Podcasts about employee assistance program eap

Tune in as we are joined on the couch by Raphaelle, Senior Education Officer, Early Career and Talent Programs. With years of experience as a PD/H/PE teacher and across various leadership roles within schools, Raphaelle now develops school-based induction programs and mentoring support systems to set beginning teachers up for success in NSW public schools.In this episode we dive into Raphaelle's insights and advice on using reflection as a powerful tool for growth, and the profound impact of mentorship and finding your ‘marigold' (hint: it could be the teacher next door).Other key topics you don't want to miss: overcoming imposter syndrome, tips on setting healthy boundaries to support your wellbeing and creative ideas to connect with your colleagues (formally and informally) inside and outside the classroom.Looking for practical support? Raphaelle also shares some of the valuable resources and tools the NSW Department of Education offers to support beginning teachers.We hope this episode leaves you feeling inspired to ‘fill your cup'. We acknowledge that this episode of the Teach NSW Podcast was recorded on the homelands of the Darug people. We pay respect to Elders past and present and extend that respect to all Aboriginal and/or Torres Strait Islander peoples listening to the Teach NSW Podcast today. Connect with usIf you would like to provide feedback or suggestions for future episodes, please contact ⁠⁠⁠⁠teachnsw@det.nsw.edu.au⁠⁠⁠⁠ to get in touch with the Teach NSW Podcast team. Follow the Teach NSW team on ⁠⁠⁠⁠Facebook⁠⁠⁠⁠, ⁠⁠⁠⁠Instagram⁠⁠⁠⁠, ⁠⁠⁠⁠X (Twitter)⁠⁠⁠⁠ and ⁠⁠⁠⁠YouTube⁠⁠⁠⁠ to be the first to know when new episodes are released.Resources and useful linksTeach NSW - become a teacher in a NSW public school and find out how a career in teaching can open doors for you.Beginning Teacher Information Hub - access resources and information to support you as you commence your teaching career with the NSW Department of Education.Employee Assistance Program (EAP) - explore the free services available across the department to support your health and wellbeing (for department teachers only).Strong Start, Great Teachers - access information, resources and training for all your induction needs at the NSW Department of Education, including the induction checklist.Performance and Development Plan (PDP) - find out more about the process for teachers and school leaders to grow and develop their teaching and leadership practice.Universal Resources Hub - gain access to quality teaching and curriculum instruction resources designed by the department's educational experts (for department teachers only).

In this raw and unfiltered episode, recorded on my way to a much-needed vacation, I'm speaking directly to therapists who are ready to make the shift from working primarily with NDIS clients to building a thriving practice with private fee-paying clients. We'll cover: • Practical steps to transition your caseload. • How to market your services effectively to private clients. • Strategies to set up systems that support your financial goals. As a bonus, I'm diving into how you can work with Employee Assistance Program (EAP) clients and convert these opportunities into long-term, private bookings for your practice. Whether you're looking to diversify your client base or achieve more financial stability and freedom, this episode is packed with actionable advice to help you take the next step. Ready to take your practice to the next level? Get a free business assessment today to discover how to increase your income and create the private practice you've been dreaming of. Head to brooklynstorme.com to book your assessment now! Keywords: NDIS clients, private fee-paying clients, therapists in private practice, transition to private clients, EAP therapy, Employee Assistance Program clients, business strategies for therapists, grow your private practice, therapist marketing, therapist business coaching, private practice income tips.

Send us a textWhat happens when the confidentiality of an Employee Assistance Program (EAP) is compared to a classic British drama or a Victoria sponge cake? Join us as Stacey Frost and Dr. Linton Hutchinson bring humor and expertise to the nuanced world of EAPs. Imagine balancing the intricacies of client confidentiality with the obligations of mandated reporting—it's like navigating a tightrope with tea in hand! This episode is a lively exploration of the essentials every listener needs to comprehend, from the types of data therapists report to handling sensitive issues like substance abuse monitoring, all while ensuring employees get the support they need.Expect an engaging conversation that not only demystifies the layers of confidentiality within EAPs but also provides insights into therapists' roles in reporting and assessments. With Stacey's witty charm and Dr. Linton's insightful perspective, listeners will gain a comprehensive understanding of how therapists balance client privacy with necessary reporting. Whether you're a seasoned therapist or simply curious about how EAPs function, this episode promises to leave you well-informed and entertained. Get ready for a session filled with laughter, learning, and a touch of British humor!If you need to study for your national licensing exam, try the free samplers at: LicensureExamsThis podcast is not associated with the NBCC, AMFTRB, ASW, ANCC, NASP, NAADAC, CCMC, NCPG, CRCC, or any state or governmental agency responsible for licensure.

Wisst ihr, was ein Employee Assistance Program (EAP) ist? Karin Esch von awo lifebalance schlaut uns auf und erläutert die vielen möglichen Einsatzbereiche. Von Kinderbetreuung, Lebenslagen-Coachings, über Beratung zur Pflege von Angehörigen - die Dienstleistungen sind breit gefächert. Warum Unternehmen dieses “Benefit” dringend auf dem Schirm haben sollten und wie die genaue Zusammenarbeit aussehen kann? Hört rein! Kontakt zu awo lifeblance: Website: https://www.awo-lifebalance.de/ Hotline: 0800 2 962 000 Karins Buch: https://www.thalia.de/shop/home/artikeldetails/A1069995067 Themenvorschläge, Ergänzungen oder Kritik? Schreibt mir an: DiePersonalabteilung@web.de

In episode 27, I sit down with Kim McConnell, Director of Clinical Programs at Spring Health. Together, we explore the intersection of agriculture and mental health, and UnitedAg's partnership with Spring Health, which is set to launch on March 1st. Kim, a licensed psychologist, delves into the critical need for mental health support in tight-knit communities like agriculture. Kim bravely shares her personal journey, reflecting on her struggles with depression and the pivotal role her father's company's Employee Assistance Program (EAP) played in her recovery. We emphasize the importance of early intervention in mental health care, stressing the potential consequences of neglecting these issues. The discussion extends to the dangers of short-term thinking in healthcare plans, particularly regarding diagnostic procedures and mental health services. The long-term costs, both financially and in terms of human well-being, of prioritizing immediate savings over preventive measures like therapy is detrimental to the ag industry. Toward the end of our chat, we discuss the challenges of accessing healthcare while facing life stressors, and conclude with the following: it's hard, but we're alive. Join us as we navigate the complexities of mental health care in agriculture and work towards building a supportive and resilient community.This episode is sponsored by UnitedAg,  one of the largest association health plans to offer healthcare to the agriculture industry of California and Arizona.  Kirti Mutatkar, President and CEO of UnitedAg. Reach me at kmutatkar@unitedag.org, www.linkedin.com/in/kirtimutatkarUnitedAg website - www.unitedag.orgEpisode Contributors - Kim McConnell, Kirti Mutatkar, Dave Visaya, Rhianna MaciasThe episode is also sponsored by Brent Eastman Insurance Services Inc. - https://brenteastman.comBlue Shield of California - https://www.blueshieldca.comElite Medical - https://www.elitecorpmed.comGallagher - https://www.ajg.com/SAIN Medical https://sainmedical.com/MDI Network - https://www.mdinetworx.com/about-us

Thinking about the pros and cons of going fully virtual? In this episode Kelley sits down with Jessica Vickers, a perinatal health specialist with a fully virtual private practice, serving clients across California. Jessica discusses her journey from starting in therapy to being a mom and therapist. She shares her insights and experience on working in group practices, virtual therapy benefits, being a woman of color in the field, and managing clients during motherhood. This episode offers valuable advice for therapists at all stages of their careers. Guest Bio: Jessica Vickers, LMFT, PMH-C Jessica Vickers is a licensed marriage & family therapist, and certified perinatal mental health counselor, living in Orange County, CA. Her practice is virtual, and focuses on the perinatal population, especially women of color, who are navigating the major life adjustments this phase brings. As a mother herself, you can find Jessica spending time (usually outdoors) with her children, maintaining the work/life balance. Learn more at: www.jessicavickersmft.com / IG: @jessicavickersmft Link to headshot In This Episode: Balancing the schedule of a part-time practice How working in a group practice can be a source of support Imposter Syndrome as a woman of color in therapy Managing working and motherhood: What to do with your clients when you have a baby How to get involved in an Employee Assistance Program (EAP) Starting out as a therapist and side-jobs Highlights: (0:00) - Episode Intro (1:07) - Jessica Vickers Introduction (5:25) - Balancing a part time private practice schedule (9:10) - Jessica's backstory and career beginnings (12:27) - Dynamics and benefits of working in a group practice (15:45) - Being a Woman of Color in Therapy (20:26) - Pregnancy while working as a therapist (23:05) - Other sources of income when starting out (26:38) - Getting involved in an Employee Assistance Program (EAP) (28:58) - Managing clients and motherhood (38:47) - Kelley answers a listener's question about how to address changing prices for clients when moving from a community mental health center to a private practice. References: The Connective (formerly Wellspace SF)→ https://theconnective.com/ Get 2 months FREE with Simple Practice → https://partners.simplepractice.com/tppp Ask Kelley Anything → (805) 243-8241 This podcast is produced and managed by Jenga Creative → jengacreative.com

April Simpkins, Chief Human Resources Officer for Quest Co, is on a mission to break the stigma surrounding mental illness and promote mental wellness in the workplace. Following the passing of her beloved daughter, Cheslie Kryst, Miss USA 2019, who battled depression for years, April has since dedicated her life to advocating for mental health.  With unwavering conviction, she calls for the normalization of conversations about mental health in the workplace, urging employers to create a safe haven for employees to openly express their struggles without fear of judgment or stigma. From interviews to onboarding, April advocates for open discussions about mental wellness and the importance of utilizing resources like the Employee Assistance Program (EAP). With each word she shares, April's mission gains momentum. She dreams of a world where kindness and empathy reign, where seeking help for mental health challenges is met with understanding and support. By bravely championing mental wellness, April ignites a spark of hope that together, we can shatter barriers and embrace a brighter, more compassionate future. Let us join her in this crusade, breaking the silence and forging a path where mental well-being is valued, and empathy becomes a universal language. As April's voice resonates, we are reminded that compassion can heal unseen wounds, and together, we can build a world where seeking help is seen as an act of courage and strength. Quotes: "We should be able to talk about our mental health like we talk about other challenges we are facing and not be judged, ridiculed, shamed, or blamed." (04:18 | April Simpkins) "When someone is battling with bipolar disorder and they say, 'Listen, if I'm having a bad moment, this is what I need from my employer,' you taking space to give them that room as an employer will build loyalty and an environment where people feel safe saying, 'I'm not okay today.'" (08:57 | April Simpkins) "When someone says, 'How are you doing?' Let it be a trigger for you to go back to your own chart and say, 'I'm a six, that for me means I'm not doing great, but I'm not in a bad place, and I know what to do.'" (19:38 | April Simpkins) "I want people to feel comfortable seeking help and support for mental health challenges and mental illness." (24:11 | April Simpkins) Connect with April Simpkins: https://www.aprilsimpkins.com/mental-health-advocate https://www.instagram.com/aprils_hr/ https://www.nami.org https://www.thedeanslist.me/award   Connect with Nesha:  Instagram | https://www.instagram.com/neshapai/ Youtube | https://www.youtube.com/@neshapai1480/videos Buy a copy of Nesha's book, Overcoming Ordinary Obstacles: https://www.amazon.com/dp/1943070741?ref_=cm_sw_r_cp_ud_dp_KEGQ1539QQ5N8Z8XHRNC Podcast production and show notes provided by HiveCast.fm  

The Office of Personnel Management is asking agency leaders to take it up a notch to support federal employees' mental health and wellness.Every agency's Employee Assistance Program (EAP) has a set of traditional offerings to help feds through personal and work-related issues — including mental health counseling, substance abuse treatment and financial and legal services. EAPs are voluntary programs that feds can opt into, when or if they're looking for those services.But now OPM is calling on agencies to revamp their EAPs and start including even more resources for feds, to create what the agency called Employee Wellness Programs (EWPs). New employee wellness guidance, which the agency published in May, expands on OPM's EAP revitalization efforts. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The Office of Personnel Management is asking agency leaders to take it up a notch to support federal employees' mental health and wellness. Every agency's Employee Assistance Program (EAP) has a set of traditional offerings to help feds through personal and work-related issues — including mental health counseling, substance abuse treatment and financial and legal services. EAPs are voluntary programs that feds can opt into, when or if they're looking for those services. But now OPM is calling on agencies to revamp their EAPs and start including even more resources for feds, to create what the agency called Employee Wellness Programs (EWPs). New employee wellness guidance, which the agency published in May, expands on OPM's EAP revitalization efforts. Learn more about your ad choices. Visit megaphone.fm/adchoices

    In this episode, Officer Mitch Brouillette return to the Therapists Uncut Podcast to talk about the various ways issues and topics of mental health have shown up in his 20-year career in law enforcement. The TU Crew covers trends and opportunities in mental health crisis response, the industry shifts and increased awareness of law enforcement mental health, and the professional and peer supports available to support mental health and wellness.  “Officer Mitch,” as he was dubbed during his time as a School Resource Officer (listen to episode 73), has experience as a patrol deputy, detective working in crimes against children, school resource officer, member of the SWAT team, and now a patrol supervisor.   Interview with Officer Mitch Brouillette Mitch is an active veteran law enforcement officer with over 20 years of law enforcement experience. Mitch is a veteran of the United States Marine Corps.   He holds a Bachelor's degree in Criminal Justice from California Coast University and graduated from the Stanislaus County Office of the Sheriff Law Enforcement Training Center. He has worked patrol, investigations (Special Victims / Crimes against children Detective), school resource officer and currently is serving as a patrol Sergeant.   Mitch is an active SWAT Team (15 years) member. His current role is team leader. He has held many different roles as a SWAT Team operator to include; Sniper/ Sniper Team leader, breacher, NFDD (flash bang) and chemical agents.   He is a Chemical Agent Instructor, NFDD (Flash bang) Instructor, ALICE Training Institute certified Active Shooter Response Instructor, Law Enforcement Active Shooter Instructor. Critical Incident response Instructor for CATO (California Association of Tactical Officers).   Mitch is a graduate of CATO's (California Association of Tactical Officers) Strategic Leadership Program. He is currently part of the CATO training cadre and serves as CATO's Vendor Coordinator for the CATO conference. He also holds certification as an NRA Pistol Instructor.   In this episode we talk about: ·       Mental Health Crisis response ·       Opportunities to improve mental health crisis response ·       Resources available to support Law Enforcement mental health and wellness o   Peer Supports o   De-briefs o   Specialized training o   Onsite mental health supports o   EMDR (Eye Movement Desensitization Reprocessing), Trauma Intervention o   Employee Assistance Program (EAP) o     Resources mentioned: We've pulled together any resources mentioned in this episode and put together some links: https://988lifeline.org/   Thank you for allowing us into your lives and helping us make mental health relatable and a part of your everyday conversation! For more information or to access all episodes visit TherapistsUncut.com.   What is the Therapists Uncut Podcast: The Therapists Uncut Podcast is a light-hearted, informative self-help podcast for grown-ups. It is hosted by off-the-clock therapists hoping to validate your experiences, normalize therapy and therapists, and help you prioritize your mental health. Who are the Therapists Uncut Podcast Co-Hosts: Nik Young is co-host of Therapists Uncut and a Licensed Marriage & Family Therapist. Nik keeps it personable and professional. Yet, always manages to keep the Therapists Uncut family and followers laughing. You may find them squirreling through topics, stories, or jokes, and all in good fun. Don't worry because someone will bring Nik back around to the conversation. Nik is a licensed marriage and family therapist in their private practice located in Modesto, CA, and is also a Crisis Junkie at heart. In addition to being co-owner of a group private practice, Nik is also a crisis clinician responding to local mental health crisis and emergencies. Learn more about Nik Young at catalystcounselinginc.com Alyssa Najera is co-host of Therapists Uncut and a Licensed Clinical Social Worker. Alyssa is typically calm and composed on most days, but often has difficulty containing her excitement about the little things in life. She loves to laugh, spread positivity, and is often caught with a smile on her face. Alyssa is also a former Child Welfare Services social worker, supervisor, and sexual abuse forensic interviewer. Alyssa Najera is now a trainer, consultant, and CEO of a group private practice in the small town of Oakdale, CA. Learn more about Alyssa Najera at smalltowncounselingca.com or alyssanajera.com. Disclaimer: Thank you for joining Therapists Uncut, a production of AMP Smart Business. To learn more about Therapists Uncut and stay up on upcoming episodes, please subscribe and follow us on social media. As a reminder, although the Therapists Uncut co-hosts are licensed therapists, they are not your therapist. This podcast is not intended to substitute professional mental health counseling. If you need professional therapy, please contact your local provider or primary care provider.  Thanks for listening and we'll see you on the next episode of Therapists Uncut! Social Media Links Instagram @therapistsuncut Facebook @therapistsuncut Credits: Therapists Uncut is a production of AMP Smart Business. Voice Over by Alexia Gloria  

In this episode, we highlight National Stress Awareness Month to raise awareness of the negative impact of stress. Employee Assistance Program (EAP) Expert, Kim Hurst, is a consultant who has helped numerous organizations implement effective EAPs and we are excited to share her knowledge with you!Kim can best be reached below:Phone: 1-800-801-4182E-mail: EAP@BestCareEAP.orgWebsite: www.BestCareEAP.org Book mentioned by Ashley: Atomic Habits by James ClearIf you ever have a topic you want to speak on, please email it to Ashley at APostlewait@blandcpa.comMake sure to give us a follow-on IG aka Instagram @BlandAccounting as well as Bland's Facebook and LinkedIn pages. You can find us on the web at www.BlandCPA.comA Hurrdat Media Production. Hurrdat Media is a digital media and commercial video production company based in Omaha, NE. Find more podcasts on the Hurrdat Media Network and learn more about our other services today on HurrdatMedia.com.#bInformed #bInspired #bAwesomeSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Thanks for listening! Below is the link to Summit Credit Union that we referenced during the conversation. We hope you will find Summit Credit Union's Money Smarts resources helpful.Summit Credit Union Money Smarts Events Money Smarts Blog Money Smarts Calculators Money Smarts Worksheets Money Smarts Checklists Money Smarts Infographics Money Smarts Podcasts For additional legal or financial support, contact the Employee Assistance Program (EAP) through the links below, or connect with your HR department to learn more about available EAP services. EAP for all Wisconsin State Agencies through DOA EAP for the University of Wisconsin System campuses EAP for the City of Madison If you have any feedback or recommendations for guests for a future episode, please click here to take our survey. 

Minding the heart of your employees is important. Join us in understanding how creating a culture of compassion with a balanced focus on addressing the mind, body, and soul of your employees makes for a healthier workforce. Understand the ins and outs of negotiation an Employee Assistance Program (EAP). --- Send in a voice message: https://anchor.fm/caring-for-caregivers/message

Dennis Gillan is a survivor of suicide loss-times two! Dennis lost both his older and younger brothers to suicide 11 years apart. Despite being grief-stricken, after some time, he began to speak openly about the loss of his brothers. He realized that by talking about them, lives could be changed and saved. Listen here as he bravely tells his story which led to some major life changes and the creation of Half a Sorrow Foundation. The goal is to improve mental health for individuals and organizations by promoting real conversations. Dennis speaks to organizations worldwide and is no doubt changing the way we talk about mental health and suicide.One of the most dynamic speakers on mental health and suicide prevention out there. An expert by experience, Dennis uses his losses to help better this world by reducing the stigma associated with mental illness. A must-see speaker who can captivate any audience. Hire Dennis for corporate gigs where he will review how he used an Employee Assistance Program (EAP) to get back on his feet! Tough subject, but what a great speaker. www.dennisgillan.comIn demand and he always delivers.....book Dennis today! Contact: Dennis@dennisgillan.comwww.dennisgillan.comTwitter: @dgillanInstagram: dennisgillanFB: https://www.facebook.com/DennisGillanSpeaker/

Request to join the Holistic Coach Network here: https://www.facebook.com/groups/holisticcoachnetwork EAPs stand for Employee Assistance Program In this episode, Bev and Dr. Adams discuss: More and more EAPs have been accessed during the pandemic EAPs are actually coaching versus counseling Opportunities for Coaches in EAPs Key Takeaways and actionable tips: As a Coach, see what opportunities may be available through EAPs. About Dr. Adams Patricia E. Adams, CEO, LMFT is a Certified Mediation Specialist. Patricia considers her most important jobs to be Woman of God, Wife, and Mother. Patricia admits that she takes all these attributes into the workplace as a Licensed Marriage and Family Therapist, professional speaker, trainer, consultant, and author. Through her company, Zeitgeist Expressions Inc. dba Zeitgeist Wellness Group, Patricia provides individual, marital, family, foster parenting, adoption, and adolescent counseling along with Diversity, Conflict Resolution and Cultural Sensitivity Training. As an Employee Assistance Program (EAP) affiliate, Zeitgeist provides Crisis intervention response with 41 plus insurance carriers such as BCBS, CIGNA, UBH, and CCN. Thanks for joining we are growing an amazing group practice in TX which I see as becoming obsolete if we do not think into the future; so let's get connected. Connect with Dr. Adams Website/Blog: http://www.thedoctorclick.com Facebook: https://www.facebook.com/thedoctorclick/ Instagram: http://www.instagram.com/thedoctorclick Twitter: https://twitter.com/thedoctorclick About Beverly Sartain Beverly Sartain is the President of the Holistic Coach Training Institute, where she trains aspiring coaches on coaching skills and business set-up. The Holistic Coach Certification Program is an ICF ACSTH accredited program that focuses on a holistic approach to coaching. We see Clients as whole, complete and resourceful to create creative solutions to their challenges and issues. Additionally, Beverly provides individual and group coaching through her brand, Recovery Life Management. She received her B.S. from the University of Florida and an M.A. from the University of Santa Monica. During her ten-year career in nonprofits, she managed and developed domestic violence and co-occurring residential programs. Beverly is a Certified Alcohol and Drug Counselor. She has her PCC (Professional Certified Coach) from the ICF. Beverly enjoys helping professionals empower themselves around their skill set and online coaching business. She can be contacted at info@holisticcoachtraininginstitute.com or bevsartain@recoverylifemanagement.com. Connect with Beverly Website: https://holisticcoachtraininginstitute.com/ Facebook: https://www.facebook.com/holisticcoachtraininginstitute LinkedIn: https://www.linkedin.com/in/bevsartain/ Youtube: https://www.youtube.com/channel/UCnoAf_6jTRxgFtAFn3YdL7w Enjoy this podcast? Rate and Review here > https://podcasts.apple.com/us/podcast/holistic-coach-legacy-podcast/id1549121014

Der Ukraine-Krieg entsetzt und erschüttert uns zutiefst. Der Krieg löst viele Ängste und Sorgen aus. Kerstin Hillbrink, Diplom-Psychologin bei B·A·D, über Hilflosigkeit und Ohnmachtsgefühle von vielen Führungskräften und Mitarbeitenden, die jetzt bei ihr in der psychosozialen Beratung im Rahmen des Employee Assistance Program individuelle Wege aus der Angstspirale suchen und finden. B·A·D unterstützt Sie zum Themenkomplex mit dem Employee Assistance Program (EAP): https://www.bad-gmbh.de/dienstleistungen/gesundheitsmanagement/employee-assistance-program-eap/ Fordern Sie jetzt unsere Gratis-Broschüre zum Employee Assistance Program (EAP) an: https://www.bad-gmbh.de/eap-broschuere/ Folge direkt herunterladen

Did you know that as a federal employee you have access to free services supporting your mental, emotional and physical well-being? If you haven't heard about your agency or department's Employee Assistance Program (EAP) resources, you need to reach out to your HR rep today. Elizabeth Bradley, Senior Director of Federal Programs and Magellan Healthcare (one of the major providers of EAP services for feds) explains what EAPs are, why they got started, and what you can expect when you call for help.  https://www.magellanfederal.com/       Magellan Healthcare

 Episode 31 of the OMAG All Access Podcast is hosted by OMAG Law Enforcement Specialist, Kevin McCullough, as he talks to New Directions Account Representative, Cathi Macy, about OMAG's plan-participant benefit, Employee Assistance Program (EAP).Effective February 1, 2020, OMAG began providing a free benefit for OMAG member/participant cities and towns and their employees and employee family members. The Employee Assistance Program (EAP) offers free, confidential counseling and resources to help your employees and their family members improve health and personal well-being. Whether you are wading through relationship issues, have financial or legal concerns, or are looking for ways to reduce stress, the EAP can help.To take advantage of this free benefit call 800-624-5544 any time or visit eap.ndbh.com to login to the OMAG portal and use the Company Code: OMAG. 

In Episode 58 of the Wealth On Any Income Podcast, Rennie is joined by Chris Gomberg. Chris is a California licensed Marriage and Family Therapist (LMFT) and Certified Professional Retirement Coach (CPRC). He has been in the work/life and employee assistance program field for nearly 40 years and is the former director of EAP services at Cedars-Sinai hospital. Today he now continues to provide EAP services at 3M and has been providing private pre-retirement and retirement coaching for more than 10 years. Rennie and Chris have known each other for over 25 years!In this episode Rennie and Chris cover:How Chris found there was a bigger picture to consider about retirement than just the money. Chris's favorite charities.Some myths about retirement.Chris's target market and the changing landscape of “retirement”.Looking at where you want to be in 5 years using Chris's Five-Year Planning Worksheet What his “retirement” is going to look like.About ChrisChris Gomberg is a California licensed marriage and family therapist (LMFT) and Certified Professional Retirement Coach (CPRC). Chris obtained his master's in education/counseling and Bachelor of Arts from the University of Vermont and has been in the work/life, employee assistance program (EAP) field for nearly 40 years.As an EAP Counselor, Chris has worked with thousands of employees and their family members when they have sought professional help for work, family or personal concerns. Several years ago, Chris turned his attention to developing a coaching program to help employees with concerns about their retirement transition.In the process of developing the pre-retirement coaching program, Chris realized he had a real passion for coaching and assisting people who wanted to enhance their retirement planning. With a focus the physical, mental, emotional, and spiritual well-being, Chris is helping pre-retirement and retirement clients manage their next chapter of their life. It is, after all, more than just about the money!Chris has presented at local and national conferences as well as many workshops on such topics as Personal and Work Change Management, Balancing a Personal and Professional Life, Positive Psychology, Stress Management and Building Resiliency, and Retirement Transition.Chris has provided Employee Assistance Program (EAP) consulting services for several Fortune 500 companies including 3M, Mattel, and Health Net and worked at Cedars-Sinai's Work and Life Matters/EAP both as director of the EAP and as a Work/Life Specialist, providing direct client services. Chris is certified in Critical Incident Stress Management and is licensed by the Institute of HeartMath® as a Coach and Certified Trainer in stress reduction.Reach out to Chris today to get a copy of his five year planning sheet at https://chrisgombergretirementcoach.com/If you'd like to know how books, movies, and society programs you to be poor, and what the cure is visit wealthonanyincome.com/tedx. You'll hear Rennie's TEDx talk and can request a free 27-page Roadmap to Complete Financial Choice™ and receive a weekly email with tips, techniques, or inspiration around your business or money. Rennie's Books and Programshttps://wealthonanyincome.com/books/Rennie's 9 Days to Financial Freedom program:https://wealthonanyincome.com/programsConnect with Rennie Websites:WealthOnAnyIncome.comRennieGabriel.comEmail: Rennie@WealthOnAnyIncome.comLinkedIn: https://www.linkedin.com/in/renniegabriel/Facebook: https://www.facebook.com/WealthOnAnyIncome/Twitter: https://twitter.com/RennieGabrielYouTube: https://www.youtube.com/channel/UCdIkYMOuvzHQqVXe4e_L8PgInstagram: https://www.instagram.com/wealthonanyincome/

Good morning nurse friend!  In today's episode I am talking about the Employee Assistance Program (EAP). I came across this employer offered FREE benefit in a nursing Facebook group and wanted to share it with you. Times are hard right now my friends, don't be to proud or afraid to get some support. I'm thinking about you and praying for you my friend!  ps...I totally said the episode CLARIFY & CREATE A PROFITABLE ONLINE BUSINESS PASSIVE INCOME BUSINESS would air on August 10th - forgive me, it's scheduled to air on SEPTEMBER 10th...I mean where did August go??  _____________________________ If you haven't had the chance, please FOLLOW the show & give a start rating + written REVIEW on iTunes, this helps the show grow and reach more nurses just like you!  LET'S HANG OUT!  -Follow along with BriAnne on Instagram @brianne_bell_ for more behind the scenes, reel life, inspiration and encouragement!  -Join the The Passive Income Nurse Podcast Community on FB, a place to continue the conversation about making money online -- discover how to make money online + make an impact!   -Website + Wellness Blog: www.briannebell.com -Email brianne@brainnebell.com  _____________________________ Do you feel like you were called to nursing, but now you're unfulfilled wondering what in the world you would do aside from being a nurse? Wanna discover how you can create a PASSIVE INCOME BUSINESS using your gifts!?  Here to help you start and scale a God-centered business using podcasting and courses: Step 1: Get Clarity on Your God-Led Calling- HERE!!  Step 2: Grow an Organic, Evergreen Audience using Podcasting- HERE!!      

Troy Burden breaks down the Employee Assistance Program (EAP).    LEARN MORE ABOUT TROY BURDEN: Website: www.lynncompany.com Phone: 661-301-1247 Instagram: @TroyBurden

With the COVID-19 lockdown extended through August, many causes of stress and anxiety in our lives right now are beyond our control.But there is a tool within your control that anyone can harness: mindfulness meditation.David Johnson introduced the practice to Western Sydney Local Health District staff last year to help manage the additional stress of COVID-19, and he continues his twice-daily sessions for staff online.In this episode David introduces the concept and takes us through a 15-minute mindfulness meditation session.WSLHD provides many initiatives to support staff wellbeing including wellness information hubs, manager and team wellness sessions, and counselling through the Employee Assistance Program (EAP).If you're a staff member, find out more at the COVID-19 Staff Wellbeing page.

During our Q2 webinar – A new focus: mental health, disability, and the whole employee we received a lot of great questions from our audience. One area where our audience showed interest was the benefit of an Employee Assistance Program (EAP). More specifically, how could an EAP help someone who may be experiencing mental health related issues when transitioning back into the office? During this episode, we tackle that question as well as explore all the other assistance areas an EAP can help with.Joining me for this conversation are David Campbell, Senior Vice President of Quality Control – ComPsych Corporation, Keith Birns, Senior Account Manager – ComPsych Corporation, and Emily Igrejas, Senior Product Manager – Lincoln Financial Group.© 2021 Lincoln National Corporation. All rights reserved. LCN-3669981-071321

Andy Garnam is the Executive Director - People & Culture at Kaplan Australia & New Zealand.   Listen to Andy's discussions of mental health and wellbeing; and careers in managing human resources. In PART ONE, Andy explains the exciting and important services for staff and students.  Kaplan Business School and Kaplan Professional staff and students can access Sonder; student wellbeing services; and counselling assistance.  The newest service, Sonder, is an app that staff and students can access for free for 24x7 emotional support and security.  Click here for information about Sonder.    The Student Wellbeing program tailors its counselling support to the struggles of studying on students' mental health.  Find out more information about Student Wellbeing at Kaplan Business School and Kaplan Professional.  Counselling assistance via the Employee Assistance Program (EAP) is available for staff and students.  Access free and strictly confidential counselling assistance on the Student Wellbeing links above.  Students, you can now access EAP too!In PART TWO, Andy shares his career experiences in human resource management (HR).  Listen as he explains the what the future of work looks like in generalist and specialist HR roles.  As well, Andy notes the prevalence of digitising HR records and opportunities in specialist HR roles.For additional episodes, refer to the Kaplan Community Podcast webpage.   CHAPTERS00:31  PART ONE: MENTAL WELLBEING AND HEALTH01:32  Sonder for staff and students03:38  EAP services for staff and students04:25  How Andy manages mental wellbeing06:10  About Andy's role in Kaplan Australia & New Zealand07:24  Taking responsibility for mental wellbeing09:21  The right way to ask, 'are you ok?'11:23  Talking with counsellors or EAP13:19  Setting-up a mental health plan for staff16:05  Common issues with wellbeing18:48  PART TWO: MANAGING HUMAN RESOURCES19:02  HR trend #1, future of work19:57  HR trend #2, digitisation21:07  Generalist or specialist careers in HR22:41  Choosing which industry to begin your career27:07  Growing your career to a leadership level29:25  Where you can access confidential support

I'm almost certain that there is not one person who has lived through the last year who has not experienced some level of grief and loss. Whether it is a consequence of the pandemic, or another life altering event, it seems that grief has become truly unavoidable. Grief can take a significant emotional toll, especially in the earliest days. Things you could have managed before your loss feel insurmountable. But grief is a natural response to loss and there is no right or wrong way to grieve. The key is learning how to thrive and grow through grief. On today's show, I'm joined by Jonathan Pitts author, speaker, and executive pastor. Jonathan will share what he's learned about moving through loss after the sudden death of his wife Wynter. If you've been struggling to find meaning after loss, I think this show will be a step in the right direction.Mentioned during the show/resources:Jonathan Pitts https://jonathanpitts.net/Employee Assistance Program (EAP) https://neelycounseling.com/eap-program-overview/Psychology Today https://www.psychologytoday.com/The BS Facebook Group https://www.facebook.com/groups/dropthebspodcast/

Dr Josephine interviews Beulah Joseph, a Registered Psychologist, researcher, author and Employee Assistance Program Guru about the nature of toxic relationships at work. We discuss how to identify a toxic relationship or workplace environment, and importantly, what to do if you find yourself in one. Here are some tips from Beulah about how to deal with Toxic Relationships at work: What to do when in a toxic relationship 1. Find others who feel and think similar to you. a. Create a social space where you can refocus on positive aspects of your current context b. This can become a group that looks out for one another 2. Set clear boundaries between work and life a. Work is not the only thing in your life. Draw a line under your workday and do something else. b. Do things that are fun eg gym, catch up with friends, pottering around the house, family dinners, etc. 3. Plan for unwinding a. Block time out during your work day and outside work hours to unwind. This is just as important as completing work tasks. It could be as simple as stepping away from your desk and taking 10 deep breaths or listening to music. Ask yourself what helps you relax and set aside time to do these things. 4. Create lists to help you focus on your work tasks a. This can help draw your attention to the tasks themselves rather than the negative environment or relationship 5. Document everything you do a. Save emails, comments/decisions from meetings, phone calls, etc. This will help if you do need to make a complaint down the track 6. Consider your exit strategy a. Things may improve but it is always handy to be aware of what opportunities are out there. Options of support: 1. HR – can be accessed for informal support i.e. finding out about roles and responsibilities, internal policies about appropriate workplace behaviours, advice on how best to informally and/or formally manage a work issue 2. EAP – most workplaces offer their staff support through an Employee Assistance Program (EAP) provider. Sometimes immediate family members can access these supports. Check with your provider 3. Coaches – can be accessed through Geared for Growth or Beulah Joseph herself As always, please give us your questions and stories: josephine@gearedforgrowth.biz

We all know that the key to any long-lasting healthy relationship is good communication. But yet, time and time again, communication breakdowns are at the center of why people struggle to feel happy and fulfilled in their relationships. What makes this even more puzzling is that most of us believe we are great communicators. Often when couples have a relationship breakdown, they get stuck on trying to be right instead of trying to get the right outcome. While there are several factors that contribute to the success of any relationship, communication skills – or lack thereof – can either help or hinder one’s prospects. On today's show, I will share a relationship communication tool called “third layer conversations” to help you improve communication and restore disconnects in your relationship. You will learn:1.How to use the cycle of connection, disconnection, and reconnection to language communication breakdowns.2. How to use the third layer conversation process to smoothly move through relationship challenges.3. The four ingredients that need to be present for healthy, productive communication to occur.Mentioned during the show/resources:Employee Assistance Program (EAP) https://neelycounseling.com/eap-program-overview/Psychology Today https://www.psychologytoday.com/The BS Facebook Group https://www.facebook.com/groups/dropthebspodcast/

Why one therapist decided to pivot towards coaching In this episode, Bev and Dr. Adams discuss: Why Dr. Adams wanted to add coaching to her practice What she enjoys about coaching How comes she's decided to move into coaching Her specialty in getting grants Key Takeaways and actionable tips: It can be lucrative to add coaching as an additional revenue source. If you'd like to join the Holistic Coach Certification Program, see details here: https://holisticcoachtraininginstitute.com/holistic-coach-certification-program/ Many people are "retiring" from therapy and stepping into coaching. See what organizations are looking for coaches to deliver services for their contracts. About Dr. Adams Patricia E. Adams, CEO, LMFT is a Certified Mediation Specialist. Patricia considers her most important jobs to be Woman of God, Wife, and Mother. Patricia admits that she takes all these attributes into the workplace as a Licensed Marriage and Family Therapist, professional speaker, trainer, consultant, and author. Through her company, Zeitgeist Expressions Inc. dba Zeitgeist Wellness Group, Patricia provides individual, marital, family, foster parenting, adoption, and adolescent counseling along with Diversity, Conflict Resolution and Cultural Sensitivity Training. As an Employee Assistance Program (EAP) affiliate, Zeitgeist provides Crisis intervention response with 41 plus insurance carriers such as BCBS, CIGNA, UBH, and CCN. Thanks for joining we are growing an amazing group practice in TX which I see as becoming obsolete if we do not think into the future; so let's get connected. Connect with Dr. Adams Website/Blog: http://www.thedoctorclick.com Facebook: https://www.facebook.com/thedoctorclick/ Instagram: http://www.instagram.com/thedoctorclick Twitter: https://twitter.com/thedoctorclick About Beverly Sartain Beverly Sartain is the President of the Holistic Coach Training Institute, where she trains aspiring coaches on coaching skills and business set-up. The Holistic Coach Certification Program is an ICF ACSTH accredited program that focuses on a holistic approach to coaching. We see Clients as whole, complete and resourceful to create creative solutions to their challenges and issues. Additionally, Beverly provides individual and group coaching through her brand, Recovery Life Management. She received her B.S. from the University of Florida and an M.A. from the University of Santa Monica. During her ten-year career in nonprofits, she managed and developed domestic violence and co-occurring residential programs. Beverly is a Certified Alcohol and Drug Counselor. She has her PCC (Professional Certified Coach) from the ICF. Beverly enjoys helping professionals empower themselves around their skill set and online coaching business. She can be contacted at info@holisticcoachtraininginstitute.com or bevsartain@recoverylifemanagement.com. Connect with Beverly Website: https://holisticcoachtraininginstitute.com/ Facebook: https://www.facebook.com/holisticcoachtraininginstitute LinkedIn: https://www.linkedin.com/in/bevsartain/ Youtube: https://www.youtube.com/channel/UCnoAf_6jTRxgFtAFn3YdL7w Enjoy this podcast? Rate and Review here > https://podcasts.apple.com/us/podcast/holistic-coach-legacy-podcast/id1549121014

On this mini episode I cover high functioning disorders, when to seek treatment, and common adjustments. If you are in need of therapy, you can click “find a therapist” on https://www.psychologytoday.com/us to find one near you, call your insurance company and ask for a list of in network behavioral health providers, ask your primary care physician for a referral, or ask your work if they have an Employee Assistance Program (EAP) and how to access such. You can follow me for more on Instagram @copingwithcolleen

On this episode:We sit down with Health & Wellness Officer Captain Layne Hilton and one of our Employee Assistance Program providers, Darren Elkins, to discuss the services available through our organization. The foundation of EAP is counseling to help with life's challenges. All employees and family members are eligible to receive EAP benefits. UFA recently switched to Blomquist Hale as our EAP provider because of their specialized First Responder Team. These providers are better equipped to help with the types of hardships we face. Children are eligible to receive assistance too - 95 percent of our current referrals are for family issues. Elementary age kids are really suffering with anxiety related to social integration post pandemic. Blomquist is offering in-person and Zoom sessions to provide service while accommodating for the individual's comfort level. Guests:Captain Layne Hilton, UFA's Health & Wellness OfficerDarren Elkins, Blomquist Hale's Clinical Operations DirectorFollow us:Facebook - @unifiedfireauthorityInstagram - @unifiedfireTwitter - @fireauthorityYouTube - @unifiedfire

DISCLAIMER:Contents in this episode are not intended to treat, cure, or diagnose any medical or mental conditions. Always consult with your health care provider or medical professional for medical advice.-----Trigger warning: We will be talking about feelings and mental health in this episode.The holidays can be hard for a lot of people. Meemz shares past stories about anxiety and how historically the holidays can be tough for her. She shares tips on how to cope with winter blues. Learn about how to establish healthy boundaries with your Vietnamese family (this applies to all families not just Viet fams!). 2020 is almost done and we can only hope it ends like a La Rosa de Guadalupe episode. Virgencita, send haaalp. No beauty horrors in this episode, but anxiety and depression are horrors and they can interfere with your beauty so here we go!If you need help, here are some free mental health resources:US - CDC - People seeking treatment Canada - Mental health support: Get HelpCheck with your employer to see if you have an Employee Assistance Program (EAP). Most places have this and they provide a few free counseling sessions.If you have health insurance, log into your insurance portal and see if you can schedule a telehealth appointment. It is usually inexpensive compared to an office visit and you can see a doctor, or mental health professional via phone or video.HiT Podcast - Boundaries and Communication. Why are they so hard?!

Sexuelle Belästigung am Arbeitsplatz ist längst keine Seltenheit. Studien zufolge ist jede elfte erwerbstätige Person schon einmal im Job sexuell belästigt worden. Was können Frauen und Männer tun in einer solchen Situation? Wo verläuft die Grenze? Und wie sollen sich Führungskräfte verhalten? Im B·A·D-Podcast zum Thema „Sexuelle Belästigung am Arbeitsplatz“ diskutieren vier Experten diese und weitere Aspekte aus verschiedenen Blickwinkeln. Mit dabei sind Dr. Jörn Hülsemann (Rechtsanwalt und Fachanwalt für Arbeitsrecht), Reimar Martin (Psychologe und Berater Gesundheitsmanagement bei B·A·D), Ulrike Leimanzik (Sozialarbeiterin, Kriminalhauptkommissarin a. D. und Beraterin der Präventions- und Interventionsberatung Kogemus) sowie Bernd Priebe (Theologe, Sexualpädagoge und deliktorientierter Tätertherapeut in der gewaltpräventiven Einrichtung Wendepunkt e. V.) B·A·D unterstützt Sie zum Themenkomplex mit dem Employee Assistance Program (EAP): https://www.bad-gmbh.de/dienstleistungen/gesundheitsmanagement/employee-assistance-program-eap Folge direkt herunterladen

I sat down with my good friend Kristin Cokley minister, author, life & relationship coach. She brings us a story of how she had to forgive her mother. As children, we expect our parents to be perfect and while they love us, is not always the case. She speaks on how she had to forgive her mother and look at things differently. This is a story that must be heard! Kristin Cokley "Would I Marry Me?" Book: https://www.amazon.com/Would-Marry-Me-Kristin-Kimble/dp/1978293526/ref=sr_1_1?crid=EEUKWC5PZF6Q&dchild=1&keywords=would+i+marry+me&qid=1603044248&sprefix=would+i+marry%2Caps%2C159&sr=8-1 Facebook: https://www.facebook.com/groups/1850719791883698/user/8900855 Instagram: https://www.instagram.com/kristin_kimble/ Show Notes: We mentioned the story of Joseph, this can be found in Genesis 37-50:26 Kristin mentioned the Employee Assistance Program (EAP), according to OPM.gov the EAP is "a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems." If this interests you, please ask your job/agency about this for more information. Kristin mentioned Genesis 50:20: "But as for you, you meant evil against me; but God meant it for good, in order to bring it about as it is this day, to save many people alive." New King James Version (NKJV) Kristin mentioned Philippians 4:7 "and the peace of God, which surpasses all understanding, will guard your hearts and minds through Christ Jesus." NKJV I mentioned how God spoke through Elijah, but not in a loud way: "Then He said, “Go out, and stand on the mountain before the Lord.” And behold, the Lord passed by, and a great and strong wind tore into the mountains and broke the rocks in pieces before the Lord, but the Lord was not in the wind; and after the wind an earthquake, but the Lord was not in the earthquake; and after the earthquake a fire, but the Lord was not in the fire; and after the fire a still small voice." 1 Kings 19:11-12 NKJV My Social Media: Instagram: https://www.instagram.com/dwaynestaten/ Leave me a Voice Message! https://anchor.fm/dwayne-staten5/message Music: Moody by Jay Someday https://soundcloud.com/jaysomeday Creative Commons — Attribution 3.0 Unported — CC BY 3.0 Free Download / Stream: https://bit.ly/_moody Music promoted by Audio Library https://youtu.be/WJHTZpx9d2o

Why did you take the job in the first place? Money, perks, friends, family? Today I'll discuss what are something things to look at beyond the paycheck. Such as Health benefits, Employee Assistance Program (EAP), Stock Options, and other perks for working at a company. Further Reading: source: https://www.bls.gov/careeroutlook/2005/summer/art02.pdf THANKS FOR LISTENING! -- Continue to support the show by subscribing, sharing and leaving comments on your favorite platforms. This help others like yourself find me. Supporting the show will allow me to continue to provide great content and special guests. Follow me: Main page: https://www.aboutthatwallet.com Instagram: https://www.instagram.com/aboutthatwallet/ Youtube: https://www.aboutthatwallet.com/youtube -- SPONSORS: DISCLAIMER: these are sponsored links in which I get paid and you can benefit for being a listener to the podcast. Start your investment journey With 4 free stocks. Open an account and get 2 free stocks! Deposit and get another 2 free stocks! https://aboutthatwallet.com/webull Gain access to over 55,000 training videos to increase your skillset: https://aboutthatwallet/offers — DISCLAIMER: I am not a CPA, attorney, insurance, contractor, lender, or financial advisor. The content in this audio are for educational purposes only. You must do your own research and make the best choice for you. Investing of any kind involves risk. While it is possible to minimize risk, your investments are solely your responsibility. It is imperative that you conduct your own research. I am merely sharing my opinion with no guarantee of gains or losses on investments. If you need advice, please contact a qualified CPA, CFP, an attorney, insurance agent, financial advisor, or the appropriate professional for the subject you would like help with. --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/aboutthatwallet/message Support this podcast: https://anchor.fm/aboutthatwallet/support

This Pandamdemic has taken a toll on all of us, in some shape form and fashion. In this episode, I'll update you on what been going on in my life during this season of uncertainty. I'll touch on mental health and my personal continued bout with and recovery process from having a mental break down and how therapy is helping me work through these difficult times and disturbing moments. Mental Illness is real and it can happen to the strongest person. If you or someone you know is stressed out due to work or family or this pandemic please refer them to the proper professionals for help.  Employee Assistance Program (EAP) or BetterHelp (Professional Counceling Services) Check out Pretty Girl Media for your Social Media branding needs at prettygirlmedia.net --- Send in a voice message: https://anchor.fm/cafeconversations/message Support this podcast: https://anchor.fm/cafeconversations/support

We've all endured some big changes over the past several months due to the novel coronavirus pandemic. As we prepare to return to work and a new world, our Employee Assistance Program (EAP) is there for you, offering resources and expertise you need. In this episode, we'll talk about those resources. Guest: Liam Coffey from Optum EAP, UK.

This podcast episode is brought to by our host, Jack Moylan, and Licensed Medical Health Practitioner (LMHP), Robyn Burnett. This episode covers everything you need to know about employee assistance programs including:What an Employee Assistance Program (EAP) isWhat services or benefits are included in an Employee Assistance ProgramHow it worksIs it confidential?Is it free for employees?How COVID-19 has affected the use of EAPsWhere to find more information on these programs

Brief history of the origins of burnout and specific drivers that have been identified. This is a complexed arena. I urge us to look at the individual factors that drive physician and healthcare workers toward the path of burnout. Behavioral Health Call Center is available 24/7; staffed by Licensed professionals; open to anyone – whether they are employed or not. 704-444-2400 or 800-418-2065. Physician and APP Well Being Help Line. 704-444-5877 or 844-383-2105. Employee Assistance Program (EAP) – available for Atrium Health teammates; 800-384-1097. Atrium Health Code Lavender HOPEline for teammates – 980-212-HOPE (4673), available 24/7. Hope4NC Helpline is a new mental health resource to support North Carolinians throughout the COVID-19 crisis --- Send in a voice message: https://anchor.fm/thepulseofhelthcare/message

Exploring the similarities and differences of being a 911 first responder in healthcare and the coronavirus pandemic. My life and career experiences have molded me in many ways. Retrospectively I see the Hippocratic Oath differently. Behavioral Health Support Behavioral Health Call Center is available 24/7; staffed by Licensed professionals; open to anyone – whether they are employed or not. 704-444-2400 or 800-418-2065. Physician and APP Well Being Help Line. 704-444-5877 or 844-383-2105. Employee Assistance Program (EAP) – available for Atrium Health teammates; 800-384-1097. Atrium Health Code Lavender HOPEline for teammates – 980-212-HOPE (4673), available 24/7. Hope4NC Helpline is a new mental health resource to support North Carolinians throughout the COVID-19 crisis. Call 1-855-587-3463 for support 24/7. Music: Nahko and Medicine For The People, Black as Night --- Send in a voice message: https://anchor.fm/thepulseofhelthcare/message

Employee Assistance Program (EAP)

The OSHA General Duty clause states that every employer has the duty to provide work and a workplace that's free of recognized hazards. Workplace violence is not a traditional hazard like a piece of machinery, repetitive motion, heavy lifting, falls, or confined spaces. It’s a threat from co-workers or as OSHA defines it, clients, customers and even visitors to the workplace. Do the statistics make workplace violence a new recognized hazard?   The National Safety Council reports that in 2016, 17 percent of workplace deaths were a result of violence. And according to OSHA, about 2 million people each year report some type of workplace violence. The more you look at it, the more you see that this could happen anywhere people are at work, even your own workplace.   So, as a business owner, are you prepared? Or as a worker, do you know what your employer's plan is? And as a supervisor or a leader within the workplace, do you know what action to take when it happens? In this episode, “Are you prepared? Violence in the American workplace”, Rob Sylvester and I take on what workplace violence is, some of the causes, some strategies for prevention, and how to be prepared if it happens.  Check it out. ***  Peter Koch: Hello listeners, and welcome to the MEMIC's Safety Experts podcast. A veteran city engineer shot and killed 12 people at his office in Virginia Beach, Virginia, where he worked for years. A sous chef at a restaurant in Peabody, Mass. Was stabbed to death by a co-worker. And on the day he was fired from the Henry Pratt Company in Aurora, Illinois, a worker returned to the plan and opened fire, killing five workers and wounding five police officers. These are all recent and tragic headlines outlining workplace violence from around the country. And the statistics are even more sobering. The National Safety Council reports that in 2016, 17 percent of workplace deaths were a result of violence. And according to OSHA, about 2 million people each year report some type of workplace violence. OSHA estimates that 25 percent of workplace violence goes unreported. The more you look at it, the more you see that this can happen anywhere. And you might think that it could happen some place, even at your work. So, as a business owner, if you're listening, are you prepared? Or as a worker, do you know what your employer's plan is? And as a supervisor or a leader within the workplace, do you know what to do when it happens? I'm your host, Peter Koch, and for today's episode. Are you prepared? Violence in the American workplace. I have Rob Sylvester. Safety management consulting with MEMIC on the line. And together, we will look at workplace violence. Why it happens and what you can do to prepare to be prepared for it. Rob, welcome to the podcast. Rob Sylvester: Morning, Pete. Thanks for having me. I really appreciate your time so we can talk more about workplace violence and how we can assist people out there and developing programs. Everything ranging from recognizing to policies and procedures to truly response and, of course, recovery of an incident. Those statistics you gave were quite alarming. They say that half a million employees miss an estimated 1.8 million workdays, which is 55 million dollars of lost wages alone with an estimated losses of 130 billion dollars. That's with a B. So, combined with your statistics and taking that and even further, as they say, homicide is the leading cause of death for women in the workplace. Very alarming for anybody on this call today. Peter Koch: Yeah. No kidding. Those those are truly sobering statistics, not only from the impact to the work, which you don't really think about that you always think about the impact to the person or the people who are affected by the violent act that occurs in the workplace. But the impact to the business that you had mentioned recovery before. How do you recover both personally and how does the business recover from workplace violence? But that impact of 1.8 million lost workdays and 130 billion dollars, and that's each year, is that correct? Or is that total all across the board? Rob Sylvester: My understanding is that's per year, which is an amazing statistics statistic. And as you mentioned, the cost of the workplace violence incident goes well beyond the initial or direct costs. Of course, we in a safety as safety professionals, we like to concentrate on the person and then help with processes and procedures and of course, you know, the typical policies in place. But that cost goes so far beyond just workers compensation, of course. You know, there's lost productivity and it's not just the person involved in the incident, but those around them. You know, when you see an incident occur, whether it's harassment, bullying or full on assault or or mass shootings, you know, people are scared to come to work. The the articles you read earlier, they just they're prevalent in today's society. And it's very unfortunate, at least a decreased morale at the workplace and at home. You know, fear, bad public relations. How often do we turn the news on, and we see something in the news that's related to workplace violence? And then, of course, medical costs, legal fees and other expenses that go along. But truly, how that affects the person and their family. It's quite alarming. Peter Koch: Yeah, most people think about going to work as a safe place. They might not have a safe place at home to come back to or their community might not might not be a safe place. Their their their home life might not be safe. And so, some people actually come to work looking for that safety and security of their their work friends or their work family. And. And when you consider it, many people spend the majority of their work week at work, instead of at home. So, I come to work. I want to be safe. I want to be able to contribute and to do the job that I'm employed for. It reaps the benefits with whether that be the paycheck or the relationship that I find with my work friends. However, when that when that safety gets crushed by an event in the workplace, whether it be something as significant as the headlines that I read, whether it be a killing within the workplace or another act of violence or something, even something even, I won't say less, but something that is. Not so connected to to a physical, violent act could be an emotionally violent act that sort of tears your world apart and all of a sudden it changes how things are going. That's that's tough. Really tough. Rob Sylvester: Excellent points, Pete. You know, we go back to definitions, you know, workplace violence isn't just that mass shooting or true assault, that physical altercation. It goes to any threatening behavior or behavior excuse me, threatening behavior or even verbal abuse that occurs in the work setting. And whether you're a family owned small business range or ranging all the way up to multimillion-dollar multi-location corporations and any class of business. There is exposure's out there. Their work setting is any location, whether it's a day to day or just a temporary work that employees performing work. So, if this is somebody on the road, that's their workplace. So, we really need employers to assist their employees with identifying precursors to true workplace violence and understanding that there should be a zero-tolerance policy regardless of where they are at work, regardless of whom is doing that, how it's coming across. Because again, in today's society, you know, things can escalate very quickly. We never know what's going on in somebody else's life, whether it's a personal or professional life that's going on that may cause them to have a trigger that's going to create a negative behavior. And then we end up with consequences such as mass shootings or assaults in the workplace. So really, it's key to have a program in place where employees are trained to recognize those triggers and precursors to workplace violence events. Peter Koch: Yeah, you bring up a really good point that we normally think of workplace violence, especially because of the headlines that it is this. It's a mass shooting, it's a stabbing, it's an alter, a physical altercation between two people. But you alluded to that it's not that I was looking up some definitions before. And you can see OSHA actually has a definition of workplace violence so I'm going to, I'm just read it here because I think it fits into our part of the conversation. We can talk about the nuances of it. So, OSHA defines workplace violence as, quote, any act or threat of physical violence, harassment, intimidation or other threatening disruptive behavior that occurs at the worksite. It ranges from threats and verbal abuse to physical assaults and even homicide. It can affect and involve employees, clients, customers and visitors, end quote. So, there's a lot in there. I mean, that workplace violence, the word workplace violence or the term covers so much more than maybe what we think is a typical definition. So, let's let's talks to let's talk about some of those other things that might actually be precursors to the big physical altercation that we need to catch earlier. Rob Sylvester: Excellent points, Pete. And as you say that we talk about the statistics, they say that, you know, as you said earlier, 25 percent really go unreported and that maybe even a low number I read, depending on types of business, that it might be higher than 40 or 50 percent go unreported. Many times, we have bullying in the workplace and people don't look at that as workplace violence. But truly, by definition, it is. Peter Koch: Yeah, and that is that's pretty crazy when you start to think about and we've all had that experience, I think at the workplace where we felt possibly uncomfortable with the words or actions of somebody else as they confront or approach us. And certainly, we need to to take some of it with a grain of salt and have a little thick skin when we're in the workplace. But it can only go to a certain point. And then we have. It has to be curtailed. It has to be reported. It has to it has to stop so we can have a safe place and we feel safe in the workplace. Rob Sylvester: Definitely agree, Pete. You know, it ranges everything from dealing with your co-workers to customers to patients if you're in health care. But it goes across the board. It truly is anything when those different forms that you talked about, intimidating or frightening others. You know, it doesn't have to be somebody slamming a desk or a computer, you know, harassing, stalking or even showing undue focus on an individual, especially in a negative manner. These things all need to be addressed because we don't know if and when that is going to escalate. So, we definitely need to nip these things in the bud. And as you said, you know, develop, you know, thicker skin. But at the same time, recognize these things. And employers, we have to have something in place. We have to have reporting mechanisms in place and people feel safe. There's not going to be retribution for them coming to whether it's human resources, security department. And as you mentioned earlier, you know, OSHA has a definition of workplace violence. But many don't know that there is no specific OSHA standard on workplace violence. And. Go ahead. Peter Koch: No, it is. They don't have a standard workplace violence. And I guess we could talk OSHA for just a moment. I think as OSHA would see it at this point, they talk quite a bit about OSHA or workplace violence on the Web site because it is it is becoming more and more prevalent. But every employer has the duty to provide a workplace that's free of recognized hazards. And here we go. This is that new recognized hazard that's out there. It's not a hazard from a piece of machinery or repetitive motion or heavy lifting or falls or hearing or confined spaces. It is a threat from the co-workers or as they talked about in their definition, clients, customers and visitors are also included in that definition. Rob Sylvester: And that's a great point, and that's exactly what the OSHA standards talk about, the letters of interpretation, I should say that they will use the general duty clause, you know. OSHA has come out with various resources and I will touch more about on those later on. But they developed, you know, enforcement procedures and what they should be doing for workplace violence. And again, you know, those are great resources to help develop a program. And many use the OSHA aspect to kind of drive the reason why they need to do this. But let's get back to what it's really about. It's about providing a safe workplace for people that you see daily. Many times, those causes you talked about, it could be domestic violence. You know, people have substance abuse issues, emotional problems. Again, this is anybody that you're exposed to in the workplace. One of the big ones we see is patients to caregivers. More and more OSHA and state entities are getting involved in workplace violence when it comes to patient to caregiver. So that's one that really needs to be concentrated on from a health care perspective. When we get outside the health care perspective, we're talking about, you know, retail establishments and other late-night businesses, hospitality, disputes with customers, robberies, those are all considered workplace violence also. So, you know, what do our employers what do we have in place to deal with these things, whether it's, you know, training, mitigation, response and recovery? That's, you know, from an emergency management perspective, really, that's how we should be approaching these things. Peter Koch: Yeah. And it's it's really about the preparation. So, reaction is certainly one component of the plan. What do you do when it happens? But a lot of this is is really looking at it from a proactive standpoint. How do you how do you help people recognize where the boundaries are? How do you put things in place? So, when an employee recognizes that they do feel threatened, that they have a place to go or something to do. I can tell you a story. I was at an account. Oh, quite a few years ago now, really, before workplace violence became such a hot button topic. And I was sitting there talking to the risk manager. We were having a conversation and her phone was just blowing up and started asking her, so what's going on? Because she was getting a little stressed out about what was happening and what was going on at that time. They had and this was a hospitality establishment. They had a housekeeper who was who had reported last week that her her estranged boyfriend, that she had a restraining order against him. And she got a call from the estranged boyfriend that he was going to show up at work. And it's a fairly large establishment. It's not just a single hotel where you have one entrance and one exit. There's multiple places of contact. And it was they were reacting to a potential for workplace violence. And at that point in time, all they had in place was some basic human resources, policies and procedures, but no real practice in place for what does the employee do? What is the what do the other employees do? How did they manage it? How did they handle it? And it was a pretty stressful situation for everyone around. Their solution at the time was, I think, very appropriate. They they they called the sheriff and the sheriff came in and actually removed the individual when he came onto the property. However, it's not always that clear cut. So, there's a lot of detail that has to go into the plan to make sure that you can be prepared for some reasonably anticipated situations that could happen at the workplace. Rob Sylvester: Excellent point, Pete, and I can tell you, you know, when it comes to domestic violence that generally does carry into the workplace because people, especially those working nights or evenings in my past, I've dealt with that many a times and I think one of the gro- the one of the ways to handle it is making sure that employees are comfortable and understand that there is a way to report these things in advance. Going to your story, it sounds like they responded quite well, but did they prepare that employee? Did they even prepare the workplace on really more of a prevention? One of the things I've seen where it helps our programs and has been successful is getting people to not only understand, as we talked about earlier, understand those warning signs, but understand reporting things in advance, such as maybe this individual could have reported to human resources or their supervisor, somebody they're comfortable with, that there was a restraining order in place. So and, you know, take that a step further, depending on the culture, depending on the the organization is making sure other people understand that this person on the other side of the fence, that person with that domestic issue or somebody else identified, you know, should not be at the workplace. So sometimes those things, you know, could be identified in advance. But it goes back to training your employees on your process, training them on recognizing and getting them comfortable to understand that as an employer, we are here for you. And, you know, putting OSHA aside and yes, we have to create the same workplace. But let's think about the people. You know, it truly is about those people and how we should be working together as a team. Peter Koch: Yeah, totally. You're right on the money. And you talk about training and preparation. So, the typical training component that most employers have in place stems back to the harassment policy and that came from the sexual harassment policy. So, you have this sexual harassment training that I remember sitting through one before I before I came to my current position. And there are a lot of chuckles. There are a lot of nods. It really wasn't taken very seriously. It was done to the check the box, but it really wasn't always done to to prepare the individual for the potential. And the the effects of of training like that really puts a stigma on bringing some of those concerns into to your supervisor, to the employer, because, well, the employee doesn't feel like it's one, taken seriously. And two, they're not always really clear about what the what it is that they should bring forward. And then who they should bring it to. And then even after that. Talk about the supervisor and what training does the supervisor have to receive that comment or the question or the report from that employee? There's a there's a lot to that. Can you speak a little bit to like what kind of training would be helpful for an employer to put together for workplace violence prevention and maybe even touch then on how do they take that to the supervisors as well? What would be important for those supervisors to know? Rob Sylvester: Sure Pete, great questions. I think that's where a lot of times organizations need the most improvement. You know, we can conduct a hazard assessment backing up to that point, as you know, assessing your organization and having key stakeholders involved. And if you want, we'll touch on that later and just address the training. Now, you know, all employees need to be hired, you know? Ah, excuse me. All employees need to be trained on aspects of workplace violence. It should be a minimum at hire and then annually, of course. And as needed, if you start identifying trends, employees at all levels from frontline worker all the way through up senior management team need to be higher or need to be trained. Excuse me. They need to be trained on the workplace violence trends. They may be seeing in ways to mitigate those, you know, as you said, train on the recognition and reporting in accordance with the policy and procedures. You know, employees should be trained on watching for signals that might be associated with potential workplace violence that ranges from verbally people expressing their anger and frustration. You know, that's quite forthright. You know, people in your face or saying, I'm coming back. You know, there was recently a school age child actually at school use their finger to form a gun at somebody at school. And that was a workplace violence in excuse me, an incident of violence in schools. And depending on how you look at these things, body language with threatening gestures, you know, if somebody shakes a fist at you at work, you know, some of us may just shake that off, OK? Rob's having a bad day, but if that is something that makes an employee uncomfortable, that's something they need to recognize. They need to know how to report that to the appropriate individuals at their workplace. You know, the signs of drug or alcohol use. You know, again, we were on a work together. We want a safe workplace. And regardless of the type of facility we work at or the class of business, you know, employees, especially supervisors and again, you know, organizations have to decide how they're going to roll out the training and or what level what employees and what job titles get both supervisors, you know, signs of drug or alcohol use. If people are impaired at work, you know, is that something that has been a trend for that person, you know, coming in continuously day after day and they're under the influence? You know, that's a time they kick into high mode of maybe the employee assistance program. Maybe they need help. And, you know, you're heading off that that train that's just going over like the old movies and an off the overpass or over the cliff because the tracks are broken. You know, just recognizing those things, you know, and of course, you know, things like presence of weapons and things like that. That's that's quite, quite easy to see. But in addition to those watching for those signals, we need to make sure that we as employees are maintaining our own behavior. That's going to help defuse situations. You know, how many times have we we start feeling hot under the collar because somebody is yelling at us, they're yelling at us, and we may engage them verbally and that just may escalate and continue escalating things when really we need to take that step back. We need to make sure our employees understand to take that step back, present that calm attitude, you know, show that you care about their their dilemma. Show that you care about them as a person, you know, as we as we continue down that road of mutual respect. I always talk about mutual respect, regardless of what I'm doing in life. I try to recognize mutual respect. We talk a lot about, you know, treat people how you would want to be treated. And I always say, you know what? Treat people how they want to be treated. So, again, you're going to help diffuse situations by not matching those threats, not being demanding, you know, acknowledge how people feel. If somebody is having a bad day and they're getting in your face or making threats or showing other signs of potential workplace violence, you know, try to diffuse the situation. And many times, employers don't do that. Healthcare, when I say they don't do that, that's about the training aspect. You know, health care does a great job of it. They do a lot of de-escalation training. But other classes of business may not they may not understand the need to. And I think that is very important aspect of when you're conducting that hazard assessment it's really recognizing not only the locations, the physical plant aspects, but understanding that there's other column triggers or other situations that may occur that are unique to your business, whether it's cause of the as you mentioned earlier, exits, you know, limited exits, limited entrances and things like that. So, again, each organization is going to be slightly different, and that's why we need to ensure that people are conducting a hazard assessment and then rolling into the training. And you mentioned earlier is training for supervisors. You know, take that to the next level. Making sure that supervisors truly understand and support their people, not just from the initial and annual training, but supporting their individuals. So, so their employees, their direct reports truly feel safe coming to them about a situation. We may say, well, it's just you know, I'm not going to worry about Rob today. You know, he's just blowing off steam. Well, again, they should feel safe to go to their supervisor and have that dialogue and say, you know what? This is the third time this week or it might be the first time, depending on how it is that Rob's been acting like this. And I'm really worried for him. And at this point, I'm worried about my safety. Peter Koch: Yeah. Those are those are really insightful comments, too. When you're talking, I'm connecting. There is a responsibility on the employer to have to assess their workplace. So not for just physical hazards that the employee might be exposed to, but some of the trends that might be occurring or unique challenges that their employees might have to manage. It could be, well, like we said, a physical plant thing because the exits are way to get out in the event of a workplace violence event is is challenging. The exits are in challenging locations or there is only one or two entrances or exits that you can that you can actually get to. Or it could be that it's a high stress situation. There is a lot of productivity going on. There's a lot of demand for quality assurance that happens within a particular area. For whatever reason. It could be time, a season. It could be the product itself. It could be deadlines that are happening. It could be because you are, you're actually dealing with a human resource, like you said, within health care or even hospitality or the stakes are are a little higher. So, the employer responsibility there. Then there's the employee responsibility who has to, you know, treat the other employees with dignity and respect. So, they need to be able to recognize that the workplace isn't the place to air out the dirty laundry to express that frustration. But we're humans and sometimes it happens. So that brings us to the supervisor and the training that the supervisor needs. And this was an interesting connection, at least for me, that the supervisor needs training on how to be a supervisor, because in order to to have, a, an environment where an employee feels safe to bring something up to their supervisor, that supervisor has to be a good supervisor, not just a supervisor for productivity or really good at the job that they came from, but really good at working with the people that are around them and that will help them address the particular situation that comes up and be able to start the de-escalation process. So, lots of lots of different components to what the employer has to do, the training that the employee needs, and certainly a multi-faceted training regime for that supervisor. Rob Sylvester: Definitely. Great point, Pete. You know, we always say we need to make sure our supervisors understand, and we make sure that they are a good manager. But as you said, we aren't generally end up talking about making the widgets or understanding policies and enforcing procedures when really they need to have better training on crucial conversations with people and how to deal differently with people, whether it's the leadership series or other training. I think it's just a great point to make that, you know, supervisors do need, as they call them, soft skills. They need those soft skills. And when it comes to workplace violence, because we're dealing with people with personal problems, substance abuse, emotional issues, I mean, we didn't even mention financial difficulties. You know, number one, one of the number one concerns of families today are financial difficulties. And as you said earlier, is bringing those things to work. You know, we shouldn't be doing that, but we are human. So, things follow us. We can't just put that wall up and block things. So, we really need to understand that from a supervisory level, definitely going with leadership and supervisor training really is critical to the success of any program and any organization. Peter Koch: Definitely. Definitely. I think we're at a place right now within the podcast. We're going to take a quick break and we're going to we'll we'll be back in just a few minutes. Very good. [ commercial ] Peter Koch: Welcome back to the Safety Experts podcast. Today, we're talking with Rob Sylvester safety management consultant with MEMIC. So, let's jump back in to some more questions. Before the break, we were talking about the prevalence of workplace violence, where it is the different components of it. What makes up workplace violence? The definition, how really OSHA might get into it. It's how the employer might see the employees and then the supervisor. We also talked about training that would need to be done once we've determined what what what we're what we're exposed to or what trends might be in the workplace. While we were discussing those things, Rob, you you had mentioned numerous times, assessing the workplace, identifying what the challenges are. So, can you talk a little bit about what that assessment entails, what an employer might need to do to determine the points of workplace violence that they would have to manage? Rob Sylvester: Sure, Pete. It's a great question. You know, we can have all the policies and procedures in place and training in place. Before we get to that, we really have to conduct that hazard assessment, as you mentioned, and going into detail with assessing an organization. You know, I always tell people start with your key stakeholders. You know, that's going to vary by business location, business model. Are they traveling? Where are they going? Do we have union versus non-union? What type of relationships there are with not only union, but local and federal law enforcement? I always tell people that call about workplace violence, use your subject matter experts. And to me, that truly is your local law enforcement. Many organizations will bring in local law enforcement to conduct or assist with an assessment. You're the subject matter expert on your facility, but if that's your responding resources, then they definitely want to be in from the ground floor. Some organizations actually not only bring when the police come in, the law enforcement officers, they will actually come in with a fire department and possibly E.M.S.. Again, it depends on the business model location and those relationships. So, I always encourage people to look at that from that angle. You know, anytime you assess your organization, whether it's for workplace violence, whether it's for as, you mentioned earlier confined spaces, machine guarding, whatever it may be, you want to ensure you have those frontline staff participating with you. You can use screening surveys, you know, culture surveys, different questionnaires to get feedback on the organization and how you're dealing with workplace violence. And in health care, some states actually mandate that frontline staff are participating. Just make sure you know your state and local requirements. You know, when you're assessing organization, not only are you looking at physical plant, which we're going to get more into, but you have to collect that historical data if you can collect near misses and what we think of as minor occurrences and really collect that information from various data sources, depending on what you're tracking and how you're tracking things. Again, some may start off with just things. I'll call it anecdotal, but, you know, not formal reporting. But as you start doing this hazard assessment, whether it's with your safety committee or you've formed another a workplace violence committee or response team. You know, you may start hearing things. You may not have an actual report that says this was workplace violence because, again, there may have been no accident. There may have been no incident or injury that occurred. So, you may not get a formal report. But as you start looking at this and assessing your organization, using surveys or getting out on the floor and talking to people, you may find out that there has been, call them near misses, but there's been situations where workplace violence has occurred. Again, we're not just talking about physical assault. And that's where I think we missed some data points because people say all workplace violence. Now this is safe. Well, how about when Pete was all upset and he was leaving one day on a Friday, he thought he got shorted on his paycheck and or he got a day off for violating unsafe work practice or I should say, violating a safety practice. And he was shaking his fist as a supervisor. Oh, well, nothing happened. Well, you know what? Again, that's a workplace violence. So, as we start looking at data, we really need to be looking at all aspects of it, both formal and informal. You know, getting into the physical location assessment. You know, it can be some things like, you know, locks. Do we have appropriate locks, keeping life safety code in mind? Of course. But do we need to add locks? Do we need to, a lot of facilities are actually putting locks on bathroom doors because that will now be a safe place? So, you might have a multi stall bathroom or you might have an office that normally doesn't have a lock on it all. But now that might be a safe place and might be a refuge point. So, again, you want to find out where you currently have these things. And then as you start developing your program, your committee, and again, using your key stakeholders like local law enforcement, take those recommendations on where you will have to reinforce some of your physical plan aspects. Lighting. Lighting is a big one. We talk about it a lot from a slips, trips, falls, exposure. But lighting at night, I always encourage employers, regardless of size and class of business and location. Visit your facility at nighttime. You know, many places will have timers, but they don't change them when daylight savings time kicks in. So, the timer is off by an hour. Many places have older lighting that as it gets older, it gets reduced effectiveness. So again, look at lighting. Look at lighting and parking lots. Look at lighting in approach paths and exits. It really can be key. It makes people feel safe. I mean, how many times do we walking? And we notice that is dark out and the lights are not on in the parking lot where you park during the day. You know, we start our heart starts racing and we get very nervous about. OK. This is doesn't feel right. Something doesn't feel right. So, they get to safety very quickly, hopefully. But again, look at the lighting. You know, do you have, and do you need sign in and out procedures? A lot of larger organizations truly have sign in and out procedures. It could be anything from fire safety perspective. So, you know who's in the building. But go into the world of workplace violence again. But and have those sign in, sign out procedures. Know who's in your building. Identification. You know, you have contractors working in your facility. When you start looking at that and you may depending on level and size of your business, you may get to the point where you work with third party vendors or you might work with your local law enforcement, as I mentioned earlier. And they may do what we call probing attacks or an audit where, you know, one of my favorite ones used to be as contractors throw in a hard hat or grab a clipboard. And I always joke that you can get in just about anywhere. No I.D. needed securing a valuables, of course. That's another aspect of, you know, just general overall safety and security is making sure valuables are secured. Critical infrastructures. Organizations need to look at what is critical to them, what is critical to keeping them in business, whether they have generators, emergency power, natural gas, I.T. I mean, how many businesses, if their I.T. were to go out, let's say a contractor was out front digging and they cut the fiber optic or other Internet lines to their facility. Those are critical infrastructures. So, again, although a lot of this is outside workers, workplace violence excuse me, outside of workplace violence, these are true critical infrastructure aspects that need to be looked at in my past life. I actually had the critical infrastructure response team or excuse me, critical infrastructure evaluation team in New York actually come out. It was a combination of military, both federal and state, and they actually did a physical assessment of our facility as a with critical infrastructures in mind, because, again, yes, workplace violence goes from bullying and harassment all the way through. Active shooter situations. But if somebody wanted to go the route of, you know, best excuse the expression, but bang for their buck, you know, they may want to sabotage your facility. So, think about that. What are our critical infrastructures, and do we have a business continuity plan in place? So, again, as we start peeling that onion, just like everything else with safety, you know, yes, we start talking about a lot of things that add on the surface. You say, what's that got to do with workplace violence? But when you think about it, workplace violence has so many different forms that you really need to look at your facility overall, including critical infrastructure. Peter Koch: So really what you're talking about here, too, is integration of. This the workplace violence plan into your business plan. And if we back up, if we start where we just ended for business continuity practices. So, what happens? I mean, you think about it from a storm perspective. Yeah. There's a big storm there's a hurricane. There's an ice storm. There's a tornado. There's a fire. How do we keep the business in business when this happens? The same thing happens when there's a workplace violence event from a critical infrastructure standpoint two, two divergent roads here. One, if the workplace violence starts with manipulating or damaging those critical infrastructures, how do you work around it? But even even aside from that, if you're going to need those critical infrastructures to communicate workplace violence to the outside so that you get response in, what are those things that need to be up and running? Because what happens if you're I.T. system crashes not related to the workplace violence incident, but you have voice over IP phone system. How do you get out? How does it work? What happens if this at the same moment that there is a workplace violence incident, you're in the middle of a storm. I mean that when we start to add environmental challenges within the situation, workplace stress can go up, which can contribute to a workplace violence event that outside of the environmental conditions might have been de-escalated relatively easy, but easily. But now it can't. Places to put your valuables, secure your valuables. Where do employees put that? Where do you secure your business valuables? How how easy or difficult is it to get to those areas? And then, oh, gosh, a critical part, employee I.D. how do you know who's in the building, who's not in the building? So, all this gets integrated into your your business plan. So, it's a critical part of that emergency response plan. Right, from hazard identification. So where are the where the vulnerabilities of the business? And then using those stakeholders to find out where they feel vulnerable when you were talking about the hazard assessment process. Rob, what I heard there was trying to find out from them where the vulnerabilities are. Where are those informal events that may have not been reported where we just sort of pushed it under the rug because, oh, it's just that person. No, it's just that person. Or they were having a bad day, but or. Really weird. Where did the employees feel vulnerable, whether their work work, remote employees, traveling employees or employees that are stationed directly at your facilities? So those are really great points. So currently we we talked about step one is hazard assessment, talking about what's happening, where the potential for workplace violence could happen. Second, you talked about physical plant evaluation, identification of safe places. Do you have the appropriate locking mechanisms to to lock down the facility if necessary or provide a safe location for your employees to go? If there is a workplace violence situation, lighting, parking areas, making sure that those are all safe and secure and there's ways for employees to communicate and then employee identification, knowing who's in your building, whether it's sign in, sign out, swipe and swipe out, identifying who's supposed to be in the building through some sort of identification process. I love that description. You put a hardhat and a clipboard on somebody and they can get in just about anywhere. And it's it's true. It's kind of human nature. We look at we look at someone who looks to be official and you're going to give them access because you have no reason to think not. But in today's day and age, whoever needs to be in the building should be in the building. And those people who aren't don't need to be in the building and they should be prevented from accessing it through means other than the appropriate means. Go to the front entrance, talk to the the the security person, go in through your main administrat- administrative entrance instead of one of the employee entrances. All all really good ideas to step through valuable securing critical infrastructures. And then finally, business continuity plan. Are there any other steps to take in order to or to to develop a an employee or a workplace violence prevention plan, Rob? Rob Sylvester: Great recap, Pete. And what a great way to bring it full circle. You know, along with that hazard assessment, we're looking, as you said, access control, you know, limit entrances. That's usually the easier part, but control access if possible. And as we get into recapping all the steps before we get there, you know, ensure we're developing emergency alarms, monitoring systems if possible. We talked about lighting earlier, but going with environmental design, depending on the business, you know, security devices such as cameras, smaller businesses, may their security devices may be locked doors might be one of those ring style doorbells where they have an air phone style camera at the front door to limit people's access. You know, we go back to emergency management, as you said earlier, is training, mitigation, response and recovery. So as we start rolling that, you know, wrapping that up, you talked about that hazard assessment and using local police departments and other subject matter experts, you know, that can be led by your workplace violence committee or your safety committee. And that same committee would be responsible for not only conducting but also reviewing and developing plans for mitigation and response. They would develop a policy which we have touched on earlier. And again, that policy truly needs to be what I call scalable. Many times, we do a workplace violence policy. I can't tell you the number of times I get a policy to review and they'll be like, here's our workplace violence policy. I'm like, okay, great. This is only about assaults. This is about mass shootings. What do you have for bullying and harassment? And many times they may have an employee handbook and it might have, you know, a paragraph about what to do if you feel bullying in the workplace report H.R. You know, take it a step further. Have and have they completed training on identifying what is bullying? I have this conversation with my 8-year-old. All the time, soon to be 9 or 19 as he likes to think he is. But, you know, oh, so-and-so is being bullied at school. And when you talk about it, you know, do we really know the definition of bullying? You know, harassment, assault, assault is a big one. Varies state by state. Harassment versus assault. So, as we start developing that policy, we want to start with those definitions. We want to roll that policy into understanding how people should report. And we mentioned it earlier, but number one is no form of workplace violence will be tolerated, period, end of conversation, because if we don't roll that policy out, role that training out and truly reinforce and enforce that policy, where workplace violence won't be tolerated. The program's not going to work. The program will not work. People will not be feeling comfortable of reporting workplace violence situations. They're not going to feel, as you said earlier, comfortable coming to work. And that can not only impact your business. But it's going to impact the people and vice versa. We all know as leaders that, you know, once morale starts going down, the tube can be very difficult to stop. So, we want to be proactive. And part of that truly is, is having a policy that not only people understand, but it truly is going to work. And that's why you need those key stakeholders, both external and, of course, internal frontline workers and others on that committee or policy development. Once you have that policy, Pete, I would say, you know, develop training employees at all levels. You know, some organizations or I should say some classes of business do this all the time. You know, health care is a big one. You know, they're doing different levels of training. You might have entry level training. And then as you start getting up in different departments, you're going to see various levels of training. It just increases, the time commitment increases, and it really is valuable. So again, develop that training based on their exposure. What hazards are they dealing with the public, you know, a front office person or our gatekeepers versus somebody in the back room that generally doesn't deal with that everybody needs workplace violence training. But it's just at what level? And then as part of that policy, that plan, and program we're looking at is reporting to who do they report to? You know, how do they report? Is this a verbal report, which is never a good thing without follow up of documentation? But it'll initial reporting verbally report to your supervisor and then the supervisor must take the following steps, really have that roadmap for people. So, they understand reporting, they understand expectations at all level. You know, OSHA has a lot of good guidance out there. And I recommend people review that and look at, you know, that work, developing a workplace violence response team on that could be the same committee we referenced earlier, but their job would be to evaluate not only the plan, but looking at that data. Look at the reports at a facility I worked at in the past, believe it or not. When we first kicked this off, we were meeting weekly, Pete. That's how often we because we had so many reported. And it was very cumbersome. But I will tell you that the employee reception, when you have over 3000 employees, the employee reception of this was very well received because they we truly showed that we we had considered all aspects of workplace violence and we were very responsive. Now, again, we have so many different employers out there listening today. That may range from just a few people all the way through thousands in multi locations. So, again, you know, using the resources that are in the safety director or utilizing the OSHA resources, depending on what class of business you're working in. There there's so many different resources. And again, it should be scalable to your organization. So really needs to be tailored by you to your organization. Because, again, every business is going to be different, whether it's the the culture we always talk about or it's the environmental design of the facility, you know, the physical layout. Each one is going to be different. And truly those steps we just talked about. That's the way to put a workplace violence program together. Peter Koch: Those are that's great advice. Kind of walking through all those steps and it might seem overwhelming to small business owner that might only have a few employees or even it could be even more overwhelming for a business owner or a corporation that has, like you said, hundreds or thousands of employees and multiple locations, because there's a lot to it. What I kept coming back to is the scalability starts with the hazard assessment and really spending doing your due diligence to understand what your threats and liabilities are at that hazard assessment. So, looking at all those different aspects, again, looking at the your stakeholders, so where where do employees feel threatened? Where is the data? If you do have a reporting process and then the lot of the the assets that you have to bring in like your outside response agencies and what they can do to help assist you in in that event or provide you some guidance, they go, hey, you didn't check this out. This is an area that you should look into as a potential liability or threat for workplace violence, physical plant. In that assessment. How you control your employees in and out. How you control people that aren't employees in and out. And then again, back to critical infrastructure. And how do you keep the business going in that response? I guess this to sum those parts up you, you said it I think pretty well training, mitigation, response and recovery. And if we put the zero at the beginning of that or the first thing at the beginning of that before you can have training is that hazard assessment, policy development, trained folks on the the policies and procedures that you have. I think mitigation is ongoing training. So, it's not just the initial and annual, but it is ongoing training about how what do you do in the event of a workplace violence issue? What are the definitions of workplace violence? How do you manage some of the challenges with another employee? Those all might need to be part of the training plan, depending on how your hazard assessment works out. And then, of course, response. What do you do? What do you do as an employee who might feel threatened? What do you do as an employee who witnesses something? And then what do you do as a supervisor when you hear it, or it's reported to you? How do you respond as a supervisor and then how does the how does the company respond in order to, one, protect those employees in the event of a physical, violent act that's coming into your facility or protect those employees from the emotional issues that are going on with a non-physical threat that's happening within the facility? And then finally, recovery, what do you do in the aftermath of the problem, whether it's big or small? Just a couple of employees or one employee to another or a large mass shooting event and a tragedy. Rob Sylvester: Definitely. Great recap, Pete. And you know, those four-phase emergency management, like you said, that training is part of the preparedness level. You know, you have the preparedness, response, recovery and a mitigation, but preparing people. And, you know, we it seems like we generally skip a lot of the steps when it comes to these types of programs and emergency management. A lot say, oh we can respond very well. But truly, you know, what have we done? We can't respond if we haven't taught people. We haven't prepared people. So, I think your recap just really brings it all full circle. And I appreciate that. Peter Koch: Sure. Hey. So, we talked a little bit about some of the resources that are out there and again, overwhelming the number of things that someone might have to do if they're starting from square one. So, where do people typically go to when they're looking for resources? They go to their good friend Google and they end up Googling workplace violence prevention plan enter. And I just did that. And you get well over 20 million results. So how do you know what to start with? Like if you're looking for a resource for hazard assessment or you're looking for resource for physical plan evaluation, or you're looking for a template that has components of your workplace violence prevention plan in it that you can use as a guide to developing your own. Where do you go? What do you? Where would you look for those things? Rob Sylvester: That's a great question, Pete. You know, Google's my best friend. We know that we've been we've been best friends for many years. But depends on your class of business. A lot of times you'll have trade associations, you know, whether it's association manufacturers or others, you know, OSHA does have a lot of good stuff. You know, they have it for health care and social service workers, hospitals, of course, you know, taxis are for-hire drivers. They have one from 2009 for a late-night retail establishments. So, again, there's a lot of resources from OSHA. But at the same time, there's the American Society of Safety Professionals, Healthcare Accrediting Bodies, American American Nurse Nursing Association and others like the National Safety Council. So, they it is so very overwhelming. And I encourage people, again, start with their local law enforcement and start with trade associations. And then, of course, we have the safety director within our safety director are presentations. We even have past recorded webinars on workplace violence for general industry then we have them for healthcare. And then we went into acute care. Also, in there, we have the workplace violence plan template. So, there's actually a workplace violence prevention plan template that talks about starting off with on that hazard assessment and tips and considerations and going on through. So, it's a great template to start looking at workplace violence. So, safety director has multitude of resources MEMIC Minutes. So, there is a lot of stuff out there. So, I encourage people to use those resources in the safety director, their local law enforcement and then any trade associations they may belong to. Peter Koch: Perfect. I think that's a that's a great list of different resources. As a supervisor or a business owner, I want to know what I need to do. And again, like you said, it can't just be. I pulled this off the shelf. I bought this from whatever safety company online. And now I've got this workplace violence prevention book that I paid a lot of money for, but it's not truly specific to your company. So those are the key points. And using those trade associations, pulling your loc, local law, law enforcement and emergency response entities in, you can customize some of that information to get help with customization. And then the safety director, there are ton of resources out there. So that's www.MEMIC.safety.com. If you're looking to get on to that and check out some of the MEMIC specific resources that we have out there as well. So, a ton of resources that people can look that are good and then can be specific to their their industry. That's fantastic. Hey, so that about wraps up this weeks. Safety Experts podcast. So, I really appreciate your sharing those your expertise with us, Rob. Thank you very much for all those those comments. But before we close, I got to throw one question. That you you might not be prepared for, but I'm a throw it at you anyway. So last question. Why? Why is safety important to you? This is this is you've made a career of this in some form and another over the last however many years. So why is safety important to you? Rob Sylvester: That's a great question, Pete. You know, I guess the easy way to summarize that' I care about people. It's the people taking care of one another. I mentioned earlier mutual respect. And I think that's what we all need more of in our day to day lives, whether it's at work, whether it's at home, just dealing with other people is mutual respect for one another. And a lot of situations in our our own world would improve. But when you say why are you in safety for over 25 years? It is truly because I want to help people. I want to be there for others. I want to help others learn. And I truly think as a safety professional, we have an amazing opportunity impact to help. Those we're around in creating not only the physical plant aspect and safety, but make it better, make people healthier, keep them at work, get them rolling for retirement, because let's face it, that's the end state for all of us. So, a great question. Peter Koch: That's perfect. That's per. That's why I love you, man. That's that's great. So, you think about it. We started this conversation earlier today talking about the headlines of all the people who were affected by workplace violence. And then we jumped into some of the policies and procedures. We talked about OSHA. We talked about compliance. But it comes back down to what you said is most important to you and also to me as a safety professional is the people. And if we can keep the focus on the people, then we can end up keeping more people safe in the workplace. So excellent points. Thank you again, Rob, for joining us. And to all of our listeners out there, I thank you again. So today we've been talking with Rob Sylvester, Safety Management consultant with MEMIC about workplace violence on the MEMIC Safety Experts podcast. If you have any questions for Rob or we'd like to hear more about a particular topic on our podcast. Email podcast@MEMIC.com. Also, check out our show notes at MEMIC.com/podcast where you can find links to resources for a deeper dive into this topic. And check out our Web site www.MEMIC.com/podcast where you can find our podcast archive. And while you're there, sign up for our safety net blog so you never miss any of our articles or safety news updates. If you haven't done so already, I'd really appreciate it if you took a minute or two to review us on Stitcher, I-Tunes or whatever podcast service that you've found us on. And if you've already done that. Thank you. Because it really helps us spread the word. Please consider sharing this show with a business associate friend or family member who you think will get something out of it. And as always, thank you for the continued support. And until next time, this is Peter Kotch reminding you that listening to the MEMIC Safety Experts podcast is good but using what you learned is even better.     Mentioned/Resources/Links Veteran Engineer shot and killed 12 in Virginia Beach, VA - https://www.cnn.com/2019/06/01/us/virginia-beach-suspect/index.html Sous Chef stabbed to death in Peabody, MA - https://www.bostonglobe.com/metro/2015/08/30/changs-employee-who-was-stabbed-death-worker-was-year-old-from-salem/Ub3hxrqfLPBpjb9WozlPQK/story.html Man fired from Henry Pratt Company returns and shoots five - https://www.washingtonpost.com/nation/2019/02/16/man-kills-five-warehouse-shooting-spree-shortly-after-being-fired-illinois-police-say/ National Safety Council - https://www.nsc.org/safety-training?utm_campaign=DSA&utm_term=&utm_source=adwords&utm_medium=ppc&hsa_grp=68218917512&hsa_acc=3965156914&hsa_ad=338185148306&hsa_cam=1732015670&hsa_src=g&hsa_tgt=dsa-670781419821&hsa_kw=&hsa_ver=3&hsa_net=adwords&hsa_mt=b&gclid=Cj0KCQiAt_PuBRDcARIsAMNlBdpJD3PHzcwf7u_LBqGRQe7QqHKRb6GXvtUvSoRNfUpK9XL4kXuYvRIaAhr0EALw_wcB OSHA - https://www.osha.gov/SLTC/workplaceviolence/ Employee Assistance Program (EAP) - http://workplacementalhealth.org/Mental-Health-Topics/Employee-Assistance-Programs MEMIC’s Safety Director - https://www.memic.com/workplace-safety/about-safety-director American Society of Safety Professionals - https://www.assp.org/ Joint Commission on Accreditation of Healthcare Organizations - https://www.jointcommission.org/ American Nurses Association - http://www.nationalhealthcouncil.org/about-nhc/members/american-nurses-association MEMIC’s Safety Net Blog - https://www.memic.com/workplace-safety/safety-net-blog MEMIC’s Safety Experts Podcast - https://www.memic.com/podcast Email us at: podcast@memic.com

We are so happy to have our friend and colleague Heather Graham on the podcast today. Heather is a licensed clinical social worker and certified employee assistance professional. In our conversation with Heather we explore the system and individual polarity in the context of clinician burnout, well-being and resilience. There are numerous stressors impacting clinician burnout and well-being these days. Recently there has been increases across the board in interpersonal and generalized stress.Heather shares how an Employee Assistance Program (EAP) and services can support employee well-being. These services were developed because of the understanding that personal lives impact professional lives and professional lives impact personal lives. There are a variety of ways EAP can support both leaders and clinicians in managing the system and individual factors that impact burnout and well-being. EAP services can provide opportunities to balance personal and professional well-being and at the same time maintain professional boundaries that support confidentiality for employees and leaders.Heather says, “it [Polarity Thinking™] creates resilience, which is the ability to embrace the reality and work around and with it”. This is important “because healthcare organizations need to be resilient from the inside out and you can’t be resilient without the employees being resilient”.It’s a two-way street. Both the system and the individual clinician contribute. It’s not about owning the personal resilience of clinicians as a system and the clinicians can’t make the system responsible for their personal resilience either.“You need to build resilience from the leadership down, employees up, from the inside out and outside in” says Heather.Join us for this informative and thought provoking interview! Email us at questions@missinglogic.com if you have any questions, we may use your question on a future episode.If you are interested in being the first to know about our group coaching program for healthcare leaders join our early interest list by clicking here.

I am talking to the Founder & CEO of Core Empowerment, LLC,  Kierrah Flipping about the importance of our emotional wellness, signs of depression and the burden of being the strong friend.  Want to learn more about Core Empowerment and the services they provide, check them out here https://www.coreempowerment.org/ What is EAP? An Employee Assistance Program (EAP) is a voluntary, work-based program that offers free and confidential assessments, short-term counseling, referrals, and follow-up services to employees who have personal and/or work-related problems. Contact your benefits department to learn more about how to get these free services.  I enjoy your feedback and encouraging messages. If you want to be a guest on the show, send questions or suggest show topics, email me at slayingselfdoubt@gmail.com Do you like what you heard or know someone who could benefit from this podcast? Share and then subscribe to get notified about the newest episode and even the ones you may have missed. Remember to rate, review and comment! --- This episode is sponsored by Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/philicia-wallace/support

In this week's episode... we highlight one of the creators of Melanated Conversations and founder/writer of Literally Yana, Yana Reynolds. Yana shares her story of reemergence from depression through the art of therapeutic and expressive writing. She illustrates her journey of pushing through the pain of what she refers to her most difficult year to discovering her life purpose, and how she encourages others to write-it-off.   Melanated Mention/Melanated Moment in HERstory (1:52 - 5:45): Yana Reynolds of Literally Yana and Write-it-off Therapy Literally Yana is a collection of personal and expressive writing practices that spark + promote healthy releases toward a path of healing. It is infused with love, life lessons, self-celebration, and community building. Write-it-Off Therapy provides guided writing practices for personal transformation & growth.  Through powerful words and visuals, Yana aspires to inspire people to live in their purpose intentionally + unapologetically and celebrate + love themselves and others unconditionally with each stroke of her pen. www.literallyyana.com| IG: literallyyana | FB: literallyyana Free writing guide & resources at www.defeattheblankpage.com Talk a Topic (6:17 - 37:18): Cope, Hope, & Bury Yana discusses the meaning behind cope, hope, and bury and provides a glimpse of how it showed up in her life, and how she persevered beyond the pain after a tumultuous year. Other Items mentioned:  Steven Johnson's Syndrome - a rare, serious disorder of the skin and mucous membranes usually caused by a reaction to a medication or an infection. Fewer than 20,000 cases are reported in the U.S. per year.  - Source: Mayo Clinic Books: The Artists Way (Morning Pages) - Julia Cameron You Are Bad Ass - Jen Sincero Podcast: Therapy for Black Girls Other Tips:  Utilize your Employee Assistance Program (EAP) with your organization, if offered Use all of your PTO days and be sure to take some for mental health care as you so need it. Make the investment in you and your health. Poetry: Yana's 2018 Reflections (37:18 - 39:32) Rapid Fire Questions (40:20 - 55:00):  What is your theme song for 2019? - Beyonce: Freedom What is your favorite hidden treasure restaurant (back home)? What do you order? Craigs BBQ in De Valls Bluff, AR; Nick's in Carlisle, AR; Uncle Jerry in Brinkley, AR What are some resources you would recommend? - Morning Pages; You Are A Bada** - Jen Sincero;  OUR NARRATIVE FROM OUR PERSPECTIVE! Connect with us Click Here To Join The Melanated Conversations Collective Facebook: https://www.facebook.com/melanatedconvos/ Twitter: https://twitter.com/melanatedconvos Instagram: https://www.instagram.com/melanatedconvos/ [music: "Fly" by Makaih Beats]    

Nicole Dynan is an Accredited Practicing Dietitian and Founder of The Good Nutrition Co., a Sydney based nutrition and dietetics practice specialising in gut health, corporate nutrition services and private practice. Having spent 10 years working in chronic disease management within the pharmaceutical industry and experiencing first hand the challenges associated with maintaining her own health within a stressful corporate environment, Nicole made the bold decision to go back to university to study nutrition and begin her journey toward helping people change their lives for the better.In 2012, Nicole started The Good Nutrition Co. to share her knowledge of the power of food and since then has helped thousands of people through three private practice locations and corporate and workplace nutrition and wellness programs. Nicole has achieved some seriously amazing things in her relatively short career including pioneering the first Employee Assistance Program (EAP) phone-based nutrition service in Australia, holding the office of Chairperson for the NSW Branch of the Dietitians Association of Australia and working as Media Spokesperson Dietitian for the CSIRO Total Wellbeing Diet Online and Dietitian’s Association of Australia. She is also one of few dietitians in Australia with qualifications in both dietetics and psychology! In addition to her work in private practice and corporate nutrition, Nicole also appears regularly in the media as The Gut Health Dietitian where she communicates important nutrition messages to audiences in a positive and energetic manner.In this chat, Nicole shares the evolution of her business providing listeners with insight into her work in the private practice and corporate nutrition space. We discuss how her past education and work experience has helped equip her with the skills to run her business and highlight the importance of establishing effective networks through the story of how she began working in the media. Nicole also shares the details of her most recent business endeavor, the launch of her online program The Good Mood Diet.As for me? I've rebranded! The Naked Truth is no more. Instead, I'm now working under my own name. Check out the links below for everything that your heart desires! My website www.rachelhawkins.com.au Follow me on Instagram @rachelhawkinsdietitian Subscribe to my newsletter Show notes Other cool guests Oh, and don't forget to subscribe so you don't miss out on new episodes!

On this episode of the Corporate Coke & Smack podcast, we talked about a subject that is getting more attention than it has ever had due to the current state of society. Civilians are under more stress than ever in regards to daily life and the stress that so many people experience is going untreated. We had the honor of being joined by Briana Lewis who is the owner of Inspired Living Counseling & Consulting, a mental health agency based out of Florida. She is a Licensed Mental Health Therapist with specialization in depression, anxiety, and complex trauma. The reason for this show is because mental health is somewhat of a taboo in many black communities. To many people are coping with mental issues through drugs, alcohol, and sex. The proper way to address any issue is through therapy. During this episode, Briana touched on how this passion of hers is bringing change to the stigma of therapy. A talking point that stuck out was the difference in accessibility of mental health counseling on HBCU campuses versus PWI institutions. She is a graduate of Florida A&M University and University of Central Florida. The disparity she saw in the transparency of the subject on the two campuses was a call to action. We also touched on how the church has led people to just "pray about it" versus taking steps to properly address mental illnesses. Faith requires actions beyond a prayer. It is normal for humans to express positive and negative emotions. How you deal with them is what makes a lasting impact on the individual. If you are experiencing abnormal thoughts, we encourage you to reach out to Briana or any local therapist. Be sure to check with your employer about a Employee Assistance Program (EAP) to check your eligibility for covering the cost of these appointments. Corporate Coke & Smack felt this episode was necessary because too often this subject is swept under the rug or a family member is calling you "crazy". It is time to properly diagnose any abnormalities and get back to living your best life! Briana's business website: www.inspiredlivingcounseling.net Briana's IG: @inspiredlivingcounseling

Join us as we host two passionate guests from our partners at Healthy Men Michigan and The YB Men Project. Today we'll talk with Dr. Jodi Frey. of the University of Maryland where she is an Associate Professor at The University of Maryland, School of Social Work.  Dr. Frey chairs the Employee Assistance Program (EAP) sub-specialization and the Financial Social Work Initiative. Dr. Frey's research focuses on workplace behavioral health, including the impact of employee health and well-being on productivity and safety. We'll also speak with Dr. Daphne Watkins who is an Associate Professor of Social Work, Faculty Associate at the University of Michigan-Ann Arbor. Her research has focused on understanding the social determinants of health that explain within group differences among black men; developing evidence-based strategies to improve the physical and mental health of black men; and increasing knowledge about the intersection of culture, ethnicity, age, and gender. Dr. Frey and Dr. Watkins discuss their respective endeavors and projects created to reach men who may be adverse to seeking mental health treatment, or, are beyond the scope for the purposes of research and evaluation for suitable, traditional and non-traditional therapeutic models. For more information, click the links above. You can also take a look at Man Therapy. --- Send in a voice message: https://anchor.fm/thebarbershopgroup/message Support this podcast: https://anchor.fm/thebarbershopgroup/support

Dale A. Masi, PhD, LCSW-C, CEAP is Professor Emeritus, University of Maryland, where she taught for twenty-two years and directed the Employee Assistance Specialization.  The author of fifteen books and more than seventy articles dealing with EAPs, evaluation, and various mental health issues, Dr. Masi holds a doctorate from the Catholic University of America and was the recipient of a post-doctoral research award from the American Association of University Women.  She was a Fulbright Scholar and Specialist to England, Italy, Hong Kong, and Japan, and has lectured in over 45 countries.   Dr. Masi is President and CEO of Masi Research Consultants, Inc., a Boston company specializing in Employee Assistance Program (EAP) design, implementation, training, and evaluation.  Her corporate clients have included the American Management Association, Pfizer, Lafarge, Goodyear, IBM, Merrill Lynch, Toyota Motor Sales, and many other corporations large and small.  Government organizations served by MASI include the Internal Revenue Service, the U.S. Postal Service, and the U.S. Senate and House of Representatives.  She consults for major EAP providers and has served on the IBM Mental Health Advisory Board. Dr. Masi is the recipient of many honors, including the 2012 Lifetime Achievement Award from the Employee Assistance Professional Association (EAPA) and the 2011 Alumna of the Year from Catholic University.  She is a NASW Social Work Pioneer and has been elected to the EAP Hall of Fame.  Dr. Masi serves on the Board of the National Security Institute as well as the EAP Research Foundation.  She is a member of the Cosmos and Harvard Clubs. She is listed in Who’s Who in America, Who’s Who of American Women, International Who’s Who of Professional and Business Women, Who’s Who in Finance and Industry, and others.   

Interview with the compassionate and courageous Kate McPhee, who is a General Psychologist with a Masters in Psychology.  Kate works in both an Employee Assistance Program (EAP) and in her own private practice called The Very Small Clinic which operates in the inner suburbs of Melbourne (www.theverysmallclinic.com). We discuss: How Kate found the field of Psychology, taking her time with studies, aversion to statistics and diagnoses, advice for Psychology students, the balance between heart-open and self-protection, daily yoga, love of French Earl Grey, her love of the people and learning a lot from clients, the adages of near enough is good enough and don’t let perfect be the enemy of good, swimming vs running, Kate’s shame story, the importance of empathy and connection, the magical mark of 40 minutes for strong emotions to pass, Brené Brown’s video on sympathy vs empathy (brenebrown.com) and The Power of Vulnerability TED Talk, the need for shame, Kate’s super power, and her message to connect and find a way to be vulnerable with boundaries.

Shae Meddings is a Psychologist and hosts the Mental as Anyone Podcast where she chats with comedians and performers from various backgrounds on the subject of mental health. A topic that does not get spoken about nearly enough. In addition, Shae works for an Employee Assistance Program (EAP) provider who enables employees for small and Read More The post Episode 83 - Shae Meddings (Psychologist & Mental as Anyone Podcast) appeared first on The Andy Social Podcast.

Featured Guest: Tara Wooldridge, EAP Director Host: Joe Kang, Enterprise Change Manager

Community Help was established for employees of Community Health Network, to assist them with challenges they may be facing in their personal lives. Access to the program is available 24/7 by calling the Community Help line, 317-355-HELP. The line is staffed by members of Community’s Employee Assistance Program (EAP), who can connect employees in need with the appropriate resources for their situation, which may include an interest-free loan through the Community Health Network Foundation. All calls to the Community Help line are kept confidential.