Volume 18, No. 5 May is Mental May 2015 Health Awareness Employee Month! assistance Report supporting EAP professionals ‘Not Here!’ Employees Need Your Help to Confront Bullies By Julia Bain

oted maritime writer There is a plethora of evidence people are not kind and ethical, William McFee once said, that bullying occurs in workplaces and will in fact hurt us if given N“Doing what’s right is no all over the world every day. the opportunity. guarantee against misfortune.” Employee reactions to this socio- Certainly, confronting someone (More on that quote a little later.) pathic behavior range from shock, who is loud and aggressive is typi- Fast forward to a typical fear, loss of confidence and anger, cally a task of the EAP. However, Monday morning in a typical to resignation due to an inability to this issue gets more complicated workplace… The supervisor pulled cope. As EA professionals it is our when the form of violence is more out her desk chair and gasped responsibility to provide organiza- subtle, such as calling someone by when she saw a dead snake lying tions with tools that will stop bul- the wrong name over and over on its back, its mouth wide open. lies in their tracks and broadcast a continued on Page 2 She had disciplined an employee resounding, “Not here!” when on Friday whom she did not real- attempts are made to deliberately ize was capable of such behavior. generate suffering. We are the F e at u r e d I n s i d e Her heart was racing when she force that that can give tormented  Smartphones are the New said to herself, “I’m dealing with individuals the assistance they Cigarettes a bully.” need after helping them identify  Evaluating the Effects of EAP bullying for what it Services is: Cruelty.  Appreciation is Vital!  Anger Course Offered About McFee’s  Industry-specific EAPs Offer Quote Great Value Some employees  RESOURCES mistakenly believe  Would More Asylums Solve if they are profes- Mental Health Crisis? sional and polite,  Smart Supervisors… this behavior will  Mental Health Tool-Kit change. But the Available quote at the begin-  Trying to Get Around Mental ning of this article Health Rules should remind our- INSERTS selves, and our cli-  Brown Bagger: Putting a STOP to Workplace Bullying ents, just how true  this statement is. In Payroll Stuffers  © other words, many LifestyleTIPS

May 2015 Visit EA Report’s website at www.impact-publications.com EA Report 1 ‘Not Here!’ cont’d from Page 1

again, constantly interrupting, or tell you immediately so you can Employee Assistance Report someone has a hand pointed in the take a deep breath, make a shift, shape of a gun at someone’s head. and be respectful.” Editor - Mike Jacquart Or, “I am uncomfortable with Publisher - Scott Kolpien Addressing Bullying Behavior your style of communication with Designer - Laura J. Miller Give individuals and workgroups me because you are either insulting Circulation - Kim Bartel scripts to help them stop a bully. me, or show obvious disinterest COPYRIGHT © Impact Publications, Whether the target of the bully is an when I speak by turning your body Inc. 2015. Employee Assistance Report employee or a bystander, invigorate away from me. I require respect in (ISSN 1097-6221) is published monthly your workforce by consistently relationships. I need you to listen to by Impact Publications, Inc., P.O. Box 322, Waupaca, WI 54981-9502, Phone: delivering the message: “You may me and show me you are interested 715-258-2448, Fax: 715-258-9048, not behave that way here,” or “Stop in what I have to say.” e-mail: [email protected]. shouting right now.” Practice a variety of scripts with POSTMASTER: Send address correc- Always give the person the employees so they can utilize their tions to Employee Assistance Report, option of walking away and getting own style and preference. This will P.O. Box 322, Waupaca, WI 54981-9502. help from a co-worker, security or allow them to feel more comfort- No part of this newsletter may be repro- duced in any form or by any means even the police. If an employee feels able assertively expressing them- without written permission from the pub- at risk of harm, teach them to disen- selves with bullies. However, also lisher, except for the inclusion of brief gage and quickly go get help. Be the remind them that even if they quotations in a review which must credit person who represents an EAP that deliver a script perfectly, it may Employee Assistance Report as the says, “You are not alone, we are not stop the bully. That is when source, and include the publisher’s phone number, address, and subscription rate. here for you and if this happens, we the employee needs to get support Yearly subscription rate is $229.00. will help you.” Helping employees from management. Material accepted for publication is sub- describe behaviors that are not If the situation is coming from ject to such revision as is necessary in our acceptable accomplishes two goals: the owner/CEO who is unwilling discretion to meet the requirements of the to halt bullying tactics, it is time to publication. The information presented in EAR is from many sources for which there • It allows the employee to clearly seek employment elsewhere. No can be no warranty or responsibility as to state that what is happening is paycheck is worth the destruction accuracy, originality or completeness. The not going to be tolerated; and of self-esteem and spirit. Help cli- publication is sold with the understanding • It gives the bully the opportunity ents articulate what they value that the publisher is not engaged in render- to stop the behavior, knowing about themselves that they are ing product endorsements or providing instructions as a substitute for appropriate the recipient is fully aware and unwilling to allow another person training by qualified sources. Therefore, articulate enough to describe it to destroy. Generate a list of possi- EAR and Impact Publications, Inc. will not and, if necessary, report the ble resources that may be able to assume responsibility for any actions aris- unacceptable behavior. assist a bullied employee: ing from any information published in EAR. We invite constructive criticism and welcome any report of inferior informa- The following are several exam- • Human resources, which can tion so that corrective action may be taken. ples: “When we talk, you lose initiate discipline, transfers, and your temper and always seem frus- conduct investigations that vio- trated. You are frowning and do late rules, policies, regulations • Security personnel and the not allow me to speak. I need you and professional conduct; police may be called if employ- to stop monopolizing our conver- • Grievances that can be filed ees believe they are in danger. sations so I can have a voice and within departments, unions equality in terms of time to talk and personnel boards; A Lesson in Assertiveness when we converse. I need you to • Legal representation, which Even when a manager or super- be calm and respectful with me.” may become necessary; visor is the bully and he/she is dis- Or, “Often when we communi- • Mediation that may be utilized; respectful in whatever form, cate you are either telling jokes or • Union representation may be remind employees they have free asking me ‘why’ questions and not required if reports of bullying will and can remove themselves being patient so I may answer you. are not addressed by the from the situation by saying, Let’s start over and when you company or upper level throw a verbal barb at me, I will management; and continued on Page 3

2 EA Report Visit EA Report’s website at www.impact-publications.com May 2015 ‘Not Here!’ cont’d from Page 2 “Excuse me.” Then get help from Editor’s Notebook the EAP or security. Some people in management I remember 7th Looking back, I should have done positions become deluded with and 8th grade quite something, but what? power and mistakenly believe they well… a little too That’s where the EAP can can mistreat others because they well in fact. In a come in. “As EA professionals, make more money or have deci- two-grade school, we have an obligation to support sion-making authority. Help you were either the bully or the bul- and teach employees that they are employees summon the courage to lied… not a good situation. But most not helpless from workplace bul- say to bullies in upper manage- of us grow up and the bullying stops. lies,” Julia writes. Just as schools ment, “Not with me, not today.” Or does it? Not for some peo- are creating zero tolerance bully- Explain to employees what ple unfortunately. As Julia Bain, ing policies, so should workplaces enabling behavior is, and that if author of this month’s cover story enact similar procedures. they allow others to mistreat them points out, workplace bullying is (Catherine Mattice presents they are in fact communicating, “It quite common. additional insights and recommen- is OK you treat me this way, I’ve witnessed it, too. At a dations in this month’s Brown because I am allowing it.” newspaper I used to work at, I Bagger insert.) clearly recall how several other Growing up is tough enough… Summary reporters were repeatedly brow- Acting grown up shouldn’t be too As EA professionals, we have beaten by a few of the editors. much to ask. Should it? Until an obligation to support and teach How unprofessional, I thought! If next time. employees that they are not help- you have a complaint about some- less from workplace bullies. It’s one, that’s what offices and closed true that some employees may doors are for – but to hassle some- need a great deal of encourage- one repeatedly in front of one’s ment to assert themselves, and to peers? And if the behavior both- gain the courage to put a stop to ered me – and I wasn’t even being Mike Jacquart, Editor disrespectful behavior. ridiculed – can you imagine how (715) 258-2448 The EAP is responsible for cre- my bullied co-workers felt? [email protected] ating a workplace that empowers and encourages strength. Ignoring bullies in the workplace has been the theme of workplace cultures for far too long. As a result, some We’ve Got You Covered! employees believe bullies hold a EmPLOYEE “license” to perpetuate chronic pes- aSSISTANCE tering, criticizing, belittling, hostil- ity and other behaviors that have REPORT the common goal of hurting, con- hether it’s monthly – or quarterly – the Employee Assistance trolling, and manipulating others. It Report (EAR) and the Journal of Employee Assistance (JEA) is time we create and enforce zero are the publications that EA professionals need to stay on top tolerance policies for bullying W of trends and other developments in employee assistance. behaviors in the workplace.  An electronic subscription to EAR offers the same great benefits of our printed newsletter – but at a fraction of the cost – a $130 savings Dr. Julia Bain, LPCC, NCC, CEAP is the Risk Management Program Manager/EAP annually! Each month, links to the newsletter and its inserts are emailed Manager for the City of Albuquerque. Dr. directly to your inbox. Going electronic helps the environment, too! Bain has served the 6,500+ city employee The JEA – published quarterly by the Employee Assistance workforce and their families for over 23 Professionals Association – is a core benefit of EAPA members. The years. She may be reached at (505) 768- JEA features a broad range of important EAP topics – including inter- 4614 (direct) or [email protected]. Editor’s note: More information on workplace national, legal, and technological issues – every three months. bullying is presented in this month’s Both publications are edited and designed by Impact Publications, Inc.  “Brown Bagger” insert.

May 2015 Visit EA Report’s website at www.impact-publications.com EA Report 3 On the Job Smartphones are the New Cigarettes

By Tim Bichara But it occurred to me the other being fully present in the moment day just how much the smartphone that we reach for our favorite prop, only smoked for a short period has become the modern version of our electronic security blanket? in my life – somewhere the cigarette. In our culture, there is pressure I between the ages of 15 and 23. Consider: You’re at a profes- to interact, to engage, to do…even And really, I don’t think I could sional conference sitting on your if we are alone. To sit and just ever call myself a proper smoker. own. You don’t know anyone and “be” feels deeply alien…and Even at my most nicotine infused I you’re waiting for the next speaker faintly embarrassing. probably smoked no more than 5 to come on stage. You feel a bit cigarettes a day. awkward, a bit out of place. What And maybe a great prop, be it a Back then you could smoke do you do? Well if you’re anything smartphone or a cigarette, helps everywhere of course. Not just in like me you’ll reach for your us avoid being “naked,” facing the bars, but on tops of busses, in cin- phone. Sure we need to check our world as it really is in all its bore- emas, even in airplanes. I always emails from time to time, to tweet, dom and mundaneness. thought it was faintly ridiculous to to text…whatever. But isn’t a part “You’re never alone with a have a smoking section on planes of it just having something to do? Strand” was one of the most but hey... famous lines in British advertising. Something to make us feel a little It referred to a brand of cigarettes The thing is though, I don’t think I less silly and a little less naked? popular in the 1950s, advertised by was ever really addicted to nicotine. I know I’m not alone. The other a solitary man in a trench coat and So why did I smoke? Well… day I was waiting at the platform trilby hat. some of it was a desire to fit in… in a suburban station. Every single The trilby hat and the trench some of it was a desire to rebel. person I counted was looking at coat are long gone now of course, But I think more importantly it their smartphones. Were they just but maybe the cigarettes live on… was the most incredible prop. looking for distraction on the way in high resolution of course.  Standing alone at the bar? Light home, something to make the time Tim Bichara is the managing partner at a cigarette. It will give you some- go quicker? Or is there more to it Nimble Mobile, and the co-founder and thing to lean on – something to do than that? Are we so afraid of creative director at Q App. with your hands. And you’ll feel less awkward, less embarrassed about standing there with no one Subscribe to EA Report Now! to talk to. YES! Please start _____ or renew _____ my subscription to Employee Waiting for the bus? Light a Assistance Report. If I’m not completely satisfied, I can cancel and receive a cigarette. It will relive the bore- refund for the remaining portion of the subscription. dom and give you a focus for your  3 years (36 issues)...... $687.00 All payments must be made in U.S. funds or wandering mind.  2 years (24 issues)...... $458.00 by check drawn on a U.S. bank.  1 year (12 issues)...... $229.00 And of course “needing a light” Method of Payment: is THE best excuse for speaking to ___ Extra copies per month at $2 each, $24 per  Organization’s check year (e.g., 5 extra copies per month for 1 yr. =  Personal check someone you find attractive. In $120 per year). Add to above rates.  Purchase order fact, I’m convinced that a lot of Foreign orders please add $20 per year.  Bill me my generation wouldn’t have been  Charge my: MC  Visa Am. Express Name:...... Card #: born at all if our parents weren’t Title:...... Expiration Date: Organization:...... puffing away like Serge Signature: Gainsbourg in his final years. I’ve Address:...... City:...... Credit card orders may call 715-258-2448. been a non-smoker for 20 years State or Province:...... Mail to: EA Report, PO Box 322, now, and I don’t have any inten- Zip Code:...... Waupaca, WI 54981 tion of starting again. Daytime Phone:......

4 EA Report Visit EA Report’s website at www.impact-publications.com May 2015 Special Report Evaluating the Effects of EAP Services mployee assistance programs metrics (such as utilization rates) and effect of an EAP on work-related (EAPs) have earned a core “feel good” assessments (such as outcomes, a validated measure- Erole in employee benefits positive anecdotes or testimonials). ment tool specifically designed portfolios for reasons that appear However, most human for EAP evaluation – the self-evident: unresolved personal resources and benefits purchasers Workplace Outcome Suite (WOS) problems are commonplace and agree that these measures alone – was developed. costly in the workplace, and resolv- are inadequate and that EA provid- Caterpillar Inc., a Fortune 100 ing these problems leads to healthier ers need to credibly demonstrate company based in Peoria, Illinois, and more productive workers. how their interventions affect the was the first employer to test the But as EAPs have expanded and workplace. Few EA providers have effects of its EAP service using the diversified, this self-evident assessed the effects of an EAP on WOS. An online article explains assessment is no longer sufficient work-related outcomes using vali- how the WOS is used and profiles to guide management decisions dated measures and acceptable the results for Caterpillar’s EAP. about if or how an EAP “fits” in methods; instead, the focus has The article, written by John C. an employee benefits package or been on inputs such as “counting Pompe, PsyD, SPHR; David A. as a component of a wellness and heads” and dissecting operational Sharar, PhD; and Monica Ratcliff, productivity strategy. processes rather than outputs, LCSW, PHR, is presented on the Historically, the employee assis- actual results, or impacts. Chestnut Global Partners website tance (EA) field has measured To fill this gap in providers’ at: http://chestnutglobalpartners. “effectiveness” by reporting on basic ability to objectively assess the org/Publications. 

Quick Ideas Appreciation is Vital!

hen employees do not reviews, employees don’t tend to v Be sure the appreciation is feel valued, the results are believe it. Similarly, infrequent authentic. People want apprecia- Wpredictable. Workers messages (several times a year) tion to be genuine. It need not be become discouraged, feeling there is also don’t adequately communicate big: a signed thank-you card, a “always more to do and no one cares that the employee is truly valued box of chocolates, a gift card to a whether I do a good job or not.” favorite retailer, etc. Whatever it Employees begin to complain v Individualize and person- is, an individualized gift will mean about their work, and negativity ally deliver thank-you notes. a lot more than something that increases. An increase in conflict People want to be appreciated for sounds contrived, such as an email and decrease in productivity can what they did individually. or in-person, “I really appreciate result. Managers and supervisors Unfortunately, most organizations everyone in this department.” who truly appreciate their employ- use group-based acts – such as an Really? It won’t feel like it.  ees can work wonders! Consider: email blast thanking a department for a job well done on a certain Source: Dr. Paul White, psychologist and v Communicate appreciation project. This can backfire, with author of “The 5 Languages of Apprecia- regularly. If appreciation is only employees cynical or offended, tion in the Workplace.” conveyed during performance rather than appreciated.

May 2015 Visit EA Report’s website at www.impact-publications.com EA Report 5 Supporting Our Veterans Anger Course Offered

eterans receiving treatment This confidential, self-paced to help the user stick with it. EA for post-traumatic stress dis- program is based on cognitive professionals should direct veter- order (PTSD) often experi- behavioral treatment and offers a ans to: http://www.veterantraining. V  ence anger and irritability. These wide range of practical skills and va.gov/aims/. feelings can exacerbate veterans’ tools to help veterans learn to current difficulties and can interfere manage their anger and develop with the development of positive control over problematic thoughts relationships as well as meaningful and actions. engagement in treatment. It includes videos of eight vet- To help address this need, the erans who have successfully Department of Veterans Affairs has learned to manage their anger launched a new online self-help using the tools in the AIMS pro- course titled: Anger & Irritability gram. AIMS also features a variety Skills or AIMS. of games and exercises designed

In the News RESOURCES Industry-specific  Dealing With a Critical Jerk, $27, PDF download, PBP Executive Reports, (800) 220- 5000, www.pbpexecutivereports.com. Take the EAPs Offer fear out of confronting a critical and negative Great Value employee with this report.  A recent Accountemps study shows that remote work opportunities have continued to mployee assistance programs are a popular com- increase. Check out: http://accountemps.rhi. ponent of an employer’s benefit package; one mediaroom.com/2015-02-17-Large-Vs-Small- Ethat benefit advisers can help make more effec- Companies-Whos-Winning-Out-When-It-Comes- tive by tailoring their client’s EAP toward industry-spe- To-Remote-Work. cific needs. While EAPs have typically been thought of as  The 7 Most Disruptive Workplace Issues, $99, offering assistance to employees with substance abuse PDF download, PBP Executive Reports, (800) 220- or other employee counseling needs, such programs 5000, www.pbpexecutivereports.com. This executive have evolved in recent times to include services such report offers proven techniques, insight and advice to as on-site crisis counseling, financial counseling and control and eliminate destructive behavior while even identity theft protection. keeping morale high and productivity up. However, because employee needs can vary from one industry to another, benefit advisers can offer a  Cancer Continuum of Care is an interac- real added value by working with employers to tailor tive tool-kit that helps employers and EA profes- their EAPs to include those services that meet the sionals address the growing impact of cancer in needs of their specific employee population.  the workplace. Visit: www.businessgrouphealth. org/cancer/resources.cfm  Source: Employee Benefit News.

6 EA Report Visit EA Report’s website at www.impact-publications.com May 2015 Mental Health Awareness Month Would More Asylums Solve Mental Health Crisis? or many, the phrase “psychiat- professor of medical ethics, health did in 1955. With the doubling of ric asylum” conjures up haunt- policy and psychiatry tells Quartz. the US population, the researchers Fing and disturbing images: Psychiatrists have been making write, this is a 95% decline. lobotomy procedures, drugged and arguments for expanding long-term But the mentally ill did not dis- restrained patients, the creepy facility inpatient care for some time, he appear into thin air. Many were in the movie “Shutter Island,” and says. In their call to “bring back the put on new medications, and some the cruel Nurse Ratched from “One asylum,” Sisti and his colleagues placed in community-based care; Flew Over the Cuckoo’s Nest.” But speak of the original, 19th-century but others became homeless, and that image may be outdated. meaning of the term asylum: a many landed in jails and prisons. In a provocative new paper pub- place that is a safe sanctuary, which Studies show that 15% of prison lished in the Journal of the provides long-term care for the inmates suffer from a psychotic American Medical Association, mentally ill. “It is time to build disorder, and it has been widely bioethicists at the University of them — again,” they write. documented that penitentiary facil- Pennsylvania outline the crisis of Although psychiatric hospitals ities fail to provide adequate men- mental health care in the United still exist, the dearth of long-term tal health care. In fact, with the States, and propose a solution: care options for the mentally ill in widespread use of tactics such as Rehabilitate the ill-reputed institu- the US is acute, the researchers say. solitary confinement, they often tion of the psychiatric asylum. State-run psychiatric facilities exacerbate the problem. “It’s really not as radical as it house 45,000 patients, less than a Researchers admit their proposal sounds,” Dominic A. Sisti, assistant tenth of the number of patients they would be very costly. 

Quick Ideas Smart Something We Should Supervisors… Know About? • Set clear expectations to employees. Send your announcements, press releases and • Don’t wait to get professional help, such as from an EAP. news tips to Employee Assistance Report, • Don’t take matters personally. (715) 445-4386 or email • Communicate with employees [email protected]. about their problems. • Are willing to see a problem through to resolution. 

Sources: Bob Gilson, a retired govern- Employee ment labor and employee relations director; FedSmith (www.fedsmith.com). assistance Report

Employee Assistance Report is published monthly. For subscription information contact: Employee Assistance Report, P.O. Box 322, Waupaca, WI 54981. This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional services. If legal advice or other expert assistance is required, the services of a competent professional should be sought. (From a Declaration of Principles jointly adopted by a committee of the American Bar Association and a Committee of Publishers.) Employee Assistance Report does not necessarily endorse any products or services mentioned. No part of this newsletter may be reproduced in any form or by any means without written permission from the publisher, except for the inclusion of brief quotations in a review which must credit Employee Assistance Report as the source, and include the publisher’s phone number, address, and subscription rate.

May 2015 Visit EA Report’s website at www.impact-publications.com EA Report 7 Mental Health Awareness Month Mental Health Tool-Kit Available

or over 65 years, Mental at “Stage 4’ – when symptoms The tool-kit will be available Health America and its are more severe, and recovery for download on March 16.* Faffiliates across the coun- is a longer process. Download an overview at: http:// try have led the observance of This year’s tool-kit includes www.mentalhealthamerica.net/ May as “Mental Health fact sheets, a poster, a calendar sites/default/files/MHA%20 Month.” This year’s campaign of mental health tips, materials B4Stage4%20Overview.pdf  and tool-kit features the theme to use with the media and on B4Stage4 and will focus on social media, and more! Items * Editor’s note: All articles for this news- how people can address their will be available in Spanish this letter had to be submitted to our designer, Laura J. Miller, by March 5. mental health early, rather than year as well.

Mental Health Awareness Month Trying to Get Around Mental Health Rules

By Darcy Lockman “That’s all well and good,” impossible to debate anyone who replied the reviewer. “If he wants simply declares that it does not. ’ve been in private practice to stay in treatment to deal with Twenty percent of health care since 2010. Most of the people developmental issues, he is cer- spending in this country cur- II see submit their bills to their tainly welcome to do that, but we rently goes to administrative insurance companies for reim- are not going to pay for it.” costs like these, and the amount bursement. It’s a testament to the So, some years past due, I spent on mental health care integrity in the industry that these finally asked: What exactly was it administrative costs is dispro- reimbursements often come that they were willing to reim- portionately high. Insurance through without a hitch. burse? She said she’d send me a companies should stop wasting But in the past year, possibly secure link to her company’s web- resources on all but meaningless because of increased cost concerns in site so that I could read about utilization reviews and put it the wake of the Affordable Care Act, “medical necessity.” We agreed I toward the services their mem- I’ve received a handful of phone could see the patient for another bers buy from them. No one calls, each caller requesting that I year before the next review. goes to therapy to kill time. The schedule a talk with a case manager. It’s difficult to translate psy- industry should stop trying to Eventually she got down to it: chotherapy into medicalspeak, but cut costs by acting as if this is How much longer did I think I’d be if I set aside my bias against call- ever even remotely the case.  seeing him [the patient]? The goal ing my patients diseased, I believe of the insurance company is to con- that my work always falls com- Darcy Lockman practices in New York tain costs. I decided to stop pre- fortably within the range of medi- City. Editor’s note: Darcy’s complete online article is available at: http://www. tending to be on their side and laid cal necessity. Given the ambiguity slate.com/articles/health_and_science/ my cards on the table. “John and I of the language, though, and the medical_examiner/2015/01/medically_ could work together productively fact that problems in living cannot necessary_psychotherapy_insurance_ for another five years,” I said. yet be biopsied, it is all but companies_try_to_evade_mental.1.html.

8 EA Report Visit EA Report’s website at www.impact-publications.com May 2015