EAPs & HR: Addressing Mental Health Issues in the Workplace

1. MENTAL HEALTH ISSUES AS A DIFFERENCE IN THE WORKPLACE EAPs and Human Resources Working Together EAPA NOC – October 19, 2018

2. 2 Presented by Anne Finnegan, LISW-S, LICDC-CS, SAP Clinical Manager, ease@work A program of The Centers for Families and Children Kerry Bohac, PHR, SHRM-CP VP of Human Resources The Centers for Families and Children

3. MENTAL HEALTH ISSUES AS A DIFFERENCE IN THE WORKPLACE • Clinical challenges • Human Resources challenges • HR and EAP providers/liaisons partnering together • Legislation • Small group and large group experiences and best practices • Practical supports and resources

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5. 5 Yayoi Kusama

6. 6 Source: Telligen 08/19/16 The Impact Mental Health Has on Workplace Productivity

7. DID YOU KNOW? • 1 in 5 adults will experience a diagnosable mental illness in any given year • Of those 1 in 5, less than half will get treatment • Of the employees who seek treatment, more than 80% will report improved levels of work efficacy and satisfaction Source: Center for Workplace Mental Health – Making the Business Case

8. SUBSTANCE USE DISORDERS • Without a secondary diagnosis, 1 in 10 • Directly affects 1/3 of US families • ¾ of those who have SUDs are employed • Miss 50% more work days than peers • Which industries have 2x the national rate of SUDs?

9. INDUSTRIES WITH TWICE THE NATIONAL AVERAGE EMPLOYEES WITH SUD

10. THE OPIOID EPIDEMIC The number of Opioid Use Disorders is triple government estimates (S. Ross Johnson 9/14/18 Modern Healthcare) McKinsey and Co. study suggested 6 million vs. 2.1 million individuals 2017 Council of Economic Advisors estimate this epidemic has cost the economy roughly $500 Billion

11. IMPACT OF MENTAL HEALTH BEHAVIORS ON CO-WORKERS https://www.youtube.com/watch?v=DPgE7PNzXag

12. EFFECTS ON CO-WORKERS • Moodiness, irritability, impulsivity - may push people away • Blocks teamwork, collaboration, communication • Co-workers may take the behavior personally • Resentful of not pulling their weight • Team members lose trust and confidence in co-worker • May try to protect co-worker from consequences

13. CONFLICTS WITH EMPLOYER POLICIES AND PROCEDURES What are some of the behaviors of employees with untreated/ undertreated mental health issues that cause problems?

14. DUAL DIAGNOSIS • 2014 SAMSHA study identified 40% of addicts as having Dual Diagnosis • Half of local IOP clients have Dual Diagnoses • Clinical challenges?

15. COMPLEXITY OF ASSESSMENT, TREATMENT, AND REFERRALS Assessment Importance of collateral information Employer Family History Referral and Treatment Treatment options – intensive, outpatient Compliance – lack of good judgement

16. 16 Impact on HR professionals • More than 80% of HR professionals spend 25% of their time managing Mental Health issues • 74% of employers lack policies and procedures to identify and manage MH issues • 65% do not measure impact on staff of MH issues Source: Inside HR: hotworkplacepotato

17. 17 “Managing mental health well is not only the right thing to do to ensure the health and safety of your people but it will also have an impact on the overall success of the organization.” Samantha Betzien, partner in HR and Industrial Relations Minter-Ellison, Austrailia

18. Partnering with HR • Role conflicts • Education • Advocacy • Communication

19. Great-West Life Centre for Mental Health in the Workplace: 2017 Study EMPLOYEE ASSISTANCE PROFESSIONALS SHOULD: 1. get more involved with advancing legislation and regulatory changes that support workplace mental health 2. educate both employees and corporate leaders about the widespread prevalence of mental health issues in the workplace AND that they are preventable and treatable

20. EMPLOYEE ASSISTANCE PROFESSIONALS SHOULD (continued) 3. Create additional opportunities for positive media by collaborating with employers to present together at professional and business conferences on mental health topics 4. Collect better empirical data on the quality and workplace outcomes of their counseling, management, and crisis services Source: Mark Attridge, PhD Journal of Employee Assistance 4th Quarter 2017

21. Partnering with HR • Risk Management vs. Problem-solving • vs. Employee Experience • Increasing incident of anxiety and other mental health issues for emerging workforce • Small organization HR readiness • Increased concern in emerging workforce • When there is no HR Source: www.shrm.org, Today’s Young Worker is Stressed Out and Anxious, Dana Wilkie

22. Ask HR!

23. Growing problem, growing response https://www.headstogether.org.uk/

24. AMERICANS WITH DISABILITIES ACT The Americans with Disabilities Act (ADA) became law in 1990. The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public.

25. AMERICANS WITH DISABILITIES ACT (ADA) • Title I Employment • Title II Public Services: State and Local Government (includes transportation) • Title III Public Accommodations and Services Operated by Private Entities • Title IV Telecommunications • Title V Miscellaneous Provisions

26. FAMILY AND MEDICAL LEAVE ACT (FMLA) 1993 "FMLA" refers to the Family and Medical Leave Act, which is a federal law that guarantees certain employees up to 12 workweeks of unpaid leave each year with no threat of job loss. FMLA also requires that employers covered by the law maintain the health benefits for eligible workers just as if they were working.

27. FAQs ABOUT FMLA (FOR CLINICIANS)Journal of Employee Assistance – 1st Quarter 2018 (federal FMLA only) • An EAP provider can be considered a certified “health care provider,” if accepted by the employer or benefits manager • EAP professional can speak with the employer, to authenticate or clarify the application, with employee authorization – but only to HR, not the direct supervisor • Additional supportive actions: educate the client about the rules, encourage 30 days in advance, follow employer policies

28. DECIDING WHETHER OR NOT TO DISCLOSESusan Goldberg, Psychologist and professor at Duquesne U. NYT online article by Alina Tugend 11/14/14 • How supportive is the person you are disclosing to likely to be? • What type of culture does the company have? • Do you have a proven track record? • What is happening in society as a whole? • Do you need to disclose everything about the condition, or would it be better to be selective?

29. EMPLOYEE RESOURCES • http://www.chadd.org/Understanding-ADHD/For-Adults/Workplace-Issues.aspx • https://www.nami.org/Find-Support/Living-with-a-Mental-Health-Condition/Succeeding-at-Work • https://www.youtube.com/watch?v=40LUEsYW6ocKati Morton – MH in the Workplace

30. EMPLOYEE AND EMPLOYERASK JAN Job Accommodation Network • The Job Accommodation Network (JAN) is the leading source of free, expert, and confidential guidance on workplace accommodations and disability employment issues. • Working toward practical solutions that benefit both employer and employee, JAN helps people with disabilities enhance their employability and shows employers how to capitalize on the value and talent that people with disabilities add to the workplace.

31. EMPLOYEE AND EMPLOYERAsk JAN • Offers training modules for staff • Employers’ Guide to Reasonable Accommodations • Searchable Online Accommodations Resource (SOAR) • Spanish language Resources Office of Disability Employment Management Job Accommodation Network (800)526-7234 (V) (877)781-9403 (TTY) jan@askjan.org http://AskJAN.org

32. PROVIDER/EMPLOYEEACCOMMODATIONS The Mental Health Provider's Role in a Client's Request for a Reasonable Accommodation at Work: https://www.eeoc.gov//eeoc/publications/ada_mental_health_provider.cfm

33. PROVIDER, EMPLOYEE AND EMPLOYERACCOMMODATION REQUESTS • Requests are, by nature preferential • Requests do not have to be in writing, or to use any “magic words” • Requests can come from a 3rd party ie. family member, M.D. • Requests can be made at any time during application process or employment • Employees can make more than one request, ie. if the nature of a condition or the job changes • Source: Ross Brittain & Schonberg Co. LPA seminar

34. EMPLOYERPARTNERSHIP FOR WORKPLACE MENTAL HEALTH • Making the business case • Mental health topics • Case studies • Employer resources Working Well Toolkit http://workplacementalhealth.org Project of American Psychiatric Assn and Center for Workplace Mental Health

35. EMPLOYER Inclusion@Work: A Framework for Building a Disability-Inclusive Organization What’s the third largest market segment in the U.S.? The answer might surprise you. It’s not a particular race, gender, or cleverly named age cohort.  It’s people with disabilities. The size of this population—more than 50 million strong—surpasses Hispanics, African Americans and Asian Americans, as well as Generation X and teens.  Add in their families and friends, and you’re looking at billions of dollars in purchasing power. EARN is a free resource that helps employers tap the benefits of disability diversity and inclusion. We educate public and private sector organizations on ways to build inclusive workplace cultures http://www.askearn.org/inclusion-work/

36. CHANGE DIRECTIONSKNOW THE FIVE SIGNS OF SUFFERING EMPLOYER • The Five Signs that may mean someone is in emotional pain and might need help: • Personality Change • Agitated • Withdrawal • Poor Self-Care • Hopelessness • https://www.changedirection.org /

37. https://www.changedirection.org/corporations-change-direction/https://www.changedirection.org/corporations-change-direction/ EMPLOYER Resource to educate employers, employees and to action steps

38. CASE DISCUSSION Break up into groups of 4-5. Have someone record the members’ biggest frustrations and successes with the issues we are discussing. Discuss any additional interventions that could have been useful. Be prepared to share with the larger group.

39. The bottom line… and what we all want! https://www.youtube.com/watch?v=ynR1XmQruoo RIP Aretha, Queen of Soul