MENTAL HEALTH ISSUES AS A DIFFERENCE IN THE WORKPLACE - PowerPoint Presentation

Slide1

MENTAL HEALTH ISSUES AS A DIFFERENCE IN THE WORKPLACE

EAPs and Human ResourcesWorking TogetherEAPA NOC – October 19, 2018

1

Slide2

2

Presented by

Anne Finnegan, LISW-S, LICDC-CS, SAPClinical Manager, ease@workA program of The Centers for Families and ChildrenKerry Bohac, PHR, SHRM-CPVP of Human ResourcesThe Centers for Families and Children

2

Slide3

MENTAL HEALTH ISSUES AS A DIFFERENCE IN THE WORKPLACE

Clinical challengesHuman Resources challenges HR and EAP providers/liaisons partnering togetherLegislationSmall group and large group experiences and best practicesPractical supports and resources

3

Slide4

4

4

Slide5

5

Yayoi

Kusama

5

Slide6

6

Source:

Telligen

08/19/16 The Impact Mental Health Has on Workplace Productivity

6

Slide7

DID YOU KNOW?

1 in 5 adults will experience a diagnosable mental illness in any given yearOf those 1 in 5, less than half will get treatmentOf the employees who seek treatment, more than 80% will report improved levels of work efficacy and satisfactionSource: Center for Workplace Mental Health – Making the Business Case

7

Slide8

SUBSTANCE USE DISORDERS

Without a secondary diagnosis, 1 in 10 Directly affects 1/3 of US families ¾ of those who have SUDs are employedMiss 50% more work days than peersWhich industries have 2x the national rate of SUDs?

8

Slide9

INDUSTRIES WITH TWICE THE NATIONAL AVERAGE EMPLOYEES WITH SUD

9

Slide10

THE OPIOID EPIDEMIC

10

The number of Opioid Use Disorders is triple government estimates

(S. Ross Johnson 9/14/18 Modern Healthcare)

McKinsey and Co. study suggested 6 million vs. 2.1 million individuals

2017 Council of Economic Advisors estimate this epidemic has cost the economy roughly $500 Billion

Slide11

11

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

Slide12

EFFECTS ON CO-WORKERS

Moodiness, irritability, impulsivity - may push people awayBlocks teamwork, collaboration, communicationCo-workers may take the behavior personallyResentful of not pulling their weightTeam members lose trust and confidence in co-workerMay try to protect co-worker from consequences

12

Slide13

CONFLICTS WITH EMPLOYER POLICIES AND PROCEDURES

What are some of the behaviors of employees with untreated/ undertreated mental health issues that cause problems?

13

Slide14

DUAL DIAGNOSIS

2014 SAMSHA study identified 40% of addicts as having Dual DiagnosisHalf of local IOP clients have Dual DiagnosesClinical challenges?

14

Slide15

COMPLEXITY OF ASSESSMENT, TREATMENT, AND REFERRALS

AssessmentImportance of collateral information EmployerFamily HistoryReferral and TreatmentTreatment options – intensive, outpatient Compliance – lack of good judgement

15

Slide16

16

Impact on HR professionals

More than 80% of HR professionals spend 25% of their time managing Mental Health issues74% of employers lack policies and procedures to identify and manage MH issues 65% do not measure impact on staff of MH issues

Source: Inside HR: hotworkplacepotato

16

Slide17

17

“Managing mental health well is not only the right thing to do to ensure the health and safety of your people but it will also have an impact on the overall success of the organization.”

Samantha Betzien, partner in HR and Industrial RelationsMinter-Ellison, Austrailia

17

Slide18

Partnering with HR

Role conflictsEducationAdvocacyCommunication

18

Slide19

Great-West Life Centre for Mental Health in the Workplace: 2017 Study

EMPLOYEE ASSISTANCE PROFESSIONALS SHOULD:1. get more involved with advancing legislation and regulatory changes that support workplace mental health2. educate both employees and corporate leaders about the widespread prevalence of mental health issues in the workplace AND that they are preventable and treatable

19

Slide20

EMPLOYEE ASSISTANCE PROFESSIONALS SHOULD (continued)

3. Create additional opportunities for positive media by collaborating with employers to present together at professional and business conferences on mental health topics4. Collect better empirical data on the quality and workplace outcomes of their counseling, management, and crisis servicesSource: Mark Attridge, PhD Journal of Employee Assistance 4th Quarter 2017

20

Slide21

Partnering with HR

Risk Management vs. Problem-solvingvs. Employee ExperienceIncreasing incident of anxiety and other mental health issues for emerging workforceSmall organization HR readinessIncreased concern in emerging workforceWhen there is no HR

21

Source:

www.shrm.org

,

Today’s Young Worker is Stressed Out and Anxious

, Dana

Wilkie

Slide22

Ask HR!

22

Slide23

Growing problem, growing response

23

https://www.headstogether.org.uk

/

Slide24

24

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

AMERICANS WITH DISABILITIES ACT

Slide25

AMERICANS WITH DISABILITIES ACT (ADA)

Title I EmploymentTitle II Public Services: State and Local Government (includes transportation)Title III Public Accommodations and Services Operated by Private EntitiesTitle IV TelecommunicationsTitle V Miscellaneous Provisions

25

Slide26

FAMILY AND MEDICAL LEAVE ACT (FMLA) 1993

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

26

Slide27

FAQs ABOUT FMLA (FOR CLINICIANS)Journal of Employee Assistance – 1st Quarter 2018 (federal FMLA only)

An EAP provider can be considered a certified “health care provider,” if accepted by the employer or benefits manager EAP professional can speak with the employer, to authenticate or clarify the application, with employee authorization – but only to HR, not the direct supervisorAdditional supportive actions: educate the client about the rules, encourage 30 days in advance, follow employer policies

27

Slide28

DECIDING WHETHER OR NOT TO DISCLOSESusan Goldberg, Psychologist and professor at Duquesne U. NYT online article by Alina Tugend 11/14/14

How supportive is the person you are disclosing to likely to be?What type of culture does the company have? Do you have a proven track record?What is happening in society as a whole?Do you need to disclose everything about the condition, or would it be better to be selective?

28

Slide29

EMPLOYEE RESOURCES

http://www.chadd.org/Understanding-ADHD/For-Adults/Workplace-Issues.aspx https://www.nami.org/Find-Support/Living-with-a-Mental-Health-Condition/Succeeding-at-Work https://www.youtube.com/watch?v=40LUEsYW6oc Kati Morton – MH in the Workplace

29

Slide30

EMPLOYEE AND EMPLOYERASK JAN Job Accommodation Network

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

30

Slide31

EMPLOYEE AND EMPLOYERAsk JAN

Offers training modules for staffEmployers’ Guide to Reasonable AccommodationsSearchable Online Accommodations Resource (SOAR)Spanish language Resources

Office of Disability Employment ManagementJob Accommodation Network (800)526-7234 (V) (877)781-9403 (TTY) jan@askjan.org http://AskJAN.org

31

Slide32

PROVIDER/EMPLOYEEACCOMMODATIONS

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

32

Slide33

PROVIDER, EMPLOYEE AND EMPLOYERACCOMMODATION REQUESTS

Requests are, by nature preferential

Requests do not have to be in writing, or to use any “magic words”

Requests can come from a 3

rd

party

ie

. family member, M.D.

Requests can be made at any time during application process or employment

Employees can make more than one request,

ie

. if the nature of a condition or the job changes

Source: Ross

Brittain

& Schonberg Co. LPA seminar

Slide34

EMPLOYERPARTNERSHIP FOR WORKPLACE MENTAL HEALTH

Making the business caseMental health topicsCase studiesEmployer resources Working Well Toolkithttp://workplacementalhealth.org Project of American Psychiatric Assn and Center for Workplace Mental Health

34

Slide35

35

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

EMPLOYER

Slide36

CHANGE DIRECTIONSKNOW THE FIVE SIGNS OF SUFFERING

36

The

Five Signs that may mean someone is in emotional pain and might need help:Personality ChangeAgitatedWithdrawalPoor Self-CareHopelessnesshttps://www.changedirection.org /

EMPLOYER

Slide37

https://www.changedirection.org/corporations-change-direction/

Resource to educate employers, employees and to action steps

37

EMPLOYER

Slide38

CASE DISCUSSION

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

38

Slide39

The bottom line… and what we all want!

https://www.youtube.com/watch?v=ynR1XmQruoo RIP Aretha, Queen of Soul

39

Slide40

40