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Promising Practices for Veteran-Friendly Employee Assistance Programs

Promising Practices for Veteran-Friendly Employee Assistance Programs. Revised October, 2013. The purpose of this training is to help Employee Assistance Program (EAP) professionals provide effective support to employees who are Veterans and National Guard and Reserve members.

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Promising Practices for Veteran-Friendly Employee Assistance Programs

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  1. Promising Practices for Veteran-Friendly Employee Assistance Programs Revised October, 2013

  2. The purpose of this training is to help Employee Assistance Program (EAP) professionals provide effective support to employees who are Veterans and National Guard and Reserve members. The Veteran-friendly practices described in this presentation are being offered in an effort to improve Veteran retention in the workplace. It is understood that not all these practices can be implemented for every organization’s EAP. Some variation may be required in order to comply with each organization’s policies and procedures. Introduction

  3. This presentation describes promising practices, compiled from the VA’s Veterans in the Workplace study and other resources, for the following EAP components: Assessment Referral Management consultation & training Employee training EAP program promotion EAP Components

  4. Screen for Veteran status and status of family members as Veterans Use the Community Provider Toolkit’s military screener: www.mentalhealth.va.gov/communityproviders/screening.asp Screen for National Guard and Reserve member status Determine military history to assist in providing culturally competent care Screen for issues such as PTSD, substance misuse, depression, anxiety Use the Community Provider Toolkit’s screening tools:http://www.mentalhealth.va.gov/communityproviders/miniclinics.asp Assessment

  5. Match the Veteran client with a providerwho is sensitive to and knowledgeable about the military experience Match the National Guard and Reserve member client with a provider knowledgeable about issues such as deployment preparation, family issues while deployed, and reintegration on return to work Make a warm transfer to provider, if possible Help the client connect with other resources when required services exceed what the EAP can provide Have knowledge of available Department of Veterans Affairs healthcare resources (www.va.gov/health and the Community Provider Toolkit) Referral

  6. Assist management in devising and recommending needed accommodations for various conditions, such as PTSD or TBI Provide consultation to management and leadership on a wide range of workplace issues impacting employee, organizational, and management health and performance Sensitize management to Veterans’ issues; help them develop awareness of assumptions and stereotypes regarding Veterans Emphasize that not all Veterans will have difficulties or need assistance Management Consultation & Training

  7. Educate supervisors and upper management on military and civilian cultural differences (e.g., the military’s use of manuals, necessity for punctuality, and “respect” for rank or time in service) Find handouts related to military structure and culture on the Veterans Employment Toolkit: www.va.gov/vetsinworkplace/experience.asp Improving Job Performance Using the Military Training Model: www.va.gov/vetsinworkplace/docs/em_improvePerformance.html Management Consultation & Training

  8. Educate others on VA’s resources for Veterans and their family members Train fellow employees about differences in military and civilian culture, similar to the awareness training for management Adopt a coaching approach in working one-on-one with Veteran employees Include coaching on topics such as improving work habits, wellness issues, time management, work-life balance, and stress management Employee Training

  9. Educate management, supervisors, and all departments on Veteran-friendly EAP services Encourage management to share the program with all employees Stress that the program is free, confidential, and that there will not be repercussions for seeking help through EAP Communicate to employees all available services, including those for covered family members Introduce EAP services during new employee orientation Demonstrate the program’s value to leadership and get their assistance in promoting the program as a Veteran-friendly source of expertise and excellence EAP Program Promotion

  10. Burton Blatt Institute at Syracuse University & Corporate Gray. (2013). Veterans in the workplace final report. Washington, D.C.: Department of Veterans Affairs. Mickenburg, Judy, Behavioral Health & Organizational Wellness Consultant. Telephone interview. 7 Mar. 2013. Dolan-Del Vecchio, Kenneth, Vice President, Health and Wellness at Prudential. Telephone interview. 5 Mar. 2013. Croft, Harry A., MD. EAP Information in Support of Veterans in the Workplace Report. San Antonio: n.p., 7 Mar. 2013. Microsoft Word. Potterton, Daniel, Chief Operating Officer, FEI Behavioral Health. Telephone interview. 14 Mar. 2013. Courtemanche, Sherry R., Health Services Manager at Aetna. Email interview. 21 Mar. 2013. EASNA. (2009). Selecting and Strengthening Employee Assistance Programs:A Purchaser’s Guide. Arlington, VA: Employee Assistance Society of North America. http://www.easna.org/wp-content/uploads/2010/08/EASNA-PURCHSERS-GUIDE-TO-EAPs-FINAL-102209.pdf Sources

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