PASTORAL COUNSELORS AS EMPLOYEE ASSISTANCE PROFESSIONALS

1. PASTORAL COUNSELORSASEMPLOYEE ASSISTANCE PROFESSIONALS 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

2. TODAY LET’S CRITICALLY THINK OUTSIDE THE BOX A farmer has 17 sheep. All but nine died. How many did he have left?

3. TODAY LET’S CRITICALLY THINK OUTSIDE THE BOX 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?

4. TODAY LET’S CRITICALLY THINK OUTSIDE THE BOX 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?

5. TODAY LET’S CRITICALLY THINK OUTSIDE THE BOX 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?

7. OUTLINE 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

8. EAP HISTORY 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.

9. HOW AM I BALANCING MY LIFE?We have 168 hours in a week. How do you spend your time?

10. EAP MODELS Internal – Positive - EAP understands the organization. Negative - EAP may be considered a part of the company. External – Positive - perception of confidentiality. Negative - lack of company knowledge. Onsite – Positive - accessibility. Negative - employee may be seen entering your office. Offsite – Positive - creates better confidentially. Negative - not as accessible.

11. EAP PHILOSOPHY 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.

12. EAP PURPOSE 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.

13. EMPLOYEE ASSISTANCE BANNERS 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).

14. PSYCHERGONOMICS 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.

15. PRINCIPLES OF WELLNESS“Physical health is not merely the absence of physical illness, Mental health is not merely the absence of mental illness, and Spiritual health is not merely the absence of spiritual illness.”From:A Pastoral Counselor’s Model for Wellness in the Workplace: Psychergonomics 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.

16. EAP AND THE CORPORATE ADVANTAGE For employers to assume a degree of responsibility toward wellness makes sense on many fronts. Financial Investment. 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. 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.

17. EAP PRESENCETHE ADVANTAGE 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%.

18. EAP COST EFFECTIVENESS 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.

19. EAP UTILIZATIONTHE NEED 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.

20. EAP UTILIZATIONTHE NEED The top stressors recently documented by the American Psychological Association are: Money (81%) The economy (80%) Work (67%) Health issues (67%)

21. EAP UTILIZATIONTHE NEED 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.

22. EAP UTILIZATIONTHE NEED 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.

23. EAP UTILIZATIONTHE NEED 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?

24. EAP UTILIZATIONTHE NEED ACROSS THE U.S. Job displacement and unemployment have been linked to lower rates of participation in social activities, lower levels of mental health, and heavy drinking.

25. EAP UTILIZATIONOUR RESPONSE 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.

26. KNOW THE WARNING SIGNS OF EMPLOYEES AT RISK Lack of sleep/constant fatigue Excessive anxiety Excessive irritability/conflicts Increased alcohol/illicit drugs/ medication abuse Persistent sadness/crying Increased withdrawal/apathy Abnormal behavior

27. KNOW THE WARNING SIGNS OF EMPLOYEES AT RISK 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

28. Why Employees and Family Members Contact the EAP atEmerson Climate Technologies ’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

29. 2011 Counseling Statistics 939* 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

30. EAP PROFESSIONALS MUST ENCOMPASS 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

31. EAP PROFESSIONALS MUST ENCOMPASS 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

32. THE MEANING IN WORDS 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.

33. PSYCHOTHERAPIST Psycho the rapist

34. THE CLINICALLY TRAINED MINISTERAs EAP PROFESSIONAL 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.

35. EAPPROFESSIONAL (CEAP)REQUIREMENTS 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

36. EAP EMPLOYMENT 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.

37. A NEW PROFESSIONAL DESCIPLINE Pastor/Employee Network of Integrated Services