IN THIS ISSUE:

1. Feature Story: Employee Assistance Programs Could Save Lives

2. Cathie's Corner: Good Health Is Everyone's Business

3. Termination Justification: Say What You Mean & Mean What You Say

4. Free Report: HR's Pandemic Flu Plan For The 2009-2010 Season

5. HR Soapbox: The Long Arm Of Rudeness

AHI's We Couldn't Make This Up 

A financial controller for a health care company in New Zealand was terminated for causing disharmony in the workplace.  What did she do?  She sent an internal e-mail containing an all-capped sentence, boldface type, and red text.  Gasp!  The e-mail, which advised her staff on how to complete claim forms, contained the time and date highlighted in red and a bolded sentence written in all caps that said: "To ensure your staff claim is processed and paid, please do follow the below checklist."  She challenged her dismissal and was awarded $17,000 for unfair dismissal by New Zealand's Employment Relations Authority.

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1. FEATURE STORY:
EMPLOYEE ASSISTANCE PROGRAMS COULD SAVE LIVES

The number of suicides committed in the workplace increased 28% last year in comparison with the prior year, according to a recently released census by the Department of Labor (DOL).  And that number doesn't even begin to compare with the many suicides committed outside the workplace.

As a countermeasure, experts advise employers to send troubled employees to their employee assistance program (EAP).  However, many employers, particularly small businesses, don't have an EAP and aren't even familiar with what these value-rich benefits add-ons do.  So here's a quick overview of the basics.  Note: For more information, contact the Employee Assistance Professionals Association (EAPA) or download its EAP Buyer's Guide.

EAPs 101

Definition: An EAP is a worksite-based program designed to assist: (1) employees in identifying and resolving personal concerns (emotional, health, marital, family, financial, alcohol/drug, legal, or other personal issues) that may affect job performance, and (2) employers in addressing productivity issues arising from employees' personal concerns.

Prevalence: According to the EAPA, in the Unites States, over 97% of companies with 5,000+ employees have EAPs; 80% of companies with 1,001–5,000 employees have EAPs; and 75% of companies with 251–1,000 employees have EAPs.  A 2008 National Study of Employers survey shows that the EAP industry continues to grow, with 65% of employers providing EAPs in 2008, up from only 56% in 1998.

Critical components: The EAPA recommends looking for the following when shopping around for an EAP:

Employee services:

• 24-hour crisis telephone line
  
  

• Confidential assessment and counseling services
  
  

• Access to qualified clinical providers of employee assistance
  
  

• Referral support, tracking, and follow-up
  
  

• Emergency intervention on-site
  
  

• Substance abuse expertise
  
  

• Coverage for dependents and domestic partners
  
  

• Program orientation
  
  

• EAP awareness/communication materials
  
  

• Supervisory/leadership training

Employer concerns:

• Guaranteed confidential record-keeping
  
  

• EAP policy development and coordination
  
  

• Management consultation and communication
  
  

• Annual and periodic program utilization reports (containing non-identifying employee information)
  
  

• EAP evaluation/return on investment (ROI) reports
  
  

• Customized client satisfaction reports

Pricing: According to the EAPA, most external or outsourced EAPs are priced on a per capita basis, i.e., the employer pays a fixed price to the EAP, and the EAP is then responsible for providing all services specified in the written contract.

Tip: If an EAP is not in your budget, see if your current health insurance provider offers any employee assistance; some health insurance plans have EAPs embedded or bundled in.  Alternatively, small businesses may look into joining an association or consortium that offers group EAP services for their members.

2. CATHIE'S CORNER: GOOD HEALTH IS EVERYONE'S BUSINESS

It's getting to be that time of year — flu season.  This year, there is a certain amount of mild panic (in some areas, hysteria) about the H1N1 flu and what that might mean both to individual employees and the workplace.  There are several things we can do to minimize the impact of the flu on the workplace, not to mention on our employees....Continue the story. 

3. TERMINATION JUSTIFICATION: SAY WHAT YOU MEAN & MEAN WHAT YOU SAY  

Telling an employee that he/she has been terminated ranks as one of the worst (if not the worst) responsibilities of any manager's job. No matter how difficult, though, you must be straightforward and honest when providing the reason behind your discharge decision....Continue the story.

4. FREE REPORT: HR'S PANDEMIC FLU PLAN FOR THE 2009-2010 SEASON  
 

Check out the Free Report, "HR's Pandemic Flu Plan For The 2009-2010 Season," which gives you step-by-step guidance on how best to prepare the workplace for this year's flu season, based on newly released recommendations from federal agencies. Also included are practical and legal considerations for employers on such topics as employee leave, disability-related inquiries, and wage and hour issues.

5. HR SOAPBOX: THE LONG ARM OF RUDENESS

You've heard about the dangers of secondhand smoke, but how about the dangers of secondhand rudeness?  A University of Florida study concluded that simply observing rude behaviors (as opposed to being the target of the behavior) can have an adverse effect on employees....Continue the story.