of friends and try to get an honest opinion about the situation.

Let go of the past and focus on the present. This step is a big one! If you can accomplish it, you’re well on your way to a mutual understanding.

Don’t verbally attack the other person. Make “I” statements such as, “When you act that way, I start to think you don’t care about my feelings” instead of, “The problem’s simple — you’re just an inconsiderate boor!”

Even though you can’t always know when a conflict will arise, if you’re prepared with some conflict resolution techniques, you’ll have a better chance of keeping your cool.

The Job Stress Help Page is dedicated to helping employees to alleviate stress on the job.

Bill DeLeno, CSW Back to the Table Of Contents

If you ever wondered what all the furor is about sexual harassment, here is some information that you might find useful. The term “Hostile Environment” means repeated unwelcome sexual comments or behavior in the workplace. What does that mean? Well, if you enjoy telling dirty jokes you’d better be careful. And you’d better get rid of those scantily clad women or men on the calendar as well. If an employee finds dirty jokes or pornographic material on the job offensive, that employee can claim a hostile environment exists and can file a complaint.

The definition of Sexual Harassment is: unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature that is used as a basis for conditions of employment. A typical example is when a supervisor or employer wants to have a sexual relationship with an employee. If he or she refuses, the rejected supervisor or employer suddenly provides the employee with a poor job performance evaluation, or tells the employee that her/his work is suddenly not good enough. Or perhaps the promotion that was discussed a few months ago suddenly went to someone else. The employee can make a complaint.

There is lots of confusion about dating another co-worker or supervisor. Some companies have policies forbidding their employees to have romantic relationships with each other. Dating another staff member is not bad in and of itself. The problems of sexual harassment occur when one partner of the relationship decides to end that relationship and the other partner persists with making romantic or sexual advances. This can be viewed as sexual harassment as well. You can imagine how difficult this can be if a supervisor and employee end their romantic relationship, and the supervisor persists in making advances or takes his/her anger of rejection out in a way that affects the employee’s career.

The issue of liability is also confusing to many. If a staff member reports sexual harassment to a manager, the entire company and manager is on notice and something has to be done. Individual liability is also possible in many states. For example, California juries have awarded damages against individual supervisors, as well as other employees for individual acts of sexual harassment.

What do you do if you think you are being sexually harassed? Your first step is to notify your supervisor about the problem. If you have the problem with your supervisor, you move up the ladder of administrative hierarchy. If you feel that sufficient action has not been taken, the government office of Equal Employment Opportunities Commission (EEOC) can guide you through the proper procedures of making a formal complaint and provide you with advice. You could always see a lawyer about the problem as well to see if you have a legitimate case for lawsuit. Be advised that these cases are difficult to prove, and the stress of going to court and dealing with our legal system should not be underestimated.

The Job Stress Help Page can provide you with information specific to your situation at work. Often we find that there are ways of talking to a supervisor or co-worker about the nature of sexual harassment which can clear up the problem. If that has already been tried, we can advise you of your next strategy. There is no longer any reason why anyone should have to suffer emotional discomfort or some form of job discrimination due to sexual harassment.

Bill DeLeno, CSW Back to the Table Of Contents

Most everyone has had one. The boss who won’t listen but loves to talk or maybe even yell. Just because a person is a boss doesn’t mean that they aren’t human. Employees often forget that a boss is a human being too. The boss might have some problems at home or might be under serious pressure to get things done. There is no excuse for a boss to yell at an employee or degrade that employee in any way, especially in front of the other employees. However, remembering that the boss is human can have it’s advantages.

If you approach the problem boss in a supportive way you might find that he/she softens a bit. By that I mean, try to be supportive in a genuine way. Employees like to get a pat on the back from time to time. Bosses need the same thing, sometimes even more. It is often the case that bosses don’t get a pat on the back from their supervisor and the employees are so busy working that they think their immediate boss is to blame. The phrase “it’s lonely at the top” can be all too accurate for a boss who is under pressure from upper management and must push his employees to the max. This boss suddenly finds himself/herself without any friends on the employee level. So when the boss comes looking in your direction when it’s a bad day, you might try being supportive and acknowledge the fact that there have been easier days for a boss.

One example comes to mind. An employee I was counseling was working for the supervisor known as the “wicked witch of the west.” This supervisor had the worst reputation for being angry and non-supportive to her staff. The employee came to me for help in dealing with this difficult person. After assessing the situation, we decided that the boss needed some support. The employee told her boss at the first real opportunity, that she was doing a good job. The supervisor had a shocked look on her face, and said that no one appreciated her work, and that she really appreciated the complement. From that day forward, the employee and supervisor worked together in a very supportive way. The employee was also shocked at how different her boss was from that day on.

The above is just an example of how a boss/employee relationship can be dramatically turned around. Obviously, things are not always that easy and other tactics are needed to deal with a difficult boss. However, sometimes a little kindness can be contagious, even with a stressed out boss who seems like a tyrant.

Bill DeLeno, CSW Back to the Table Of Contents

Quite often job stress can cause physical symptoms which many people don’t realize as work related. Migraine headaches, stomach problems, back problems, heart problems, and other ailments can be caused by stress on the job. For most, a visit to their family doctor is the first step that is appropriate. However, a person who is suffering job stress should realize that his/her health is being affected by problems on the job. Physicians sometimes do not diagnose stress as the contributing factor or the cause of physical ailments. Patients often don’t tell their doctor what stress they are experiencing and so the underlying problem goes undiagnosed.

Stress can cause some very real physical reactions in our bodies. Anxiety or Panic attacks are the best example. Seemingly out of nowhere, a person experiences a racing heart beat, tightness in the chest, dizziness, sweaty hands and dry mouth, and a feeling of disorientation. People who suffer panic attacks will quickly tell you that they don’t know what is happening to their bodies and they think they are having a heart attack or some other terrible illness. Stress is that powerful. So if you are experiencing job problems and you are also experiencing a negative physical reaction, you might want to consider the strong connection between stress and physical illness.

Many people want to know if job stress can be considered a disability and the answer is “yes.” If an employee is examined by a Clinical Social Worker, Psychologist, or Psychiatrist who confirm the diagnosis, then clearly there is cause for a workman’s compensation claim. I have heard that some employers accuse employees of malingering because they look physically fine.

Just because an employee can walk and talk regularly doesn’t mean that they can function well on the job and that they are not suffering. Some employers would like to think that job stress is not a legitimate reason to be out of work and claim a disability. The workman’s compensation board and other insurance companies take the matter very seriously. If there is real evidence of a situation or person who is causing job stress, the matter should be taken seriously. Clearly, a person who can’t do their job well or just doesn’t like their job may be under stress, but it is not at the level of causing a disability.

Bill DeLeno, CSW Back to the Table Of Contents