Work-Life stress management (Workplace programs, policies and practices)

Work-life stress management

EAP/EFAP

Definition:

The Employee Assistance Professionals Association defines an employee assistance program (EAP) as:

a worksite-based program designed to assist in the identification and resolution of productivity problems associated with employees impaired by personal concerns, including, but not limited to, health, marital, family, financial, alcohol, drug, legal, emotional, stress, or other personal concerns which may adversely affect employee job performance.

Considerations:

• EAP services are usually provided by an external company specializing in this type of support, information and counseling service. EAP services are confidential and can be offered to either individuals or groups of employees. Most plans offer access to employees and their family members via a 24-hour, toll-free line. Counselors will meet or discuss the problem with the employee and if longer-term or specialized treatment is required, EAP counselors will link callers with appropriate community resources.
  
  
• The cost of an Employee Assistance Program is often based on utilization.
  
  
• The benefits of EAPs to an organization can include:
  
  
  • decreased costs related to turnover, absenteeism, accidents and stress related disability;
  • increased employee productivity;
  • prevention of problems, which could negatively impact the employee's work and/or home life; and
  • enhanced morale and commitment to the organization.

Wellness/health promotion

Definition:

Health and wellness are much more than the absence of illness. Health is an essential life ingredient that is influenced daily by personal circumstances, attitudes, beliefs and actions; and by the cultural, social, economic, and physical environments in which an individual exists.

A healthy workplace provides mutual benefits for employers and employees within a common belief that good health practices by both will lead to individual and organizational self-fulfillment and productivity. Health promotion is the process of enabling employees to increase control over and to improve their physical, emotional and social health.

Considerations:

• Programs should be designed for all employees, whether it be to improve the health of those with serious health problems or to assist those employees who are generally well to maintain their good health.
  
  
• People’s habits affect their health. Some important habits involve eating, smoking, alcohol and drug use, physical activity and sleep. Individuals may develop counter productive or unhealthy habits in relation to any of the above that can impair their personal and work lives and will likely require a sustained effort and commitment on the part of the individual to achieve success in breaking the habit. Thus, results of health promotion programs and activities might not be evidenced in the immediate or short-term as they often require a long-term approach.
  
  
• At home and work, physical and social environments have major influences on a person’s health. The physical environment can affect people directly in many ways, and includes noise levels, toxic substances, air quality and workplace design. The social environment has an impact on employee wellness through such factors as work schedules, coordinating home and work responsibilities, deadlines, work organization, available training and support. The social environment also has an effect through interpersonal relationships, including supervisor communications, feedback from co-workers and family relationships. People are also affected indirectly by worry, nervousness and stress.

  Therefore, the types of wellness/health promotion activities that can be implemented within an organization are numerous and target different aspects of an individual’s physical, emotional, and social environment. Some examples of health promotion and/or wellness activities include:

  • creation, promotion and maintenance of organizational occupational Health and Safety Committees;
    
    
  • providing advice to employees and managers on dealing with issues concerning the use or wearing of scented products in the workplace;
    
    
  • workshops/seminars on HIV/Aids in the Workplace, dealing with stress in the workplace, time management, team building, safe winter driving, smoking cessation, first aid, cardio pulmonary resuscitation (CPR), elder care, or retirement planning;
    
    
  • promotion of an organizational Employee Assistance Program;
    
    
  • flu immunization and blood donor clinics;
    
    
  • promotion of Workplace Injury Prevention Initiatives such as ergonomic or workplace assessments for employees by health professionals;
    
    
  • promotion of a healthier lifestyle by encouraging employees to walk, run, or jog; and
    
    
  • enforcement of a smoke-free work environment.

See also Health in the workplace partners  (Health Canada)

References:

• Health and Welfare Canada, Corporate Health Model: A Guide to Developing and Implementing the Workplace Health System in Medium and Large Businesses, 1991.
  
  
• Health and Welfare Canada, The Small Business Health Model: A Guide to Developing and Implementing the Workplace Health System in Small Businesses, 1992.
  
  
• International Employee Assistance Professionals Association