Employee assistance programs

our work shift. In other words, personal problems are exactly what it is, “personal”, and have no place in a work environment. In today’s new economy, organizations are realizing the importance of providing assistance to employees’ dealing with major personal problems. At times, when an employee is having a personal problem at home, it can after their work performance and can potentially disrupt the work flow of the organization. “Industrial and labor relations experts talk of a changing labor force

at a high of 50% for employees while the Industry average is only 10%. (The Case). It is clear that Doohickeys U Need is in need of implementing employee assistance programs and office improvement within the business to create a healthy work environment that the employees will feel supported and happy to be within. Solution #1: Employee Assistance Program for Mental and Emotional Health There may be many reasons Doohickeys U Need’s employees are feeling

firm is a no show at a client installation. The employee’s manager has uncovered damaging information while searching for his missing employee. According to other clients he has arrived late or not at all to previous appointments and has an increasing problem with his temper. The manager finally locates the missing consultant by contacting his neighbor. The employee explains he is having problems due to his wife leaving him and has abused alcohol. He states that he is not an alcoholic and will get

deaths. While the relationship between these outcomes is not explicit, it is important to implement interventions that address health issues related to drug related injuries. The first, ACHESS, an employee assistance program, utilizes organizational resources to empower employees to seek recovery assistance. The second, Project DAWN, focuses on harm reduction strategies to assist

turnover causation in correlation to accessible benefits. Examples of newly recognized benefit offerings that are now considered ‘industry standard’ are adoption assistance, tuition reimbursement, and sabbaticals. Additionally this paper will identify quantitative and qualitative methods to evaluate effectiveness, utilization, and employee satisfaction in regards to recommended changes or additions to these benefits.   MSHR 640 Term Project – Current Benefits & Recommendations My organization offers

the workplace. Have IT test systems that will be used in tracking events so there are no system problems. Some programs have measurable results and some do not, if you are testing hoping for measurable results use factors that can produce the best results. Communication of wellness activities is important in the workplace. In order to get employees involved in the wellness programs that a company has to offer, many times wellness teams in addition to promoting a regular fitness routine, they

The purpose of Company X’s implementation of a compliant ethics program is to provide structured policy and procedure that will impart a cohesive code of ethics. Including strategic importance of Company X’s, business integrity; image/reputation; perception of stakeholders and the business community and prioritizing practices of social responsibility. In addition, the ethics program should provide expectations of employee conduct while being consistent when the “norms” of company practices and

Ways to Deal With Stress The first place an employee should start when trying to alleviate stress is with his own responses. The awareness level of the employee is a crucial factor here in that recognition of the problem is needed before any self-help can occur. Once the employee recognizes the problem, he has a good range of possible remedies. Short-term avoidance can be used to calm the feelings. Walk away from the situation for a brief time. When you feel the stress level building past the point

specific to that workplace before they start working" ("OSHA Highlights", 2013). In this article under the portion titled Violence Prevention in the Manufacturing Setting it covers the employee assistance program or (EAP) plan which the main function is to prevent or deter violent and illegal behavior. This program as in other articles takes the approach of day one meaning, take a good look at the companies hiring process. By the strategy of mental health assessment, good policy and procedures, crisis

constantly talking and spreading rumors about him. His peer, Nicole Ianucci told other peers that he was probably having a mental breakdown because she saw him getting a prescription at the CVS (Roche, 2003). This persistent pattern of “targeting an employee to rumors or gossip with intentions to harm” (Gomez-Melia et al., 2011, p. 491) is an example of bullying behaviors. 2. With “layoff talk” around the office, management should be concerned about